After two years of sluggish hiring, Indian engineering colleges are witnessing a strong placement season, with major information technology (IT) services firms ramping up recruitment for 2025-26 (FY26). Overall, hiring in IT services and global capability centres (GCCs) for 2023-24 (FY24) through 2024-25 (FY25) is projected to be 30 per cent higher than the previous year, said HirePro, an artificial intelligence-powered recruitment automation firm. The IT services sector is expected to remain strong for the next seven to eight months, suggesting a robust hiring trend for FY26 through 2026-27.
“Overall, hiring in IT services and GCCs for FY24-25 is projected to be 30 per cent higher than the previous year. IT services firms will outpace GCCs in hiring, having largely paused recruitment for the past 18-24 months,” said S Pasupathi, chief operating officer of HirePro.
Companies such as Tata Consultancy Services (TCS), Infosys, HCLTech, and Wipro have announced ambitious hiring plans, signalling a revival in campus placements. TCS has announced aggressive hiring, targeting 40,000 or more fresh graduates, while Infosys plans to recruit 20,000 freshers. HCLTech has committed to hiring 10,000 candidates, and Wipro has said it will hire 2,500–3,000 students quarterly from campuses.
Campus hiring for the IT services industry typically runs from July to January, with IT services recruitment peaking between August and February.
“For FY26, hiring is already completed, with only absorption remaining. Most IT firms initially took a wait-and-watch approach, but those that started early have completed 70–80 per cent of their hiring,” said Pasupathi.
Pearson, a global leader in education, has redefined remote assessments through its partnership with HirePro. By integrating HirePro’s advanced AI proctoring technology, new standards for test integrity, scalability, and efficiency have been established. With over 6 million tests securely proctored across 30+ countries, this pioneering collaboration is shaping the future of secure, global education. Discover how this innovation is unlocking new possibilities in global learning and assessment.
Parents’ obsession with high grades, top rankings, and full marks has been the benchmark for evaluating a student’s potential in India. Cumulative Grade Point Average or CGPA is commonly used in educational institutions, especially in India, to assess student performance. It measures a student’s overall academic performance, calculated by averaging the grade points earned in all subjects/courses attempted. It has ruled our education system for far too long. For many years, it has stood as an ultimate decision-making criterion, somehow cementing the probability of whether the aspirant will make it to the workforce or not.
Is that still the case, though? Can your CGPA assure you of a job in today’s competitive job market? More than 70% of students concur, per our most recent survey, that a strong CGPA shouldn’t be the sole prerequisite for employment placement. While a high CGPA may open doors, it is far from the only deciding factor.
Scores are important
Undeniably, a good CGPA can get an aspirant invited to written examinations and interviews during campus placements. A low CGPA may not indicate a lack of intelligence or competence. Variables, including personal circumstances, family duties, and ineffective exam approaches, can cause lower scores.
After the initial shortlisting, other parameters—such as interview performance, skill sets, and a desire to learn—take centre stage. Students with average GPAs consistently outperform their counterparts in placements. These students are often motivated by a strong desire to study, supplemented by real-world experience or hands-on initiatives outside their academic curriculum. Ultimately, recruitment decisions are impacted by far more than academic performance.
According to a recent analysis by HirePro, an AI-powered recruitment automation firm, virtual hiring has emerged as a widely accepted recruitment method across the educational ecosystem. HirePro’s study reveals that 95% of students, 90% of academia, and 71% of corporate recruiters feel at ease with digital recruitment processes, highlighting the growing acceptance of virtual hiring. The study surveyed over 20,000+ students, 350+ colleges, 200+ corporates and 100+ recruiters.
The study reveals that a hybrid approach combining physical and virtual processes is most preferred, with 51% of students, 67% of academia, and 49% of corporate recruiters favouring this mixed methodology. This balanced approach allows organisations to leverage the benefits of both traditional and digital recruitment methods. All three stakeholder groups – students, educational institutions, and employers have advocated several key advantages of virtual hiring. 78% of students reported enhanced convenience, and 84% noted better access to a larger number of companies. Academia experienced similar benefits, with 83% noting improved convenience and 90% reporting better company access. Corporate recruiters also acknowledged these advantages, with 78% citing improved convenience.
