In times of economic uncertainty, hiring is affected in many ways. Businesses are faced with the challenge of maintaining a steady talent pipeline while balancing cost efficiency. In such situations, many organisations consider putting internships on hold. However, most experts disagree. They advise organisations to continue investing in talent development programmes to enjoy long-term benefits. They point out that internship programmes can be a strategic solution, offering numerous benefits to both employers and interns.

The value of internships

Internships play a critical role in bringing together the academia and the industry. For students and recent graduates, internships offer an opportunity to apply theoretical knowledge in real-world settings, gain hands-on experience, learn practical skills and explore career paths. They provide a valuable learning experience for the interns, helping them develop industry-specific skills, enhance their resumes and build professional networks.

For employers, internships are an investment in talent. They allow organisations to assess potential candidates for future employment, identify individuals who align with their organisational culture and train them according to their specific needs. During periods of hiring freezes or any transitionary times, interns can maintain business continuity and prevent any disruptions. Internship programmes also contribute to employer branding, as businesses that offer meaningful internship experiences are more likely to attract top talent.

During periods of hiring, interns are the perfect candidates for entry-level positions. Organisations that have thriving internship programmes have a strong talent pipeline too, and that makes the process easy. They do not have to look far to find the most engaged and qualified group of candidates for such positions.

Benefits of running internship programmes

During periods of economic uncertainty, businesses face challenges such as budget constraints, workforce reductions and uncertainty about future growth. Despite these challenges, maintaining a talent pipeline remains crucial for long-term success.

Internship programmes offer several benefits that can help businesses navigate such uncertain times:

• Fresh perspectives and innovation:

  Interns bring new ideas, fresh perspectives and a willingness to learn. They can infuse creativity and innovation into the workplace, helping organisations adapt to changing market conditions and stay competitive.
  

• Flexible workforce:

  Internship programmes allow organisations to scale their workforce according to their needs. During uncertain times, this flexibility is invaluable as it allows organisations to adjust their staffing levels without the constraints of long-term commitments.

• Boost retention rates:

  Well-managed internship programmes that offer employment opportunities to their interns help boost employee retention rates. Employees who begin as interns are likely to harbour strong feelings of loyalty towards the organisation and stay on for longer periods.

• Brand building and talent attraction:

  Companies that offer valuable internship experiences build a positive reputation among students and young professionals. This enhances their employer brand and makes them more attractive to top talent, ensuring a strong talent pipeline for the future.

• Skill development and training:

  Internship programmes provide an opportunity for organisations to train interns according to their specific requirements. This ensures that interns develop the skills and competencies needed to excel in the organisation, making them potential candidates for future employment. Given the widening skill gaps, it would be unwise to lose any talent already associated with the organisation. Interns already exposed to real-life situations would be ready to contribute immediately if hired full-time.

• Cost-effective talent acquisition:

  Interns are often paid at lower rates than full-time employees, making internships a cost-effective way to source and evaluate potential hires. This is especially beneficial during economic downturns when organisations need to be mindful of their expenses.
  

  Further, when internships are converted to full-time employment opportunities, organisations do not have to go through a long selection process again, which helps them save on costs, effort and time. The fringe benefit is that interns are already familiar with the work culture and will fit in easily in the organisation.

• Mentorship opportunities for senior employees:

  Interns learn best when guided by mentors. An internship programme offers the perfect opportunity for senior employees to mentor young talent and thereby discover knowledge gaps or special talents among the interns. Such efforts are also opportunities for senior employees to polish their leadership skills and connect with another generation of the workforce.

• Gain insight into trends and management of social media:

  Perhaps an overlooked advantage, but interns can, on their part, educate their seniors at work about the latest trends in social media and how to manage the medium to boost the brand. Given that the younger generation is usually in the thick of such things, their social media skills can be used advantageously.

Creating a successful internship programme

To maximise the benefits of an internship programme, organisations should focus on creating a structured and meaningful experience for interns. Here are some key strategies for building a robust internship programme:

• Define clear objectives:

  Clearly define the objectives of the internship programme, including the core skills, strengths and competencies that interns are expected to have and develop, and how the programme aligns with the organisation’s goals and values. It is also important to outline the roles and responsibilities of the interns, along with the expected performance outcomes. The less the ambiguity, the better the performance is likely to be.

• Source interns professionally:

  Sourcing interns as professionally as any full-time employee creates a strong first impression and attracts top talent too. Organisations could outsource the selection process if required, or they could partner with academic institutions that prepare students and young professionals for the defined internship roles.
  While top candidates are likely to have a choice of internship programmes to choose from, they are more likely to gravitate towards organisations that promise long-term potential. Given the economic uncertainty, students are also aware of employment limitations and are likely to grab the best opportunities available.

• Provide mentorship and guidance:

  Partner the interns with mentors who can provide guidance, support and feedback to them. Mentorship helps interns feel valued and engaged, increasing their likelihood of success and feelings of loyalty. Such a concept also reveals employees who have leadership qualities and who can nurture new talent. It is an opportunity for senior employees to hone their mentoring and management skills.

