Andrei combines academic knowledge with over 10 years of practical experience to help job seekers navigate the challenges of resumes, interviews, and career growth. Through the Novorésumé Career Blog, he offers actionable advice to simplify and ace the job search process.
Updated on 12/12/2025
Ever wonder what happens to your resume after you hit "submit"?
At Novorésumé, we conducted a comprehensive survey, asking 200+ HR professionals how they evaluate resumes, review cover letters, and more!
Our data-driven analysis breaks down how resume screening works in 2025, including the impact of applicant tracking systems, ideal resume length, and what sections HR professionals look at first.
Let’s dive right in!
Key Findings
First Impressions Matter: 42% of HR professionals spend less than 10 seconds reviewing their initial resumes, and nearly 65% make their first impression in under 15 seconds.
Two Pages Preferred: Contrary to popular advice, 68.3% of HR professionals consider a two-page resume ideal, with only 21.8% preferring one page.
Experience Focus: An overwhelming 79.4% of hiring managers first check your work experience section.
ATS is Standard: 82% of HR professionals use an Applicant Tracking System (ATS) in some capacity during the screening process.
Functional Format Rising: 47.5% of HR professionals prefer skills-based (functional) resumes over traditional reverse chronological formats (39.1%).
Job-Hopping Concerns: 85.2% of HR professionals consider frequent job changes a red flag, with 34.7% viewing it as a major concern.
Culture Matters Most: 98.5% of HR professionals rate cultural fit as important in hiring decisions, with 82.7% considering it "very important."
According to an eye-tracking study by Ladders Inc. from 2018, HRs take around 6 seconds before deciding whether the resume is worth their attention.
According to our recent findings, this still holds.
Let’s look at the data:
This means that over 42% of HR professionals spend less than 10 seconds reviewing a resume initially, and nearly two-thirds (64.9%) make their initial decision in less than 15 seconds.
Given this, candidates must ensure their resumes are concise, well-organized, and easy to scan.
Past the initial scan, HRs do a more comprehensive review:
According to our research, most (62.9%) HRs spend less than 2 minutes deciding on a candidate during this phase.
While this is a longer period than the initial skim, it’s still a short amount of time to impress. Candidates must ensure that their resume is structured in a way that allows key information to stand out quickly, especially in areas like work experience, skills, and education.
Different Roles, Different Rules
Our survey pool also reveals some differences in how various HR roles approach the initial resume screening.
HR managers were the most thorough, with 43.8% spending 2-3 minutes per resume. In contrast, talent acquisition specialists were the quickest reviewers, with only 17.7% spending more than 2 minutes making a judgment on a candidate.
This variation likely reflects the differing priorities and workflows of each role. HR managers, who typically have a broader set of responsibilities, tend to spend less time hiring overall. However, when they do review resumes, they tend to be more comprehensive.
Talent acquisition specialists, on the other hand, often deal with a higher volume of candidates and focus more on high-speed screening. They prioritize efficiency in their review process, relying on quick judgments to filter through a large pool of applicants.
Two-Page Resumes Are the New Standard
Resume length is another thing that factors into that first impression.
Our survey put some age-old wisdom to the test: Keep your resume under one page because hiring managers might outright reject it if it’s longer.
For years, the one-page resume has been considered the holy grail of career advice. However, this advice no longer holds up – over 77% of HR professionals now prefer resumes that are two pages or longer.
Over two-thirds of HR professionals consider a two-page resume ideal, while only about one-fifth prefer the one-page format. Some even prefer 3-page resumes, although that number remains low, at under 9%.
So, you heard it here first – the two-page resume is in! Hiring managers want to know more and you shouldn’t try to cram all your qualifications onto a single page.
But if two pages are the ideal length, what about three pages or more? Here’s what the HR professionals had to say:
Do You Ever Consider a Resume Longer Than 2 Pages?
Only if the candidate seems relevant at a glance: 59.9%
Yes, I'd consider a resume that's longer than 2 pages: 32.2%
No, I wouldn't consider a resume that's longer than 2 pages: 7.9%
Over 92% of hiring managers consider a longer resume. However, the majority of them would only do so if the candidate immediately looks relevant based on a glance.
