Employers talk about wanting more “quality” applications, but can they agree on what that means?

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.

From the employer’s standpoint, if an applicant earned an interview, they likely met a bunch of the job criteria (at least on paper) and showed enough potential to warrant real consideration. Defining quality this way has some big advantages:

• It filters out the obvious mismatches and focuses on people with relevant skills or experience.
• It gives a concrete measure: for example, “Out of 100 applications, 10 were good enough to interview.” That 10% could be seen as the quality rate of the applicant pool.
• It aligns with how recruiters actually work – they screen résumés and pick the ones that stand out as qualified.

However, even this definition isn’t perfect. Why? Because not all quality applicants get interviewed, and not all interviewed candidates turn out to be stars. Some excellent candidates might be missed due to an imperfect screening process or simply because there were too many to interview them all. And occasionally, someone looks great on paper, lands an interview, but then disappoints in person – maybe their skills were exaggerated, or the cultural fit isn’t there.

Despite these caveats, when employers talk about high-quality applications, they often mean “more candidates like the ones we’d invite to interview.” It’s a way of saying: Give us applicants who actually have a shot at this job, not just anyone who hits the submit button.

“Quality” as Those Offered the Job: Cream of the Crop

Now we’re getting to a narrower definition. Consider this: of all the people who interview, an even smaller number get to the finish line – the job offer. Some employers might define a quality application by this ultimate shortlist of top contenders. If a candidate made it to the offer stage (whether or not they accepted in the end), that candidate was clearly high-quality in the employer’s eyes.

Viewing quality through the lens of offers has its appeal:

• It highlights the best of the best. These are the candidates who passed every test, interview, and evaluation thrown at them.
• It’s outcome-oriented. Instead of guessing who’s good based on a résumé or one interview, you’re identifying those who proved their worth across multiple stages.

From an employer perspective, these are exactly the kind of applicants they dream about when they say “high-quality.” In a perfect world, every application you get would be from someone who could go the distance to an offer.

But here’s the rub: using offers as the definition of quality can be a bit too narrow. Imagine you had three stellar finalists, but only one job opening. You could only extend an offer to one person, yet the other two were also high-quality candidates you would have hired if you had extra positions. They’re effectively as good as the person who got the offer, just unlucky. If you strictly count only those who got offers, you might underappreciate how rich your candidate pool actually was.

Also, not getting to an offer doesn’t always mean a candidate lacked quality. There are factors like budget constraints, internal candidates, or role changes that can leave great interviewees without an offer. So while “offer-worthy” candidates are absolutely quality, employers know that their pool of high-quality applicants could be a bit larger than the number of offers given.

“Quality” as Those Hired: The Ultimate Test

Finally, we have the most stringent definition: the only applications that truly mattered were from people who actually got hired. This is the ultimate quality filter – it boils everything down to the end result. From one angle, it makes sense. The goal of hiring isn’t to accumulate promising candidates; it’s to end up with a successful hire (or several). So you might say the real high-quality applications were the ones that led to a great new employee.

Employers often measure something called “quality of hire” after someone has been brought on board, looking at how well that person performs and how long they stay with the company. It’s a reflection of how good that hire really was. If the new hire turns out to be a rock star, you could retroactively say, “That was a high-quality applicant.” Defining quality by the hire focuses squarely on effectiveness: did the hiring process yield a fantastic employee?

However, judging application quality only by who gets hired has its pitfalls:

• It’s an extremely low-volume view of quality. For a single opening, you might hire just one person out of dozens of applicants. That doesn’t mean only one person was quality. It just means you could only hire one.
• It’s also a retrospective way to look at things. You only know for sure that an applicant was great once you see them on the job succeeding. At the application stage, you don’t have that luxury of hindsight.
• If your hiring process or criteria were flawed, you might hire the wrong person and miss out on someone better who applied. In that case, the “quality” of hire was low even if there were higher-quality applicants in the mix.

