We conducted a study to gather market insights about the evolving remote campus hiring processes and tools. The survey received encouraging responses from more than 60 decision-makers in Human Resources and Talent Acquisition from various organizations and close to 6,000 students from different colleges across the major cities in India.

The study reveals that 59% of employers believe that students are well equipped with the required infrastructure to participate in their virtual campus hiring. However, 53% of the students do not have a broadband connection at home. It also finds that 54% employers face obstacles in conducting online assessments successfully due to low internet bandwidth while 61% have pointed this out in case of interviews.

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We conducted a market study to understand the evolution and future of remote recruitment.
The findings are based on responses from about 300 HR managers and talent acquisition leaders at large, medium-sized, and small businesses across different industry sectors.

Here’s what the report covers:

• The primary mode of recruitment for different levels of hires before, during, and after the pandemic.
• The major concerns about remote recruitment.
• The reasons/benefits that prompted them to adopt remote recruitment.
• The way forward for remote recruitment for each level of hiring.

The study reveals that remote hiring will continue to take the centre stage in recruitment. As companies adopt the hybrid mode of working, they’re moving towards a new normal – phygital hiring – the combination of digital and physical hiring.
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In India, most engineering entrants aspire to enrol and study at the prestigious Indian Institutes of Technology. Declared as important institutes of the nation by the Indian parliament, education at IITs equips students with a critical thinking-led scientific approach to solving problems that challenge humanity. Not to be overlooked, IIT faculty and alumni have had a significant impact on all sectors of society, both in India and abroad.

Also, the most important factor that attracts B.Tech. aspirants is the placement package at IITs. For this reason, over 12 lakh people attempt JEE Main and JEE Advanced, two of the most difficult competitive exams. Only 2.2 lakh people are chosen to take the JEE Advanced, and fewer enrol at the best IITs. The disparity between the number of applicants and the seats available has elevated the significance of these institutions giving rise to certain misconceptions and fallacies regarding IITs and their pay packages.

A team of campus recruitment experts at HirePro analysed the data of placements at the IITs in the year 2022 and collated insights about compensation for this report. It formulates a detailed analysis of CTC and gross salaries offered by various companies during campus placements at various IITs.

The report dispels the myth that not all graduates from IITs, India’s premier engineering institutions, get hefty pay packages. Only a small fraction of them receives large compensation packages; the remainder are accessible for organisations to hire at reasonable pay scales.
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Many enterprises adopted online assessments and interviews during the pandemic, but along with them came concerns about safety, efficiency, and being fraud-proof.

At HirePro, we’ve been helping our customers with remote assessments, even before the pandemic, and are confident about its utility, safety, and efficacy. Thus we present this study on the various ways that people cheat during online assessments and the proctoring methods to prevent this, which can be video, audio, image, or a combination of these.

For this study, we analysed a sample size of 9 lakh assessments in the past six months, out of the total 43 lakh assessments undertaken over the past 12 months on our platform.

The analysis found the various modes people employ to cheat while taking online assessments and the degrees in which they occur:

• The most common form of cheating is someone sitting with the test taker or providing verbal help to that person.

• The next most prevalent forms of cheating are impersonation, and persons hiding from the camera or moving out of the test window to refer materials.

• The lowest forms of cheating observed are screen sharing or mirroring, taking tests in low light conditions, and sharing pictures of questions for help.

Our proctoring solution’s effectiveness in detecting various forms of cheating has helped us arrive at these detailed findings. With careful planning and the choice of the right tools, employers need not lose out on good candidates for the worry of cheating.

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Of late, hiring practices centred around an over-reliance on resumes have not been yielding the required results for organisations. Job postings get too many responses, cluttering recruiters’ inboxes and leading to qualified candidates often getting overlooked. This leads job seekers to adopt a ‘spray and pray’ approach, often listing skills on their resume they have little to no expertise in, thereby feeding a vicious cycle. There’s also an increasing supply of candidates aided by tools like ChatGPT competing for fewer and fewer positions, making the process of finding the right talent tougher than finding the proverbial needle in the haystack.

Recruiters understand this and have already begun the migration away from being overly reliant on resumes or making them the cornerstone of their decision-making. A lack of alternatives or rather, a lack of awareness regarding them, is a hurdle to breaking this cycle. Custom assessments that gauge candidates accurately for their relevant skills, behaviour, cultural fit and more are the way forward. The reduction in hiring bias and improved performances of candidates hired via assessments over those via traditional methods are strong advocates for this mode of hiring.
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