2024 Job Seeker Insights Report

Table of Contents

To stay competitive, it’s important to grasp how the job search has changed, with candidates now focusing on new priorities and worries.

We surveyed 1,000 active U.S. job seekers to learn how factors such as job-hunting frustrations, resume lies, mental health struggles, management challenges, and AI fears are driving their career decisions in 2024.

Key Takeaways

72% of job seekers report that job hunting has negatively impacted their mental health
Nearly half (44%) of job seekers chose being ghosted by employers as one of their biggest frustrations
32% job seekers are frustrated by ghost jobs, with Gen X in particular seeing ghost jobs as their top job search frustration
48% of applicants have lied or considered lying on their resumes
1 in 5 Gen Z job seekers are landing interviews through TikTok
46% of job seekers cite office gossip as their biggest workplace pet peeve
6 in 10 job seekers doubt AI will reduce their workload

Job seekers are frustrated

When it comes to job searching, applicants face several challenges. We asked them what’s most frustrating when looking for work, and here’s what we found out:

Half of job seekers hate employers ghosting them

One of the top frustrations applicants face is being “ghosted” by employers, with 44% reporting a lack of response as a major issue.

This concern was followed by low-paying roles (42%) in second place and unrealistic job expectations (35%) in third place on the list of job hunt frustrations.

Have a closer look at the specific challenges job seekers face:

Not hearing back from employers (44%)
Jobs are too low-paying (42%)
Unreasonable requirements (35%)
Not finding a job they’re qualified for (33%)
Ghost jobs (32%)
The prevalence of job scams (31%)
Not finding a job at a company they’re interested in (28%)
Lengthy submission/application processes (27%)
Seeing a job reposted that they already applied to (25%)
Not sure where to look for jobs (18%)
Not being able to identify the hiring manager (16%)
Formatting their application for ATS (15%)
None of the above (10%)

Boomers feel abandoned as employers give them the silent treatment

Each generation has its own job search annoyances.

Notably, out of all the generations, Gen X job seekers are the most affected by ghost jobs (postings that don’t actually exist).

Also, being ghosted by employers is a different trend that appears to be age-related, with older job seekers like Boomers and Gen Xers finding it more frustrating than younger job seekers.

These are the three biggest frustrations driving each generation crazy in the job hunt:

Gen Z:

Low-paying jobs (44%)
Not hearing back from employers (39%)
Not finding jobs that I qualify for (32%)

Millennials:

Low-paying jobs (43%)
Not hearing back from employers (40%)
Unreasonable requirements (38%)

Gen X:

Not hearing back from employers (50%)
Low-paying jobs (40%)
Ghost jobs (37%)

Boomers:

Not hearing back from employers (55%)
Not finding jobs I’m qualified for (42%)
Not finding jobs at companies I’m interested in (35%)

Women are frustrated by ghosting, while men push for bigger paychecks

Job hunting frustrations differ between men and women. While women primarily want employers to respond to them, men are focused on securing higher wages.

Here’s a look at the three biggest challenges for women:

47% report not hearing back from employers as one of their top challenges
41% say low-paying jobs are a significant frustration
37% are frustrated by not finding jobs they qualify for

And these are the three biggest challenges for men:

42% are most concerned about low-paying jobs, reporting it as one of their top frustrations
39% find not hearing back from employers to be a major issue
34% are frustrated by unreasonable job requirements

Gen Z worries about their job prospects

Post-COVID, layoffs, remote work, and changing industries have greatly impacted the job market and the opportunities available.

For our newest generation entering the job market, the question remains: Does Gen Z have it harder than other generations?

Opinions are mixed. Here’s what applicants answered when asked whether it’s easier or more difficult for Gen Z to land work in today’s job market:

It’s easier (40%)
It’s more difficult (37%)
There’s no change (23%)

Men and women hold different views on whether the job hunt is easier or harder for Gen Zers:

Men:

46% think it’s easier for Gen Z to find a job compared to previous generations
33% believe it’s more difficult
21% say there’s been no change

Women:

34% think it’s easier for Gen Z to find a job compared to previous generations
41% believe it’s more difficult
25% say there’s been no change

The generational war brewing between Millennials and Gen Z

When it comes to how tough the job market is for Gen Z, opinions are divided across generations.

