We recently completed a survey across LinkedIn focusing on “As an HR or TA Professional, Do You Go Through ALL the Applications For a Job Opening to Make a Decision on Who You Want to Interview?

From 800+ survey respondents:

Twenty-Nine percent (29%) said they only look at the first 100 applicants.
Seventy-One percent (71%) said they look at all the applicants for a job posting

In today’s competitive job market, the volume of applications for a single job opening can vary dramatically. From a few dozen to several thousand. According to recent data, the United States averaged 2.8 million job openings in the past month, while the European Union saw around 1.1 million. With such a high volume of opportunities and applicants, HR and Talent Acquisition (TA) professionals are constantly challenged to balance thoroughness with efficiency in their hiring processes

The question of whether HR or TA professionals review every application is both practical and philosophical. In theory, every applicant deserves a fair shot. In practice, however, time and resource constraints often make it impossible to review each submission in detail, especially for roles that attract hundreds or thousands of candidates. Many professionals rely on applicant tracking systems (ATS) to filter resumes based on keywords, qualifications, and experience, narrowing the pool before human eyes even see the applications.

That said, the number of applications reviewed before deciding who to interview can vary widely depending on the role, industry, and urgency of the hire. For niche or senior-level positions, recruiters may go through a higher percentage of applications manually, given the specialized nature of the role. For high-volume or entry-level roles, however, recruiters often focus on the top 10–20% of applicants who meet the most critical criteria.

Ultimately, while it’s ideal to give every candidate a fair evaluation, the reality is that many hiring decisions are made after reviewing only a portion of the total applicant pool. This underscores the importance for job seekers to apply for new openings within the first few days of a new job posting,

However, these results show that it is not mandatory to be in the first batch of applicants as 71% will review all the applicants. So being a few days late will still give you a fighting chance.

For HR and TA professionals, it’s a constant balancing act between fairness, speed, and finding the best fit.

Job Search Coaching for Executives

Global Expansion, Inc. (d.b.a. Job Search Coaching) is a Premier Success Fee-Based Job Search and Global Job Search Company helping Executive Level Job Seekers All Around The World find their next job. We have over 7 years of experience helping executive level professionals secure high-paying roles across the globe. We are not recruiters, we are your personal job search strategists.

Unlike traditional recruiting firms, we don’t work for companies. Our clients are individual job seekers, executives like you who are ready to take the next step in their careers. We specialize in Success Fee-Based Job Search Coaching that accelerates your job search and maximizes your results. See Our Full List of Job Search Clients. Need help - Check Out Our Job Search FAQs