Resume Myths Busted: What Actually Works in 2025 According to Data

Introduction: The job search landscape is awash with resume advice – and unfortunately, a lot of myths.

Should you really keep your resume to one page? Will an Applicant Tracking System (ATS) automatically throw out your application if it’s not formatted “just right”?

In 2025, it’s time to bust these myths with hard data. In this article, we separate fact from fiction, drawing on recent studies and recruiter surveys to reveal what actually works for resumes today.

From optimal length and format to ATS realities, let’s debunk the common misconceptions one by one.

Figure: Modern ATS software can parse more than people realize – it’s time to separate resume fact from fiction.

Myth 1: “The ATS Will Reject 75% of Resumes Before a Human Sees Them.”

Reality: This oft-repeated statistic is outdated and misleading. The claim that “75% of resumes get rejected by ATS” originated from a 2012 sales pitch by a now-defunct company and has no credible research behind it.

Recent industry data paints a very different picture:

• Most resumes are reviewed by humans. Recruiter surveys indicate 90–95% of applications are indeed viewed by a human recruiter, not silently discarded by software. In other words, if you apply, a person is very likely to see your resume.
• ATS systems don’t auto-“reject” content; they help organize it. Modern Applicant Tracking Systems primarily serve as databases – they parse and rank resumes, and use filters set by recruiters, but they do not autonomously delete qualified resumes based on secret algorithms. As one former Amazon recruiter put it, the idea that an ATS is a “mythical, genius, AI-infused tool” culling resumes without oversight is “crazy”.
• When filters do happen, it’s by design. Automatic rejections occur mostly due to “knockout questions” (e.g. “Are you legally authorized to work in X country?”) or explicit criteria set by employers – not due to invisible AI whims. For instance, a Harvard Business School study found over 50% of companies configure their systems to flag candidates with long employment gaps [5]. These filters are intentional choices, not ATS accidents.

Takeaway: Don’t fall for the scare tactic that your resume will disappear into a “black hole” without a chance. If your resume is well-written and meets the basic qualifications, it will reach human eyes. The key is focusing on relevant content and clarity (which we’ll cover next), rather than obsessing over beating an imaginary AI gatekeeper.

Figure: Over 90% of applications are reviewed by a human, busting the myth that “75% are rejected by ATS”. Modern hiring still relies on human judgment – the ATS is just a tool to help manage volume.

Myth 2: “You Must Keep Your Resume to One Page – No Exceptions.”

Reality: The old one-page rule has been upended by data. While brevity is valued, multiple studies show that a two-page resume often outperforms a one-page resume, even for relatively junior roles:

• Recruiters prefer two pages in most cases. In a controlled experiment, recruiters given identical resumes in one-page and two-page formats overwhelmingly preferred the two-page versions, across entry-level, mid-level, and senior candidates. They felt the longer resumes provided more insight and were easier to read (thanks to more white space instead of tiny fonts crammed on one page). In fact, 90% of recruiters now say they prefer a two-page resume over a one-page resume.
• Average resume length has grown. In practice, resumes have gotten longer over the past few years. An analysis of 50,000 resumes found the average length jumped from about 312 words in 2018 (roughly one page) to 503 words in 2023 (closer to two pages). The median resume in 2023 was just under 400 words, indicating that two pages is the new norm for many job seekers. As a Forbes report put it, résumés have doubled in length in five years.
• Multi-page resumes = higher hiring odds (to a point). One study noted that candidates using a two-page resume were 2.9 times more likely to be hired for managerial roles, and even 1.4 times more likely for entry-level jobs, compared to those with one-page resumes. The caveat: going beyond two pages can backfire – about 17% of hiring managers say a resume over two pages is a deal-breaker. So, two pages is generally ideal, while a three-page resume should be reserved only for highly experienced or academic CV cases.

Why the shift? With more complex skill requirements in 2025, employers want to see evidence of your abilities. Recruiters report that they’d rather have more information to make a decision, as long as it’s relevant, rather than less. Trying to force everything onto one page can lead to tiny text and omitted accomplishments – which doesn’t do you any favors. As long as your resume content is relevant and tailored, don’t be afraid of a second page. “Focus on relevance over arbitrary length,” advises one ATS optimization guide – the software doesn’t care about page count, and neither do most recruiters if the content is strong.

