2024 Hiring Trends Survey: What Makes a Great Job Candidate?

Table of Contents

With every new year comes change — especially within the hiring process.

To offer a clearer view of what hiring managers prioritize in candidates this year, Resume Genius surveyed 625 managers from across the US.

On January 29, 2024, our research team launched this survey to understand how each stage of the hiring process (including applications, interviews, and skills assessments) influences a hiring manager’s decision to hire (or not hire) a candidate.

From the ideal resume length to how hiring managers expect Gen Z candidates to affect the world of job hunting, here are the factors that make a candidate stand out.

Key Takeaways

78% of hiring managers spend over 1 minute reviewing each candidate’s resume.
82% report lying during interviews as the biggest red flag.
43% are much more likely to hire a candidate who displays enthusiasm.
53% dislike AI-generated resumes, with 20% seeing them as a critical concern.
35% rank analytical thinking and customer service skills as the top in-demand skills they seek in candidates.
65% consider hiring candidates with relevant skills even if they’re lacking in work experience.
80% admit to ghosting candidates throughout the hiring process.
45% find Gen Z the most difficult generation to work with.
45% of Gen Z managers find their own generation the most difficult to work with.

What hiring managers value in resumes

Below are our findings on how long it actually takes employers to read resumes and their preferred resume length:

57% of hiring managers review a resume for 1–3 minutes

Contrary to the belief that hiring managers spend only 7 seconds reviewing a resume, our respondents largely reported that they invest time thoroughly examining each one — with only 22% of hiring managers spending less than a minute per resume they receive.

57% of hiring managers spend 1–3 minutes reviewing a resume.
21% of hiring managers spend over 3 minutes reviewing a resume.

Baby boomer hiring managers are the most thorough — 37% spend over 3 minutes on each resume (vs. 24% of Gen X, 19% of Millennials, and 16% of Gen Z).

Gen Z (34%) and large company hiring managers (40%) are also the most likely groups to spend 1–2 minutes on a resume.

80% of tech hiring managers take time to read your resume

Tech industry professionals also say they spend a longer time looking at resumes, suggesting the value of writing detailed, well-tailored resumes for this sector.

21% of tech hiring managers spend a minute or less on a resume.
51% of tech hiring managers spend 1–3 minutes on a resume.
28% of tech hiring managers spend over 3 minutes on a resume.

Geoffrey Scott, Resume Genius’s Senior Hiring Manager, values the effort candidates put into their resumes.

He believes in taking a closer look at each application to discern the level of dedication behind it, commenting: “I actively seek out candidates who demonstrate they’re applying to work with us at Resume Genius specifically. What really gets my attention is when it’s clear a candidate hasn’t just thrown together an application, but has thoughtfully prepared their resume and cover letter for me and my team.”

By carefully matching your skills and goals to a job description, you do more than just show you’re a good fit, you’ll stand out from the many people who approach the application process with less precision. That deliberate effort to make a connection with a hiring manager and match their desired qualifications, even though it takes more effort, should lead to more interviews and job offers.
Geoffrey Scott, Senior Hiring Manager at Resume Genius

54% of hiring managers prefer two-page resumes

The ideal resume length remains a topic of debate, but trends indicate a shift toward longer, more comprehensive resumes, with 54% of all surveyed hiring managers favoring a two-page resume.

Here’s a detailed look at which generations of hiring managers prefer two-page resumes, ordered by preference:

Boomers (63%)
Millennials (55%)
Gen X (51%)
Gen Z (51%)

On the flip side, the preference for one-page resumes among hiring managers is as follows:

Boomers (28%)
Gen X (35%)
Millennials (29%)
Gen Z (32%)

Interestingly, two-page resumes seem to be the top choice, no matter the company size:

Small companies (50%)
Medium-sized companies (56%)
Large companies (61%)

When it comes to his own resume length preferences, Conrad Benz, Content Manager at Resume Genius isn’t partial to either.

I’m not concerned about whether your resume fits within one page or spills over to two. What matters to me is the quality of the content. I generally just want to see you have relevant experience and that your personal narrative aligns with the position you’re applying for. Show me you’ve done your homework, that you understand our mission, and how you fit into that picture.
Conrad Benz, Content Manager at Resume Genius

53% of hiring managers dislike AI-generated resumes

In this survey, we asked hiring managers about the biggest warning signs they look out for when deciding if someone is the right fit for a job, and when these red flags usually show up on resumes.

Here’s a breakdown of the red flags that make a hiring manager less likely to hire a candidate:

AI-generated resumes (53%)
Frequent job-hopping (50%)
Poor formatting (46%)
No measurable achievements (44%)
Typos (42%)
Irrelevant content (42%)
Long employment gaps (38%)
Inappropriate fonts (35%)

Certain elements on resumes can significantly detract from a candidate’s appeal, with AI-generated content and job-hopping topping the list of concerns.