Here’s how you can apply this data to your job application:
Aim for a two-page resume. If it is shorter than two pages, the hiring manager might consider it a bit bare. After expanding on your skills and work experience, consider adding optional sections like personal projects to fill any space left.
Don’t cram information. The two-page resume is ideal but if you need to go over that, it’s not a problem. As long as you ensure your resume makes an immediate impact from the first page, the hiring manager will put in the effort to read it.
Start with the best stuff. Nearly 63% of HR professionals spend less than 15 seconds deciding whether or not they’re worth reading about. Pique their interest by putting your strongest selling points front and center.
There’s a clear hierarchy of what catches their attention first:
An overwhelming majority - nearly 80% - of HR professionals head straight to your work experience section when they first look at your resume (even before they read your resume summary!). This means that how you present your professional history is crucial to making a good first impression.
Resume summaries and objectives come in second. While these are the primary focus for only about 10% of HR professionals, they can still be crucial for that first impression.
Finally, the skills section and educational background make up the remaining 10% of what hiring managers look at first.
Keep in mind that these other sections are still important. The data just confirms that your work experience section should be the most detailed and eye-catching part of your resume, since it's almost always what HR professionals will use to determine your worth as a candidate.
That’s why resume objectives are popular for entry-level positions. This brief 2-4 sentence paragraph encapsulates your most relevant skills, impressive achievements, and career intent. It’s meant to show the hiring manager why you’re worth giving a shot.
Here’s what HRs had to say about resume objectives on entry-level job applications:
Views on Resume Objectives for Entry-Level Roles
Neutral impact - Don't like or dislike resume objectives: 48.5%
Positive impact - Like seeing objectives on entry-level resumes: 37.6%
Just under half of hiring managers are neutral about resume objectives, but don’t understate how useful writing one can be.
Even if a hiring manager doesn’t initially think it’s important, the resume objective makes your resume header more eye-catching and gives HR professionals a chance to learn about your goals and motivation.
But if you’re an entry-level candidate, you likely don’t have any experience you can leverage. Here, it makes perfect sense to rely on your education section and academic performance.
So, with that in mind, we come to the age-old question: Do your grades matter in the “real world”?
The responses are mixed, with nearly one-third of HRs believing that GPA doesn’t matter at all for entry-level positions, while another third do not mind whether it’s there or not. Only 6.4% of HRs believe it’s crucial for a job application.
This means you don’t need to stress about including your GPA on your resume, especially if it’s not particularly impressive.
Unless your GPA is exceptional or directly relevant to the job you’re applying for, feel free to leave it out and focus on showcasing your skills, experience, and accomplishments instead
What Matters Beyond Experience?
While only 6.7% of hiring managers start by looking at your skills section, that doesn’t mean they don’t look at them at all.
Hard skills are always a must-have – proficiency in specific tools, technologies, and methods is the cornerstone of any job qualification. But what about soft skills?
Let’s see what HRs think about adding soft skills to your resume:
This tells us that soft skills aren’t necessarily a waste of space on your resume. Over one-third of hiring managers like seeing them during that initial screening, compared to under 18% who don’t. For most job applications, showcasing your soft skills is worth the space they take up.
Now, let’s dive into a more controversial topic – what about adding personal touches like hobbies and interests?
Let’s look at what the data tells us:
Views on Hobbies and Interests
Hobbies and interests can sometimes improve a resume: 46.0%
Hobbies and interests have no place on a professional resume: 42.1%
Hobbies and interests are a great touch for any resume: 11.9%
HR professionals are divided into two almost equal camps. There is a slight preference for including hobbies and interests on a resume, as long as they add value, but plenty of HRs think the entire section is inappropriate
Interestingly, HR experience level significantly affects these views. Early-career HR professionals (0-3 years) are the most receptive to hobbies and interests on a resume, with 77.8% of this group viewing hobbies positively or as potentially valuable. The other experience level demographics included in our survey didn’t have a clear preference.
Format, Structure, and Creativity
The entire structure of your resume hinges on the format you choose. The most popular resume format worldwide is the reverse-chronological resume format, so it’s what most job seekers choose.