Myth 3: “Fancy Formatting Will Ruin Your Resume (Keep It Plain!).”

Reality: A well-designed resume can stand out and is usually parsed just fine by modern systems, as long as you follow basic best practices.

Let’s break down a few design-related myths:

• Myth: “No one cares about design; only content matters.” In truth, resume design does influence first impressions. A recent survey of 1,000+ hiring managers found that 61% say a resume’s design affects their decision. Moreover, 70% of hiring managers have had difficulty reading a resume due to poor design – and if they can’t quickly find key info, they may discard it. Good design (clear headings, legible font, balanced white space) makes it easier for recruiters to scan your qualifications in those critical first 6–7 seconds. Yes, content is king for substance, but design is the delivery vehicle – and sloppy or overly cluttered design can sink an otherwise good resume. Hiring managers overwhelmingly cite mistakes like too many fonts, inconsistent spacing, or excessive colors as top turn-offs. Bottom line: professionalism in layout counts.
• Myth: “Use whatever font you like – it doesn’t matter.” Data shows some fonts are viewed as far more professional (and readable) than others. In the hiring manager survey, the top-rated resume fonts were Times New Roman, Arial, and Helvetica – classic, clean choices. The worst-rated fonts were more decorative or monospace styles like Consolas, Roboto Mono, and Comfortaa. Why? Fancy or script-like fonts can hurt readability and appear less professional for a resume. Keep to a modern, easy-to-read font (often sans-serif or traditional serif). And stick to one, or at most two, font styles throughout; 55% of hiring managers say “too many fonts” is a top design mistake.

Figure: Best and Worst Resume Fonts (2024 Survey) – Hiring managers ranked Times New Roman, Arial, Helvetica as the most preferred, while fonts like Consolas and Comfortaa were least liked. A clear, professional font helps make a positive first impression.

• Myth: “Creative elements (columns, icons, graphics) will break the ATS.” Not anymore. While it’s true that decades-old ATS software struggled with complex formatting, today’s current-generation ATS use advanced parsing and even OCR for PDFs[3]. Testing shows that two-column layouts, simple graphics, and tables can be parsed with over 90% accuracy by major ATS platforms, as long as the design remains logical and text-based (i.e. your text isn’t embedded inside an image). For example, a 2024 Jobscan study found 19 out of 20 popular ATS could parse PDF resumes with 95% accuracy, equal to Word docs[3]. Likewise, a test of modern ATS found 13 of 15 systems correctly read two-column resumes that were cleanly structured. The key is to use design to enhance readability, not to show off. Moderation matters: avoid extreme layouts or decorative elements that don’t add value. A creatively designed resume that remains clear and structured can impress human readers and pass through the ATS gates. In fact, many recruiters say a distinctive but professional design helps a resume catch their eye in a sea of bland templates.
• Myth: “Never use PDF – always send Word.” False. Properly formatted PDF resumes are widely accepted and parsed accurately by nearly all ATS now[3]. PDFs have the advantage of preserving your layout exactly. Just ensure you create the PDF by exporting text (not scanning an image of a resume), so the text is selectable. According to tests, as long as the PDF contains actual text, modern ATS handle it just as well as .docx files[3]. Unless a job posting specifically asks for Word format, using PDF is perfectly fine in 2025 – and it guarantees your styling stays intact on the hiring manager’s screen.
• Myth: “Any kind of design flair will be seen as unprofessional.” It depends on your industry. While traditional fields (law, finance, academia) favor simpler layouts, creative industries encourage resumes that reflect design skills. Still, across industries, the consensus is to avoid gimmicks that hinder readability. For instance, using 📊 emoji or pictograms in place of text is almost universally disliked by hiring managers (71% said using emoji is a top design faux pas). An over-designed, cluttered layout can signal poor judgment. On the other hand, a touch of color or a personal logo might be welcome in design/marketing roles but unnecessary for an accounting resume. Know your audience: a UX designer’s resume can be a visual portfolio piece (as long as ATS readability is preserved), whereas an engineer’s resume might stick to clean formatting with minimal graphics. No matter the field, ensure consistency and clarity – inconsistent formatting or alignment errors subtly convey lack of attention to detail.

