Fewer than one in three (30%) hiring professionals say they received high-quality applications for their most recent hire, with a concerning disconnect between employers’ expectations and the candidate pool.
That’s according to new findings from hiring platform Totaljobs. The research shows that despite increasing competition for talent, many businesses remain reliant on manual methods and rigid screening criteria. Almost two-thirds (63%) of recruiters continue to manually review CVs, with 78 percent using them as the primary method of candidate evaluation.
High expectations may also be excluding qualified candidates. Nearly one in four (23%) recruiters reject applicants with unexplained employment gaps. Other key factors include favouring those with long tenure at previous jobs (30%) and experience at well-known organisations (28%). These trends suggest that potentially capable candidates may be filtered out based on outdated or overly narrow criteria.
Natalie Matalon, Chief People Officer at the Stepstone Group, commented, “There’s a clear disconnect between hiring expectations and the realities of the job market. While recruiters focus on finding the ‘perfect’ candidate, they may inadvertently overlook strong applicants due to rigid hiring criteria. Unexplained employment gaps, tenure requirements and experience at top-tier employers are often prioritised, yet these factors don’t always determine a candidate’s ability to excel in a role. Businesses need to shift towards a more inclusive and skills-focused approach to hiring, ensuring they aren’t narrowing the talent pool unnecessarily.”
 |
Get our essential daily HR news and updates. |
AI usage on the rise
Artificial intelligence is playing a growing role in job applications, particularly among candidates. The report reveals that 67 percent of jobseekers now use AI tools to tailor applications, while 65 percent turn to AI to create or refine cover letters. This trend is changing how applications are reviewed and evaluated.
Recruiters acknowledge the impact of AI. A majority (82%) say AI has improved the professionalism of applications and 74 percent believe overall application quality has improved. However, the same proportion say AI-generated submissions feel less authentic, raising concerns about their reliability as indicators of genuine capability.
Matalon added, “AI is transforming the job application process, helping candidates refine their CVs and applications to appear more polished. However, while AI enhances presentation, it does not replace human judgment. Many recruiters believe AI-generated applications feel less authentic, which is why businesses must maintain a balance – leveraging AI for efficiency while ensuring human involvement in screening applicants to assess true potential.”
Rethinking recruitment processes
The research noted the need for employers to adapt their processes to attract the right talent. Almost half (48%) of recruiters say cover letters are becoming less relevant, and 26 percent of candidates report abandoning job applications that require one. This suggest that simplifying the process could help employers secure more high-quality candidates.
As candidates are asking for clearer communication, employers are encouraged to improve job descriptions by removing jargon, outlining essential and desirable qualifications, and providing transparency on pay and benefits.
The study also suggests that companies should make better use of applicant tracking systems (ATS) and smart matching tools to streamline hiring. Platforms that use structured criteria, keyword matching and pre-screening questions can support more efficient recruitment by filtering unsuitable applications earlier in the process.
Matalon said, “With hiring becoming increasingly competitive, businesses must rethink their approach to attracting and selecting candidates. Relying solely on traditional screening methods and stringent criteria could mean missing out on exceptional talent. By focusing on clear job descriptions, streamlined application processes, and a balanced integration of AI and human evaluation, businesses can improve application quality and ultimately secure the best hires.”
