UK Job Interview Statistics 2026

Key Job Interview Statistics

• Employers receive an average of 280 applications per role, up 124% from around 125 in 2022.
• 62% of hiring managers disqualify candidates if they show up late.
• 70% of employers prioritise soft skills over formal qualifications during interviews.
• 45% of UK employers are actively using or experimenting with AI in recruitment.
• 68% of hiring managers have seen candidates use AI deceptively, including scripted answers, hidden CV text and AI assistance during interviews.
• 87% of employers now review candidates' social media profiles as part of the screening process.

Market Pressure & Interview Competition

Labour Market Imbalance

Job openings are now attracting more applicants than in previous years. At a macro level, this can in part, be explained by the higher number of unemployed people relative to vacancies. In addition, the use of AI for both CVs & cover letters has reduced the time and effort it takes to apply.

• Employers receive an average of 280 applications per role, up 124% from around 125 in 2022.
• Candidates interview at 5 companies on average before receiving a job offer.
• 62% of hiring managers disqualify candidates if they show up late.
• There are now 2.5 unemployed people per vacancy, a 32% increase from 1.9 in 2024.
• 25% of candidates drop out at the interview stage, making it the largest loss point in the hiring funnel.
• Employers require candidates to complete an average of 3.4 selection stages, including interviews and assessment centres, before making an offer.
• Disabled applicants submit around 60% more job applications than non-disabled candidates.

Time, Scale & Hiring Effort

• Large organisations take up to nine weeks on average to progress from application to offer.
• Employers spend an average of 3.6 hours per vacancy reviewing and screening applications.

AI, Automation & Hiring Technology

AI is becoming increasingly prevalent on both sides of the recruitment process. Many AI recruitment tools now streamline hiring processes, from writing job descriptions to filtering candidates. At the same time, many candidates research, write, and, in some cases, completely automate applications.

Adoption of AI in Recruitment

Trust, Bias & Fairness Concerns

• Only 8% of UK job seekers believe AI makes hiring more fair, while 32% say it shifts bias from humans to algorithms.
• 68% of hiring managers believe AI has increased screening complexity and mistrust in recruitment.
• 69% of employers now prioritise skills-based assessment over formal qualifications.

Candidate Behaviour & Gaming the System

• 31% of candidates have altered their appearance, voice, or background in video interviews using AI tools, often to appear more professional or conceal identity traits.
• 38% of UK job seekers admit to using prompt injections or hidden text to bypass automated screening systems, while 48% say they are considering it.
• 68% of hiring managers have seen candidates use AI deceptively, including scripted answers, hidden CV text and AI assistance during interviews.
• 55% of candidates have encountered fake or phoney job postings, contributing to growing distrust in recruitment platforms.

Interview Structure, Rounds & Expectations

As application volumes increase, employers in the UK are relying on more in-depth, multi-round interview processes to identify the best candidates. A good first impression and body language remain key, with 60% of interviewers deciding within the first 15 minutes. Despite this, some employers have started using paid trials to reduce hiring risk before making an offer.

Interview Design & Progression

• UK employers typically run 2–3 interview rounds per role, with larger organisations more likely to exceed this.
• 10% of hires come from within the organisation's existing workforce.
• 70% of employers prioritise soft skills over formal qualifications during interviews.
• 20% of interviewers will not consider candidates for a role if they sit with their arms crossed during the interview.

Format: Virtual vs Face-to-Face

• 55% of employers use virtual interviews or online assessment centres at early stages of the hiring process.
• 53% of final-stage interviews are conducted face-to-face, indicating a hybrid interview model remains dominant.

Early Decision-Making

Screening, Social Media & Employer Evaluation

Employers are able to access more information about potential hires through their online presence. Many firms will assess LinkedIn profiles as well as other social media platforms as part of their initial screening. An employer's first impression is now often formed online, highlighting the growing importance of maintaining an up-to-date LinkedIn account and reviewing posts on other social media platforms. Some now choose to make accounts private to keep their personal lives separate from their corporate ones.

Candidate Screening Behaviour

Career Expectations

• 91% of Millennial professionals say career progression is a top priority when considering a new job.

Candidate Experience & Trust

Research has consistently shown that many candidates experience a lack of post-interview communication, with many reporting receiving no follow-up at all. This can lead to negative perceptions of employers, especially when the applicant has travelled for an in-person interview. The vast majority of candidates from underrepresented groups report negative interview experiences, with many feeling worried about discussing impairments with employers.

Overall Interview Process

Diversity, Equity & Inclusion

• 78% of candidates from underrepresented groups report negative interview experiences, with many citing being asked questions about personal characteristics such as age, gender, or ethnicity during interviews.
• 48% of disabled people report concerns about discussing their impairment with an employer.
• 49% of UK candidates consider DE&I policies "very important" when evaluating prospective employers.
• Only 28% of UK employers train all interviewers on legal obligations and objective interview practice, indicating many hiring teams lack formal training to reduce bias.
• Just 18% of employers review job adverts to remove bias.

Feedback, Communication & Hiring Process

Post-Interview Communication

• Hiring teams spend approximately three hours per vacancy reviewing and recording post-interview feedback.
• 48% of job seekers say they have been ghosted after an interview or late-stage application.
• 56% of job seekers say not receiving feedback after an interview makes them view an employer negatively.
• Candidates report waiting an average of 2–3 weeks for interview feedback, where feedback is given at all.
• On average, candidates who are a strong match hear back within nine days of their interview.

Offers, Acceptance & Drop-Off

• 62% of candidates say receiving a low salary is the most off-putting interviewer behaviour.
• 78% of professionals say hybrid working would make them more likely to accept a job offer, revealing its influence on candidate decisions and interview outcomes.
• 27% of UK employers report being ghosted by new hires on or before day one.
• The average time to employment in the UK is 40 days from submitting an application to accepting an offer.