Megan Rathmell left her interview certain it had gone badly. She was nervous, felt underprepared, and assumed the job was gone before she even got home. What she didn’t know was that her boss had already made up his mind, and not for the reasons she expected.
Two Simple Habits Set Her Apart From Every Other Candidate
The 20-year-old Virginia paralegal got the job. Her new boss told her the deciding factor wasn’t her resume or her answers. It was that she held eye contact and could carry a real conversation, skills he said he rarely sees in candidates her age. Rathmell said the compliment genuinely surprised her.
A New Survey Puts Numbers Behind What Managers Keep Noticing
Rathmell’s story lines up with what hiring managers report broadly. A 2026 ResumeBuilder survey found 57% of hiring managers say Gen Z candidates struggle with eye contact and dress inappropriately for interviews, while 13% said candidates refused to turn their camera on entirely during virtual meetings.
HireVue’s Chief Innovation Officer Points to a Digital Gap
Dr. Nathan Mondragon, chief innovation officer at hiring platform HireVue, said interview struggles have always existed but feel more common now. Growing up more digitally connected than in person has left many candidates less comfortable with face-to-face pressure, a gap pandemic-era isolation likely deepened, alongside inconsistent guidance from parents on navigating the professional world alone.
Recruiters Reportedly Decide in About Six Seconds
Stacie Haller, chief career advisor at ResumeBuilder, said that’s roughly how long a resume has to catch a recruiter’s attention. That means one clear, uncrowded page tailored to the specific role beats a generic one every time. Haller also warns against interview advice from parents or advisors whose own hiring experience may be years out of date.
Asking a Question Google Could’ve Answered Ends Interviews Early
Dr. Nicolas Roulin, an industrial and organizational psychology professor at Saint Mary’s University, said one of the biggest red flags is asking something answerable from a company’s own homepage. Researching the interviewers themselves, when their names are known, can also surface real questions and unexpected personal connections worth raising.
The STAR Method Turns Vague Claims Into Proof
Experts recommend writing out success stories tied to each requirement in the job posting using the STAR framework: situation, task, action, result. Preparing specific stories ahead of time keeps nerves from erasing strong examples on the spot, and gives interviewers concrete proof instead of general claims about being a hard worker or team player.
Camera Off and Parent in Tow Are Two Instant Red Flags
Turning off your camera during a virtual interview reads as evasive, experts said, since most jobs require comfort dealing with people directly. Bringing a parent into an in-person interview sends a similar signal about independence. Business casual dress is the safer default, even when the company culture itself skews more relaxed day to day.
Save Salary Talk for the End, Not the Opening Minutes
Mondragon said asking about pay, schedule, or vacation too early can look like you care more about not working than working, even though those questions matter and Gen Z is right to prioritize them. Phrasing helps too: asking about a benefits package for the role reads better than a blunt question about days off.
The Follow-Up Is Still Part of the Interview
Haller recommends sending a thank-you note within 24 hours, framed as more than gratitude since it’s also a quiet reminder to hire you. Responding fast to any follow-up call matters just as much, even to decline. And if weeks pass with total silence after the promised timeline, that silence is the company’s actual answer.