To our surprise, HR professionals have a new preference:
The functional resume format, which prioritizes skills and qualifications over chronological work experience, is the new favorite among HR professionals.
So, skills are now at the core of what makes a good candidate stand out. That said, the reverse-chronological format does come in as a close second and it remains the format of choice for more traditional industries like law and finance.
Functional resumes are usually on the creative side, and that just doesn’t fit in with every field.
Let’s see what hiring managers have to say about creative resumes in general:
Employers seem to prefer a middle ground - creative resumes are more than welcome by 82.7% of HRs, as long as they don’t overshadow your qualifications.
Our advice?
Your best bet is to consider the industry you’re applying to and tailor your resume accordingly.
More traditional industries like banking or law prefer a modest black-and-white document, while startups and tech companies appreciate a pop of color and a bit of personality.
💡
Quick Tip
Whether you’re looking for a traditional or creative resume template, we’ve got your back! Check out some of our free resume templates here.
#3. Work History and Experience
Your work history isn’t just a list of your previous employers – it's the story of your professional journey. It tells HRs where you’ve worked, what you’ve achieved, and what you can bring to the table.
That being said, HR professionals have their preferences about what they’d like to see in your resume. Our survey revealed some fascinating insights.
Alternatives to the 9-to-5
There’s a common belief that HR professionals aren't fond of candidates with entrepreneurial experience, but it turns out that’s not the case.
Our research shows that only around 3% of HR professionals see entrepreneurial and freelance work negatively.
Let’s look at the exact numbers:
HRs tend to view entrepreneurial experience positively. This comes as no surprise since employers are always on the lookout for candidates who can show leadership skills.
There’s a slight shift when we move on to freelancing and gig work though - HRs aren’t quite as impressed. Predominantly, they don’t mind candidates who have it, but here it’s the second largest group that views this experience positively.
Interestingly, early-career hiring managers (0-3 years experience) are significantly more enthusiastic about unconventional work history, with 66.7% viewing freelancing/gig work positively compared to just 39.4% of those with 15+ years experience.
This could be due to a generational shift - attitudes toward non-traditional career paths are changing, and younger HR professionals see the potential in candidates with varied experience.
Potential Red Flags
More and more employees are prioritizing their work-life balance and choosing more flexible careers. So, alternative types of work experiences are becoming more accepted.
That being said, certain patterns still raise concerns for hiring managers. Namely: job hopping.
The data is sobering: 85.2% of HR professionals consider frequent job changes a red flag.
However, for just over half, it's not an automatic disqualifier; they might still hire a suspected job hopper, as long as they’re a relevant candidate.
HRs are far more lenient towards employment gaps than job hopping.
Let’s look at the exact data:
Here, the story behind the gap plays a huge role: 69.3% of HR professionals base their judgment of employment gaps on the context provided. It goes to show how important it is for you to be proactive in explaining any prolonged breaks you’ve taken from work.
Only 6.4% of HRs always consider employment gaps a major concern, regardless of explanation, compared to 34.7% when it comes to job hopping.
This makes sense when you consider that it costs companies an average of $4,683 to hire a new employee. Making the wrong decision and hiring someone who gets bored after six months can be extremely bad for business.
Additional Value
Hiring managers also value other types of experience.
Our survey focused on the current job market trends, so we asked hiring managers to rate international experience and remote work experience.
Here are the results:
The data reflects the global nature of business: International experience and multicultural exposure are the most clearly valued, with 78.3% of HR professionals considering them highly or somewhat valuable.
Next, we notice that remote work experience is not at all detrimental to future in-office roles. 65.3% of HR professionals don’t have strong opinions on how remote work experience affects full-time office roles, and another 29.2% believe it helps in an office setting.
Work is work, and nearly 95% of hiring managers agree that any experience is a good experience.
#4. Cover Letters and Supplementary Materials
Your job application is only halfway done without a cover letter.
Here’s what HR professionals have to say about cover letters:
The data might be a bit discouraging. It shows that nearly 40% of HR professionals don't read cover letters at all. Among those who do, most (39.6%) read them after reviewing your resume first, while just 21.3% start with the cover letter.