Are Millennials and Gen Z at odds over how tough the job market really is? It seems so, as their views on the ease of finding work couldn’t be more different.

Gen Z feels the job market is tougher than ever, with many expressing frustration over the challenges of finding stable, well-paying jobs in a competitive and unpredictable economy.

By contrast, Millennials, perhaps reflecting their own uphill battles during the Great Recession, are the least likely to sympathize with Gen Z’s job-hunting woes.

Meanwhile, Boomers — despite being much further removed from the early career grind — seem to show more empathy toward this younger generation’s struggles.

Let’s dig into the numbers to see how each generation feels about Gen Z’s chances in today’s job market:

Gen Z:

37% think it’s easier to find a job compared to previous generations
46% believe it’s more difficult
17% say there’s been no change

Millennials:

45% think it’s easier for Gen Z to find a job compared to previous generations
33% believe it’s more difficult
22% say there’s been no change

Gen X:

37% think it’s easier for Gen Z to find a job compared to previous generations
35% believe it’s more difficult
28% say there’s been no change

Boomers:

30% think it’s easier for Gen Z to find a job compared to previous generations
39% believe it’s more difficult
31% say there’s been no change

The job hunt is taking its toll on the mental health of Americans

Job hunting often involves stress fueled by challenges like job market uncertainty and a fear of rejection.

72% of job seekers say their mental health has suffered during the search

Job hunting can take a significant toll on mental health, with a majority of job seekers reporting its negative impacts:

Overall, nearly 3 in 4 job seekers (72%) say that the job search process has negatively affected their mental health at some point in their life.

24% say it always negatively affects their mental health
31% report that it’s negatively affected their mental health in the past
17% indicate that it hasn’t negatively affected them in the past, but it does now
28% of job seekers say it’s never affected their mental health

From our research, we also found that women (72%) are slightly more likely than men (70%) to report that the job search process has negatively impacted their mental health at some point in their lives.

Job hunt stress hits Gen Z and Millennials the hardest

Are certain generations feeling more stressed during the job hunt?

Our data shows that younger generations, like Gen Z and Millennials, are feeling the most stress.

74% of both Gen Z and Millennials report that job hunting has negatively impacted their mental health, compared to 70% of Gen X and 56% of Boomers.

Notably, Boomers seem to handle job search stress better, with 44% saying it has never affected their mental health — higher than 30% of Gen X and just 26% of Millennials and Gen Z.

Job seekers aren’t afraid to stretch the truth to help their prospects

Honesty on resumes is necessary to build trust between an applicant and a potential employer, but some candidates still admit to stretching the truth.

48% of job seekers have lied (or thought about lying) on a resume

Overall, half of job seekers (48%) have been dishonest or considered telling a lie on their resume. Here’s the breakdown:

29% of people admit to lying on their resume
- 14% admit to flat-out lying
- 15% made white lies or minor exaggerations
19% haven’t lied but have considered it
52% say they’ve never lied or even considered lying on their resume

1 in 3 lying job seekers do it to hide a career gap

We asked job seekers about the most common areas where they might lie on their resumes:

The most common reason people lie on their resume is to cover up a career gap.

Here’s the full list of what job seekers lied about:

Career gaps (31%)
Length of time they were employed in a job (30%)
Their job title (30%)
Embellishing responsibilities (24%)
Educational credential (24%)
Technology capabilities (24%)
Fabricating how many people they actually managed (23%)
Name of the company that employed them (22%)
The entire position (22%)
Language skills (22%)
Inflating metrics or accomplishments they achieved (21%)
Awards or accolades (21%)
Volunteer work (20%)
GPA (17%)

Gen Z men are lying on their resumes

Based on our findings, Gen Z is more likely to lie on their resumes than any other generation. Here’s how each generation and gender stack up:

