Average Number Of Applicants Shortlisted For An Interview

Each job applicant hopes to be selected for an interview or, better yet, for the next round of the recruiting process. But the number of candidates chosen for the shortlist and the number of rounds of interviews you will face are truly dependent on several variables. Let us see the average number of applicants shortlisted for an Interview.

Average Number Of Applicants Shortlisted For An Interview

Average Number Of Applicants Shortlisted For An Interview

The average number of applicants typically shortlisted for an interview and your chances of success will be discussed in this article as we look at some common and well-liked situations and job titles (entry-level) jobs in large corporations, teachers, interviews with fast food companies, jobs in hotels & restaurants, and others. Let’s begin!

Why there are Various Interviews for Jobs?

There are numerous rounds of interviews for jobs so that hiring managers can introduce you to various team members. They want to hear from multiple individuals before deciding whether or not to offer you the job. They also want to give you an opportunity to research their business and see whether it’s a suitable fit for you.

Furthermore, businesses do a preliminary phone interview to see whether you fit the standards and to ask certain key questions, like:

  • How did you end up applying here?
  • How did you come across this job?
  • You left your former work for what reason?
  • What challenges are you hoping to encounter in your new role?
  • With which other companies are you having interviews?

They must make sure that you are qualified to execute the job technically, but also that you are motivated, engaged in the work, and a good match for the corporate culture.

Thus, this explains why a job interview process may involve numerous interviews and may linger for a few weeks. The majority of the time, a large group of individuals must meet you, but they also require some time to discuss among themselves after you leave.

What is shortlisting used for?

The length of the interview process is decreased with the aid of shortlisting. The productivity of your team and team members may suffer if you invited every applicant in for a face-to-face interview without first shortlisting them.

The process of shortlisting also establishes the structure necessary for the recruiting manager, recruiter, and other team members to agree on the prerequisites for the ideal applicant in advance.

Effective shortlisting might be a sign that your hiring procedure needs to be improved, or it can be a sign that it doesn’t. Shortlisting, however, may make the process of hiring new employees quicker and easier if done correctly

Six suggestions to ensure the best candidates assemble a shortlist

Make the most of your hiring efforts by using these suggestions to identify the ideal applicant. Shortlisting will get simpler the more you employ these six practices.

1. Become familiar with the qualifications for the job.

What aspects of the available job are non-negotiable? These do not correspond to your wish list. While the talents on your wish list are excellent to have, the must-haves section states that if they are not stated explicitly in their cover letter or résumé, they won’t be shortlisted.

2. Disqualify any applicants who fall short of the requirements.

An applicant should not be shortlisted if they have the required number of years of experience and job title but fall short on other crucial requirements. If a candidate for a job was recommended internally, and has a sizable LinkedIn network, but lacks the top competency you’ve identified, they shouldn’t be given a job offer.

There may be a lot of eligible applicants in front of you, but you need to choose the one who is the best fit based on your research. You could have to work a lot more hours throughout the hiring process than you can afford if you start breaking the rules.

3. A Screening Interview needs to be the first step in any hiring procedure

The first phone interview with the recruiter, who is actively looking for reasons to rule out any inappropriate prospects based on the crucial criteria, is a screening interview.

A failure in any of these areas can quickly void an employment offer:

a. lack of one or more crucial abilities

b. misaligned wage expectations

c. unreliable accessibility

d. inadequate communication

e. Consistencies or other warning signs

If the candidate is not a good fit, be sure to provide them with interview comments in a follow-up polite call or email.

4. The shortlisting needs to be limited

Because your selection criteria are too open-ended or because there are too many competent individuals who are interested in your job advertising, you aren’t doing a good job of narrowing down the pool of candidates.

The latter may seem like a nice thing to have, but it indicates that to find the best applicant, the hiring process has to be examined even more closely. This necessitates a stringent hiring process that includes a data-driven assessment.

5. Utilize an organized format for job interviews

The hiring manager and recruiter are better able to overcome their ingrained bias with the use of structured interview questions. In this interview procedure, candidates are questioned in the same sequence and with the same interview questions.

In addition to helping you manage your employment process, structured interview styles also make scheduling predictable.

6. After each interview round, grade the candidates

Your life will be a lot simpler if this straightforward procedure is incorporated into each interview round. A complicated scoring system is not necessary. It might be as basic as “strong hire” to “strong no hiring.”

As an alternative, you may use the M.E.P. technique, which stands for required, essential, and preferred. Give the job description points and a related point system. As appropriate, give each section of the applicant’s application a letter. By the end, you need to have an overview of the degree to which each candidate meets the requirements based on their performance.