• Offer meaningful projects:

  Assign interns to projects that are challenging, meaningful and aligned with their interests and career goals. Include them in organisational events, meetings and all activities. This allows interns to make a tangible impact and gain valuable experience. It also helps interns understand the culture of the organisation.

• Provide learning opportunities:

  Offer training sessions, workshops and networking events to help interns develop new skills, expand their knowledge and build professional networks.

• Seek feedback and evaluate performance:

  Regularly seek feedback from interns to understand their experience and areas for improvement. On the other hand, interns should also be evaluated based on their performance against predefined criteria.

• Consider remote internships:

  In light of the rise of remote work, consider offering remote internship opportunities. Such internships can provide flexibility and access to a wider pool of talent. Such a model can help organisations that are wary of running internship programmes because of the overhead costs involved.

• Focus on diversity and inclusion:

  Ensure that your internship programme is inclusive and accessible to individuals from diverse backgrounds. A diverse internship programme enriches the learning experience for interns and fosters a more inclusive workplace culture. An inclusive culture attracts a wider range of talent too.

• Plan length of internship and number:

  For organisations that are feeling the pinch of the economic downturn and for whom managing or even starting an internship programme may be challenging, possible solutions could mean delaying the start date, reducing the length of the internship programme and reducing the number of internships available.

Model internship programmes

There are many internship programmes worldwide that attract the best talent who are willing to compete to join such programmes. Two such well-known global internship programmes are run at Google and Meta. Both attract talented young professionals from across the globe and give the organisations an opportunity to work with the brightest new minds in the business. Similarly, Infosys has been running its global internship programme, InStep, for over 25 years; it attracts students from leading technology and business programmes. The Coca-Cola Company’s internship programme attracts some of the best young talents too. Almost all such programmes have highly competitive selection processes and getting into one is a feather in the cap for young professionals.

In India, several leading academic institutions and organisations have joined hands to build skill development programmes to ensure students graduate with the right workplace skills. It works out well for all the parties involved. This practice is not a new concept and has been practised globally by many leading universities and progressive organisations.

Bolster the talent pipeline

Internships are indeed a valuable tool for organisations to bolster their talent pipelines, especially during times of economic uncertainty. Building a strong talent pipeline requires organisations to spread their net wider while being smart about it. Quality should drive this endeavour. To implement it smoothly, organisations can seek the help of third-party experts who are experienced and equipped with the tools required to source the best young talent possible.

HirePro’s College Hiring Workflows offers an end-to-end platform that can be accessed and utilised by all stakeholders in an entry-level hiring process, whether it is for interns or full-time employees. The platform is designed to manage high-volume recruitment drives. It implements AI-driven live and automated proctoring to ensure fraud-proof interviews and assessments. It also offers candidates a seamless and superior experience, which is one of the key factors in today’s hiring processes.

Resources

• hiring.monster.com
• cornerstoneondemand.com
• economictimes.indiatimes.com
• forbes.com
• exactasolutions.com
• factorialhr.co.uk
• economictimes.indiatimes.com

Progressive organisations recognise that talent is not limited to gender identities, socio-economic statuses, levels of education, ethnicities or age. Any organisation that looks for underrepresented talent and embraces diversity is sure to succeed. In fact, research indicates that organisations that exhibit diversity in their senior leadership attract the best talent and frequently outperform the competition. Similarly, organisations with the highest diversity in gender, ethnicity and culture have been known to perform better. This need for diversity has not gone unrecognised. A Gartner report shows that 96 per cent of CEOs consider diversity, equity and inclusion (DEI) to be a strategic priority.

AI can make diversity possible

An effective way to diversify an organisation’s talent pool is by leveraging technology, especially artificial intelligence (AI), to identify and engage with non-traditional candidates. These are individuals who may not have followed a traditional career path or may possess unique skills, education and experiences that are not typically included in an organisation’s talent pool. Many such candidates are overlooked or excluded by traditional hiring methods. AI can help organisations tap into this diverse talent pool and bring fresh perspectives and ideas to their teams.

Building a talent pool with non-traditional candidates

The change must begin early, and that would mean posting unbiased job descriptions.

• Create unbiased job descriptions

  Job descriptions are frequently biassed in terms of experience and education. They almost immediately eliminate a fraction of eligible candidates. AI can be implemented at this stage to effectively widen the talent pool. AI algorithms can analyse the job descriptions and give each an ‘inclusivity score’ so that organisations can make changes if required.

• Identify non-traditional candidates

  AI-powered tools can analyse various data sources to identify candidates who may not have traditional qualifications but possess the skills and attributes needed for a specific role. For example, AI can analyse social media profiles, online portfolios and professional networks to identify such individuals. Additionally, AI search algorithms can analyse resumes to identify skills and experiences that may not fit into the advertised roles perfectly but the candidates may have other professional skills that could be transferred.