Figure: Worst Resume Design Mistakes (Hiring Manager Survey) – Too many font styles, poor spacing, and garish colors top the list of font-related mistakes. For overall design, avoid using emojis (71% hate this), cluttered layouts (54%), or inconsistent formatting (36%). Younger recruiters care even more about design: 81% of Gen Z hiring managers say resume design impacts their decision.

Myth 4: “Stuff Your Resume with Keywords to Beat the Bots.”

Reality: Keywords matter, but “stuffing” them unnaturally can backfire. Old advice suggested cramming as many job-specific buzzwords as possible to trick ATS algorithms.

However, modern hiring algorithms are smarter and human readers definitely are:

• ATS algorithms prioritize context and natural language. Advances in AI and Natural Language Processing mean that today’s systems look at how keywords are used in context. If you dump a long list of keywords or repeat a term 10+ times in white text, it won’t give you an advantage – in fact, it may flag your resume. A Harvard study found resumes with natural keyword integration (about 2–3 mentions of a key term) outperformed those with heavy keyword stuffing by 57% in ATS rankings. Why? Because the algorithms now detect unnatural repetition and consider it a negative signal. Quality over quantity is the rule: include the important skills and terms that match the job posting, but weave them into your descriptions of actual experience and results.
• Recruiters can spot obvious keyword stuffing a mile away. Even if an over-stuffed resume sneaks through an ATS, a human reader may be turned off by a jargon salad. Remember that ultimately a person will evaluate your resume’s content. If they see a nonsensical string of buzzwords or the same phrase copy-pasted under every job, it raises red flags. Instead, focus on demonstrating real accomplishments and skills that naturally incorporate the relevant keywords. For example, don’t just list “project management” 5 times; rather, describe a project you managed and include the term once in that context.
• Avoid “tricks” like invisible text. One notorious “hack” some job seekers tried was hiding keywords in white font on a white background (so that an ATS would read them but a human wouldn’t see the clutter). This will hurt, not help, your chances. Surveys show 72% of hiring managers use ATS that detect such manipulation, and 91% would automatically reject a candidate caught doing it. In short: don’t game the system. It’s not worth it, and it’s unnecessary because there’s a better way – targeted tailoring.

What to do instead: Use keywords strategically and honestly.

Analyze the job description and make sure your resume uses the same terminology for your matching skills (e.g., if it says “JavaScript” and you have that skill, list “JavaScript” rather than a vague “web programming”). Incorporate keywords in your summary/profile and work experience bullets, where they’re backed up by context (“Led a team of 5 in developing a JavaScript single-page app…”).

Also include relevant industry or role-specific keywords in a skills section. Aim to naturally cover the must-have terms once or twice each. This ensures you’ll pass ATS filters that may search for specific terms, and it presents a coherent story to recruiters.

By tailoring your resume for each application – adjusting the keywords and emphasis to fit the job – you dramatically increase your odds. In fact, 61% of hiring managers say a customized resume is the #1 tactic to boost your chances. No amount of mindless keyword stuffing beats genuine tailoring.

Myth 5: “Always Use an Objective Statement (or Other Outdated Elements).”

Reality: Hiring practices evolve, and so should resumes. Certain conventions that were taught years ago are now considered unnecessary – or even detrimental.