In this episode of the Momentum Podcast, we dive into the challenges and opportunities of scaling entry-level hiring in India. Joined by Mr. Mohit Sharma, Head of Talent Acquisition at KPMG India, we delve into how Generative AI (GenAI) is revolutionising talent acquisition, particularly in high-volume and early talent hiring. He shares insights on how Generative AI (GenAI) can transform every touchpoint in the hiring lifecycle. From automating routine tasks to creating personalised candidate experiences, Mohit emphasises the importance of user-centered design principles in building scalable and impactful solutions.
Drawing from his experiences, he highlighted how some organisations are leveraging GenAI to improve interview quality by analysing the nature of questions and offering recommendations to interviewers for enhancement.
Key highlights include:
Beyond Sourcing & Assessment: Mohit emphasises using GenAI not just for resume screening and assessments but also for enhancing interview quality through AI-driven recommendations and question optimisation.
Personalised Candidate Engagement: He shares insights from co-creating a chatbot-based candidate relationship platform, highlighting how AI can personalise interactions, reduce offer reneges, and improve onboarding experiences.
E-Cube Strategy: Mohit introduces his framework—Efficiency, Experience, and Engagement—to align recruitment processes with organisational goals while prioritising candidate satisfaction.
GenAI in Campus Hiring: Discusses how AI can streamline the entire lifecycle, from engaging with students early to onboarding, making the process seamless for both candidates and employers.
Designing with Empathy: Advocates for user-centric design principles to build scalable, meaningful solutions and avoid pitfalls in technology implementation.
With practical insights from a seasoned talent acquisition leader, this episode offers a fresh perspective on integrating cutting-edge AI solutions into early talent recruitment while keeping the human touch intact. This discussion is a must-listen for HR professionals, recruiters, and tech enthusiasts seeking to future-proof their hiring strategies.
Subscribe to our YouTube and Spotify channels for more insightful conversations on the future of recruitment, fearless hiring, tech-driven recruitment, college hiring, and innovation in talent acquisition.
You can also tune in to the audio version on Spotify below
Frequently asked questions
Question: How is GenAI revolutionising entry-level hiring? Answer: GenAI enhances candidate engagement, improves interview quality, streamlines sourcing and assessments, and transforms the entire recruitment lifecycle.
Question: How can generative AI transform high-volume recruitment? Answer: GenAI automates repetitive tasks like screening, assessments, and engagement, making large-scale hiring faster and more efficient while improving the candidate experience.
Question: What challenges does early talent hiring face, and how can GenAI address them? Answer: Early talent hiring faces challenges like high volume, intense competition, and manual processes. GenAI tackles these by enabling faster sourcing, accurate assessments, and proactive engagement.
Question: How does GenAI enhance the candidate experience? Answer: By providing personalised interactions, timely updates, and seamless communication, GenAI ensures a smoother recruitment journey for candidates.
Question: What advice would you give to companies adopting GenAI? Answer: Focus on clear objectives, user-centric design, and aligning AI tools with organisational goals to enhance efficiency and experience.
Question: What are the future trends in entry-level hiring? Answer: Increased use of AI for predictive hiring, skills-based assessments, and enhancing onboarding with tailored candidate experiences.
Question: How can organisations improve diversity in high-volume recruitment with AI? Answer: AI tools can be designed to minimise unconscious bias by focusing on skills and qualifications instead of demographic factors. Additionally, diverse candidate sourcing strategies can be enhanced through AI-powered platforms.
Question: What role does GenAI play in candidate assessment during recruitment? Answer: GenAI enables dynamic, skills-based assessments tailored to the job role. By analysing candidate responses in real-time, it ensures faster, fairer, and more accurate evaluation processes.
Question: How does AI improve the efficiency of the recruitment process? Answer: AI automates repetitive tasks like resume screening and initial assessments, allowing recruiters to focus on high-priority candidates and reducing time-to-hire.