From an employer’s perspective, focusing only on the hired candidate as “quality” is a bit like fishing with a spear instead of a net. You catch one fish and call it a day, but you might not realize there were bigger fish swimming around that you didn’t catch. Most employers would prefer to have multiple high-quality options to choose from, even though they will ultimately only hire one (or a set number) for a role.

What Do Employers Really Mean by High-Quality Applicants?

So, when employers say they want more “high-quality” applications, what are they truly after? In practice, they’re usually speaking about earlier stages in the hiring funnel – more of those interview-worthy candidates that can potentially go the distance. It’s a desire for relevance and fit:

• They want to see more résumés that make them sit up and say “Yes, this person could do the job.”
• They’d love a slate of candidates where any one of them would be a solid hire, even if they can only choose one.
• They’re aiming for efficiency: a hiring process where they spend time on the right people, not on weeding out heaps of mismatches.

Think of it from their shoes: Would you rather have 200 applications where only 5 are worth a darn, or 50 applications where 20 are strong contenders? Any hiring manager will choose the latter. It’s less wasted time and a greater chance to find that ideal new team member.

In essence, “high-quality” is employer shorthand for “people who are truly qualified, genuinely interested, and likely to succeed if hired.” That combines elements of all the definitions we discussed:

• Yes, they had to apply (no one can get hired who didn’t throw their hat in the ring).
• Yes, they likely got an interview (because their application showed promise).
• Yes, they might get an offer or be in serious contention (meaning they proved their merit).
• And ultimately, ideally one will be the hire (proving the process worked).

The next time you hear an employer or recruiter say they want more high-quality applicants, remember it’s not just buzzword bingo. It reflects a real need to make hiring more effective. They’re saying: “Give us more people we’d actually want to hire, and fewer that we wouldn’t.” It’s about sharpening the talent pool until finding the right candidate is less like finding a needle in a haystack and more like picking the best fruit from a well-tended tree.

In the end, quality beats quantity in hiring, hands down. A trickle of excellent candidates will always trump a flood of mediocre ones. Employers know this. And if you’re a job seeker, know that being a “high-quality” applicant in their eyes means making it easy for them to see you’re a fit – it’s the surest way to stand out in that stack of résumés and maybe even land that offer.

We thought that it would be helpful to bring into this conversation the opinions of ten hiring experts that we reached out to. Do they prefer quality over quantity? Can they define “quality” in an objective, measurable manner or is beauty in the eye of the beholder? Does their opinion of what makes for a quality applicant change depending on the hiring season and does it perfectly match up with their coworkers or are there different opinions of “quality” even within their organization?

• Align Skills with Mission for Quality Hires
• Self-Aware Candidates Bring Value to Teams
• Problem-Solvers Shine in IT Applications
• Emotional Intelligence Key in Domestic Work
• Intent and Alignment Define Quality Applicants
• Seek Bullseyes in Values Abilities and Skills
• Shortlisted Candidates Indicate Application Quality
• Quality Applications Match Job Criteria Closely
• Define Quality Throughout the Hiring Process
• Engaged Applicants Create Meaningful Conversations

Align Skills with Mission for Quality Hires

From my perspective as both an employment lawyer and someone who hires for a values-driven law firm, “quality” in a job application isn’t about how polished a resume looks; it’s about alignment. A high-quality candidate is someone who not only has the right skills and experience but also understands the mission of the organization and shows clear intent in applying. I value applications where the person has taken the time to explain why they want to work with us, not just what they’ve done. That intentionality matters more to me than how many resumes I receive.

For us, quality also means potential longevity and cultural fit. We serve people who are in vulnerable moments, facing discrimination, retaliation, or wrongful termination, so empathy, integrity, and accountability aren’t optional traits. If someone makes it to the interview stage, I already consider their application to be high-quality. If we extend an offer, it means we believe they can uphold the values we’ve built the firm on. We don’t just want to fill a seat; we want to invest in someone who will grow with us and deepen the impact we can have on workers’ rights.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

Self-Aware Candidates Bring Value to Teams

For me, quality starts with self-awareness. The best candidates know what they’re good at, but they’re also honest about what they’re still learning. That balance is powerful; it shows humility, curiosity, and a growth mindset, all of which are traits that build strong teams. I’m not looking for someone who acts like they’ve got it all figured out; I’m looking for someone who’s willing to keep figuring it out, especially when things get tough.