Notably, AI-generated content surpasses all of the red flags that hiring managers have when reviewing a candidate’s resume.

53% of hiring managers have reservations about resumes that include content clearly created by AI, with 20% seeing it as a critical issue that could prevent them from hiring a candidate.

Similarly, resumes showing a pattern of frequent job changes make 50% of hiring managers hesitant to move forward with a candidate, and 17% view this as a major red flag.

Employment gaps are less of a concern

Although hiring managers still have concerns about long employment gaps, they aren’t as worried as you might think. Only 9% see them as a dealbreaker, while 29% think they make a candidate less likely to be hired.

Another 31% believe these gaps slightly reduce a candidate’s chances, and 31% feel they don’t impact their decision at all.

Poor font choices on resumes are seen as a more significant problem, with 11% of all hiring managers identifying it as a deal-breaker.

35% of managers seek analytical and customer service skills

As the job market evolves, so do the skills hiring managers prioritize:

Analytical thinking and customer service skills are the most in-demand skills on a resume in 2024, with 35% of hiring managers looking for candidates with these skills.
27% of hiring managers are looking for candidates with project management and writing & editing skills.
20% of hiring managers are looking for sustainability, business development, and data analysis skills.
Despite the rise of AI in the workplace, only 12% of hiring managers are looking for mastery of these tools in 2024.

Gen Z hiring managers want to know your hobbies

Understanding which resume sections hold the most sway can help candidates prioritize their content strategically.

Gen Z hiring managers focus more on a candidate’s “Hobbies & Interests,” with 57% rating this section as one of the three most important parts of a resume.
Gen Z hiring managers are also 36% more likely than other hiring managers to consider “Hobbies & Interests” the most critical part of the resume, sometimes valuing it over professional experience.
All surveyed hiring managers rank resume sections of importance as follows: “Work Experience” comes first, then “Education” and “Skills” (which are considered equally important), with over half of managers putting these in their top three.
The “Resume Introduction” section is ranked in the top three by 42% of all hiring managers, and 20% view it as the most important section.

65% of managers will hire you for your skills alone

Our survey found that a majority of hiring managers would consider candidates with relevant skills or experience, even if their employment history or educational qualifications don’t match traditional expectations.

Here’s an overview:

65% would look at candidates with relevant skills even if they’re lacking in work experience.
47% consider educational qualifications important, with about 25% seeing these attributes as absolutely essential.
39% find a second language unnecessary.
54% believe soft skills are highly important.
48% have opted not to hire a candidate because they lacked soft skills.
43% don’t require a degree from a prestigious institution.
66% of hiring managers believe soft skills can be taught.

Career Expert Corissa Peterson says that the pandemic and later shift toward remote work have changed “where and how we work together.”

Now more than ever, the emphasis in hiring isn’t just focused on where you’ve earned your degree or the prestigious titles you’ve held in your career. Instead, the spotlight is on your soft skills and practical abilities — what you can bring to the table, how you navigate challenges, and your capacity to work well within a team, even from a distance. Hiring managers are looking for applicants with the ability to adapt, solve problems, and contribute to a team across virtual spaces. Technical skills, communication skills, and teamwork are an even bigger part of what makes someone stand out in the hiring process.
Corissa Peterson, Career Expert at Resume Genius

Hiring manager criteria for interviews

What turns off hiring managers the most when it comes to interviewing candidates? Take a look at these findings:

Lying and rude behavior are the most critical interview red flags

The interview stage is essential, with honesty and behavior critically influencing hiring decisions.

Here’s the full breakdown of what hiring managers thought were the biggest “deal-breakers”:

Lying (63%)
Rude language or behavior (54%)
Criticizing past employers or coworkers (31%)
Being late to an interview (30%)
Lack of preparation (20%)
Exaggerating past achievements (19%)
Providing generic answers (11%)
Overly talkative (9%)
Shyness (8%)

In our survey, lying and rude language or behavior are the “interview red flags” most likely to disqualify candidates.

Enthusiasm is the biggest interview green flag

Here’s a breakdown of the factors that make hiring managers much more likely to hire candidates:

Positive attitude and enthusiasm (43%)
Providing clear and complete answers (38%)
Showing background knowledge of the job or position (36%)
Displaying confidence (35%)
Asking relevant questions (33%)
Giving a concise and relevant personal summary (32%)
Sense of humor (22%)
Taking notes (21%)

More than any other positively viewed interview behavior, candidate enthusiasm is the most influential factor for hiring managers, with 43% of respondents saying they’re much more likely to hire a candidate who displays enthusiasm.

Also, over 38% of hiring managers want to hear clear, well-rounded interview answers, and 36% of them are much more likely to hire a candidate who shows background knowledge of the company and position.

Hiring manager behaviors & preferences

If you haven’t heard back from a job you’ve applied to, the reason might not have to do with you.

8 out of 10 hiring managers have ghosted candidates

Although technology has made communication easier than ever, ignoring candidates without any communication, known as “ghosting,” has become a widespread issue in the professional world.