• Remove bias from the assessment process

  Biases, whether intentional or not, creep into talent search processes and can hinder efforts to hire, promote and recognise diverse employees. One of the key advantages of using AI is its ability to remove bias and create an inclusive workforce. Traditional recruitment methods often rely on subjective judgements that can exclude qualified candidates from underrepresented groups.

  AI, on the other hand, can assess candidates based on their skills and experiences, rather than factors such as gender, race or age. Next-gen AI technologies can mask attributes such as ethnicity, gender and all potential pieces of bias on resumes so that only objective data points are used to assess potential employees. Depending on the requirements, big data analytics and predictive modelling can be combined to help recruiters assess a candidate’s ability to succeed in a role.

• Engage with candidates

  Once the candidates have been identified, AI can help organisations engage with them in a meaningful way. This could involve personalised outreach based on the candidate’s interests and experiences, or providing relevant information about the organisation and the role. AI-powered chatbots can also be used to provide support to candidates.
  

• Create a more inclusive work environment

  By diversifying the talent pool, organisations can create an inclusive work environment that values diversity of thought and experience. This can lead to greater innovation and creativity within the organisation, as employees from different backgrounds are sure to offer unique perspectives.
  

• Boost retention and employee satisfaction

  Diverse teams are often more engaged, leading to lower turnover rates and higher levels of productivity. By diversifying, organisations can create a more inclusive and supportive work environment that encourages all employees to thrive. However, that requires some effort. Team leaders must be trained to spot any work habits and skills that new recruits are not familiar with. Support groups can be set up. Opportunities for growth must be made visible and if needed, certain established practices may need to be tweaked.
  

Way forward

Integrating diversity into the organisational structure should be an ongoing process. AI undoubtedly has the potential to significantly diversify talent pools. However, diversity cannot be an AI function alone. Leaders must ensure that hiring processes are fair and all applicants get the same opportunity. Hiring managers must be made aware about how biases creep in and how to eliminate them.

At HirePro, we have turned the science of recruitment into an art form. Our AI-powered recruitment platform has been helping businesses navigate the intricate phases of building a talent pipeline and recruiting the best-fit candidates by leveraging innovation and next-gen intelligence.

Resources

• aclion.com
• forbes.com
• forbes.com
• blog.imocha.io

Companies are constantly looking at innovative ways to attract top talent, especially given today’s competitive scenario. One avenue that has gained significant traction is campus engagement activities. These activities serve as a bridge between academia and the professional world, offering numerous benefits for both companies and students. As we delve into the significance of campus engagement, it is crucial to understand its evolution in tandem with changing recruitment strategies, particularly in light of the ongoing AI revolution and online remote proctoring exams.

Decoding the world of campus engagement activities

At its core, campus engagement encompasses a variety of initiatives aimed at fostering connections between companies and students within a university setting, such as:

• Career fairs and information sessions, which provide students with insights into various career paths and allow companies to showcase their offerings
  
• Workshops and guest lectures, which offer specialised knowledge and insights, facilitating skill development and industry exposure
  
• Hackathons and coding competitions, which encourage creativity and problem-solving skills, offering hands-on experience and opportunities for collaboration
• Social events and volunteering opportunities, which build a sense of community and social responsibility, contributing to holistic development
  
• Mentorship and internship programmes, which provide invaluable guidance and practical experience, paving the way for future employment
  
• Alumni engagement programmes, which leverage alumni networks for mentorship and networking opportunities, fortifying connections within the community

Navigating the digital transformation of campus engagement activities

In recent years, there has been a noticeable shift towards more interactive and technology-driven recruitment methods. Traditional methods of recruitment are being complemented, if not replaced, by AI proctoring and online platforms. AI-driven solutions offer advantages such as enhanced efficiency, objectivity and scalability, particularly evident in online remote proctoring exams.

Beyond recruitment processes, AI applications and digital platforms also help facilitate remote engagement activities. Virtual career fairs, webinars and networking sessions have become commonplace, enabling companies to engage with students regardless of geographical constraints. These platforms offer immersive experiences, interactive features and data analytics capabilities, augmenting the overall effectiveness of engagement initiatives.

Why should companies invest in campus engagement activities?

Campus engagement activities offer numerous benefits for companies, some of which include:

• Brand awareness and recognition:

  Campus engagement activities offer companies a unique platform to establish themselves as employers of choice among the student community. Positive interactions and experiences during these engagements can significantly influence students’ perceptions, shaping their view of a company as a desirable place to work. This aspect of brand building is critical to attracting top talent, especially in competitive job markets.
  

• Early talent identification:

  Engaging with students on campus allows companies to identify and connect with high-potential individuals early in their academic careers. This proactive approach to talent acquisition means companies can attract students before they actively enter the job market, providing an opportunity to recruit interns and cultivate long-term relationships. Such early identification and engagement are instrumental in building a pipeline of qualified candidates ready to contribute to the company’s success upon graduation.

