Sourcing the right talent for the company has more to it than what appears on the surface. While for other departments lack of credible data seems to be a hurdle, it is literally a struggle for the HR department to scour through endless data they possess sourced through every possible channel. Now that they have moved on to automation and big-data analytics, it has become a near cakewalk not only in finding the right fit but also in fast-tracking the placement process. HirePro, an HRM platform helps companies with innovative end-to-end artificial intelligence solutions to ensure seamless execution. Analytics Insight has engaged in an exclusive interview with Pasupathi, Chief Operating Officer, HirePro.
1. Please share a small note on the evolution of technology in the recruitment sector
Technology adoption in the Indian recruitment sector was poor because the available tools were not designed to handle the hiring complexities peculiar to the country. Earlier, the usage of technology in recruitment was limited to platforms such as Applicant Tracking Systems (ATS) and Human Resource Management System (HRMS). The recent pandemic-induced spurt in digitization has catalyzed technology adoption in the recruitment industry.
Of late, there has been a rise in the demand for recruitment software that allows workflow integration. Instead of relying on multiple standalone platforms, organizations want a single software to manage their entire hiring process, from candidate engagement to assessments, interviews, and onboarding. This evolution has led to increased adoption of integrated tools to manage hiring cycles end to end.
Another notable trend is the increased demand for specialized recruitment tools, driven by the new paradigm of remote hiring. For instance, recruiters are looking for assessment tools that enable automated proctoring or interviewing platforms that ensure fraud-proof interviews.
2. Has AI caused a premature evolution in the sector?
Artificial Intelligence (AI) has not directly accelerated the evolution of technology in the sector. However, the constant buzz around AI and automation has aroused curiosity among organizations about its application in recruitment. It has pushed companies to adopt a pragmatic approach to the role of AI in the hiring process. The constant spotlight on AI has helped organizations set realistic expectations instead of banking on it to manage the hiring process completely.
Organizations today are more rational and hierarchical about adopting solutions instead of choosing jazzy AI-based tools that promise the moon.
3. What are the top 5 recruitment tech tools that the industry cannot do without today?
While the ideal hiring toolkit may differ from organization to organization, some recruitment tools are essential for high-volume, high-quality hiring. Especially so today, with remote and hybrid hiring becoming the norm.
- Applicant tracking system (ATS): A primary tool used during the initial phase of the hiring cycle, ATS plays a crucial role in ensuring compliance. It helps maintain system integrity by organizing and tracking resumes, and information about approvals, demands, and source-conflict issues.
- Assessment tools: With remote hiring normalized, organizations are demanding not just assessment platforms, but also quality content for customizable assessments.
- Video interviewing tools: A generic video conferencing tool is far from adequate for interviewing purposes. Organizations want specialized interview tools designed to overcome challenges in virtual recruitment.
- Event workflow tools: Employers look for workflow automation tools to manage employer branding events such as hackathons, and contests.
- Campus hiring tools: In the Indian scenario, the scale, and the operational complexity of college hiring called for specialized tools to manage the entire recruitment cycle.
4. What did campus recruitment look like 10 years ago vs today due to digitization?
Earlier, campus hiring was operations-heavy and event-driven, and required large teams of hiring managers to travel to campuses across the length and breadth of the country. With a fair number of operations and logistics involved, it took months of planning and coordination. A lot of effort went into shortlisting the right colleges and building relationships with them, followed by a tedious routine of scheduling campus drives, booking interview slots, etc.
In today’s world of remote hiring, recruiters’ focus has shifted to managing the large talent pool instead of doing the groundwork. Automation has changed how organizations approach campus hiring by throwing the mundane out of the window. The digitization of campus hiring has:
- Expanded organizations’ talent reach and shortened hiring cycles
- Enabled seamless hiring from across multiple streams
- Eased specialized hiring by providing detailed data on colleges and candidate performances
The line between on-campus and off-campus hiring solutions is blurring as organizations are now adopting a more holistic approach.
5. What is the scale at which HirePro conducts interviews for employers?
Our platform enables organizations to hire fairly and rightly by ensuring malpractice-free interviews through continuous candidate identity verification and live/automated proctoring of the interviews. We’ve been clocking 2 million assessments and video interviews in a quarter. The platform has been able to touch 75,000 assessments and video interviews in one day that are 100% proctored, working flawlessly at bandwidth as low as 128kbps.
6. How does AI detect malpractice during video interviews?
A simple, two-step process is very effective in curbing malpractice during interviews.
Identity verification: Authentication of the candidate by ensuring that the same person who had registered has taken the test and attended the interview too. It also helps to verify candidate identity across all interview stages.
Candidate behavior during interviews: AI can detect if a candidate indulges in malpractice such as mismatched lip sync, navigating away from the screen, or taking external assistance during the interview.
7. How can technology help ensure a quality talent pool during large-scale interviews today?
Recruitment technology takes monotonous and repetitive tasks away from recruiters/hiring managers and allows them to focus on interviewing and processing quality talent. It enables recruiters to manage the interview process efficiently, even for high-volume hiring.
During interviews, the environment that the HirePro platform provides to candidates and interviewers helps them focus on specific areas of assessment. For example, hiring managers can ask candidates to solve problems in real time. They can evaluate the candidate’s problem-solving skills and then arrive at an understanding.
Our platform and interview process encourage interviewers to share detailed feedback about the candidate. The feedback is then shared with the internal recruiters, which helps them source quality candidates.
Besides, specialized assessments weed out the less competent candidates early on, making more time for interviewing quality candidates.