56% of Gen Z have either lied or considered lying on their resume, compared to 50% of Millennials, 40% of Gen X, and 37% of Boomers
While 88% of Boomers have never lied on their resume, 25% have considered it
- In comparison, 20% of Gen Z, 18% of Millennials, and 15% of Gen X have thought about lying
Men (36%) are 1.5 times more likely than women (23%) to lie on their resume
- 18% of men have flat-out lied, versus 10% of women
- 18% of men have made white lies or minor exaggerations, compared to 13% of women
- The biggest difference was in lying about job titles, where 35% of men admitted to lying, compared to just 18% of women

Top ways job seekers are landing interviews today

Securing that initial interview with a hiring manager can be challenging, but some strategies have proven to be more effective than others. Below, applicants shared their most successful methods for landing interviews:

40% of job seekers get interviews via job search engines

Based on feedback from job seekers, the top methods for securing an interview include submitting applications through job search engines (40%) and company websites (35%). The third most common method was networking through word-of-mouth connections (34%).

Here’s how the results stack up:

Job search engines (40%)
Company websites (35%)
Word of mouth (34%)
Emailing or calling directly (30%)
Job fairs (26%)
Internal referrals (22%)
Recruiters (21%)
Facebook (16%)
Volunteering/internships (15%)
Instagram (14%)
TikTok (13%)
Industry events (11%)
Other (2%)

Each generation has its own set of strategies for finding jobs.

Overall, our survey found that Boomers stick to tried-and-true methods, with 44% relying on word of mouth, while younger generations like Gen Z and Millennials prefer digital tools such as job search engines (e.g., LinkedIn, Glassdoor, USAJobs) and company websites to find job opportunities.

Here are the three most successful methods broken down by generation:

1. Using job search engines (40% overall):

Gen Z (36%)
Millennials (42%)
Gen X (43%)
Boomers (36%)

2. Turning to company websites (35% overall):

Gen Z (29%)
Millennials (38%)
Gen X (36%)
Boomers (35%)

3. Relying on word of mouth (34% overall):

Gen Z (28%)
Millennials (32%)
Gen X (37%)
Boomers (44%)

1 in 5 Gen Zers get interviews thanks to TikTok

TikTok is emerging as a helpful social media tool in the job search, especially for younger generations.

20% of Gen Z report landing interviews through TikTok, ahead of 14% of Millennials, 8% of Gen X, and 4% of Boomers.

Additionally, 17% of men are using TikTok for job searching, compared to 10% of women.

Top priorities when deciding on job offers

When evaluating job offers, candidates consider several key factors. What are they prioritizing in 2024? Let’s break it down:

58% of job seekers eye bigger paychecks

The top priorities for job seekers considering an offer include:

Higher than average salary (58%)
Comprehensive health insurance (38%)
Work from home (36%)
Performance bonuses (36%)
Retirement savings plan (35%)
4-day work week (31%)
Professional development opportunities (26%)
Unlimited PTO (22%)
Paid parental leave (18%)

Overall, the three most important factors job seekers consider when weighing up a job offer are salary (58%), health insurance (38%), and work-from-home opportunities (36%).

Gen Z puts retirement plans above standard benefits

While salary remains a top concern across the board, Gen Z is standing out by prioritizing flexibility — and long-term financial security.

Here are each generation’s top three picks when weighing a job offer:

Gen Z:

Higher than average salary (52%)
Retirement savings plan (35%)
4-day workweek (33%)

Millennials:

Higher than average salary (58%)
Performance bonuses (37%)
Comprehensive health insurance (36%)

Gen X:

Higher than average salary (64%)
Comprehensive health insurance (41%)
Work from home (40%)

Boomers:

Higher than average salary (58%)
Comprehensive health insurance (51%)
Retirement savings plan (42%)

Biggest office pet peeves for job seekers

To get a better idea of what work environments job seekers might avoid, we asked what annoys them most at work:

46% of job seekers can’t stand office gossip

Here’s a closer look at the biggest office pet peeves ranked by all generations:

Office gossip (46%)
Unorganized or unnecessary meetings (41%)
Managers or coworkers stealing credit for my work (40%)
Office politics (40%)
Constantly complaining colleagues (38%)
Micromanagement (38%)
Being forced to “look” busy (35%)
Constant distractions during focused work (31%)
Mandatory work socials (30%)
Colleagues not meeting deadlines (29%)
Poor email etiquette (25%)
No office pet peeves (12%)

Boomers and Gen Z see eye to eye on hating office politics

Office gossip ranked highest overall, but each generation also chose unique annoyances that stood out.