When it comes to your cover letter’s impact, the largest group (44.6%) sees cover letters as "nice-to-have" but not decisive. Only about a quarter (25.7%) say a cover letter can truly "tip the scale" on an application.
But here, different HR roles have notably different approaches to cover letters.
Recruiters are the least likely to read them, with 52.8% saying they don't bother.
HR managers are the most likely to read cover letters, with only 22.9% skipping them entirely.
HR managers are also more likely to read cover letters before the resume (33.3%) when compared to other roles.
While not all HR professionals will read your cover letter, it could still be the deciding factor for about a quarter of them, so you still have to write one.
Online Presence
Then there’s your online presence. At this point, it’s common sense to add a link to your LinkedIn profile or personal website.
But how much impact do either of these helpful links have?
Let’s take a look:
LinkedIn carries more weight than personal websites or blogs. A remarkable 92.6% of HR professionals say LinkedIn profiles are either critical (22.3%) or useful (70.3%) to their recruitment decisions.
While not as important, personal websites and blogs are still generally viewed positively (28.8%) or neutrally (67.3%).
Once your resume makes it past the initial screening, there are a few more steps between you and the job interview.
To make sure you’re worth pursuing as a candidate, hiring managers need to dig a little deeper.
Candidate Due Diligence
Your online presence is more accessible than ever in this digital age – and HR professionals are looking.
Our survey revealed just how common it is for them to check candidates' digital footprints:
Checking Online Presence
Sometimes: 40.6%
Yes, all the time: 27.2%
Rarely: 18.3%
Never: 13.9%
The data shows that the vast majority (86.1%) of HR professionals check candidates' online presence at least occasionally, with over a quarter (27.2%) doing so consistently for all candidates.
The lesson? Better clean up your Facebook and Instagram profiles.
Considering the next trend we discovered, we can’t blame them.
Here’s how often hiring managers catch candidates lying:
This is an unpleasant discovery: Over 86% of HR professionals have caught candidates lying on their resumes. This high percentage explains why checking candidates’ social media accounts has become such a common part of the hiring process.
Always assume that hiring managers will check your social media and the qualifications on your resume. HRs have enough experience to excuse being skeptical and if you try to lie they will eventually find out, and there will be consequences.
Final Call
You finally submitted your application. What now?
Conventional wisdom is divided on whether you should follow up or not.
Here’s what HR professionals have to say:
Unfortunately, there is no clear consensus here.
While the largest single group (41.1%) prefers no follow-up at all, a combined 58.9% do appreciate follow-ups, with roughly equal preferences for following up within one versus two weeks.
When it comes to referrals and cultural fit, there’s some stark contrast.
The vast majority of HR professionals (83.7%) consider personal referrals at least somewhat important in their decision-making, with over a third rating them as very important.
But beyond any skills, experience, and referrals, our survey revealed one factor that HR professionals overwhelmingly consider crucial:
98.5% of HR professionals consider cultural fit important, with 82.7% rating it as very important.
Employers want to ensure that a new hire thrives within their organization and contributes to its growth, so they look for candidates who are a cultural fit and will stay with the company for the long term.
#6. Pet Peeves, Red Flags, and More
We covered pretty much everything hiring managers want to see on a resume. Now, let’s dig into what they don’t want to see.
5 Biggest Resume Pet Peeves
Some things just make hiring managers sigh and roll their eyes. They might not disqualify your resume, but they’re not impressive either.
Some of the biggest pet peeves they told us about include:
Unprofessional elements. Resumes with quirky email addresses, flashy designs, or informal language make for a poor first impression. HRs prefer a clean, professional layout without emojis or gimmicks.
Not tailored to the job. Generic resumes that don’t align with the job posting are a red flag. They want relevant skills and experience, not a one-size-fits-all document.
Too much personal information. Photos, hobbies, and irrelevant details can distract from professional qualifications. Senior HR professionals are especially strict about what belongs on a resume.
Overly long resumes. While most hiring managers prefer a two-page resume, they want things to be relevant. Upwards of three pages with excessive details can be frustrating to go through.