For example:

• Objective statements have largely been replaced by professional summaries. An old-school resume might start with “Objective: Seeking a position where I can utilize my X skills…”. In 2025, recruiters know your objective is to get the job – you don’t need to spell it out. Instead, use that prime top-of-page space for a summary or profile highlighting what you offer to the employer (your key skills, achievements, and value). A data-backed reason: recruiters spend only 6-8 seconds on an initial scan, and they tend to focus on the top third of the page. A concise summary of your qualifications will serve you better than a generic statement of what you want. In fact, many hiring managers skip “objective” sections entirely – they’re more interested in your skills and experience.
• Including references or “References available upon request” is no longer needed. This line is a relic of the past. Employers will ask for references later in the hiring process if needed; you don’t need to use valuable resume space to state this. Modern resumes omit references, which allows more room to showcase relevant achievements. It’s understood that you’ll provide references separately when asked.
• Listing your full home address is optional now. Privacy concerns and digital applications have made full addresses less relevant. Many candidates just list City, State (or City, Country) and omit street address. This is usually sufficient for recruiters. In fact, one analysis found 15% of resumes in 2024 included no address info at all (especially for remote roles). You should still include contact information (professional email, phone, and LinkedIn URL), but know that a detailed address isn’t mandatory unless required for background check purposes later.
• Cover letters – Myth: “Nobody reads them anymore.” Reality: While it’s true that not every recruiter reads cover letters, many do value them for context. Importantly, 45% of recruiters say they would reject a resume that lacks a cover letter when one is expected[3]. That means if a job application offers an option to include a cover letter (or implicitly expects one), nearly half of recruiters see the absence of a cover letter as a lack of effort. On the other hand, over half of job seekers believe recruiters don’t read cover letters[3] – a disconnect. The safest approach in 2025: if the application allows a cover letter (or especially if it requests one), write a tailored cover letter. It can differentiate you by conveying enthusiasm, explaining a career transition, or highlighting fit. Even if only some hiring managers read it, it’s often the tie-breaker or the piece that convinces them to pull your resume from the pile. The myth that “cover letters are ignored” could cost you opportunities – data shows they still have an impact.

Myth 6: “A Human Never Looks at Technical/Creative Resumes – It’s All Automated.”

Reality: While algorithms and AI play a growing role in hiring, human judgment is still decisive at multiple stages. Tech and creative fields in particular sometimes give rise to the myth that hiring is completely automated (e.g., “Google uses AI to hire coders without a human!” or “Your online portfolio will be scored by algorithms.”).

The truth:

• Resumes are screened with tech, but selected by humans. Even in highly technical hiring processes, recruiters or hiring managers ultimately make the interview decisions. Applicant Tracking Systems might rank candidates or filter by keywords, but then recruiters review those results manually. In creative industries, a human will certainly assess your design portfolio or writing samples; AI might help catalog submissions, but it won’t have the final say on creative quality (yet). As of 2025, surveys found 92% of hiring managers personally review all resumes that pass initial ATS screening, and 78% say they sometimes override the ATS’s rankings based on factors the software can’t gauge (like a unique project that impressed them).
• AI isn’t deciding whom to hire – people are. There is significant public skepticism about AI-driven hiring – 71% of Americans oppose AI making final hiring decisions[4]. Employers, mindful of this and of AI’s limits, use these tools for efficiency (sorting, matching) but not as the ultimate decider. In fact, most AI in hiring is used for resume parsing, scheduling, or sourcing, not for “Yes/No” hiring decisions[4]. One area AI is increasingly used is video interview analysis, but even there many companies use it to assist humans, not replace them, due to concerns over bias. If you make it to an interview, you’ll be dealing with people – so interpersonal skills and preparation still matter greatly.
• Recruiters and hiring managers form impressions beyond the text. A human will notice nuances an algorithm won’t – your personal brand, the storytelling in your work history, the creativity of your project descriptions. So while you should optimize your resume for ATS by using clear section headings and keywords, never write solely for a robot. Write for the human who will read it next. For instance, an ATS might flag that you have “Python” skill, but a human reader will appreciate that you “Developed 3 data analytics tools using Python, saving 200+ work hours quarterly.” That accomplishment-driven detail is what wins interviews.