Gen Z pushed office gossip closer to the bottom of their list, ranking it fourth. Just 37% called it a top annoyance, making them the least bothered by it compared to the other generations.

Here are each generation’s three biggest office pet peeves:

Gen Z:

Unorganized or unnecessary meetings (41%)
Office politics (37%)
Being forced to “look busy” (37%)

Millennials:

Office gossip (45%)
Managers or coworkers stealing credit for my work (40%)
Micromanagement (39%)

Gen X:

Office gossip (52%)
Colleagues constantly complaining (45%)
Managers or coworkers stealing credit for my work (44%)

Boomers:

Office politics (55%)
Office gossip (54%)
Unorganized or unnecessary meetings (51%)

Women are irritated by gossip, men by complaining

When it comes to workplace irritations, men and women have different triggers that set them off. Here are their three biggest office pet peeves:

Women:

Office gossip (52%)
Unorganized or unnecessary meetings (45%)
Managers or coworkers stealing credit for my work (43%)

Men:

Colleagues constantly complaining (38%)
Office gossip (38%)
Micromanagement (37%)

Californians hate being micromanaged

When it comes to workplace frustrations, regional differences reveal some intriguing trends across the U.S.:

Office gossip ranks as the top frustration in the South (48%) and Midwest (50%)
In the West, micromanagement (40%) is the most significant annoyance. Californians, in particular, are also irritated by being forced to “look” busy (39%)
In the Northeast, office gossip (45%) and colleagues constantly complaining (45%) are tied for the top spot
Westerners are the most relaxed when it comes to office pet peeves, with 16% claiming they don’t have any at all — making them 35% more likely than the average American to have no workplace complaints
Northeasterners are the most likely to have at least one office pet peeve, with 91% of workers in this region reporting an annoyance, compared to 89% of Southerners, 87% of Midwesterners, and 84% of Westerners

What job seekers care about most in their next manager

An effective manager can make a major difference in a worker’s overall experience at work.

Let’s take a closer look at what job seekers value in their ideal manager:

4 in 10 job seekers want a manager who trusts them

In our findings, job seekers emphasized that the most important quality in a manager is the ability to trust their employees.

Here’s the full breakdown of how job seekers ranked these traits:

They trust me to get my work done on my own (43%)
They’re knowledgeable and experienced in their role (38%)
They promote work-life balance (34%)
They give me constructive feedback (32%)
They’re very hands-on with providing step-by-step instructions (29%)
They’re invested in my personal well-being (27%)
They’re supportive of my long-term career goals (25%)
They give me the autonomy to decide my own tasks (22%)

Gen Z job seekers hate feedback but want a mentor

After diving deeper, we found that each generation has its own view of what makes an ideal boss. Here are some highlights of their top three choices — and their lowest picks:

Gen Z:

They’re knowledgeable and experienced in their role (36%)
They trust me to get work done on my own (33%)
They promote work-life balance (33%)

Interestingly, while Gen Z values a good mentor, they’re less interested in receiving constructive feedback, ranking it second last (26%). Gen Zers’ lowest priority is having the autonomy to decide their own tasks (21%).

Millennials:

They trust me to get my work done on my own (41%)
They’re knowledgeable and experienced in their role (37%)
They promote work-life balance (33%)

Millennials ranked managers who get invested in their employees’ personal well-being at 27%, making it their second-lowest priority. Autonomy in deciding their own tasks ranked even lower, coming in last at 24%.

