The one-page resume is no longer the standard, and job seekers aren’t entirely sure what has replaced it. According to a new national survey of 1,000 U.S. job seekers, nearly half now use resumes longer than one page as concern about automated screening reaches record levels.

As Applicant Tracking Systems (ATS) play a larger role in hiring, resumes are getting longer, customization is getting faster, and outdated elements continue to persist. The result is a job search landscape where candidates know the rules have changed, but many are still guessing how to play the game.

The 2026 State of Resumes Report captures how job seekers are responding to a faster, more automated hiring process, and where confusion, anxiety, and legacy habits continue to shape resume decisions.

Key Findings From the 2026 State of Resumes Report

• The one-page resume is no longer the default: Nearly half of job seekers (49%) use resumes longer than one page, including 30% whose resumes are two pages or more.
• Outdated resume elements persist: 57% still list a full street address, 49% include “References available upon request,” and only 18% include a LinkedIn URL.
• Customization is fast but shallow: 68% spend less than 30 minutes tailoring a resume for each application.
• ATS anxiety is widespread: 77% worry their resume is filtered out before reaching a human reviewer.
• Confidence in resume review is low: 43% believe hiring managers only skim resumes, and just 6% believe resumes are read thoroughly.
• Newer resume features remain rare: Only 12% include a portfolio and 10% include pronouns.

“Resumes are no longer static documents; they’re evolving alongside how hiring actually works. Job seekers know the rules are changing, but many are still unsure how to respond.”

— Vicki Salemi, Career Expert

The findings show that candidates are attempting to balance speed, customization, and credibility while navigating an increasingly automated hiring process.

Resume Expectations Are Shifting Rapidly

As resume expectations continue to evolve, the data highlights a growing gap between what candidates believe employers want and how hiring systems actually operate. Automated screening tools reward keyword alignment and structure, while human reviewers often skim for relevance.

This disconnect is fueling uncertainty, particularly around how much time to invest in customization and how to modernize resumes without sacrificing clarity or accuracy.

Methodology

This report is based on a survey of 1,001 U.S. job seekers conducted on December 16, 2025. Respondents represented a broad mix of working-age adults across four generations:

• 31% Baby Boomers (born 1946–1964)
• 28% Gen X (born 1965–1980)
• 25% Millennials (born 1981–1996)
• 17% Gen Z (born 1997 or later)

Participants also self-identified their gender, with 50% identifying as male, 49% as female, and 1% as non-binary. The survey examined resume formatting habits, tailoring behaviors, ATS concerns, and perceptions of hiring manager review practices.