• In-depth understanding of Gen Z:

  Campus engagement activities also serve as a valuable tool for companies to gain insights into the expectations, skills and work ethics of Gen Z candidates. This generation brings a unique set of values and preferences to the table, and direct interaction through campus initiatives can help companies tailor their recruitment strategies and workplace environments to better align with these characteristics.

• Innovation and fresh perspectives:

  Collaboration with students through campus engagement activities can bring fresh ideas and perspectives into a company, fostering innovation and overall development. The diverse backgrounds and skill sets of students can challenge conventional thinking, leading to breakthroughs that might not have been possible within the confines of the company’s existing talent pool.

How can campus engagement help students?

Not only companies but students also gain tangible benefits from campus engagement activities. The benefits include:

• Valuable insights into different careers and industries:

  Campus engagement activities offer students a rare glimpse into the professional world beyond their textbooks. Through interactions with diverse companies and industry professionals, students are exposed to a plethora of career opportunities and industries, which helps them understand their career preferences better. This exposure is invaluable in an era where the AI revolution is reshaping job landscapes, making it essential for students to be agile and informed about their career choices.

• Access to opportunities:

  One of the most tangible benefits of campus engagement activities is the direct access they provide to internship and job opportunities. Companies participating in these activities often scout for potential talent directly from the campus, offering students a streamlined path to secure internships and even full-time positions. This direct recruitment pipeline is especially relevant in fields heavily influenced by technology, where companies seek candidates with a forward-thinking approach and a foundational understanding of artificial intelligence.
  

• Skill development:

  Beyond academic learning, campus engagement activities play a crucial role in skill development, equipping students with essential competencies not covered in their traditional curriculum. Ranging from leadership workshops to coding boot camps, these activities foster soft skills like teamwork, communication and problem-solving, alongside technical skills pertinent to navigating the artificial intelligence-dominated future.
  

• Real-world experience:

  The transition from academic theory to practical application is made seamless through real-world experiences gained from internships and project collaborations. These opportunities bridge the gap between academia and industry, providing hands-on experience that is crucial for understanding the challenges and opportunities within various industries as well as enhancing employability in a competitive job market.
  

• Networking opportunities:

  Networking is a pivotal aspect of professional growth, and campus engagement activities provide a fertile ground for connecting with industry professionals. These interactions can lead to valuable mentorship opportunities, insights into industry trends and even job offers, increasing a student’s chances of securing internships or full-time positions after graduation.

Challenges in carrying out campus engagement activities

Despite the clear benefits, implementing effective campus engagement activities is not without its challenges, some of which include:

• Time and resource constraints:

  Both educational institutions and companies often find it challenging to balance campus engagement activities with their core academic or business functions. Allocating time, financial resources and personnel to these activities can strain already limited resources.
  

• Identifying the right audience:

  Reaching the specific student groups that align with a company’s recruitment needs or an institution’s educational goals can be like finding a needle in a haystack, necessitating meticulous planning and research.

• Standing out from the competition:

  In a crowded marketplace of ideas and opportunities, capturing the attention and interest of students amidst numerous companies vying for their engagement can be daunting.
  

• Ensuring inclusivity and accessibility:

  Creating activities that are inclusive and accessible to all students, regardless of their socioeconomic background, physical abilities or learning preferences, may pose a significant challenge, requiring deliberate planning and effort.

• Measuring the impact of activities:

  Quantifying the ROI from campus engagement efforts is a complex task, given the qualitative nature of many of its benefits, necessitating a data-driven approach to evaluating success.
  

How to elevate your campus engagement game: Strategies for success

• Prioritise and collaborate:

  Effective campus engagement necessitates collaboration with internal teams, like HR and marketing, to share resources and responsibilities, ensuring that core business functions are complemented rather than compromised.
  

• Identify target campuses and student groups:

  A thorough understanding of the demographics and career interests of potential candidates is essential for tailoring engagement activities that resonate with the target audience. This step ensures that the impact is maximised and a deeper connection is cultivated with potential candidates.
  

• Develop engaging and interactive activities:

  The key to captivating student interest lies in creating activities that are both engaging and relevant. Companies should encourage creativity and innovation in selecting formats and topics, ensuring that these activities are not only informative but also inspiring.
  

• Utilise digital platforms and social media:

  In an age dominated by digital communication, leveraging online platforms and social media is a game-changer for campus engagement. Engaging with students through these channels offers a dynamic and accessible way to connect with and reach a wider audience, fostering engagement and interaction beyond physical boundaries.
  

• Partner with campus organisations:

  Building strong partnerships with campus organisations, such as student clubs, career centres and diversity and inclusion departments, can amplify reach and impact and ensure the inclusion of a broad spectrum of students with varied interests and needs.
  