Gen X:

They trust me to get my work done on my own (50%)
They promote work-life balance (38%)
They’re knowledgeable and experienced in their role (36%)

Gen X places little importance on a manager supporting their long-term goals, with only 23% considering it important. Also, their lowest priority in a manager is having the autonomy to decide their own tasks, with just 20% seeing this as ideal.

Boomers:

They trust me to get my work done on my own (58%)
They’re knowledgeable and experienced in their role (45%)
They give me constructive feedback (39%)

The Boomers we surveyed strongly value independence, with over half of them ranking being trusted to work autonomously as their top quality in a manager.

By contrast, they care far less about receiving support for long-term career goals (19%) and a manager’s involvement in their personal well-being (18%).

Men don’t like being told what to do

There were interesting differences in how men and women like to be managed.

Men are more likely to value independence at work, with 27% preferring managers who give them the autonomy to decide their own tasks.

By contrast, only 18% of women preferred this style, ranking it as their least favored management approach.

Based on our findings, women tend to appreciate hands-on guidance from their supervisors. 33% of women value detailed, step-by-step instructions from their managers, whereas only 24% of men feel the same way. In fact, receiving step-by-step instructions was the least favored management style for men.

Southerners and Midwesterners care about work-life balance

Here’s what the different US regions answered when asked what traits made up their “ideal manager”:

Employees in the Western US value long-term career support more than other regions, with 31% ranking it as a top priority
Workers in the Northeast are 41% more likely to want autonomy than those in the South (27% vs. 19%)
Employees in the South and Midwest regions prioritize work-life balance the most (37% vs. 36%)

Job-hopping tendencies

When and why should we change jobs? We asked applicants for their opinions on how often it’s appropriate to switch jobs, with views shaped by both age and gender.

Nearly half of applicants job-hop when it benefits their career

We found that while some favor frequent job-hopping, others prefer staying in a role unless it offers clear career advancement opportunities.

Here are the full findings:

45% of job seekers believe you should only switch jobs when there are significant career benefits
55% think it’s appropriate to switch jobs at least every 3–5 years
41% believe switching jobs at least every 2–3 years is acceptable
22% think switching jobs at least every year is fine
13% think it’s appropriate to switch at least every six months
7% believe it’s okay to switch jobs within six months of starting

71% of Boomers disapprove of job-hopping

What’s the generational take on switching jobs?

According to the findings, Boomers prefer staying in a role for longer, while younger generations like Gen Z and Millennials are more open to frequent job changes. Take a look below:

Gen Z is the most open to frequent job-hopping and rapid career changes.

56% of Gen Z say switching at least every 2–3 years is appropriate
33% think it’s acceptable to switch jobs at least every year, the highest among all generations
22% are fine with switching jobs at least every six months
33% believe job switching should happen only when there are significant career benefits

Millennials prefer flexibility but are more cautious than Gen Z when it comes to job-hopping.

46% say switching jobs at least every 2–3 years is appropriate
23% think it’s acceptable to switch jobs at least every year
13% are fine with switching jobs at least every six months
38% believe job switching should happen only when there are significant career benefits

Gen X values stability but is open to moderate job-switching for career growth.

28% say switching jobs at least every 2–3 years is appropriate
17% think it’s acceptable to switch jobs at least every year
8% are fine with switching jobs at least every six months
60% believe job switching should happen only when there are significant career benefits

Boomers are the most resistant to frequent job changes, valuing long-term stability.

16% are open to switching jobs at least every 2–3 years
5% think it’s acceptable to switch jobs at least every year
2% are fine with switching jobs at least every six months
71% believe job switching should happen only when there are significant career benefits

Men have no loyalty to their jobs

When it comes to job-switching habits, men and women differ in their approach.

Our results show men are more willing to job-hop, while women prioritize stability.

25% of men think it’s acceptable to switch jobs at least every year, compared to 20% of women
49% of men think switching jobs at least every 2–3 years is appropriate, compared to 35% of women
36% of men believe job changes should only happen when there are significant career benefits, compared to 52% of women

What job seekers expect from AI’s impact on the workplace

Artificial intelligence (AI) is increasingly becoming a part of our daily lives. As these tools spread through the workplace, job seekers are noticing their growing impact.