What Actually Works in 2025: Data-Backed Resume Best Practices

Having busted the big myths, let’s recap what the data says you should do to craft an effective resume in 2025:

• Use a Two-Page Format If Needed: Don’t fear a second page, especially if you have more than a few years of experience. The majority of recruiters prefer two pages, and average resumes are ~1.5 pages now. Just make sure everything you include is relevant and adds value. Cut fluff, not crucial details.
• Optimize for ATS and Humans: Use standard section headings (e.g. “Experience”, “Education”, “Skills”) so ATS software can navigate your resume easily. Include key keywords from the job description in your skills and work history – but in a natural way, not as a laundry list. Always do the “plain text test”: copy-paste your resume into a text editor to check that all important info (names, dates, etc.) is selectable and in logical order (this mimics how an ATS will read it). At the same time, ensure when a human opens your PDF, it’s visually appealing and easy to read in 6-10 seconds: clear headings, consistent formatting, plenty of white space, and a font size around 11pt or 12pt.
• Highlight Achievements and Impact: Data shows recruiters spend most of their brief scan on your experience section. Make it count. Use bullet points to concisely describe what you accomplished in each role, ideally with metrics (%, $, time saved, etc.). For example, “Increased social media engagement by 45%” or “Cut month-end close time by 3 days.” Quantified results grab attention and signal you’re results-driven. According to CareerBuilder, the top reason for rejecting a resume is lack of a clear match to the job – so explicitly connect your skills and achievements to what the employer is seeking.
• Tailor Every Resume: It might seem onerous, but customizing your resume for each application significantly boosts your success rate. Generic, one-size-fits-all resumes are obvious and often get tossed (84% of recruiters say impersonal, mass applications are immediately less impressive). You don’t need to rewrite from scratch each time – instead, tweak your summary to mention the target role, reorder or rephrase bullets to emphasize the most relevant experience, and ensure you include keywords that correspond to that specific job posting. Think of it as speaking the company’s language. This step alone can put you ahead of applicants who submit a boilerplate resume everywhere.
• Keep Design Simple but Effective: Use a clean layout with consistent formatting. Bold or italicize judiciously (for instance, job titles in bold for easy skimming). Ensure there’s adequate white space – a densely packed resume with narrow margins and no line spacing is hard on the eyes (and remember, recruiters often read on screens now). Choose professional fonts (as noted, Arial, Calibri, Helvetica, Times New Roman are safe choices). You can add a dash of color or a subtle graphic element if it suits your field, but always prioritize readability. And absolutely avoid the design pitfalls we discussed: multiple font types, garish colors, emoji or images that don’t serve a clear purpose.
• Be Truthful and Accurate: It should go without saying, but lying on resumes is unfortunately common – 55% of Americans admit to some lie on a resume. Beyond the ethical issue, exaggerations are increasingly easy to catch with background checks and online profiles. Even AI is being used by some employers to flag inconsistent dates or titles across your resume vs. LinkedIn. A truthful resume that you can back up in interviews will serve you far better than a “perfect” resume built on falsehoods. Honesty also extends to smaller details: check your resume meticulously for typos or errors – 77% of hiring managers say spelling/grammar mistakes are an instant red flag. Don’t rely solely on spellcheck; read it out loud or have someone proofread. A polished, error-free resume signals professionalism.

Conclusion: By busting these myths and following data-driven best practices, you can craft a resume that both ATS algorithms and human recruiters will love.

The modern resume is about substance and strategy: provide rich evidence of your skills and impact, format it in a clean, accessible way, and target it to each opportunity. When you do, you’ll find your resume landing in the “Yes” pile far more often.

And remember – building a great resume is easier with the right tools. Resumly, our AI-powered resume builder, stays on the cutting edge of these trends so you don’t have to guess. It helps you format for ATS compatibility, suggests role-specific keywords, and even auto-generates professional summaries based on your profile. In 2025’s competitive market, let data be your guide and let Resumly be your partner in creating a resume that truly works. Here’s to busting the myths and landing that interview!

References

1. StandOut CV – Resume statistics and design insights: https://standout-cv.com/usa/stats-usa/resume-statistics
2. ResumeGo – Two-page resume preference study: https://resumego.net/blog/two-page-resume-study/
3. Woberry – ATS myths debunked (PDF parsing, two-column layouts): https://www.woberry.com/resume-guide/ats-myths-debunked/
4. Harvard Business School – Hidden Workers report (filters and gaps): https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf
5. The Interview Guys – ATS myths and public attitudes: https://blog.theinterviewguys.com/ats-resume-rejection-myth/