• Measure and evaluate results:

  Adopting a metrics-driven approach to evaluate the success of engagement activities is critical. Tracking attendance numbers, student feedback and job applications received can offer valuable insights for refining strategies, ensuring that companies remain relevant and impactful.
  

The takeaway

Campus engagement activities are indispensable in bridging the gap between academia and industry. They offer a myriad of benefits that extend from skill development to real-world experience. As companies navigate the challenges and explore strategic solutions for effective engagement, the long-term benefits of investing in these activities cannot be overstated. By fostering a symbiotic relationship between students and the professional world, campus engagement activities not only enrich the academic experience but also pave the way for the future leaders of tomorrow, ensuring a win-win situation for both parties.

Campus hiring will always be significant in the talent industry. Freshers bring a fearless, fresh perspective to many workplace aspects, which helps the long-term outlook of organisations from the perspective of the leadership. Many freshers have risen to lead their organisations.

Often, we associate campus hiring with the traditional in-campus hiring from educational institutes. However, off-campus fresher hiring outside the campus also happens. Here, the freshers go through the complete hiring process by themselves. Many organisations conduct online off-campus hiring events.

Here is a quick glimpse of the evolution of campus hiring over the years.

Campus hiring evolution

Initially, campus hiring was a seasonal activity, done at a specific time of the year. Organisations collaborated with a few institutions to hire freshers for identified roles. It involved campus visits to familiarise the college authorities and the students with the company, its business, vision, etc.

Set question papers to assess aptitude and English and one paper to evaluate the generic technical knowledge of candidates constituted a traditional pen-and-paper test. Every student addressed the same questions. Over the years, minor changes to include sector- or industry-specific questions were implemented.

However, many industry leaders rethought campus strategies to find talent that they could bank on in the long run. Campus hiring, thus, evolved as a consulting service covering the entire gamut with strategies, online assessments, etc. This traditional approach thrived until Covid-19 gave a much-needed nudge.

Covid: the game changer!

Covid-19 proved to be a big game changer for the hiring industry. Covid curbs significantly affected offline hiring. Online processes were the only way to continue hiring, leading to an accelerated adoption of online hiring platforms. Many organisations started exploring the features and appreciated the benefits of online hiring, resulting in the platforms and processes getting whetted. Campus hiring evolved into a full-fledged model, with the entire workflow, from outreach to onboarding, getting a tech-based facelift. It ceased to be seasonal, with constant engagement becoming a key strategy. In short, Covid-19 showed the world that fearless, seamless hiring was possible.

Some significant benefits of online hiring include:

• Wider talent reach
• Shifting of focus from shortlisting campuses to shortlisting candidates
• Accelerated hiring cycle time
• Enhanced interview logistics with no lags
• Assured transparency and integrity
• Superior candidate engagement

Let’s now look at some significant campus hiring trends for 2024.

Significant 2024 college hiring trends

In 2024 campus hiring will look much different, with a few new trends emerging, such as:

Future is Phygital (Physical + digital)

2024 campus hiring will mostly be phygital, with in-person hiring happening in only two categories:

• High-end talent on premium campuses within a given window
• Brand push-through on-campus
  

Hiring pool has become diverse

Earlier, specific sectors were known for hiring certain roles only. But now, most sectors will hire for diverse roles. For example, the banking sector may hire from premium B schools for core banking, from Tier 2 or 3 B-schools for operations and from premier engineering colleges for automation. The scope of the entry-level talent spectrum has diversified.

Demand may come up by April or May 2024

Campus hiring will be better than in 2023. According to an Economic Times article series titled, Class of 2024: Job trends that will rule the 2024 placement season, intent to hire freshers and young professionals is 59% among e-commerce and technology start-ups, followed by engineering and infrastructure (50%), information technology (49%), and healthcare and pharmaceuticals (42%).

Finishing schools could see an upsurge in enrollment

Many organisations are seeking talent with extra skills or certifications topping the degrees. Therefore, finishing schools will see an enrollment upsurge and placement metrics will improve. At least 10 to 15% of campus hiring will happen from finishing schools that prepare freshers with in-demand skills.

Given the changing trends, what strategies can organisations adopt to succeed?

Rethink campus hiring

• Consider finishing schools along with traditional campuses. Hire graduates with extra skills to improve absorption rate and achieve fast productivity.
• Explore Tier 2 and 3 colleges through focussed outreach and skill-and-hire programmes for specific roles.

Explore alternate talent pools.

• Adopt skills-based hiring.
• Let age not define a fresher. Consider freelancers, women returnees, veterans, etc., if they are ready for a restart.

Plan for role-based internship programmes

• Plan internship programmes aligned with diversity goals, with associated sponsorships and mentorships.

Leverage phygital fully

• Implement on-campus hiring partially to create the required connect
• Consider in-office events to showcase your work culture
• Lean on digital to keep the branding, engagement and reach going

The outlook for 2024 college placements is hopeful. The evolving trends seem to be harbingers of change in the approach to campus hiring. It remains to be seen how these trends will shape hiring and whether the strategies will stand the test of time.