6 in 10 job seekers think AI won’t make their work easier

Despite the buzz around artificial intelligence reshaping the job market, a significant 6 in 10 job seekers remain skeptical about its benefits, with some reporting AI won’t simplify their work or improve their chances of landing a job.

Here’s how job seekers responded when asked what they think about AI in the workplace:

69% don’t believe AI will boost job performance
62% doubt AI will reduce their workload
34% are worried about AI replacing them
33% see AI as a security risk
30% expect AI to increase job competition in their fields
30% think AI will harm salaries

41% of Gen X job seekers fear AI will replace them

Our results found that different generations had mixed feelings about the impact of AI.

Here are the main takeaways according to each generation:

While often seen as digital natives, Gen Z remains surprisingly skeptical about the professional benefits of AI tools.

66% don’t think knowing how to use AI tools will make them more hireable
61% doubt AI will reduce their workload
67% don’t view AI as a security risk

Despite the growing prominence of AI, most Millennials are unconvinced it’ll enhance their careers.

60% of Millennials think knowing how to use AI tools will make them more hireable
61% doubt AI will reduce their workload
64% don’t think AI will increase their job performance

Gen X has the most negative outlook toward AI compared to any other generation. In fact, this generation is the most afraid of being replaced by AI.

41% of Gen Xers fear AI will replace them
40% view AI as a security risk
62% think knowing how to use AI tools will make them more hireable

Like Gen X, Boomers aren’t optimistic about AI. While many doubt it will ease their workload or make them more hireable, concerns about being replaced by AI are relatively low.

68% doubt AI will reduce their workload
65% don’t think knowing how to use AI tools will make them more hireable
33% fear AI will replace them

AI sparks optimism in men and concern in women

Apart from generational perspectives, men and women had differing views on the topic of AI:

Women are generally less optimistic about AI than men, as 58% of men believe that AI will reduce their workload compared to 66% of women
32% of men are concerned that AI will replace them, compared to 36% of women
Men are less intimidated by AI than women, with 32% of men expressing concerns that AI will replace them, compared to 36% of women
Similarly, 28% of men view AI as more of a security risk, compared to 36% of women

Conclusion

The job hunt today can be overwhelming, but understanding common frustrations and leveraging the right tools can make a difference.

That might mean following up directly with hiring managers to stay informed, or being mindful of where you apply to avoid ghost jobs. The key is to stay adaptable — explore new job search methods, refine your approach, and focus on what’s within your control.

Taking small, consistent steps like improving your resume, networking, or applying to quality roles on a consistent basis can help you manage the process with more confidence and less stress.

Methodology

This report was based on a survey conducted in partnership with Pollfish. The study aimed to understand U.S. job seekers’ attitudes and behaviors during the job search process, from writing their resumes to deciding which company to join. It also sought to identify generational and gender differences in these attitudes and behaviors, particularly in regard to mental health, job hopping, and the influence of AI.

The survey launched on August 2, 2024, and targeted a sample of 1,000 participants. To qualify, respondents were required to be actively seeking a job. Of those participants, 500 were employed, and 500 were currently unemployed. The data was analyzed using the results provided by Pollfish and the raw data in Google Sheets. The results have a margin of error of ±3% at a 95% confidence level. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of U.S. job seekers.

To minimize bias, Pollfish uses Random Device Engagement (RDE) to 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 and its resume builder software have been helping people from all backgrounds and experience levels land their next job faster.

Resume Genius also provides a wide range of free career resources, including customizable resume templates, resume examples for different industries, and resume writing guides, to 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, Harvard Business Review, Fast Company, CNBC, and USA Today.

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Years of Experience

Articles Written

Articles Reviewed

Eva Chan is a Career Expert and Senior Digital PR Writer at Resume Genius. 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. Her work focuses on guiding job seekers through today’s job market and helping them present their resumes with confidence.

Certifications

Certified Professional Resume Writer (CPRW) UX Writing Fundamentals Certification

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