Improve applicant quality UK employers say hiring in 2026 should feel easier.
There are more people looking for work per vacancy than there were a year ago. Yet many UK employers are saying the same thing:
“It’s harder than ever to find the right people.”
Welcome to the recruitment paradox.
More applicants does not automatically mean better applicants. In fact, higher volume often creates more noise, more screening, and more frustration.
Here’s why this is happening and what employers can do about it.
Why Volume Doesn’t Improve Applicant Quality
A cooling market usually increases application numbers.
But a large proportion of those applications are:
Poorly matched
Speculative
Mass-applied
Automated
Hiring teams end up wading through CVs instead of reviewing strong candidates.
The problem is not a lack of people.
The problem is a lack of precision.
Good Candidates Still Behave Like It’s a Candidate Market
Strong candidates rarely become desperate.
They still:
Compare employers
Look for clarity and professionalism
Apply to roles that feel credible and well-presented
If your advert is vague, rushed, or hard to find, good candidates often scroll past it.
Meanwhile, weaker matches apply in bulk.
Visibility Is Critical to Improve Applicant Quality
In 2026, your job advert isn’t just a vacancy notice.
It’s a filtering tool.
Clear titles, honest responsibilities, realistic salaries, and straightforward language repel unsuitable candidates and attract better-fit ones.
If an advert tries to appeal to everyone, it usually attracts the wrong people.
Specific beats generic.
Visibility Still Wins
CIPD research shows that clearer job adverts and targeted attraction strategies significantly improve applicant quality.
Many employers assume higher candidate numbers mean they can reduce advertising.
This usually backfires.
If your role only appears in one place, you limit the quality of your pool. The best candidates often use multiple job boards and move quickly.
Multi-board advertising increases both reach and relevance.
It’s not about flooding the market.
It’s about showing up where good candidates already are.
Speed Separates Winners from Losers
In higher-volume markets, delays kill good hires.
The longer it takes to respond, screen, and interview, the more likely a strong candidate accepts another offer.
Simple processes win:
Fast acknowledgements
Clear next steps
Short interview stages
Complexity drives drop-off.
Final Thought
The 2026 hiring challenge isn’t “finding people.”
It’s finding the right people efficiently.
Employers who focus on strong advertising, clear messaging, wide visibility, and simple processes will continue to hire well, even in a noisy market.
At Ad Talent, we help UK employers write better job adverts, place them across leading job boards, and keep recruitment costs predictable through flat-fee advertising.
If you’re struggling with applicant quality and want a better approach, we’re happy to chat.