Job Fairs Are Not an Instant Solution, IPB University Labor Economics Expert Encourages Strategic and Inclusive Design
Job fairs or career fairs are often seen as a quick fix for addressing unemployment challenges. However, Dr Tanti Novianti, an Economics professor at IPB University, believes that for job fairs to have a real impact, they must be designed strategically, inclusively, and integrated with broader labor market programs.
Dr Tanti explained that job fairs have long been one of the government’s strategies to connect job seekers with employers. These events are typically held regularly by local labor departments in collaboration with universities or private sectors as mass recruitment platforms.
According to her, the primary objective of job fairs is to bridge the information gap between job seekers and companies, enabling companies to find candidates that meet their needs and job seekers to secure positions aligned with their qualifications. Ideally, a job fair is designed as a solution to labor market mismatches.
However, in practice, job fairs often merely serve as a venue for accommodating surplus job seekers rather than genuinely addressing labor shortages in the industry. “Job fairs are more of a short-term solution, not a magic cure for unemployment,” said Dr Tanti.
She suggested that thematic job fairs, focused on specific industries, could be a solution. From an event design perspective, national job fairs often lack a clear sectoral or qualification focus, resulting in job seekers whose profiles do not align with industry needs.
“Therefore, the design of job fairs must be data-driven, both from the labor market perspective and the profile of the unemployed,” she added.
Dr Tanti, who currently serves as Deputy Dean for Resources, Collaboration, and Development at the IPB University Business School, explained that job fairs will not solve the unemployment problem without being accompanied by the creation of new investments and job opportunities. Strong collaboration is needed between the central and local governments, the business world, and higher education institutions.
In strategic planning, Dr Tanti said, the organization of job fairs must look ahead, not just be a formality. Planning must consider needs analysis, bureaucratic simplification, and integration with vocational training and labor investment policies.
In terms of implementation, job fairs must be inclusive and productive for all parties. The presence of facilities such as on-site interviews, career counseling, and inspirational talk shows adds value. Accessibility for people with disabilities is also important, including the curation of real job vacancies that align with industry needs.
Industry involvement from the planning stage is considered a key factor. The government is advised to partner with associations such as the Indonesian Employers Association (Apindo) and the Chamber of Commerce and Industry (Kadin), and to optimize regulations such as mandatory job vacancy reporting. “Job opportunities should be integrated into the national job exchange system,” She added.
Furthermore, job fairs should not stand alone but must be integrated with industry-based workforce training. Dr Tanti cited Germany’s dual-track model and intensive training in Japanese companies as best practices worth emulating.
The use of technology is also a key focus. Digital platforms and the use of big data and AI matching can enhance the efficiency and effectiveness of job fairs. Technology also facilitates participant segmentation and event management.
Participant segmentation, according to Dr Tanti, needs to be clarified. For example, for vocational school graduates and fresh graduates with high unemployment rates, as well as people with disabilities who require special access and job vacancies.
“A job fair should ideally serve as an entry point to further training and job placement support, not just a place to collect applications,” she said. (dr) (IAAS/FMT)