References:

• hirepro.in/resources/podcasts
• economictimes.indiatimes.com
• linkedin.com/pulse

What did the popular Bollywood character Munna Bhai do when he wanted to clear the medical entrance? He got Dr. Rustom Pawri, a qualified doctor, to impersonate him! While we cheered Munna on screen, in real life, cheating in exams is no laughing matter. Every day, we see reports of cheating across many academic and competitive exams. So, why do people cheat without fear, even at the highest levels?

Let us quickly look at how traditional proctoring works. A batch of students write exams with one or two people monitoring. It is humanly impossible to monitor every candidate continuously to ensure that there is no cheating. Asides and chits are commonplace; other forms of cheating, like impersonations, also occur.

So, will moving exams online help? Not if you go by available data. While online exams brought many benefits in terms of cost, scheduling, etc., cheating persisted. A HirePro report based on a sample size of nine lakh assessments found:

• Cheating grows by 80% with no proctoring.
• The most common form of cheating was someone sitting with the candidate to provide verbal help, followed by impersonation.
• 30–50% of people cheat at entry-level job assessments.

When you look at more data from this report to find a solution, you learn that proctoring via audio + video + image helps detect 98 per cent of cheating. Therefore, AI proctoring misses only a minimal 2 per cent of cheating instances. However, one needs to implement maximum caution as the report highlights that when the proctoring included only an audio and image combination, 58 per cent of instances of cheating missed detection.

Let us understand AI proctoring better to see how it helps.

What is AI proctoring?

AI proctoring is AI-powered invigilation during virtual exams to detect various forms of cheating. Unlike human proctoring, there is a constant focus on every candidate to monitor their activities and the environment, enhancing the integrity of the tests. Environment monitoring is crucial because candidates can search online, switch browser tabs and even impersonate people. With AI, it is like having a pair of laser eyes on every candidate to ensure that the test results are fair and square.

There are three types of AI proctoring, namely:

• Live proctoring: Human proctors monitor live sessions backed by AI algorithms to verify and take requisite actions as required.
• Recorded proctoring: You record complete sessions for audit. It helps verify the results with data pointers to back any anomalies detected.
• Automated proctoring: This option facilitates auto-detection of any suspicious behaviour. It raises an alarm when it detects any form of cheating, including impersonation and cross-conversations.

The significant advantage here is the technology, which has features such as facial recognition, two-factor authentication, environment surveillance, browser monitoring, reports, etc.

Here is a comparison of the effectiveness of both methods of proctoring.

Measuring the effectiveness of proctoring

You can measure effectiveness across four key parameters.

1. Deterrence

   Traditional proctoring is reactive, whereas AI is proactive. Also, the AI algorithm keeps learning from various patterns to improve on the go. Knowing that AI can continuously watch and detect more and more issues, unlike human proctors, can deter people from cheating. In the long run, it can reduce instances of cheating, making AI proctoring highly effective in deterrence.

2. Scale

   Human monitoring mostly errs with volumes, whether offline or online. A human cannot keep watching multiple screens with equal effectiveness. A simple example is the CCTV monitoring rooms in many complexes, where people are not highly attentive while peering at the screens. Also, humans need breaks! All these aspects lead to errors, more so with scale. AI, on the other hand, can ensure the same effectiveness even for large volumes.

3. Logistics

   Exam logistics can be challenging, especially when done at scale. People allocation, travel, scheduling, etc., can be tedious and expensive. With AI, scheduling becomes hassle-free, with the added benefit of savings on personnel and expenses. Evaluation is instant and is backed by reports, lending transparency and accuracy and helping avoid any meddling by humans. AI proctoring, therefore, is heads above the traditional mode in this aspect.

4. User experiences

   AI is more inclusive and accessible, especially for PwDs. It is less intimidating than human proctors and can accommodate options like adaptive assessments, allowing people to perform better. These aspects help gauge candidates holistically and make for better user experiences.
   
   The effectiveness of AI proctoring across these four parameters seems to be much better when compared to traditional methods. But for best results and as a control measure, AI proctoring must always be backed by human assistance. While AI proctoring will evolve continuously, we cannot completely rule out human involvement in proctoring.

References

• glider.ai
• honorlock.com
• rosalyn.ai
• linkedin.com
• hirepro.in/resources/research-reports

As online spaces become increasingly integral to our lives, virtual assessments and interviews have become the norm. This surge in popularity is accompanied by a corresponding rise in the demand for remote proctoring solutions to safeguard the integrity of these online evaluations, prompting the development of a variety of innovative, artificial intelligence (AI)-powered solutions.

These solutions offer unique advantages in the ever-evolving landscape of online proctoring. Available in three distinct modes — live (which combines the efficiency of AI with human judgement), auto (which operates entirely autonomously, requiring no human proctor presence), and record and review (which records the exam session for later review by human proctors) — they establish a secure, efficient and inclusive online learning environment.

