Employers Go Back to In-Person Interviews to Find Workers
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Here's your Money Briefing for Monday, July 25th. I'm J.R. Whelan for The Wall Street Journal. We often talk on this show about how employers are frustrated that they can't find workers. Meanwhile, there are plenty of job seekers out there who might be qualified, but skills that would make them a good fit don't necessarily come through on their resume. One possible solution, ditch the online application process and return to an old standby, in-person meetings.
For many folks, it's a flashback to the way they may have landed their first job, maybe as a summer seasonal job, you know, scooping ice cream or bagging groceries. And not just in those part-time and seasonal roles. It could even lead to a job in a skilled trade or a white-collar office.
Callum Borshers writes the Wall Street Journal's On the Clock column. Coming up, we'll talk with him about how employers and job seekers are finding success by relying more on the human connection than an Internet connection. That's after the break.
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Employers that have been frustrated by a lack of workers are turning to an old-fashioned way of potentially finding new employees, in-person meetings. And it's helping some job seekers with their search process, too.
Why are employers returning to in-person walk-up interviews?
Here to talk about how is WSJ On The Clock columnist Callum Borchers. Hey, Callum, thank you so much for being with us.
Glad to be with you, JR.
So, you know, Callum, it's easy enough for job seekers to scroll through job sites and send in a resume, and a company might get more than enough interest from prospective workers. But where is that process coming up short?
It's coming up short in the human connection. I think for the job applicants, they feel sometimes like they're just launching their resume into a black hole in outer space. Sometimes they don't even get it. a response. Sometimes they get automatically rejected by some algorithm that has been scanning their resume, perhaps looking for certain keywords to see if they're qualified, and they're feeling frustrated by that process at times.
But isn't that software you're referring to, that companies use to scan resumes and screen job candidates, supposed to make the hiring process easier?
It is supposed to make it easier, and of course it often does, but sometimes it can be very rigid. For example, I spoke with the manager of a pinball arcade in Chattanooga, Tennessee, who said, you know, I've done the online application process, and the fields are very binary. I might say, well, how much experience do you have? And if I set the threshold at, say, at least two years of experience, well, anybody who doesn't meet that criteria won't even make it to me. I won't even see their application. But he said, if somebody walked in off the street and just really impressed me in person, I might consider them even if they didn't meet every criteria I had set up in the online application. And so that's sort of where the cup is missing the lip sometimes.
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