This may not be an isolated example. When HirePro, an AI-powered recruitment company, analysed all online assessments over the past six months, it found 60 percent cases “suspicious”.

When these cases were verified by a human review, only 43 percent were found to have cheated. Experts say AI-based proctoring tools do not replace manual monitoring for detecting candidates’ malpractices 100 percent.

A comprehensive proctoring platform deploys a combination of video, audio, browser and image monitoring, says S Pasupathi, Chief Operating Officer, HirePro.

“There are flags that cannot be controlled by the candidate because AI only detects suspicious cases and the final decision will have to be made by humans,” he says.

Pasupathi suggests candidates should avoid switching tabs as much as possible. Besides, a prolonged absence from the test window would be treated as cheating.

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Abhay Chirania (22), an electronics and communications engineering graduate, was not happy with the options he was presented with at college placements. Most of the offers — like software development roles at IT services companies — had nothing to do with his core degree . Dissatisfied, he decided to look for jobs on his own using LinkedIn.

Chirania is one of a number of students of the 2022 batch who have sat out college placements altogether and sought out offers that better match their aspirations off-campus, as the hiring sentiment has been muted. Students recruited last year are yet to be taken on board and hence the companies have not hired in large numbers, BLonCampus has learnt.

After reaching out to hiring managers at several companies of his choice, Chirania landed an interview with Texas Instruments (TI) Bangalore, and subsequently a job at the company. Elated that his efforts have paid off, he says, “TI works in the field of edge AI and electric vehicles which I am interested in. The role aligns better with my skill-sets. The pay package is also far better compared to the other recruiting companies that visited campus. I am glad I found this,” he says.

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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.

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After a long day of screening resumes, Anjitha goes home and switches to her favourite OTT platform in the hopes of unwinding with a new show. As the home screen loads, she realises that she does not want to endlessly browse through titles and almost switches off the TV when she stumbles upon the “Recommendations” section. She immediately discovers a show that piques her interest and marvels at the accuracy and intuitiveness of the recommendations. To her surprise, the highly calibrated algorithms of the platform seemed to know her better than she knew herself. She couldn’t help but wonder – if these technology tools can make our daily lives more organised, streamlined and pleasant, could the same be done at work?

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The Great Resignation is a miscoined phenomenon. In reality, it is a massive reshuffle of talent due to changing market dynamics, and resignation is a byproduct,” shares Anshuman Das, CEO & Co-Founder, Careernet. He deconstructs the phenomenon in discussion with Saikat Pyne on You Inc. Podcast, a podcast dedicated to thoughts, stories, and ideas at the intersection of business, influence, and design.

Listen to the entire conversation to gain valuable insights on the ongoing exodus of workers, what led to it, and the repercussions of the resulting transition.
[ Listen the full podcast ]

In the past, the success of higher education was determined by measuring the degree of knowledge and skills acquired by a student over the course of their opted programme. However, as time progressed so did these expectations. With the gaining value of the concept of globalisation and the growing number of job creations in large sectors like IT, a new model of higher education emerged, consisting of providing campus placement as a final part of their higher education service. Since the Covid-19 pandemic threw the global recruitment industry into turmoil, traditional campus hiring has transformed at breakneck speed.

In the midst of the emergency, employers were depending on technology to ensure the continuity of their campus recruitment drives. Traditionally, the campus hiring process used to present like a festival involving colleges and corporates typically starting from July going till Oct. The whole placement process used to be a short-term, high-impact exercise requiring extensive logistics planning on the part of employers — internal planning, campus mapping, college tiering, big panels of interviewers, Multiple trips to several locations, placement discussions, and so on.

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Traditional hiring methods could no longer function as the Covid-19 pandemic struck, leaving recruiters with no choice but to rely on technology. The implementation of the automated process was unavoidable with the full recruitment life cycle taking place remotely, and there was no looking back.

It is fascinating to see how artificial intelligence (AI) is dramatically transforming the recruitment industry and has become indispensable for high-volume hiring amidst the ongoing war for talent. What is more important is to see how it is designed to integrate with the recruitment process

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HirePro is the preeminent technology platform for enterprise recruitment in India, since 2004. HirePro is the preferred destination for businesses globally to manage diverse phases of the recruitment supply chain. The platform is enabled by AI and assisted by experts who help companies source, screen, assess, interview, select, and onboard the best talent.

S Pasupathi, Chief Operating Officer, Hirepro, With over two decades of experience in the recruitment industry, Pasupathi’s expertise lies in recruitment consulting, recruitment setup and implementation, change management, compliance, automation, and metrics and training. A true visionary, he is driven by process and discipline. He is all for the transformation of talent acquisition supply chain management into a mature science. He is credited with creating a strong edge for the service platform in the market. Prior to Careernet/HirePro, Pasupathi worked with SAP Labs India for seven years. He holds an Integrated M.Sc. in Mathematics and a degree in Computer Applications from the Indian Institute of Technology Delhi.

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It’s that time of year again when campus placements are in full swing. The traditional campus hiring has evolved at lightning speed since Covid drove recruitment into disarray. In the midst of the crisis, employers began relying on technology to ensure continuity of their campus hiring programmes.

As a result, the hiring cycle was broken down and restructured to meet the challenges in the sector optimally. The change also opened up bigger opportunities, explosive potential, and a whole different outlook for students.

Here are five campus hiring trends that will impact pre-final and final year students approaching placement in 2022:

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The endemic and its ramifications wreaked havoc on hiring teams and proved to be a defining moment for the recruitment industry as virtual recruiting and remote onboarding of the workforce became the norm. No one has been spared the fury of the coronavirus pandemic, from small businesses to large multinationals. A silver lining was that businesses were forced to accelerate their adoption of technology to better attract and retain their employees and consumers. There was a dramatic rise in hiring numbers within a few months of the onset of COVID-19. As businesses had to shift online, companies embarked on an unfamiliar virtual journey through digitisation.

Because of recruiters’ reliance on digital assessment tools and hiring platforms, candidates were able to showcase their abilities much better. The primary goal of eliminating hiring bias is to create a diverse and inclusive workplace. Promoting diversity contributes to welcoming different perspectives in an organisation, which in turn helps drive innovation, optimise or scale operations, and establish a positive culture that promotes growth. Global survey across industries found that 65 percent of companies have hired a new candidate without ever meeting them face to face. Recruiters now have access to a global talent pool and the job opportunities for candidates have multiplied as geographical constraints cease to exist.

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