When someone applies with that level of honesty, not hype or buzzwords, it’s easy to see their potential. They usually speak from experience, not from ego. They’ve thought about their role on a team, how they respond to feedback, and where they can make the biggest contribution. That kind of awareness translates directly into accountability on the job.

It’s also a great indicator of coachability. If someone already understands their strengths and blind spots, they’re more likely to accept feedback without defensiveness and use it to grow. That saves time, builds trust faster, and creates a healthier team dynamic. People like that raise the standard for everyone else around them.

So when I say “quality,” I’m not just talking about resumes or interviews; I’m talking about mindset. The most impressive applications come from people who are clear on who they are, where they’re headed, and what they’re still working on. That kind of self-awareness can’t be faked, and it’s one of the most valuable things someone can bring into a new role.

Saralyn Cohen, CEO, Able To Change Recovery

Problem-Solvers Shine in IT Applications

As a veteran-owned IT company founder, I define “quality” applicants as those who demonstrate problem-solving abilities in real-world scenarios. When candidates can articulate how they’ve broken down complex IT issues into actionable steps for non-technical clients, that’s when I take notice. This quality matters because our clients need partners who can translate technical jargon into business solutions.

I once interviewed a candidate who included specific metrics about how they reduced a previous employer’s downtime by 35% through implementing proactive monitoring. That measurable impact demonstrated value far better than generic “experienced in network management” statements. Quality applications show me that someone has researched our company culture and customized their skills to match our discipline-focused, integrity-driven approach.

In the IT space where security threats occur every 39 seconds, I need team members who recognize the human element in technology. Quality applications highlight security awareness training they’ve conducted or policies they’ve implemented that reduced human error incidents. This signals they understand that even the best firewalls are useless if employees misuse them.

Training and adaptability are non-negotiable quality indicators as cloud adoption and security threats evolve daily. When candidates demonstrate continuing education or share examples of preparing clients for emerging threats rather than just reacting to breaches, that’s when I extend offers. These quality hires become partners to our clients rather than just service providers.

Mitch Johnson, CEO, Prolink IT Services

Emotional Intelligence Key in Domestic Work

Quality, to us, means the candidate who understands the responsibility of working inside a private home before even stepping through the door. We review every application with one question in mind: does this person show signs of emotional maturity, discretion, and self-awareness? Most agencies look at past roles. We look at how they speak about those roles. Do they respect previous employers? Do they mention what they learned? That tells us far more than years of experience ever could.

One common misconception we often address is the idea that any experienced domestic worker is automatically a match. That has never been the case. We define quality as someone who can step into a household and instantly read the energy of the space, someone who understands when to speak and when to hold back, when to offer help and when to quietly disappear into their role. It’s not about how many people apply. It’s about finding the one who already works with that kind of awareness.

Brooke Barousse, CEO, Lexington Executive and Household Staffing

Intent and Alignment Define Quality Applicants

The value of “human capital” today is much more valuable than financial capital, as an investment in quality human capital leads to the other. “Quality,” to me, begins long before an offer is extended. It starts with intent. A high-quality applicant isn’t just checking boxes—they’ve taken the time to understand who we are, how we operate, and where they could drive impact. We look for alignment in values, in culture, curiosity in the unknown, and an ownership mentality. Quality is someone who shows they’re capable and committed to helping the business grow, almost in the philosophy of Ubuntu, “I am because we are.” It’s not just about hiring them but building with them. In the long run, culture fit and potential outweigh credentials alone.

Blake Renda, Founder / Managing Partner / Co-CEO, Dragon Horse Agency

Seek Bullseyes in Values Abilities and Skills

In recruiting, just as in darts, we seek “bullseyes” – high-quality candidates whom we know we should absolutely hire based on their resume or a brief conversation. These candidates are strong fits in all three categories crucial to businesses: values, abilities, and skills.

