The resume has long been the foundation of hiring. But new research suggests that foundation is starting to crack.
In partnership with Lighthouse Research and Advisory (LHRA), Criteria recently explored how employers are actually making hiring decisions today and how confident they feel in the tools they use. The findings point to a clear shift. While resumes are still widely used, their influence is changing rapidly.
Below are six key takeaways from the latest Lighthouse Research and Advisory report, and what they mean for talent and HR leaders.
1. The resume isn't gone, but it's no longer enough
Resumes still play a role in hiring, with 36% of employers planning to rely on them heavily. However, that reliance is increasingly driven by habit rather than confidence. Employers are recognizing that resumes alone do not provide a complete or reliable picture of a candidate’s ability.
2. There is a growing trust gap
Only one in three employers say they are very confident that resumes accurately reflect candidate skills. Yet most organizations still use resumes as their first screening step. This disconnect between trust and practice sits at the center of many hiring challenges and creates risk early in the decision process.
3. Volume and AI are overwhelming the system
Application volume has surged, with 72% of employers reporting an increase in the past year. At the same time, AI generated resumes are becoming more common. The result is a crowded funnel filled with polished applications but fewer clear signals of true capability. When every resume looks strong, it becomes harder to identify who can actually do the job.
4. Better talent signals already exist
Employers are not guessing about alternatives. Nearly all talent leaders (98%) say that skills assessments, structured interviews, and work samples are more reliable indicators of performance than resumes. These methods focus on demonstrated ability instead of self-reported experience.
For example, instead of screening a customer service candidate based only on past roles, a short scenario or simulation can quickly reveal how they handle real world challenges. This approach provides a clearer and more actionable signal.
5. The biggest risk is inaction
Organizations that continue to rely heavily on resumes are more likely to report repeat bad hires. Many leaders are aware that resumes are an imperfect tool, but have not updated their processes to reflect that reality. The cost shows up in reduced productivity, higher turnover, and missed talent.
6. The path forward is already visible
The shift toward skills-based hiring is already underway. Employers who prioritize demonstrated ability are seeing more consistent and higher quality hiring outcomes. This often includes introducing assessments earlier in the process, structuring interviews, and creating opportunities for candidates to show how they think and work.
Why this matters now
The resume has always been a limited, self-reported snapshot. What has changed is the environment around it. Increased application volume and AI generated content have made those limitations more visible and more impactful.
At the same time, both employers and candidates are open to change. Criteria’s 2026 Candidate Experience Report found that 68% of candidates would prefer a hiring process that places less emphasis on resumes. The demand for more effective and fair evaluation methods is coming from both sides of the market.
Explore the full findings
These six takeaways highlight an important shift, but they only scratch the surface. The full LHRA report explores why resumes have struggled for years, how current trends are accelerating the problem, and what practical steps organizations can take to improve hiring outcomes.
For talent and HR leaders looking to improve hiring accuracy, efficiency, and fairness, the research offers a clear and data driven path forward.
