'It's gaining popularity in fields where creativity, communication, and brand awareness matter,' says expert, especially with Gen Z
Employees trying their luck in landing a job by applying through an organisation's social media account may have a chance of getting noticed – especially when the hiring manager is a Gen Z.
Nearly six in 10 hiring managers in the United States said they are open to considering candidates who apply via the company's social media platforms instead of using a traditional application form, according to a new survey from Resume Genius.
The report found that 41% of hiring managers are likely to consider social media applicants and 17% are "very likely" to notice them. Only 25% of the respondents said it was unlikely or very unlikely for them to consider social media applicants.
"While applying through social media isn't standard in every industry, it's gaining popularity in fields where creativity, communication, and brand awareness matter," said Eva Chan, career expert at Resume Genius, in a statement.
Chan noted that it's not unusual for industries like marketing, media, design, and hospitality to have candidates reach out via social media, especially for freelance, content, or early-career roles.
"When done thoughtfully, applying through social media platforms can show initiative and that the candidate already understands how the brand connects with its audience," she added.
By generation, Gen Z hiring managers are more open to candidates who are applying through the company's social media, according to the report. Nearly three in four (72%) of them said they would consider these candidates, much higher than the notice rate from Millennials (60%), Gen X (57%), and Baby Boomers (44%).
According to the report, 46% of Gen Z hiring managers are "likely" to consider social media applicants, while 27% are "very likely" to do so.
In the wake of this emerging avenue for job applications, Chan advised jobseekers to be mindful of how and where they're applying.
"Not every message will reach the right person, and applications can easily get lost in a crowded inbox," Chan said.
"If you don't hear back, follow up by email or check if there's a formal job posting. Social media can absolutely help you stand out – especially if a company is actively hiring through those platforms – but I wouldn't rely on it being the most direct path."
The findings come in the wake of surging job applications across the world, which has been partly fuelled by the use of generative AI tools in developing CVs.
Nearly half (44%) of hiring managers from Resume Genius' poll said they are seeing more applicants compared to the previous year. More than half of Gen Z (53%) and Millennial (51%) hiring managers said they are seeing more applicants per role than the previous year.
On the other hand, older hiring managers, such as Gen X (46%) and Baby Boomers (49%), noted that applicant volumes have stayed the same.
In the wake of the flood in applications, 72% of hiring managers consider Gen X applicants as the best fit for today's workplace. The other generations got the following scores:
Nathan Soto, career expert at Resume Genius, attributed the high desirability for Gen X to how well they align with the needs of today's workplace.
"They bring a mix of real-world experience, adaptability, and steady decision-making that companies are looking for, especially as workplaces become more cross-generational," Soto said in a statement. "The data suggests that Gen X continues to play a key role in shaping team culture and guiding others, which likely contributes to their strong standing with hiring managers across all age groups."
Meanwhile, Resume Genius revealed that being late to an interview is the biggest red flag for hiring managers, as cited by 38% of the respondents.
Arrogance or entitlement is their second-highest pet peeve (36%), followed by misrepresentation or dishonesty (34%). Their other red flags include:
"Being late still signals a lack of respect for the process, and that hasn't changed in 2025," Soto said. "Basic professionalism is still the baseline. When competition is tight, small slip-ups like tardiness can cost strong candidates the offer."