A candidate can certainly be considered “quality” if they excel in at least one of these three areas, but ideally, businesses look for fits in two or three categories. Values are characteristics that rarely change over many years; abilities are qualities that can improve with hard work and education; skills are competencies that can change rapidly based on one’s values and abilities. Companies often focus on skills as most important (so the new hire can be immediately productive), but they won’t hire someone who’s just a skills fit if they’re not also high-ability or a strong culture/values fit.

Colin McIntosh, Founder, Sheets AI Resume Builder

Shortlisted Candidates Indicate Application Quality

From my experience, a quality candidate is someone who progresses beyond the initial screening stage and is shortlisted for an interview. This indicates they meet essential criteria and show potential to thrive within the organization. For example, we recently recruited a senior compliance officer. Although we received over 150 applications, only around 15 were shortlisted for interviews. These candidates clearly understood the role, had relevant experience in international regulatory frameworks, and expressed a strong motivation to join our team.

Focusing on quality rather than quantity saves valuable resources and significantly increases the likelihood of hiring someone who will positively contribute to the company’s success.

Aleksei Kariakin, General Manager, Uniwide

Quality Applications Match Job Criteria Closely

For me, quality means having candidates who match the job description most closely and checking if they meet most, if not all, of the baseline criteria needed for a perfect fit. It’s akin to checking off a list of desired skillsets.

Even if you have 10 “quality” candidates instead of 100 mediocre candidates, you can still fill the position, so quality definitely outweighs quantity of applicants.

Susan Snipes, Head of People, Remote People

Define Quality Throughout the Hiring Process

When employers say they want “Quality” job applications, they are using a term that can mean different things to different people. Let me break down what quality could mean at various stages of hiring:

Quality as fulfilling basic qualifications: Here quality means applicants who meet the job requirements. It is frustrating when people apply without the needed skills. A quality application shows the candidate’s experience fits the position.

Quality as interview-worthy candidates: Quality could also mean applicants who stand out enough to get an interview. They meet the requirements and show potential that makes hiring managers want to know more.

Quality as offer-worthy candidates: For some, quality means applicants who pass the interview and get a job offer. They offer the right skills and fit both on paper and in person.

Quality as successful hires: The ultimate quality is when candidates accept offers, join the team, and become successful. It is about the final result; did they become a valuable team member or not?

Why different definitions matter:

How an employer defines “Quality” impacts their entire recruitment process:

1. If quality means “meets basic qualifications,” they might focus on clearer job descriptions.

2. If quality means “interview-worthy,” they might make the application process more strict to filter candidates earlier.

3. If quality means “successful hires,” they should look at their conversion rates throughout the whole hiring funnel.

What makes the most sense?

The most practical definition of quality includes a mixture of all these views. Quality applicants are those who have the core skills and experience needed for the job. Candidates also understand the company and position they are applying for. They must show motivation and a good fit with the organization.

Nathan Fowler, CEO Quantum Realm | Founder Quantum Jobs USA, Quantum Jobs USA

Engaged Applicants Create Meaningful Conversations

To me, the best application is one that’s more of a conversation rather than a pitch. It’s not so much qualification-based; it’s about connection. If someone walks in and you can tell they’re thinking of the brand, not just the role, that’s quality.

I’ve received applications where the applicant spoke about a tutorial we had posted or how they applied our products to their projects. That degree of detail lets me know they’re already engaged. It’s not so much box-checking but more about them presenting themselves purposefully. I don’t even need to get to the offer stage to label it as “quality”—sometimes the applicant shows it in the first line of the application.

Here’s what I’ve learned: Quantity overwhelms your inbox. Quality makes you pause.

I would rather have five thoughtful applications than fifty rushed ones. Because in a hands-on, soul-driven business like ours, I am not so much hiring a technician as asking someone to come to a place they already feel they’re a part of before the interview even occurs.

So no, quality isn’t merely a function of whom I hire, but of who arrives at the application itself with energy, curiosity, and care. That’s the one I recall—and that’s the one I create.

Sara Millecam, Founder, Beautiful Brows and Lashes