What the early days of AI remote proctoring were like

The early AI-powered remote proctoring systems held immense promise for streamlining online assessments, but their limitations raised significant concerns. They included:

• Limited capabilities: The systems were vulnerable to simple tactics, with masks and pre-recorded footage easily bypassing the systems; rigid algorithms raised a high number of false positives; and, blind spots in the systems were unable to detect sophisticated cheating techniques, such as switching browser tabs or seeking external help.
• Negative user experience:Constant scrutiny and the high potential for false positives heightened stress and anxiety among students; the systems were not flexible enough to accommodate natural behavioural variations such as repetitive movements or impulsivity; and, the systems were not friendly to technologically-challenged and differently-abled participants.

These initial challenges highlighted the need for further development and refinement of AI proctoring systems.

Today’s AI proctors

Moving beyond their initial limitations, modern AI proctoring systems include the following features:

• Advanced behaviour analysis:The systems can detect subtle behavioural cues, including browsing of unauthorised tabs, unauthorised device usage or unusual eye movements.
• Comprehensive audio monitoring:AI algorithms are now trained to detect attempted communication with external sources during an exam. Whispering or muffled conversations and unusual background noise are flagged for further investigation.
• Environment monitoring:The technology can now identify unauthorised individuals entering the exam room.

As it happens, the advancements have not solely focused on exam integrity; inclusivity has also become a key consideration. They include:

• Features catering to persons with disabilities:Screen readers, text-to-speech conversion and adjustable font sizes allow persons with diverse needs to participate in online assessments on an equal footing.
• Accessibility improvements:More intuitive and user-friendly user interfaces ensure that people with varying technical skills can navigate the platform comfortably and focus on their exams.

This dual focus on security and inclusivity marks a significant step forward for AI proctoring.

What the future holds

The future of AI proctoring is brimming with potential and promise. As technology continues to evolve and mature, we can anticipate significant advancements:

• Enhanced integrity, reduced false positives:Future algorithms promise to be more sophisticated, catching complex cheating methods while minimising false alarms.
• Seamless integration with online learning platforms:Likely integration with learning platforms simplifies exam administration for administrators and participants and fosters a holistic online learning experience
• A shift towards more natural systems:Systems adapt by learning from student behaviour and identify situations that necessitate human judgement and alert accordingly.
• Role of human proctors redefined:Human proctors transition to supervisory roles, focussing on investigating flagged activities and acquiring new skill sets like data analysis and communication for effective collaboration with AI.
• Navigation of potential challenges:Moving forward, a balanced approach is crucial, that is, embracing AI while preserving the human element in recruitment. Additionally, maintaining data confidentiality and security is paramount.
• Vision of a brighter future:AI proctoring shines with efficiency (reduced workload for human proctors) leading to cost savings and scalability in exam administration. Plus, accessibility improvements broaden its reach.

With its potential for security, fairness and accessibility, AI proctoring holds the key to a future that includes successful online learning for everyone.

Conclusion

From its rapid ascent to cutting-edge solutions, the evolution of AI proctoring has been impressive. Looking ahead, AI algorithms are poised to attain greater complexity, emulating human proctoring with increasing accuracy. But balance is key: embrace AI’s potential while prioritising human oversight and data security. By working together, AI and humans can unlock a future that will enrich online learning for all.

• The Economic Times
• EDUSYNCH
• ENFUSE

The AI revolution is transforming industries across the globe, with artificial intelligence reshaping the way we approach work and innovation. For human resources (HR) professionals, this era brings both challenges and opportunities. Adapting to this changing landscape is crucial for HR to not only survive but also excel, leveraging AI to enhance their roles and contribute significantly to organisational success.

From core functions to strategic advantages

Traditionally, HR focused on core functions like recruitment, compliance and employee management. Today, technological advancements, especially in AI, have expanded and enriched these roles. From enabling smarter resume screening and online proctored exams to AI-powered chatbots, AI’s role in HR transcends traditional boundaries, offering solutions that are not only efficient but also unbiased and personalised.

Transforming recruitment and selection

AI is revolutionising recruitment by automating the screening process, allowing for the quick identification of top candidates from a vast pool of resumes. Compared to traditional methods, online remote proctoring exams further enhance the selection process, offering a broader reach, unbiased assessment and efficient candidate screening.

In addition, AI-powered chatbots enhance the candidate experience by facilitating seamless interactions, answering queries and scheduling interviews, thus streamlining the recruitment process further. AI algorithms also help eliminate unconscious bias during the screening process, leading to a more diverse and qualified talent pool. This not only broadens the scope of talent acquisition but also reinforces the credibility of the evaluation process.

Elevating onboarding and training

The onboarding and training phase is another area where AI makes a significant difference. Customised learning experiences created through AI-powered platforms cater to individual learning styles, enhancing the effectiveness of training programmes.
Furthermore, AI chatbots act as round-the-clock assistants, providing new hires with immediate answers and support, making the onboarding experience more engaging and informative.

