Seeing a status change to “Talent Acquisition Review in Progress” confirms that a submitted application has moved past the initial digital submission phase and into the company’s assessment workflow. This phrase signals a checkpoint where the company begins evaluating the incoming pool of candidates. Understanding this stage helps job seekers manage expectations and reduces uncertainty associated with the application journey.
Defining “Talent Acquisition Review in Progress”
This status represents the active assessment phase of an application, following its initial submission. Talent Acquisition refers to the strategic function of finding, attracting, and hiring skilled employees. The “Review in Progress” component confirms that evaluating a candidate’s materials is actively underway within this department.
This stage is the first point where an application transitions from simple data entry to a file under scrutiny. It confirms the application has been acknowledged and is now part of the pool being actively considered. The review process involves a combination of technology-driven filtering and human evaluation to determine initial suitability.
Who Is Involved in the Initial Screening
The initial application screening is primarily managed by the company’s Talent Acquisition (TA) team, consisting of recruiters or specialized HR staff. These professionals manage the high volume of applications and ensure only the most suitable candidates are passed along. Their involvement at this stage is primarily a filtering and verification exercise.
The TA specialist acts as a gatekeeper, matching applications against the specific requirements outlined by the Hiring Manager (HM). The Hiring Manager, who is the future supervisor for the role, is generally not involved in this initial, high-volume screening phase. The TA team presents the HM with a short list of candidates who meet the fundamental criteria.
What Talent Acquisition Specialists Are Screening For
Talent Acquisition specialists employ a layered approach to screening, often beginning with automated tools before performing a detailed human review. This structured process allows them to efficiently narrow down a large applicant pool to a manageable number of qualified individuals. The review systematically checks for alignment across multiple dimensions of the candidate’s profile.
Minimum Qualifications and Requirements
The first layer of screening verifies that the applicant meets the prerequisites of the job posting. This includes required years of experience, specific certifications, mandatory educational degrees, or the legal right to work in the required location. Applications that fail to meet these minimums are often removed quickly, sometimes through pre-screening questions.
Keyword Match and ATS Optimization
Many organizations use an Applicant Tracking System (ATS) to process resumes, which acts as a primary digital filter. The ATS scans submitted documents for specific keywords, phrases, and acronyms that correspond to the language used in the job description. An application not optimized to pass this automated screening may be assigned a low relevance score and overlooked.
Experience and Skill Alignment
Once an application passes the automated filter, a TA specialist conducts a human review to assess the depth and relevance of the stated experience. They look for a clear history of progressive responsibility and quantifiable achievements that demonstrate the candidate can perform the core duties. The reviewer verifies that the skills listed have been applied in contexts relevant to the open position’s requirements.
Red Flags and Application Errors
Specialists also screen for potential issues that may signal a lack of attention to detail or suggest a risk in hiring. This includes errors such as significant, unexplained gaps in employment history or inconsistent dates between the resume and the application form. Formatting issues, typos, or a generic submission not tailored to the specific job can also raise concerns about the candidate’s professionalism.
Where This Stage Fits in the Hiring Pipeline
The “Talent Acquisition Review in Progress” stage is positioned early in the overall recruitment cycle, immediately following application submission. It serves as the bridge between the initial, passive collection of applications and the active stages of interviewing. Before this stage, applications are simply in a queue awaiting attention, often indicated by a “Submitted” status.
The TA review is the final step before a candidate can be designated as “shortlisted” or “qualified.” Once complete, the application typically moves to a status like “Under Hiring Manager Review” or “Interviewing.” This stage precedes all direct candidate engagement, such as the initial phone screen, technical assessments, and panel interviews.
Expected Duration and Factors Influencing Timeline
The duration of the review stage can range from a few days to several weeks, making it one of the most variable parts of the hiring process. This timeline is influenced by factors that affect the workload of the Talent Acquisition team. The average time-to-hire across industries is often reported to be around 42 days, with a significant portion spent in the initial screening and review phases.
A primary factor is the volume of applications received; a highly desirable position can generate hundreds of submissions, requiring more time to sift through qualified candidates. The urgency of the role also plays a part, as a newly created or immediately needed position will be prioritized. Company size affects the timeline, with larger organizations often having slower, multi-layered approval processes.
Potential Outcomes Following the Review
Once the Talent Acquisition review is finalized, there are three primary outcomes a candidate can expect. The most favorable outcome is being deemed a strong fit, resulting in the application advancing to the next stage, typically a Hiring Manager review or an invitation for an initial phone screen. This signals the application meets core requirements and warrants further investment.
A second outcome is placement into a holding or talent pool for future consideration. This happens when the candidate is qualified but not as strongly aligned as the top candidates, or if the company pauses the hiring process. The third outcome is a formal rejection, meaning the application did not meet minimum qualifications or was outmatched by other candidates.
What Applicants Should Do While Waiting
While waiting for the review status to change, applicants should maintain a proactive approach to their job search. The most important action is to continue applying for other positions, treating the submitted application as one of many possibilities. Putting the job search on hold while waiting for one company’s decision is ill-advised.
Applicants can use this time to prepare for a potential interview by researching the company’s recent news, products, and industry position. Practicing answers to common behavioral interview questions ensures readiness if the call comes quickly. Follow-up is possible after a reasonable amount of time, generally two weeks, but should be a polite inquiry to the recruiter or HR contact.