In today’s competitive hiring market in Ireland, the volume of applications is at an all-time high, but quality remains the biggest challenge. According to our latest research (link to landing page) with over 553 recruiters and 738 jobseekers, with only 22% of recruiters saying they received high-quality applications during their most recent hiring process.
Key findings from the research: defining application quality
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Less than 1 in 4 recruiters receive high-quality applications.
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30% of applications fail to make it past the first screening stage.
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67% of recruiters reject candidates for lacking relevant skills.
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77% of jobseekers find job descriptions unclear.
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79% of recruiters believe AI improves application quality but reduces authenticity.
High quality applications are defined by:
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Relevant skills and experience
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Necessary language skills
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Clear, well-structured, and formatted documents
The four pillars of application quality
1. Writing clear, inclusive job descriptions
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Use jargon-free, searchable titles
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Separate essential from desirable qualifications
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Include salary ranges and flexible working options
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Highlight company values and growth opportunities
Explore more: How to Write Job Requirements That Attract Top Talent
2. Smart pre-screening and assessment tools
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Deploy structured pre-screening questions
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Use skill-based assessments early in the process
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Balance automation with human review
Explore More: The Only 20 Pre-Screening Question You’ll Ever Need to Hire Smarter
3. Objective interview processes
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Train interviewers on bias awareness
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Implement structured interviews with scoring rubrics
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Focus on competency-based evaluations
Explore More: How to Objectively Assess Interviews Every Time
4. Leveraging technology without losing the human touch
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Use AI-powered ATS tools for efficient shortlisting
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Supplement AI decisions with human insight
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Audit AI systems regularly for fairness and effectiveness
Explore More: 7 Ways AI is Transforming How We Hire
Common pitfalls that undermine application quality
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Overly complex or lengthy application processes
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Excessive focus on ‘perfect’ candidates profiles
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Inflexible screening criteria that excludes non-traditional candidates
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Poor communication and lack of feedback
Recommended actions for recruiters
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Simplify the application process: Use mobile-friendly, auto-filled enabled forms
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Be transparent: Share salary details and hiring timelines upfront
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Focus on potential: Value transferable skills and soft skills
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Review and refine: Regularly audit your job ads, screening methods, and interview processes
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Invest in training: Equip your hiring team with tools and training on bias reduction and objective evaluation
How candidates are adapting: the rise of AI-tailored applications
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62% of jobseekers use AI to tailor CVs
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61% use AI to generate or refine cover letters
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Despite polish, authenticity remains crucial, focus interviews on real experience.
Why quality over quantity wins
In the race for top talent, volume alone will not deliver the right hire. A quality-first strategy reduces time-to-hire, enhances candidates experience, and leads to stronger, longer-lasting hires. By refining your approach at every stage of the recruitment funnel, you can unlock better outcomes for both candidates and your organisation.
Download the complete How to improve the quality of job applications you receive report for more insights and tools to help you hire smarter in 2025.