Question: What are the benefits of using GenAI in candidate engagement? Answer: GenAI enhances candidate experience by providing personalised interactions, real-time updates, and quick responses, keeping candidates engaged throughout the recruitment process.
Question: Can AI help in improving the onboarding experience for new hires? Answer: Yes, AI streamlines onboarding by automating document verification, scheduling training, and answering frequently asked questions, ensuring a smoother transition for new employees.
IN A COUNTRY that has produced a legion of successful male business leaders, from N.R. Narayana Murthy to Mukesh Ambani, the number of key female business leaders remain abysmally low, a reflection of the glaring gender disparity in business education, despite the global push for diversity and inclusion. Are institutions truly reflective of India’s demographic diversity, or is it a case of ‘diversity on paper?
A closer look at the gender composition of premier Indian business schools reveals a story of a slow but incremental change. According to data from the Ministry of Education, the gender ratio in India’s top 10 business schools has improved over the 2014. But benchmarked against global business schools such as Wharton (50%) or Harvard (45%), there’s still a long way to go.
While IIMs, including IIM Bangalore, IIM Calcutta and IIM Kozhikode boast of a more diverse student body than they did a decade ago, the progress has not been uniform. IIM Bangalore has a female representation of around 40% in its postgraduate programme for the 2024-26 batch, up from 21% five years ago, the highest women participation in the programme in last 18 years. Rishikesha T. Krishnan, director, IIM Bangalore recalls when he first joined the institution as a faculty 28 years ago, female students comprised only 15-17% of the class.
Meanwhile, IIM Calcutta reported 32% female students in its 2024 batch, an increase from 17% in 2013. IIM Kozhikode touched a high of 54% women intake in the PGP batch of 2013-2015, from less than 10% earlier.
“We have seen a significant shift in recent years wherein companies pledge to be diverse organisations, and then the recruitment team ensures the numbers reflect that commitment,” shares S. Pasupathi, COO of HirePro, an AI-powered recruitment and automation firm, adding, “The business side may dictate the numbers, but the recruitment team decides how to achieve diversity goals.” In fact, campus hiring has become a key strategy, he says, for achieving diversity goals in recent years.
“Today, every organisation is advancing diversity as a goal, ensuring their DEI mandates are met. This means when companies announce their hiring numbers, they always include the percentage of female employees and other diverse candidates. In the past, this may not have been a priority, but now most firms aim for a 30-50% hiring mandate of female candidates,” says Pasupathi.
In today’s competitive job market, finding the right talent or the right job has never been more crucial. Several companies have emerged as leaders in providing hiring platforms, each offering unique features and benefits.
Here’s a rundown of the top 4 companies transforming the hiring landscape:
1. Erekrut
Erekrut stands out with its innovative approach to recruitment. The company is known for its user-friendly interface and robust features, Erekrut helps companies streamline their hiring process. Its AI-driven algorithms match candidates with job openings more efficiently, ensuring a better fit for both parties. The platform also offers detailed analytics, helping recruiters make data-driven decisions and improve their recruitment strategies.
2. Naukri
A stalwart in the Indian job market, Naukri is a go-to platform for both job seekers and recruiters. With a vast database of resumes and job listings, Naukri offers a wide reach and extensive options for finding the right candidates or job opportunities. The platform’s advanced search features and user-friendly interface make it easy to navigate, while its strong reputation adds credibility and trust in the recruitment process.
3. HirePro
HirePro is famous for its comprehensive recruitment solutions that cater to various hiring needs. From resume screening to interview scheduling and candidate assessment, HirePro provides an end-to-end solution for organizations. Its strong focus on automation and integration with existing HR systems makes it a popular choice for companies looking to enhance their recruitment efficiency. The platform also offers tailored solutions for different industries, ensuring a specialized approach to hiring.
4. Shine
Shine is making waves with its modern approach to recruitment and job searching. Popular for its innovative features like skill assessments and video interviews, Shine helps bridge the gap between job seekers and employers more effectively. The platform’s emphasis on providing a seamless and engaging user experience has made it a popular choice among both candidates and companies looking for top talent.