Buzzwords and fluff. Overused phrases like "team player" and "hard worker" add no value if you can’t prove them. Hiring managers want to know about your real skills and accomplishments, not empty clichés.
6 Most Common Job Application Misconceptions
Most job applicants do things the same way and HRs notice. Considering how a lot of the most popular career advice out there is based on common misconceptions, it’s not surprising.
Here are some of the most common job application misconceptions HR professionals see:
Too much tailoring for applicant tracking systems. Obsessing over ATS optimization and keyword stuffing is not what’s going to get you an interview. Hiring managers still review resumes manually, so readability and narrative are important.
More applications equal more interviews. Contrary to popular belief, your chances do not automatically improve when you send more job applications left and right. Many candidates think that job hunting is a numbers game, but mass-applying with generic resumes won’t get you far.
Cover letters are overkill. Too many applicants assume that hiring managers never read cover letters anymore. While they’re not always required, and we now know that not every HR likes them, a strong cover letter is still necessary. Writing one can make a huge difference for those HR professionals who always read them, and increase your chances when applying for a competitive role.
Super creative resumes stand out. Some industries appreciate design-heavy resumes but most hiring managers just find them distracting beyond a certain point. Clarity and structure are always more important than aesthetics, so your design should always be secondary to your resume’s contents.
You need to be a 100% match. Many applicants hesitate to apply when they don’t meet all the requirements listed in the job ad. Employers tend to hire candidates who are 70-85% qualified for the job, so long as they can prove that you’ll make up for the rest.
Networking doesn’t matter. Many job seekers rely solely on having a great resume to land a job. HRs are quick to remind us that referrals and connections can be just as important.
5 Massive Resume Mistakes
Small mistakes on a resume can make a big difference in a hiring decision. Even the best candidates can lose opportunities because of easily preventable mistakes.
Spelling and grammar mistakes. Typos and poor grammar suggest a lack of attention to detail. Even a minor error can make you seem careless or unqualified.
Poor formatting and structure. Inconsistent fonts, large blocks of text, and cluttered layouts make resumes harder to read. If key details aren’t easy to find, HRs won’t bother searching.
Only listing responsibilities. Writing down your day-to-day tasks doesn’t convey your value as a candidate. Employers want to see how you made an impact in previous roles. Show them what you bring to the table by listing how you’ve impacted your previous workplace.
No quantifiable achievements. Concrete data gives credibility. Hiring managers don’t like reading about vague achievements without measurable results.
Incorrect or missing contact information.Outdated phone numbers and email addresses with typos are detrimental. If hiring managers can’t easily reach you, that’s as far as you go.
What’s Next?
Hiring managers are already seeing shifts in how resumes are evaluated, and they anticipate even bigger changes ahead. As hiring practices continue to evolve, what makes a resume effective today might not hold in the future.
Here’s a summary of how our surveyed HR professionals predict resumes will evolve in the next decade:
AI-driven resume screening. Artificial intelligence is going to play a larger role in filtering applications, so candidates will have to optimize their resumes accordingly.
AI resume tailoring. Customization will become even more crucial and AI-powered tools could help candidates refine their applications.
Interactive formats. Resumes might move away from static PDF documents and towards dynamic experiences. Some predict the rise of QR codes, dynamic links, or personalized dashboards.
Video resumes. Multimedia elements and video introductions are already becoming common, especially in creative industries. In a few years, traditional text-based resumes might no longer be enough.
Digital portfolios. Applicants are already increasingly expected to provide links to personal websites, GitHub accounts, or LinkedIn profiles to showcase their work. Static resumes might not suffice for much longer.
Insider Secrets: The Most Memorable Resumes HR Has Ever Seen
One of the most interesting sections in our survey was the open-ended questions, where we asked HRs about the most interesting and memorable resumes they’ve received.
Here are some of the highlights!
Most HRs agree that they appreciate:
Less fluff and more to-the-point resume content.
Clear formatting that makes everything easy to read.
Precise information that relates to the job you’re applying for.
Dedicated “career highlights” sections where candidates mention their greatest, quantified achievements.
Career milestones so the HRs just how your career has been moving so far.
Any volunteer work you’ve done.
