1 in 6 Hiring Managers Report Gen Z Candidates Using Their Phones Mid-Interview

Resume.Org surveyed 765 hiring managers who have interviewed at least three Generation Z (Gen Z) applicants in the past year to evaluate how well they navigate the hiring process and gauge hiring managers’ overall impressions of them.

Major takeaways:

• More than half of hiring managers say Gen Zers are unprepared for interviews
• Gen Z candidates bring parents and friends to interviews, act disinterested, and lack professionalism
• 4 in 10 hiring managers say poor-quality resumes are the norm for Gen Z applicants
• 1 in 5 hiring managers feel Gen Zers make bad employees

1 in 6 Hiring Managers Say Gen Zers Use Their Phones During Interviews

Hiring managers report a range of concerning behaviors from Gen Z job candidates during interviews, with over half (56%) encountering unprepared applicants. Poor communication skills (51%), unprofessional attire (47%), and a sense of entitlement (44%) are also common complaints.

Other frequent issues include a general lack of professionalism (41%),  lateness (38%), distraction (30%), and disinterest (27%). About 23% say they’ve also experienced Gen Z candidates inflating their qualifications or misusing artificial intelligence (AI) in their applications.

Technology and personal boundaries also present challenges. One in six (16%) hiring managers have witnessed Gen Z candidates using their phones during interviews, while 11% have had applicants bring a parent, partner, or friend to their interview.

Hiring managers shared their experiences with Gen Z candidates in more detail:
(Quotes edited slightly for clarity).

• “One applicant took a virtual interview from their car with the windows down, creating loud background noise, and gave examples from previous employers that reflected poorly on their character.”
• “I had a candidate take a phone call mid-interview and ask me to wait without any prior warning. I’ve also had candidates show up in shorts and others bring friends with them to the interview.”
• “During a Zoom interview, the candidate lounged on their bed, barely sat up, and countered a salary offer via text with a demand for 20% more but refused to return calls to discuss it.”
• “One applicant rolled their eyes at my questions and refused to make eye contact, while another put their elbows on the desk, rested their face in their hands, and gave minimal effort in their responses.”
• “One applicant chewed and spit tobacco into a cup, filed their nails during the interview, and texted someone while I was speaking.”

“Many Gen Zers are very comfortable with online communication, however, in face-to-face interviews, non-verbal cues, such as eye contact, body language, and tone, are very important and often less polished,” says Resume.Org Career Coach Irina Pichura. “Growing up in an era of texting and social media, some come off as too casual, and a more professional demeanor is expected.”

“It’s important for Gen Zers to do mock interviews, with either some form of AI or a career coach and to invest time in developing interpersonal communication. Taking courses on public speaking, active listening, and professional etiquette would be beneficial.”

4 in 10 Hiring Managers Say Gen Z Resumes Are Low Quality

Gen Z job seekers may need to rethink their resumes, as nearly four in 10 (36%) hiring managers say they are generally somewhat low (28%) or very low quality (8%).

Common issues include spelling and grammar mistakes, which 29% of hiring managers say they encounter often or all the time. Poor formatting, missing key information, and resumes that appear AI-generated are also frequent concerns. Additionally, 16% of hiring managers say they often come across lies on resumes.

“A resume is your first impression with an employer and determines whether you get an interview, making it essential to craft it well,” says Pichura. “Younger applicants often struggle with resume writing and should focus on showcasing how their education and past experiences translate into job-relevant skills. Rather than just listing responsibilities, they should highlight measurable accomplishments, such as the number of clients they assisted or the impact of their work. While education is important, employers prioritize real-world experience, so applicants should lead with hands-on work rather than just coursework and projects.”

1 in 5 Hiring Managers Say Gen Zers Make Bad Employees

Many hiring managers are hesitant to bring Gen Z candidates on board, with 63% saying they’ve hired only a few of the Gen Z applicants they’ve interviewed. Another 17% say they’ve hired hardly any, while 3% say they haven’t hired any at all.

When evaluating Gen Z employees, 18% of hiring managers describe them as poor (15%) or terrible (3%) employees, while 52% say they are just OK. Meanwhile, 28% rate them as good (25%) or very good (3%) employees.

Methodology: Resume.Org commissioned this survey, which was conducted via Pollfish in February 2025. A total of 765 U.S. workers participated. Screening criteria ensured that all respondents held management-level positions or higher and had interviewed at least three Gen Z candidates within the past year.