AI has long been shaping the recruitment industry, revolutionizing the way we hire and retain top talent. With continued advancements in technology, the impact of AI on the industry has only continued to grow. From automating repetitive tasks, to providing insights and removing biases, AI has the power to transform the recruitment process and build a more diverse, qualified, and efficient workforce. In this article, we will explore the benefits, limitations and future of AI in recruitment, and its potential impact on the industry.

One of the key benefits of AI in recruitment is its ability to automate repetitive and time-consuming tasks. For example, AI-powered chatbots can screen resumes and conduct initial interviews, freeing up recruiters to focus on more strategic tasks such as building relationships with candidates and assessing their qualifications and fit for the company. This can also help to speed up the hiring process and improve the candidate experience.

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Mankind has entered the era of Artificial Intelligence. While it’s not perfect yet, it can still resolve several issues effectively in no time. In the midst of the war for talent, not only it’s hard to find the right people but also guarantee if he or she is the right fit. An analysis of assessments conducted by HirePro (an automated hiring platform) revealed that 30-50% of people cheat at entry-level job assessments.

Some other findings are that cheating detection is most efficient when the proctoring combines all three forms – video, audio, and image. This combination is highly effective for online assessments as only 2% of cheating gets missed out. When the proctoring combination is of only audio and image, only 58% of cheating is not detected. And with image-only proctoring, almost 92% of cheating goes undetected.

To understand more and deliberate on fraudulent practices by candidates during job assessments in India, People Matters exclusively spoke to Mr S Pasupathi, the Chief Operating Officer at HirePro, an automated hiring platform.

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Contradictory to current market perception over 5.5% IITians that is about 960 from a total of 17,000 have got jobs with an annual remuneration (CTC) of over Rs 50 lakh, revealed a HirePro report on salary packages offered to students from IITs in 2022. Furthermore, the study showed that nearly 54% of 7,020 students in the top tier of IITs and 50% of 2,250 students in the next tier of IITs received job offers with salary packages ranging between Rs 10-Rs 16 lakh.

In addition, 90% of students who participated in the placement accepted a job offer, it revealed. The HirePro report claims to have conducted a survey on 23 IITs across the country and grouped them into three buckets based on student intake. However, the first two buckets are considered for data analysis. The total pool of students considered for the data collection is 17,000.

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Not all IIT graduates are lucky to grab lucrative salaries as a new report on Tuesday revealed that students obtaining jobs with a higher CTC (Rs 50 lakh and above per annum) constitute only 5.5 per cent of the total pool, translating into just 960 students.
A team of campus recruitment experts at HirePro, a recruitment automation and assessments solution provider, analysed the data of placements at the IITs in 2022 and collated insights about compensation.
The analysis revealed that nearly 54 per cent of total students in the top tier of IITs (7,020) and 50 per cent of students in the next tier of IITs (2,250) receive job offers with salary packages in the range of Rs 10 to 16 lakh per annum.

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The pandemic has changed our lives in a lot of ways — the way we work, travel and so on. According to a study titled ‘e-Recruitment: The New Normal of Recruitment’, by HirePro, a virtual hiring platform, the pandemic also changed the way companies hire, with most companies moving towards e-recruitment.
HirePro surveyed 279 recruiters, talent acquisition and HR professionals for the report.
Only about 10% of recruitment was mostly fully remote before Covid-19 struck.With the onset of the pandemic, recruitment process moved remote with 80-90% of organizations conducting recruitment mostly to fully remote.
However, after the pandemic, when things came back to normal, organizations did not go back to the pre-pandemic ways of physical recruitment.

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The world of work has evolved in recent years. Although trends like remote hiring were in practice before 2020, the pandemic undoubtedly served as a catalyst for fast-paced change. The challenges posed by Covid-19 necessitated the quick adoption of technology, automation, and particularly AI among hiring managers across all businesses in India. Given this digital acceleration, many companies and industries had projected that 2020 will herald ambitious hiring and tremendous growth, intensifying the competition for talent. Several industries at the time were getting ready for growth while enabling remote work. Businesses could not afford to cease employing in this new reality.

In order to meet the demands of the Covid era, recruiters had to move rapidly. India has since adopted online screening tools to evaluate potential employees’ skills and behaviors in order to obtain comprehensive insights at each level of the recruiting process. There is no doubt that the year will go down in history as a turning point for the employment sector—marked with trends that will become the new norm for many employers across the world.

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An exclusive study by HirePro, a tech-enabled hiring platform, shows that a large number of firms, across sectors such as as IT/ITes, BFSI, services, FMCG and retail, ecommerce, telecom, manufacturing, healthcare and education, are adopting e-recruiting process as it saves cost, reduces time taken, as well as opens up a much wider talent pool.

The findings of the study, which reached out to about 300 HR managers and talent acquisition leaders at large, medium and small companies across 12 industry sectors, shows that majority of the companies that adopted remote hiring during the pandemic are now shifting towards a combination of digital and physical hiring across hierarchy levels.

Organisations are turning towards e-recruitment, a shift from physical to phygital form of hiring, finds a study by HirePro. In an interaction with Rica Bhattacharya for ET about the findings from the study, our CEO, Anshuman Das shared

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The talent market has been volatile over the past few months as the impending recession has hampered recruitment. A full-fledged recession could affect hiring plans and alter customary hiring procedures. In addition, the most recent study conducted by the multinational professional services company Aon Plc has shown that India experienced an attrition rate of 20.3% in the first half of 2022, a marked increase following the two-year COVID pandemic-induced lockdown. Despite this, businesses are able to survive by employing a strategy that was started in the year 2020 because of the Covid-19 pandemic, which fully utilises technology. Companies that intended to keep recruiting during the lockdown were forced to modify their employment procedures and adjust to the new standard of living. Companies had to switch to virtual recruitment in order to safeguard the health of their recruiters, candidates, and families.

For most businesses, it was extremely difficult to completely shift the recruitment process online. Some businesses, however, only needed to make a few modest adjustments to their hiring processes. The way these two kinds of businesses used technology was different from one another. Let’s examine some of the most important ways that this innovation is enabling recruiters to maintain a talent advantage over their rivals.

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During the IIT placement season, which begins every year on 1 December and sometimes goes up to April, students from the computer science batch are wooed by many suitors, followed by those from electronics, electrical and the like. Civil engineering isn’t too hot.

The kind of IIT that the student graduates hail from is also a factor. India has 23 IITs, with the newest ones being IIT Palakkad (Kerala), IIT Dharwad (Karnataka), IIT Jammu and IIT Goa.

“There is a very broad salary spectrum for fresh graduates at IITs, which is very much in line with how salaries behave in the new age/tech and R&D driven Industries. The compensation/CTC at IITs can vary from ₹8 lakh to ₹80 lakh per annum. There are a lot of top-notch employers hiring the best talent from IITs. And yet, they are not the ones paying the highest salary,” said Anshuman Das, chief executive officer and co-founder of Careernet, a talent solutions provider. Careernet has a team that tracks IIT salaries.

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Hiring experts said an individual’s personality characteristics, skills, and behavioural style can be measured objectively using psychometric tests.

“In hiring, certain workplace competencies are identified and specified depending on the job function, and psychometric tests are used to match an individual’s personality to the appropriate role, based on these workplace competencies,” said S Pasupathi, COO at HirePro, a recruitment automation and assessments solution provider.

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