These four companies bring something unique to the table, making them top contenders in the hiring platform arena. Whether you’re a job seeker looking for new opportunities or a recruiter seeking the perfect candidate, these platforms offer the tools and resources to help you succeed in the dynamic job market.
The success of Indian startups is fueling hundreds of dreams as more freshers opt to start their own venture, supported by academic institutions that offer dedicated courses on entrepreneurship and organise events to nurture their desire to be entrepreneurs, according to a latest study.
The survey revealed that 67 per cent of students polled intend to start their own business within 10 years of graduation.
The study conducted by HirePro, an AI-powered recruitment automation firm, found that 15 per cent of students want to jump on the entrepreneurial journey immediately after graduation, whereas 23 per cent will opt for this route after two to three years of graduation and 29 per cent want to have their own venture within 5-10 years of graduation.
“The success of numerous Indian startups, which have become household names in a short span of a decade, has inspired a billion dreams. The desire for a stable job has been replaced by a desire to write their own destiny,” said the report.
The report captured aspirations and inclinations of over 20,000 candidates, over 350 colleges, and 200 corporates, along with interviews with more than 100 campus talent recruiters.
Research says that by 2025, 27 per cent of the workforce will consist of Gen Z, the generation born between the mid-1990s and early 2010s. These digital natives bring with them a unique set of values and expectations. They prioritise work-life balance, social responsibility and continuous learning opportunities that fuel their growth. They also want a work environment that fosters mental well being and offers them the flexibility to choose how, when and where they work. Besides, they are accustomed to instant access to information and expect their workplaces to integrate technology seamlessly.
Understanding these characteristics is crucial for businesses looking to attract and retain this talented generation. Traditional training methods might not resonate with Gen Z; companies will need to adapt their approach to meet their evolving needs. This is where recruitment insights come into play. By leveraging the data gathered during the recruitment process, companies can design training programmes that are not only effective but also cater directly to Gen Z’s learning preferences, ensuring a more personalised and engaging experience.
How to leverage recruitment data for training?
The recruitment process provides a gold mine of data that, when used correctly, can reveal critical insights about the candidates. By analysing application forms, customised assessments and candidate feedback, businesses can not only identify skills gaps but also tailor training content better, matching Gen Z’s preferences and expectations. Here are some key strategies that employers can use:
Identify skill gaps
Analyse recruitment data to pinpoint the most sought-after skills for the open positions. Consider implementing customised assessments during the hiring process to gauge existing skill levels within the applicant pool. This will help identify areas where there’s a discrepancy between required skills and applicant skill sets. Predictive analytics can also be a valuable tool. By forecasting future skill requirements, you can easily identify potential gaps before they hinder productivity and prioritise your training needs accordingly.
Explore long-term goals
Insights from recruitment data can shed light on the specific needs and interests of Gen Z employees, as well as their long-term goals. For example, if the recruitment data suggests that candidates are interested in learning and applying AI in their work, consider developing targeted training modules on the same. This will help not only address their immediate learning needs but also align with their career aspirations, fostering a sense of growth and progression.
Gather candidate feedback
Don’t underestimate the power of feedback! Gather insights from Gen Z candidates during the recruitment process through surveys or focus groups. This can provide invaluable information on their preferred training methods and expectations, which you can use later to develop training modules curated especially for them.
Understand learning preferences
Analyse how Gen Z candidates interact with information during the recruitment process. Do they gravitate towards videos, online modules or interactive assessments? Use these preferred methods as a blueprint for training delivery. Consider offering a variety of formats—videos, quizzes and interactive simulations—to cater to different learning styles and keep them engaged.
How does Gen Z usually prefer to learn
Although all employees are different and personalising training strategies according to recruitment insights is crucial, having a broad sense of how Gen Z prefers to learn can help employers gear up for the process. Here are some key insights about Gen Z’s learning preferences:
Learning style
Gen Z is a tech-savvy generation that prefers interactive, digital learning experiences. Gamification, simulations and video-based learning can help engage this audience and promote knowledge retention. In fact, research says that about 73 per cent of Gen Z engage themselves in video content on smartphones.
