With over two decades of experience in the recruitment industry, Pasupathi’s expertise lies with recruitment consulting, recruitment setup and implementation, change management, compliance, automation, 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 Indian Institute of Technology Delhi.

The campus placement processes in India came to a standstill because of the COVID-19 crisis. Due to the uncertainty surrounding the outbreak, several employment offers were rescinded and joining dates were pushed back. While the pandemic made it challenging for employers and students to participate in campus hiring events, technology advancements created the opportunity for a new approach. In India, companies and universities have turned over a new leaf in campus placement by going digital. The advent of virtual campus recruitment has led to a record surge in hiring numbers.
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Things were simpler in the Black and White era of Human Resource procedures and recruitment than they are today. The reason for this is that the demands, challenges, and options available to HR managers back then were very different from those available today. The world of recruitment has changed as artificial intelligence (AI) is quickly becoming a must-have tool in every recruiter’s toolbox.

Skillsets have changed and are constantly changing. Candidates are now looking at jobs and careers in entirely new ways. Furthermore, their priorities have shifted, and they are no longer congregating in the same locations. That is why traditional recruitment techniques now lag far behind modern methods such as AI-based recruitment.

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In the present job market, securing a job offer is probably the most important aspect. However, candidate experience ranks pretty high on the list too. Irrespective of whether a candidate makes the cut or not, what matters to the applicant, is their experience during the interview rounds.
There is a common consensus of candidates that companies don’t tend to respond back to candidates if they are not shortlisted. This creates a sense of uncertainty for the majority of the potential candidates and they stand on whether to apply for further positions or not.

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Last year, the outbreak of the Covid-19 pandemic profoundly altered the way business is conducted. Talent acquisition is no different. Online proctoring, for instance, was practised even during the pre-pandemic times, but its adoption for conducting multiple examinations and tests virtually has increased multifold amidst the pandemic. Since online proctoring solutions and technologies are constantly evolving, there are certain common misconceptions about the technology and the process. Business leaders and recruiters need to understand them as they look to adopt automated online proctoring.

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HirePro offers an AI-powered platform to deliver fraud-proof assessments, video interviews, and onboarding of candidates. But does our virtual hiring solution deal with the traditional hiring biases well?

PCQuest captures insights by S. Pasupathi, COO, HirePro, on how our platform focuses on evaluating the core skills of candidates with precision, rendering straightforward data. The analytics HirePro offers, provides deep and detailed insights about a candidate’s performance in an assessment.

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While many companies are investing in tech to conduct smart virtual recruitment drives — like e-commerce major Amazon launching its virtual recruiter, an alexa-based initiative and software-as-a-service start-up Zoho enhancing its cloud-based HRMS solution to better identify talent — several other employers continue to struggle with gaps in virtual hiring processes.

From internet constraints to detecting impersonation of candidates, according to a HirePro study, challenges for both employers and candidates involved in a virtual hiring set-up remain aplenty.

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It can be observed across industries how the development of technologies has entirely reinvented and systematically improved how various systems and processes used to take place. Something similar has also happened with the recruitment industry.

The advancement of technology and adoption of Artificial Intelligence and Machine Learning has altered the way candidates appear for their assessments and interviews, easing the challenges of recruitment officers, allowing the organizations to screen thousands of candidates in a single day.

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A recent study by HirePro, titled ‘Evolving Remote Campus Hiring Processes and Tools’, revealed that 59% of companies believe students are well-equipped with the necessary infrastructure to participate in virtual campus hiring. However, 53% of students do not have access to a broadband connection at home.

One in every four students owns two of the following devices: a desktop/laptop, a smartphone, or a tablet. A little more than a third of students do not have access to a power backup. This makes it important for companies to ensure that their virtual hiring tools support process continuity by preserving interview/assessment progress and allowing students to resume the process from where it was halted.

For campus recruitment, 95% of businesses rely on popular video conference tools rather than specific video interviewing software. When asked by employers to identify the areas that their hiring tool lacks, scheduling assessments and interviews came out on top (16%), followed by post-offer engagement, candidates’ communication, identity verification, and dashboard (14%). In addition, roughly a third of businesses stated their virtual hiring toolkits don’t have candidate impersonation detection skills, while another third was unsure. Their hiring toolbox detects impersonation, according to 40% of them.

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Companies have been quicker in adapting to the normal and adopting tools that are most favorable for them and profitable for both companies and the employees. The traditional methods are not relevant anymore; be it technology or the culture, everything requires a mandatory update.

Digital transformation has taken the world by storm, be it hiring or onboarding, or working remotely. Technology has given us the wings to fly and enabled us with different tools to make the whole experience one of a kind. A report by McKinsey suggests that the speed at which companies adopted the change has been 20 to 25 times faster than expected. In the case of remote working, companies moved 40 times more quickly than they thought was possible before the pandemic. Without the intervention, it would have taken more than a year to implement the switch to remote working. In reality, it took an average of 11 days to implement a workable solution, and nearly all of the companies have stood up for workable solutions within a few months.

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Given the high number of students hired from campuses, verifying their identities throughout assessments, interviews, and onboarding to ensure fair selection is a challenge that recruiters face, according to a study.

As per a research titled ‘Evolving Remote Campus Hiring Processes and Tools’ by recruitment solutions provider HirePro, about 60 per cent of companies either use solutions that lack deep proctoring capabilities to detect candidate fraud during the process or were unsure of their tools’ proctoring capabilities.

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