2 in 3 Hiring Managers Are More Likely To Hire Gen Zers With Soft Skills Over College Degrees

A new ResumeTemplates survey of 1,000 hiring managers reveals that Gen Z candidates are coming up short on soft skills. From work ethic and professionalism to punctuality and communication, hiring managers say these are traits Gen Zers commonly lack.

Nearly two-thirds (60%) say they prioritize soft skills over hard skills when hiring Gen Z candidates, and 65% would even choose a candidate with strong soft skills over one with a formal college education. However, many Gen Z applicants are making critical mistakes in the interview process, such as showing up late, dressing inappropriately, or skipping follow-up emails altogether.

Highlights:

• 60% of hiring managers say soft skills are more important than hard skills when hiring Gen Z candidates
• 53% say Gen Zers more often lack soft skills than hard skills
• 57% say Gen Zers lack work ethic
• 65% would rather hire a Gen Z candidate with strong soft skills and no degree than one with a degree but weak soft skills
• One-third say Gen Z can now use AI to make up for hard skill gaps, making soft skills even more essential
• Gen Zers are dressing inappropriately, answering texts, and not sending follow-up emails in the interview process
• Hiring managers say good communication and showing initiative will help Gen Zers get hired

More Than Half of Hiring Managers Say Gen Z Workers Often Lack Soft Skills

More than half of hiring managers (53%) say Gen Z candidates are more often missing soft skills than hard skills, while just 22% cite hard skills as the bigger issue. The most commonly lacking trait? Work ethic, according to 57% of respondents. Other top concerns include professionalism (49%), punctuality (44%), accountability (43%), and communication (40%).

Gen Z candidates are also frequently falling short according to hiring managers when it comes to receptiveness to feedback, initiative, problem-solving, adaptability, and collaboration — all critical traits for thriving in today’s workplace.

“Gen Z grew up in a digital world, and much of their education and early work experience has happened online,” says ResumeTemplates’ Chief Career Strategist Julia Toothacre. “While they’ve had some in-person exposure, it hasn’t been at the same level as previous generations. It’s important to remember that soft skills like professionalism and punctuality aren’t innate; they’re developed through experience, feedback, and mentorship. Instead of labeling these as generational flaws, hiring managers should recognize the need to coach and support early-career professionals as they grow.”

6 in 10 Hiring Managers Prioritize Gen Zers With Soft Skills Over Hard Skills When Hiring Gen Z

Most hiring managers (60%) say that soft skills are more important than hard skills when hiring Gen Z candidates, while just 5% say the opposite. Even more telling, nearly two-thirds (65%) say they would prefer a Gen Z candidate with strong soft skills and no formal college education over one with weak soft skills but a college degree.

Why the emphasis on soft skills? The top reason, cited by 57%, is that soft skills are harder to teach. Others believe soft skills make candidates easier to work with (46%), signal a stronger cultural fit (44%), and reflect professionalism (44%). Notably, one-third (34%) say Gen Z can now use AI to make up for hard skill gaps, making soft skills even more essential.

“Professionals with strong soft skills need less oversight, which is a huge win for busy managers. They’re looking for someone who can adapt quickly, work well with others, and require minimal hand-holding. In many roles, soft skills are what actually drive success, especially in collaborative environments. And when a new hire fits in seamlessly and performs well, it reflects positively on the manager too. That’s why soft skills often outweigh technical skills or even a degree in the hiring process,” says Toothacre.

Good Communication Is the Top Way Gen Zers Can Demonstrate Soft Skills During the Hiring Process

Hiring managers say the best ways for Gen Z candidates to demonstrate strong soft skills during the hiring process are through good communication (41%), professionalism (36%), and showing up on time (27%). Other effective behaviors include asking thoughtful questions, demonstrating a willingness to learn, and being well-prepared.

However, many Gen Z candidates are falling short in these areas.

4 in 10 hiring managers say Gen Zers rarely send follow-up thank you emails

Over half of hiring managers (52%) say they’ve interviewed a Gen Z applicant who dressed inappropriately for the company culture, while nearly half reported candidates who were distracted or avoided eye contact (50%), showed up late (49%), or even used their phones during the interview (38%). A surprising 16% said a candidate even brought someone else to the interview.

Additionally, 31% of hiring managers say Gen Z candidates only sometimes send follow-up emails after an interview, while 29% say they rarely do, and 7% say they never do.

These red flags sharply contrast with what hiring managers say they value most. When asked which soft skills most improve a Gen Z candidate’s chances of getting hired, clear communication was the top pick (63%), followed by showing initiative (56%), professional appearance and behavior (52%), punctuality (49%), and responsiveness (48%). Many also value adaptability and a willingness to accept feedback, showing that interpersonal traits are highly prized.

“This kind of interview etiquette is absolutely fixable, but it also reflects how Gen Z views the world of work. Many younger workers don’t approach work with the same respect as previous generations, and that’s not by accident. They’ve watched older workers get laid off, burned out, or overlooked, and they’ve taken note. For Gen Z, work is often seen as transactional, something that can be replaced if it stops serving them,” says Toothacre.

This survey was conducted in June 2025. A total of 1,000 U.S. hiring managers participated. To ensure appropriate responses, participants were required to meet specific demographic criteria and successfully complete screening questions prior to taking the full survey.