You just have seven seconds to create a good first impression during a job interview, according to statistics.

How to make a strong first impression statistics? 

1.  Everyone is aware of how crucial first impressions are. Having said that, it’s also critical to remember that, once the hiring process reaches the interview stage, you only have a little window of opportunity—roughly seven seconds. So be as sincere as you can be while grinning, shaking hands, and speaking properly.

2. 71% of companies said they won’t hire someone if they don’t dress appropriately.

Without having to talk, you may express who you are via your sense of style. Even if you have excellent talents and a positive mindset, it will be difficult for you to get a job if you don’t look the part.

Even while many business leaders are working to reduce this kind of prejudice, it won’t harm to observe how other employees dress before your interview. After all, it contributes to the first impression.

3. Eye contact is essential for generating a good impression, according to 67% of recruiters.

The primary piece of advice is to attempt to be engaging throughout the interview and maintain a decent amount of eye contact with the interviewer to show that you are interested in the position. According to statistics on how friendliness influences a job interview, employers also look for self-esteem and confidence, in addition to friendliness, and good eye contact goes a long way towards demonstrating all of those things.

4. 39% of the applicants make a poor first impression because of their lack of smiles, poor vocal quality, or general lack of confidence.

The tone of a person’s voice might change, but their voice will always be the same. Their voice conveys their emotions through their tonality. Having stated that, you must constantly speak in a cheerful, confident, and optimistic manner. Keep in mind to smile throughout these sessions as well.

What Percentage of Candidates Are Typically Selected for an Interview?

When deciding how many individuals to shortlist, keep these two crucial factors in mind:

1. How fast must the seats be filled?

Is this urgent hiring? That may imply that you need to take all precautions to safeguard your shortlist. The pairing of a high-priority recruit with a torturously drawn-out hiring procedure is the worst possible one.

Finding the ideal candidate won’t be made any more likely by meeting with more applicants. To save time and resources, make a smart shortlist instead.

2. At what level is the position available?

You can be tempted to shortlist candidates for more specialized or senior roles even if they don’t match all the requirements. Long-term, this leads to more effort and follow-up. Even when there is talent scarcity, it is far preferable to be selective with your shortlist from the beginning of the hiring process.

According to SHRM, the cost of a poor hire, including recruiting, onboarding, and replacement hiring, can reach $240,000. Giving the incorrect individual a job offer may be expensive and can create an impact on team morale and product quality in addition to your bottom line.

Use your judgment; there isn’t a magic number that applies to all job listings.

Things to Keep in Mind When Shortlisting

Let’s review to establish effective shortlisting procedures:

The most important components of the job opportunity should be identified first.

As a starting point, decide the recruiting team’s capability and work backward to determine the number of applicants to shortlist.

Using organized interviews can lessen unconscious bias and improve scheduling.

To prevent guessing, give applicants a score.

Interview Advice to Boost Your Chances of Employment

As you discovered in the last part, the recruiting process is always influenced by chance and other outside circumstances. However, it’s essential to concentrate on the variables you can influence throughout the interview. like your planning, how you respond to their inquiries, etc. So, here are some recommendations to assist you:

Next, be sure your interview questions are insightful and original. Employers want to choose a candidate who exhibits enthusiasm and excitement for the position.

Be sure to do some research about the firm before the interview as well. If you comprehend their role, their industry, how their business runs, who their clients are, etc., you’ll feel much more at ease and provide better replies.

For Job Seekers: How Many Interviews are Required to Land a Job?

After meeting with 2-4 businesses for interviews, you should anticipate receiving employment offers if you are well-prepared. You would normally need to attend 6–12 interviews with such employers in total (based on an average of 3 interviews per employer).

Your particular outcomes will rely on how well you do in interviews. Because this is one of the main determinants of how many interviews it takes to acquire a job, I’ll provide some interview suggestions in the next section.

Even the best-prepared applicant won’t necessarily receive an offer of employment from every firm they approach.

Summary and future actions

When someone inquires about the average number of applicants chosen for an interview, there is no way to provide a precise answer. Simply said, it relies on a number of variables:

The attractiveness of the position and the number of applicants come first. Everyone who satisfies the minimum standards will often be considered for an interview if seven, five, or two people apply. Things alter if 20 or 200 applicants apply…


A corporation cannot afford to invite 100 applicants for a 5-round interview process if they need someone right now. They will only choose a small number of resumes for personal interviews. On the other hand, if a business has solid HR planning procedures in place and anticipates needing a new top management in 4 months, it might begin a drawn-out hiring procedure that includes many rounds.

Average Number Of Applicants Shortlisted For An Interview

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