Beyond digital learning, you may also consider incorporating elements of social learning and collaboration within training programmes. This caters to Gen Z’s desire for interaction and connection with peers, further solidifying their understanding of the material.
Content preference
Clear, concise and visually appealing content is key. Gen Z appreciates training materials that are easy to understand and don’t bog them down with unnecessary details. Microlearning, which delivers information in bite-sized chunks, is a perfect fit for their busy schedules and preference for on-demand learning. Infographics and visually rich presentations can also help by breaking down complex information into digestible content.
Delivery preference
Gen Z has grown up with smartphones in hand, making them highly adept at using these devices for almost all their informational needs. To cater to this preference, training programmes should be optimised for mobile delivery, ensuring that learning experiences are seamless on smartphones. This involves not only making the content accessible but also engaging through mobile-first designs that are easy to navigate and interact with.
Tips and strategies for developing effective Gen Z training programmes
Enhance the onboarding process and promote upskilling
A strong onboarding programme sets the stage for learning and training. It should not only equip Gen Z employees with the necessary skills but also familiarise them with the company culture and expectations. Remember, Gen Z values continuous learning. Demonstrate a commitment to upskilling opportunities during onboarding by offering access to online learning resources, internal knowledge-sharing sessions and participation in conferences and workshops.
Set clear learning objectives and outcomes
Clearly defined learning objectives and outcomes are crucial for Gen Z, who value purpose and clear career progression. Setting precise goals not only aligns training with business needs but also helps Gen Z understand how their roles contribute to the broader organisational mission. For example, outlining how mastering data analytics can lead to career advancement in the field of marketing and also help earn more profits can enhance their motivation and engage them more effectively in the training modules.
Leverage technology for engagement
Technology is second nature to Gen Z. Utilise interactive learning platforms with gamified elements to keep them engaged. Learning management systems (LMS) offer a centralised location to deliver and manage training programmes while mobile learning apps allow for on-the-go access. You may also consider incorporating cutting-edge technology like virtual reality (VR) or augmented reality (AR) simulations for immersive training experiences, particularly for roles with a visual component.
Incorporate gamification and microlearning
Gamification injects fun and competition into training through elements like points, badges and leaderboards, motivating Gen Z learners. Microlearning, on the other hand, offers information in small chunks that are easier to digest and remember, perfectly catering to the quick-paced lifestyle of Gen Z. Combining them can significantly boost their motivation and information retention.
Customise the programme
Gone are the days of one-size-fits-all training. Gen Z thrives on personalised learning modules developed for their individual needs identified during the recruitment stage. For instance, a candidate with strong analytical skills might prefer having an advanced training module while someone with limited experience may prefer to learn from a foundational programme. Similarly, a candidate who loves meeting people may engage more through interactive simulations; on the other hand, one who likes to spend time on social media may prefer infographics, games and videos.
Emphasise the development of practical skills
Gen Z has a strong leaning towards real-world applications. Design training programmes that incorporate case studies and simulations relevant to their specific job roles. Online forums, discussion boards or peer-to-peer mentoring opportunities encourage social learning and knowledge exchange. Consider mentorship programmes that connect Gen Z with experienced professionals and create opportunities for project-based learning that allow them to apply new skills in real-world scenarios.
How to keep improving: Leverage data collected during training
The best training programmes are constantly evolving. After creating strategies, data collection during training programmes is crucial for measuring effectiveness with Gen Z learners and improving the strategies. Here are a few data collection methods:
Pre- and post-training assessments to track skill development by comparing knowledge and competencies before and after training
Surveys and feedback forms to identify strengths and areas for improvement in training methods
Completion rates and engagement metrics to evaluate participation and engagement levels
However, just collecting this data is not enough. Companies must use this data to make informed decisions. For example, if low completion rates are identified, companies should aim to gather insights regarding the learning styles of their employees and tailor future training programmes accordingly. Ultimately, the goal is to use data to refine training programmes and create a more impactful learning experience for Gen Z employees, as well as a measurable return on investment for the company.
