Ever posted a job and felt a little too popular? You know the feeling – dozens, maybe hundreds of applications pour in, but the excitement quickly fades as you sift through them. Most candidates just aren’t the right fit. It’s the classic hiring conundrum: quality vs. quantity. Employers often say, “We want more high-quality job applications, not just more applications.” That sounds great in theory, but what does “high-quality” actually mean in this context?
As someone who’s spent years working with recruiters and employers, I hear this all the time. They’re not asking for more resumes to review; they’re asking for better resumes to review. But defining “quality” in job applications can be tricky. Depending on who you ask, it might refer to one (or more) of a few things:
Anyone who applies – essentially treating every application as a sign of quality interest.Those who get an interview – counting only candidates who made it past initial screening.Those who receive an offer – focusing on the finalists deemed good enough to hire.Those who get hired – looking at the one (or few) ultimately brought on board.
Each of these definitions has its own logic, and each can be misleading in its own way. Let’s break down each potential meaning of “quality” and see why it may or may not hit the mark from an employer’s perspective.
“Quality” as Anyone Who Applies: The Wide Net
Some might assume that if a person took the time to apply, that’s a quality lead. After all, an application indicates interest in the role. Casting a wide net does pull in a lot of fish – but here’s the catch: not every fish is a keeper. In hiring terms, not every applicant is truly qualified or suitable. If we define quality simply by the total number of applications, we’re basically saying quantity equals quality, which employers know isn’t true.
From an employer’s perspective, counting everyone who applies as “high-quality” is more wishful thinking than reality. Hiring managers often find that a big chunk of applications are from people who don’t meet the basic requirements, or who applied on a whim. Sure, it’s nice to see many people interested in your job posting, but volume alone can create a lot of noise:
It means extra time for recruiters to filter out unqualified resumes.It can even lead to great candidates getting lost in the pile.Quality isn’t about how many people knock on the door; it’s about how many should be let inside.
So, while every application is a sign that your posting reached someone, employers don’t equate just applying with being a high-quality candidate. They crave a better signal than just a pulse and a click of the “Apply” button.
“Quality” as Those Interviewed: Raising the Bar
A more sensible way to interpret “high-quality applications” is to look at how many applicants actually advance to an interview. In other words, among all who applied, who were the ones that made a recruiter or hiring manager say, “This person might be worth meeting”? Those are arguably quality candidates.
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Most candidates just aren’t the right fit. It’s the classic hiring conundrum: quality vs. quantity.