In the case of stay-at-home parents, writing down parenting as a job role and listing skills learned in the process.
For some HRs, a dash of well-timed humor.
Here are some of the best and most memorable examples they gave us:
A picture of a nurse in her graduation regalia, including an old-fashioned nurse "hat" from the 50s-60s. It stood out as a serious RN (Registered Nurse). However, I am not a proponent of using pictures in resumes because of the implied or unintentional bias that could occur when reviewing a color/ethnicity/disability/looks/age-blind review of a resume. I tend to want them all to be immediately equal until reviewed, mostly for younger, less experienced recruiters who may include bias in their review of resumes.
When someone entry-level lists the service roles they held as a teenage/college student alongside their academic experience. It showcases humility and work ethic.
A developer once created a URL link game as his resume, in which you would move the character through the page to explore their experience.
A note from the candidate's MOTHER that he'd forgotten to delete. That was memorable—in a bad way.
I had a director-level candidate include a "Fun Facts" section on her resume. It made me smile.
I recall a candidate using their cover letter to point to specific aspects of their resume I should look at that were relevant to the job they applied for.
One of the best, most memorable things I've seen on a resume was a "Skills section," where the candidate creatively listed their abilities using symbols that represented different skills. For example: 💻 Technical Skills: Python, JavaScript, SQL 🎯 Leadership: Managed teams of 5-20 🌍 Languages: Fluent in Spanish and French 📈 Data Analysis: Proficient in Excel, Tableau, Power BI
The applicant’s weightlifting numbers, which was hilarious.
A "value driver" section, that summed the whole resume up quickly.
I've seen a 38-page resume of a project manager, but he was outstanding.
The most memorable thing I’ve seen on a resume was someone listing “scrolling” as their hobby. It was funny and definitely stood out, though perhaps not in the way the candidate intended!
The candidate was conscious of how achievements affect profitability.
Interesting hobbies or accomplishments, like UK champion for Japanese archery. That makes me think—amazing! I can’t wait to hear more at your interview!
One of the most memorable things I've seen on a resume was a candidate who listed "Professional Problem Solver" as their job title for a previous role. They then backed it up with specific examples of innovative solutions they had implemented across different projects, showcasing a diverse skill set and creativity.
The best, most memorable thing I've seen on a resume was a "Key Wins" section at the top. The candidate listed three significant accomplishments, each paired with a brief, eye-catching title (e.g., "Revenue Booster: Grew sales by 50% in Q2"). This approach immediately drew attention to their major achievements and set the tone for the rest of the resume. By putting impressive results front and center, it grabbed the reader's interest right away, making the candidate stand out. It was a smart way to show off their impact and establish credibility before diving into the details of their work history.
I had a resume and cover letter submitted by the candidate’s dog. Didn't hire the guy, but got a great laugh!
A resume for a coding position was a code that, when entered, made a resume appear.
We had an applicant that did their research on our product, and although they had not worked in this industry before, they showed they had the basic experience to build on and asked for a chance to prove themselves. That person was hired and turned out to be an excellent employee, and he is now the manager in that area.
Key Takeaways from the 2025 HR Survey: What Job Seekers Need to Know
The hiring landscape is evolving fast, and understanding what HR professionals are really looking for can give job seekers a serious edge. Based on insights from the latest HR survey, here’s what you should keep in mind when preparing your resume and approaching your job hunt:
Over 80% of HR teams use Applicant Tracking Systems (ATS) — Optimize your resume for ATS by using standard formatting and relevant keywords.
65% of HR professionals make first impressions in 15 seconds or less — Keep your resume concise and impactful from the top.
Two-page resumes are preferred by 68.3% of recruiters — Don’t be afraid to go beyond one page if it helps tell your story better.
Skills-based resumes are gaining popularity (47.5%) — Highlight your skills clearly to stand out, especially if changing industries or roles.
98.5% of recruiters consider cultural fit important — Tailor your application to show how you align with the company’s values and mission.
Top skills HR pros look for include communication, adaptability, and problem-solving — Make sure these are front and center if they apply to you.
By aligning your job search strategy with these trends, you’ll be better equipped to land interviews and stand out in today’s competitive market.
