The hiring frenzy of last year is abated and the volume of hiring has gone down dramatically, according to S Pasupathi, Chief Operating Officer of HirePro, a recruitment technology and assessment solutions company. The simple logic is when the job market is bad, the joining ratios are good. So, companies are finding it less arduous to attract and retain talent. They don’t have to hire excessively to meet their demand like last year.

This is why IITs and other top engineering colleges are fairly insulated from job insecurity, says Pasupathi. “When companies have had a good experience at a college, they tend to continue to frequent the same campuses. No risks will be taken. Especially during times of crisis,” he says.

If you are entering the job market, prepare yourself for what’s coming and have patience, says Pasupathi. One of the major errors students commit is making long-term choices based on today’s conditions. “If you are passionate about software development and you are decent at it, but still unable to find a job, instead of making a hurried pivot or taking some drastic turns, just wait and keep at it. It gets better,” advises Pasupati.

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The first two waves of COVID-19 and the resultant lockdowns to arrest the spread of the pandemic have played havoc with the loss of lives and livelihood of people. Pay cuts and job losses during the prolonged lockdowns had pushed many towards poverty during the initial phases of the pandemic.

While we have gotten accustomed to leading a normal life in the pandemic period – as normalcy returned after opening up of the industries – a new variant of Coronavirus – the BF.7 sub-variant of Omicron – is threatening to disrupt the economy again.

“Assessments continue to be elimination-focused and not selection-focused. Hence, the dependency on interviews is higher. Even though work has moved hybrid, recruitment continues to be predominantly remote. This is primarily because virtual recruitment is both cost-effective and time-saving. Organisations as well as candidates prefer assessments to be conducted online and scheduling candidates for in-person interviews continue to be challenging. Be it campus hiring or lateral hiring, recruitment continues to happen remotely,” said Pasupathi S – Chief Operating Officer – HirePro.

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At a time when news of layoffs is rife, companies are still trying to find the right talent for projects. Hence, interview-as-a-service platforms set their sights to evaluate the right candidate with their precise screening methodologies. Finding the right talent for the project, motivating them to give their all on the job are all important recruiting companies’ concerns. A recruiter’s job now includes much more than just recruiting, as the recruiting pool is expanding and the hiring process is shifting to a virtual one. Additionally, as a result of this, there are now more interview platforms attempting to bridge the skills shortage gap.

With automated, AI-powered workflows that provide the speed and precision needed in university hiring, HirePro is a platform that can be accessed and utilized by all the stakeholders in various college hiring procedures. The platform provides digital-cheating detection and control using AI-driven, live, and automated proctoring a smooth experience for job seekers attending hiring occasions, with automated progress updates and post-offer help desk support

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To get a job, candidates often tend to lie to project themselves as the best suitable person for the position they are applying for. Not only this, many of the candidates also try malpractices – like giving away bribes, cheating at examination hall, impersonating, etc – to get a lucrative job, especially a government job.

According to HirePro, a technology platform for enterprise recruitment in India, 30-50 per cent of people cheat at entry-level job assessments.
An analysis of assessments conducted with 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 HirePro’s platform also revealed that the percentage of cheating cases reduces to almost half for lateral jobs at 10-25 per cent as candidates gain industry experience.

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The recruitment industry keeps evolving, and it has transformed exceptionally from traditional recruitment methods to modern hiring methods. Virtual placement is an advanced way of recruitment and is one step further than traditional placement. Technology is simplifying and aiding hiring agencies for a smooth hiring process. Delving deep into the discussion S Pasupathi, Chief Operating Officer, HirePro had an interaction with Kaanchi Chawla of Elets News Network (ENN).

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Advancements in technology and globalisation have brought about significant changes in the workplace, resulting in shifting dynamics between employers and employees. We are in a more candidate-driven market, employers have become more focused on attracting and retaining a more resilient and long-term workforce. This shift has compelled recruiters to look outside the box in order to recruit the best candidates for their organisations, and campus placements have become one of the most popular strategies for attracting a young, enthusiastic, and quality-driven talent pool. With campus placement season booming, here are the strategies employers are using to leverage today’s candidate-driven market to its fullest.

The article has been written S Pasupathi, Chief Operating Officer, HirePro

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who will solve the grassroots problems?” A former IIT director had recently asked this question while highlighting that all the top-ranking students are opting for computer science and allied fields. According to the data shared by the Joint Seat Allocation Authority (JoSAA), out of the top 100 rank holders in JEE, as many as 97 have opted for a course in computer science.

Those who select non-CSE engineering fields also tend to take up IT jobs as they relatively pay higher salaries. “Organisations in the IT services sector are the major employers for students in core engineering branches as well. They consider this to be a trainable pool to do some tech jobs at the lower end. This makes every student enrolled for engineering aspiring for an IT job,” said S Pasupathi, Chief Operating Officer, HirePro.

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It has been more than two years since the outbreak of the pandemic, and things have started to return to normalcy. However, there is no denying that not everything can go back to pre-pandemic standards. For example, businesses scurrying to meet their ever-increasing talent demands, continue to seek digital solutions, whether in sales and marketing, project and HR management, team communication, or branding. Candidates have a new set of expectations post-pandemic, with many of them being much more self-aware of what they are seeking, both personally and professionally. When choosing applicants, it’s becoming increasingly crucial to analyse whether a candidate and a firm mutually correspond to each other’s needs and requirements.

The following are some of the ways that recruitment has evolved since the pandemic.

The article has been written S Pasupathi, Chief Operating Officer, HirePro

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With the 2022 campus placement season witnessing offers rolled out faster than the speed of light, here’s how technology is helping to find the hidden needles in the haystack of campus recruitment drives

According to experts, virtual hiring has always been present across industries, even before the pandemic, at least in the early stages. Conducting remote evaluations before arriving at campuses, and phone screening and video-conferencing before face-to-face interviews were strategies already adopted by recruiters in the pre-lockdown period. Managers felt more confident about hiring after meeting the candidates in person. Since then, the perspective has significantly shifted. Over the past two years, the recruitment landscape has transitioned from fragmented digital approaches to an entirely virtual one.

Businesses today look for solutions in the digital space to address their ever-increasing talent requirements as they need talent pools to be bigger than ever before. This brings into the ambit of recruitment a pertinent question: Can technology aid in identifying quality talent from these vast talent pools? With the dawn of the digital era came the mass adoption of recruitment technology to address exactly this concern and, why not? The magnitude and operational complexity of recruiting from colleges in the Indian environment called for specific technologies to optimise the full recruitment cycle. Digitisation has many benefits that once recognised, offer endless opportunities. Here are some of the ways technology is assisting businesses in finding the needle in the haystack with respect to campus recruitment:

The article has been written S Pasupathi, Chief Operating Officer, HirePro

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From professional networking sites and job boards to online job portals, technology has played a significant role in completely revamping recruitment. Since the labor crunch shows no signs of abating, the implementation of HR technologies such as AI-based recruitment software has never been more critical. Through automation of menial recruitment processes, candidates have a better experience throughout the hiring process, and companies meet employment needs faster. This integration of technology not only assists businesses in finding the employees they require but also helps fill in voids that may arise without an automated system. Here are a few ways AI can help resolve these gaps:

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