A vast majority of hiring managers admit to the practice of “ghosting” for reasons such as indecision or overwhelming candidate volume.

80% of hiring managers have ignored candidates after initial interactions.
20% of hiring managers report they never ignore candidates, while 47% do so occasionally, 22% frequently, and 11% always.
The primary reasons for not responding to candidates are ongoing decision making about the right candidate (34%) and the high volume of applications (33%).
At small companies (fewer than 100 employees), the most common reason for ignoring candidates is still deciding on the right candidate. This reason also holds for medium-sized companies (101 to 1,000 employees). At large companies (over 1,000 employees), the main reason for ignoring candidates is that they’re not a good fit for the job.
If a candidate is ignored, there’s a 50% chance the job is still open and a 44% chance it’s been filled.
The probability of a job still being open after a candidate is ignored varies by company size: 68% at medium-sized companies, 56% at large companies, and 38% at small companies.

Aaron Case, CV Genius’s Career Expert, suggests reaching out directly if you feel an employer has “ghosted” you.

Reaching out via LinkedIn or email if you’re unsure about your application’s status is a positive step toward clarifying where you stand as an applicant, while also demonstrating your interest and proactive attitude. If the job is real, they’ll appreciate the contact. If it’s not, you save time to focus on real opportunities.
Aaron Case, Career Expert at CV Genius

70% of hiring managers admit to lying to candidates

The survey sought to understand the biggest reasons why candidates may be purposely misled or lied to:

70% of hiring managers say they’ve lied to candidates at some stage in the hiring process.
76% of hiring managers have also lied to candidates to fulfill immediate hiring needs (meaning they’ll say whatever is necessary to secure a hire), with 35% admitting to frequently lying for this reason.
75% of hiring managers have lied to candidates to protect sensitive company information — 41% admit to frequently lying for this reason.
On average, Gen Z and Millennial hiring managers lie to job candidates 96% more often than Gen X hiring managers.
Over 80% of Gen Z hiring managers say they have lied to protect sensitive company information or to maintain control of the interview process — over 40% do so frequently.

These were the primary reasons hiring managers misled candidates (from highest to lowest):

To fulfill immediate hiring needs (76%)
To protect sensitive company information (75%)
To avoid giving negative feedback (73%)
To control the narrative and prevent bad reviews (72%)
To please the candidate and increase offer acceptance (69%)
To exaggerate job benefits and responsibilities (65%)
To cover up negative aspects or protect the company’s reputation (64%)

Gen Z managers dislike working with Gen Z employees

Our survey investigated which generation of workers are the most challenging to recruit and manage. We found that:

45% of hiring managers expect to hire millennials most in the year ahead.
45% of hiring managers find Gen Z to be the most challenging generation to work with.
45% of Gen Z hiring managers say their own generation is the most difficult to manage.

Hiring managers say they expect to hire these generations the most in the upcoming year:

Millennials (45%)
Generation Z (29%)
Generation X (14%)
Baby Boomers (4%)
Not sure / Doesn’t matter (8%)

This is the full breakdown of the generation hiring managers find the most challenging to work with:

Gen Z (45%)
Millennials (26%)
Gen X (13%)
Boomers (9%)
Not sure / Doesn’t matter (7%)

Conclusion

If you’re job hunting in 2024, focus less on ticking every traditional box and more on showing genuine effort, adaptability, and relevant skills.

Enthusiasm and soft skills matter just as much as technical ability, and while ghosting and mixed messages still happen, you’ll stand out by writing a resume and cover letter specifically for each job, showing that you understand the role and the company.

Methodology

Resume Genius conducted this survey in partnership with Pollfish. The study aimed to understand how various stages of the hiring process — resume evaluation, interviews, and skills assessments — affect hiring decisions, as well as to identify the candidate qualities most valued by U.S. hiring managers.

The survey commenced on January 29, 2024, and targeted a sample of 625 participants. To qualify, respondents were required to be actively involved in hiring within their organizations. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of the U.S. workforce.

Pollfish uses Random Device Engagement (RDE) to minimize bias and ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or eduardo@resumegenius.com.

About Resume Genius

Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.

Resume Genius’s easy-to-use resume builder and wide range of free career resources, including resume templates, cover letter samples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.

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Eva Chan

Senior PR Expert & Certified Professional Resume Writer

Eva Chan is the Senior PR Expert and a Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva oversees research and data-led campaigns that reveal key trends in today’s workforce and represents the company in media interviews and press features. Eva graduated from the University of British Columbia with a bachelor’s degree in English Literature and a minor in Critical Studies in Sexuality. Eva's career advice has been recognized by leading media outlets including Harvard Business Review, CNBC, The Globe and Mail, Fast Company, Newsweek, and Entrepreneur. For any media-related queries, connect with her on LinkedIn or reach her at [eva] @ [resumegenius.com]. Please note that we don’t accept any guest posts.

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