Conclusion
Designing training strategies for Gen Z is not about reinventing the wheel but rather about adapting existing methods and integrating new technologies to fit the unique learning preferences and values of this generation. By leveraging recruitment insights, companies can not only address the immediate skills gaps but also enhance the overall candidate experience, leading to higher engagement and retention rates. Employers that succeed in creating such an environment are well-positioned to harness the full potential of Gen Z, turning them into a competitive advantage in today’s dynamic market.
The COVID 19 pandemic accelerated the digital transformation journeys of businesses across sectors. Businesses began adopting technologies like AI, the cloud, big data, etc. However, digital interactions cannot completely replace the physical connection; they have simply ushered in a new “phygital” era.
A phygital system is an integration of physical and digital.
Physical + Digital = Phygital
A phygital system leverages the benefits of physical and digital experiences to enhance outcomes.
Although things returned to normal after the pandemic, businesses continued to adopt the highly effective phygital strategies for working. The modern workplace is both physical and digital; that is, phygital. Advanced technology tools facilitate seamless collaboration between entities in a dispersed environment and human-centric strategies ensure that there is a personal connection.
The fusion of physical and digital helps build an omnichannel strategy that merges online and offline experiences. The emergence of the phygital era is driven by factors like the growth of digital innovations and the rising demands of consumers for personalised experiences.
Phygital solutions leverage technologies like AR (augmented reality), VR (virtual reality), AI (artificial intelligence), ML (machine learning), generative AI, etc.
Phygital systems are relevant in the recruitment domain because a combination of advanced technologies and human-centric strategies helps in securing and hiring top talent. Phygital hiring has become popular among recruiters for campus recruitment as well.
In this blog, we will dig deeper into how campus recruitment is conducted in the phygital era!
Traditionally, campus recruitment was conducted through on-campus visits, in-person interactions and manual processes.
However, technological advancements revamped the traditional processes. Technology has facilitated seamless interactions, optimised processes and fostered informed decision-making.
The digital campus hiring landscape includes AI-driven platforms, gamified assessments, interactive engagement strategies, virtual networking events and more. These techniques enabled businesses to redefine recruitment paradigms, make the most of emerging opportunities and build a dynamic, future-ready workforce.
Today, campus recruitment strategies are powered by GenAI tools that have paved the way for agility and adaptability. Businesses are leveraging advanced data analytics, predictive modelling and AI-driven insights to create customised recruitment strategies that optimise engagement and foster meaningful connections with potential employees.
Technology augments human efforts in enhancing campus recruitment. Thanks to technology, recruiters can now focus on aspects like personal interactions with candidates, either face-to-face or through video conferencing tools. These interactions enable recruiters to build a rapport with candidates and get clarity on attributes apart from their qualifications. Technology also allows recruiters to highlight their brand to candidates.
Phygital recruitment is a win-win situation for both candidates and recruiters.
Phygital creates a better candidate experience throughout the recruitment cycle. It does not require the candidate to travel to the location of the company, thereby saving them time, effort and resources. Candidates can go through the entire process from the comfort of their homes; all they need is an internet connection.
Phygital recruitment has opened doors to new opportunities for candidates because they can seek employment across geographical barriers.
By leveraging technological tools, recruiters save time. At the same time, the process gets completed much faster. Automation technologies take over low-grade manual tasks, relieving humans for tasks that require human intelligence. This not only reduces manual errors in routine tasks but also leads to employee satisfaction. Since most repetitive tasks are automated, recruiters can give personalised attention to the candidates and understand them better. AI-based hiring platforms offer valuable insights to recruiters for better decision-making.
Phygital campus recruitment
Let us look at the impact of phygital on campus recruitment!
Traditional campus recruitment had businesses engaging with students through pre-placement talks, group discussions and personal interviews. However, in the phygital era, traditional methods of engagement like pre-placement talks and case competitions are proving to be ineffective. This has led to a rise in phygital recruitment.
Phygital campus recruitment is a novel method of talent acquisition that combines physical and digital experiences to create a unique campus recruitment platform for students.
