Sunita Somvanshi
The paper resume – that standard one-page document listing work history and education – might not be around much longer. Young workers entering the job market today think it’s outdated, and the numbers back them up.
A recent study by CVwizard asked 1,000 young workers in the U.S. and U.K. about job applications. Six out of ten said regular resumes won’t matter by 2028. Instead, they’re finding jobs differently – through phone apps, social media, and even artificial intelligence tools that help write applications.
The CVwizard study found that while 80% of young job seekers still use resumes and cover letters, they’re also trying new approaches. Nearly 90% use job search websites, and 52% actually get interviews this way. Another 36% are using AI tools to help with their applications.
But this shift is causing some tension. Some companies aren’t convinced yet. A survey by Intelligent.com found that 60% of employers had to fire recent college graduates they hired this year. Some are so frustrated that one in seven might stop hiring new graduates entirely next year.
Alex Beene, who teaches financial literacy at the University of Tennessee at Martin, sees why things are changing. “Gen Z is right in the fact traditional resumes are increasingly being less influential in the job-hiring process,” he explains. “The rise of professional social media services that link potential employees with employers and opportunities has transitioned the initial connection from being document-based to a simple message.”
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HR expert Bryan Driscoll puts it more bluntly: “Employers have relied on resumes for decades, but let’s be honest: they’re a terrible predictor of job performance. They favor those with the privilege of polished experience, ignore actual skills, and force workers into a one-size-fits-all template.”
Some companies are catching up. The source material shows employers are exploring alternatives like video cover letters, personal websites, and skill-based assessments. This matches young workers’ preference for quick, mobile-friendly application processes.
But there’s still a big problem: communication. According to the data, 40% of Gen Z candidates say companies never respond to their applications. The problem is worse for women – 46% never hear back, compared to 38% of men. This silence is especially tough for a generation already dealing with disrupted schooling and expensive housing.
“Will resumes disappear? Maybe not entirely, but they’ll evolve,” Driscoll notes. “More companies are shifting toward skills-based hiring. Employers who don’t adapt will lose out on talent. If companies want to hire the best, they’ll need to catch up. Otherwise, they’ll keep filtering out great candidates simply because their ATS didn’t like the font on a resume.”
These changes affect everyone looking for work or hiring people today. While the traditional resume might stick around for a while, the way people show their skills and get jobs is clearly changing. As Gen Z is set to make up 58% of the global workforce by 2030, their preferences for digital-first, skills-focused hiring approaches could reshape how everyone finds work.
