9 in 10 Hiring Managers Have Witnessed Shockingly Bad Interview Behavior From Gen Z Candidates

A recent survey from ResumeTemplates.com of 1,000 U.S. hiring managers reveals that most believe Gen Z job seekers are struggling not with technical qualifications but with soft skills.

The findings arrive at a high-stakes moment. As AI accelerates skill acquisition and companies flatten degree requirements, soft skills are becoming a decisive differentiator in hiring.

Study highlights:

• Hiring managers say soft skills matter more than hard skills, and Gen Z lacks them.
• Work ethic (57%), professionalism (49%), and punctuality (44%) are the top soft skill gaps hiring managers observe.
• 88% of hiring managers have witnessed bad interview behavior from a Gen Z candidate.
• Over a third of Gen Z candidates rarely or never send a follow-up email.
• 65% say they would rather hire a candidate with strong soft skills but no college degree than one with a degree but weak interpersonal skills.
• Nearly two-thirds (63%) say clear communication is the soft skill most likely to get Gen Z hired.

6 in 10 Hiring Managers Say It’s Critical For Gen Z To Demonstrate Strong Soft Skills, Yet Most Say They’re Deficient

When asked whether Gen Z candidates more often lack hard skills or soft skills, more than half of hiring managers (53%) said soft skills. Only 22% pointed to hard skills.

Another 18% said the deficiencies are about equal. Notably, only 7% of hiring managers said Gen Z candidates are rarely deficient in either category.

About 60% of hiring managers say soft skills are more important than hard skills for Gen Z to demonstrate in the hiring process, while just 5% say the opposite.

According to hiring managers, soft skills are harder to teach, make candidates easier to work with, and, aside from writing emails, aren’t as easy to leverage AI for.

The soft skill gaps hiring managers most commonly observe in Gen Z candidates:

• Work ethic: 57%
• Professionalism: 49%
• Punctuality: 44%
• Accountability: 43%
• Communication: 40%
• Receptiveness to feedback: 36%
• Initiative: 33%
• Problem-solving: 33%
• Adaptability: 31%
• Collaboration: 20%

“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.”

88% of Hiring Managers Have Witnessed Bad Interview Behavior From a Gen Z Candidate

The interview is where soft skill gaps show up quickly, and hiring managers say Gen Z candidates are largely struggling in this phase of the process.

Among hiring managers who have interviewed Gen Z candidates, here’s what they’ve witnessed:

• Dressed inappropriately for the company culture: 52%
• Distracted or avoided eye contact: 50%
• Showed up late: 49%
• Used their phone during the interview: 38%
• Brought another person to the interview: 16%

Just 12% of hiring managers said none of the above had happened. That means 88% have experienced at least one of these interview behaviors from a Gen Z candidate.

“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.

Over a Third of Gen Z Candidates Rarely or Never Send a Follow-Up Email

The post-interview thank-you email is one of the easiest ways to stand out, yet most Gen Z candidates skip it.

More than a third of Gen Z candidates (36%) rarely or never send a follow-up. Only about one in eight almost always do. For a generation that grew up communicating digitally, the failure to send a short email after a job interview is a puzzling miss.

65% Would Rather Hire a Candidate With No Degree Than One With Weak Soft Skills

Hiring managers were asked to choose between two hypothetical candidates: one with strong soft skills but no college degree, the other with a degree but weak soft skills.

The result wasn’t close. Nearly two-thirds (65%) chose the candidate with strong soft skills and no degree. Only 24% preferred the degree holder with weak interpersonal skills. Another 11% were unsure.

The finding underscores how dramatically the calculus around credentials has shifted. Hard-won diplomas still matter in many fields, but they’re not a substitute for showing up on time, communicating clearly, and being able to take direction.

“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.

63% of Hiring Managers Say Clear Communication Is the Soft Skill Most Likely To Get Gen Z Hired

Hiring managers are clear about what would make a Gen Z candidate stand out. When asked which soft skills most increase a candidate’s odds of getting hired:

• Clear communication: 63%
• Showing initiative: 56%
• Professional appearance and behavior: 52%
• Being punctual: 49%
• Responsiveness: 48%
• Willingness to accept feedback: 43%
• Adaptability: 44%
• Cultural fit: 31%

Communication leads by a significant margin. It’s also one of the skills hiring managers most commonly say Gen Z candidates lack, indicating a clear, actionable gap they could close.

When asked how Gen Z candidates can best demonstrate these skills, hiring managers pointed to: showing up on time (57%), preparedness (49%), asking thoughtful questions (46%), and demonstrating a willingness to learn (44%).

ResumeTemplates.com surveyed 1,000 U.S.-based hiring managers who are involved in hiring decisions. Respondents had to meet specific demographic criteria to take the survey, including age, income, employment status, and job title. The survey was conducted in June 2025 using Pollfish’s online survey platform. Pollfish uses random device engagement (RDE) to reach respondents organically, ensuring a diverse and representative sample. The platform employs quality control measures, including attention checks, response-time monitoring, and duplicate detection, to maintain data integrity. The margin of error is ±2.98% at a 95% confidence level.