Recruiters need to adapt to new methods of connecting with potential candidates. Hence, the focus is now shifting to the use of technology in the recruitment process. Campus recruiters can now connect with students or recent graduates with the help of virtual platforms and tools.
Tools like social media and gamification help engage with campus talent more effectively and engagingly.
Phygital recruitment has made an emphatic presence in the hiring arena in recent times and is being accepted as the new normal of recruitment. And, it has transformed recruitment from a homogenous process to a heterogeneous one with recruiters, hiring managers and candidates distributed across geographies.
Strategies for phygital recruitment
Virtual career fairs
Digital platforms enable businesses to host virtual career fairs, through which they can connect with students across the globe without any requirement of physical travel by the recruiter or the candidate. Platforms like HirePro help businesses showcase their brand, culture and job opportunities to students in an informative and interactive manner.
Social media platforms
Many businesses are leveraging the power of social media to connect with students across the globe. Social media not only helps build relationships but also builds a strong employer brand. It is a very effective tool for building a pipeline of talent for the future. Businesses can attract the attention of the next generation by sharing relevant content that engages students.
Coaching programs
Another technique that is proving to be effective in engaging students in the phygital era is online coaching. Students can connect with industry experts through these programmes and learn from their experience and insights. Phygital communication channels like video calls and online chat platforms enable mentors and coaches to guide and support students, helping them develop the required skills and knowledge to succeed in the field of their choice.
Gamification
Games like scavenger hunts are highly effective for campus recruitment. Gamification creates an engaging experience that offers the students an opportunity to interact with the company’s brand and culture. It also provides recruiters with insights into the talent pool. Additionally, recruiters can gain awareness about areas for improvement in their recruitment strategy.
How hiring platforms facilitate phygital recruitment
The following is an example of how phygital recruitment of students takes place:
The organisation advertises the vacancy on social media platforms. The post not only highlights the skill sets, qualifications and other requirements for the job but also promotes the brand. The advertisement may offer simple methods like scanning a QR code to apply for the job. The QR code leads the applicant to an application form where they can update their details.
The hiring software screens the candidates through the ATS (Application Tracking System) and shortlists them. The shortlisted candidates are informed digitally.
Hiring platforms host various skill assessments, aptitude tests, etc. They may leverage technologies like AR and VR to offer candidates an immersive experience. Hiring platforms include features that ensure there is no cheating or malpractice involved in the assessment.
The hiring platform then sets up video interviews through video conferencing tools like Skype, Zoom, etc. with the concerned personnel. It schedules interviews and communicates details such as the date and time of the interview to the candidate and the interviewers. The platform incorporates techniques to avoid any kind of malpractice in the interview.
Based on the interview, the final selection is made. Some organisations might prefer to conduct a face-to-face interview before concluding the recruitment. The outcome of the interview is communicated to the candidates through the hiring platform.
The next step is onboarding the selected candidates. The candidates are asked to share digital copies of their documents, like certificates. The documents are scanned by the hiring software and verified.
Depending on the organisation’s policies, the selected candidates might be directed to a pre-joining medical test.
Once the entire process is completed, the candidate is welcomed into the organisation by the HR team. At this stage, humans take over induction and other tasks from the platform.
The entire recruitment takes place through the hiring platform with meaningful human interactions, making the process truly phygital. The platform completes most of the tedious tasks much faster and more accurately than a human. The software makes the process seamless for both recruiters and students. While the hiring platforms perform several repetitive tasks, humans enhance the process by intervening where a personal touch is required. For instance, regular and personal communication between recruiters and candidates helps build trust and promotes lasting engagement.
Hiring platforms offer a myriad of features to facilitate seamless phygital hiring. However, you must make sure that you choose the right platform that meets your needs.
Conclusion
HirePro is one of the leading names in recruitment technology. It is a robust platform with a host of features that can accomplish end-to-end recruitment. It can be customised to meet the unique needs of your business. The HirePro platform leverages the latest technologies to streamline the recruitment process. It not only simplifies the task of recruitment for HR teams but also enhances the candidate experience.
