 |
| Getty Images; Tyler Le/BI |
For many job seekers today, applying online feels like sending résumés into a black hole. Despite "help wanted" signs everywhere, companies are rejecting or ghosting candidates at record levels. On the other side, hiring managers are overwhelmed with AI-polished résumés that all look the same.
Caught in this paradox, both job hunters and employers are reviving old-school hiring practices from paper résumés and walk-in applications to trick questions and in-person tryouts as a way to cut through the noise of AI-generated content.
A Paper Résumé Lands the Job
For Tyler Sorenson, a 24-year-old job seeker, traditional tactics paid off. Frustrated after submitting dozens of unanswered online applications, Sorenson decided to drop off a printed résumé at a local tech repair shop.
The timing worked in his favor. A district manager happened to be in the store, and within a week Sorenson received a callback and eventually landed the job.
“I literally just had to walk into that store and hand them an actual résumé for them to even take a look at me,” he explained.
While his success may seem like a throwback to pre-digital hiring, it reflects a growing reality: applicants are trying unconventional methods to stand out in one of the toughest hiring environments in a decade.
The AI Hiring Paradox
Artificial intelligence has transformed hiring into what experts call a cat-and-mouse game.
-
Candidates use AI to craft résumés, generate cover letters, and even answer interview questions.
-
Employers use AI to filter applications, rank candidates, and in some cases, conduct first-round interviews through virtual bots.
But this tech arms race has a downside: homogeneity.
When Devon Pastorius, founder of an advertising agency, asked applicants to write about their favorite ads and thoughts on AI, he received 20 eerily similar responses. Nearly all praised Nike, Coca-Cola, and Duolingo a dead giveaway that chatbots were involved.
“It tracks with how large language models work,” Pastorius said. “They pull from campaigns with the most coverage. But when 20 people give me the same answer, it’s clear something’s off.”
Employers Want “Human Signals” Again
The overuse of AI has created a hunger for authenticity.
Hatim Rahman, a professor at Northwestern University, said that both sides are now trying to decode whether the other is human or machine. Employers increasingly value “human signals” actions that can’t easily be faked by automation.
That includes:
-
Showing up in person to deliver résumés.
-
Attending career fairs and networking events multiple times to build familiarity.
-
Seeking referrals or arranging informational interviews.
“You used to be able to do that with a cover letter,” said Cindy Meis, director of undergraduate career services at the University of Iowa. “Now, recruiters want multiple touchpoints to know you’re serious.”
Trick Questions, On-Site Tests, and Face-to-Face Interviews
To combat AI interference, some employers are reintroducing hands-on evaluation.
-
Follow-up Questions: Pastorius now asks probing follow-ups during interviews to confirm if applicants really understand their answers.
-
On-Site Tasks: In second-round interviews, he requires candidates to complete tasks on an offline computer ensuring they can’t lean on AI for help.
-
In-Person Evaluations: At Kellymoss, a Porsche customization and racing company, candidates are flown in for interviews and observed doing real-world tasks alongside the team.
“We’ve seen AI-crafted résumés that oversell skills,” said Victoria Thomas, the company’s chief business officer. “In-person tryouts reveal whether a candidate can actually perform.”
Referrals and First Impressions Matter More Than Ever
Despite AI tools, many companies still trust the oldest hiring method: referrals.
“When someone puts their personal name behind a candidate, success rates go way up,” Thomas said.
Hotels and hospitality businesses are also leaning on in-person evaluations. At the iconic Hotel Chelsea, director Nastashia Wali said she welcomes walk-in résumés because they let her team gauge personality from the very first interaction.
“When the team gives me a résumé, I ask what stood out about the candidate and how their demeanor was,” she said. “If the front desk notices something good or bad I usually pick up on it too.”
The Future of Hiring: Back to Basics?
These retro methods are still a minority in today’s hiring landscape, but momentum is shifting. With mega-employers slowing down and smaller firms becoming the future of work, personalized, human-first hiring may once again take center stage.
AI isn’t going away, but the hiring process is adapting. For candidates, the lesson is clear: using automation wisely is fine, but nothing replaces showing up, making connections, and proving your skills in person.
As Sorenson’s story shows, sometimes the most effective job application strategy is also the simplest: print your résumé, walk through the door, and introduce yourself.