Redefining performance management

AI-driven tools transform performance management by offering detailed insights into employee performance, facilitating a more objective and data-driven approach to evaluations. These tools not only highlight areas for improvement but also identify strengths, enabling personalised development plans that enhance employee experience while conforming to the organisation’s goals.

Optimising talent management and employee retention

AI helps pinpoint employees with leadership qualities, ensuring talent is nurtured and prepared for future roles. It also analyses patterns and trends to predict potential turnover, enabling proactive measures to retain top talent.

The challenges of adopting AI and how to navigate them

Despite its clear benefits, incorporating AI in HR comes with several challenges, such as data security, employee reluctance to adapt, inflexible AI solutions, etc. Addressing these issues requires transparency, effective communication and a commitment to ethical AI practices. Collaborating with knowledgeable AI vendors can also smooth the transition, ensuring AI solutions are effectively integrated into HR functions.

With continuous evolution, HR professionals also need to develop new competencies to effectively utilise AI. Skills in AI technology, data analytics and strategic planning are extremely important. What plays a key role here is finding a balance. The collaboration between humans and AI can make or break organisational culture and performance. Here are some strategies to help organisations sail smoothly:

• Foster an AI-ready culture: Introduce comprehensive AI training programmes and set up innovation labs or hackathons where employees can collaborate on AI projects. This hands-on approach can demystify AI and encourage a proactive attitude towards AI.
• Ensure data integrity and security: Schedule periodic audits and implement advanced security protocols, such as encryption, two-factor authentication and secure access controls to protect sensitive HR data.
• Customise AI solutions: Pinpoint the specific challenges or inefficiencies within your HR processes that AI could address and choose AI solution providers willing to customise their applications.
• Measure results: Define clear key performance indicators (KPIs) for each AI implementation and track them in real time.
  

Conclusion

The integration of artificial intelligence into HR practices is essential for the future of work. Its impact on recruitment, employee experience, talent management and retention offers profound benefits for organisations. By embracing AI, HR professionals can lead their organisations towards innovation and continuous improvement, ensuring a competitive edge in the dynamic digital landscape. The AI revolution presents an opportunity for HR to redefine its role, making a significant contribution to organisational success in this new era.

The Covid-19 pandemic ushered in a new era of virtual recruitment. With restrictions of lockdown and social distancing, it was difficult for candidates to travel to physical venues for interviews and assessments. Hence, businesses began to look for methods that could overcome these challenges.

Technologies like cloud computing, RPA (Robotic Process Automation), AI (Artificial Intelligence) and more stepped in to facilitate virtual hiring. These technologies facilitated hiring candidates from any location, which helped businesses access a wider talent pool across geographies.

Virtual hiring platforms or recruitment software with customisable features have become extremely popular among recruiters. And, with good reason!

Recruitment software automates several manual processes like application tracking, candidate screening, etc. This not only reduces the time to hire but also improves the accuracy of the process. Hiring platforms eliminate unconscious bias and make D&I hiring easier. AI-powered recruitment platforms analyse candidate data quickly and shortlist the best talent. AI algorithms can scan more data in less time and provide three times more candidates when compared with manual systems. Hiring platforms offer a centralised database that can be securely accessed by different stakeholders, ensuring seamless collaboration.

Hiring platforms ensure the continuity of recruitment even during challenging times. A robust hiring platform streamlines the entire hiring process and optimises it to ensure that you can channelise your funds into recruiting the right candidates.
Today, there are a myriad of hiring platforms available to choose from.

Pointers for choosing a hiring platform:

• Define your recruitment goals
  
• Allocate a budget
• Conduct market research to identify the available platforms
• Study the features and functionalities of different platforms
• Assess the capabilities of the technologies deployed in the software
• Evaluate the cost and pricing structure
• Assess the support services offered by the vendor
• Ask your vendor about their data security practices
• Request for a demo

Comparing different platforms based on the above criteria will make it easier for you to choose the best recruitment platform for your business.

HirePro is a leading name in the arena of recruitment software!

HirePro: Overview

HirePro is an AI-powered hiring platform that facilitates fast, intelligent and high-volume hiring. Our platform automates workflows across functions on a single, unified platform. We help our clients hire top talent and build exceptional teams.

Features of the platform:

• Fraud-free hiring
• Assured quality of hire
• Reduced cost per hire
• Minimised time per hire
• Intuitive workflows that offer a great candidate and recruiter experience

Our AI-based platform performs the end-to-end talent management process. It automates all the hiring functions like sourcing, screening, assessing, interviewing, selection and onboarding of the best talent, to facilitate virtual hiring. It offers standardised assessments and can be customised to build assessments according to specific roles, functional domains or expertise levels. It leverages voice and face recognition technologies for detection during candidate assessments to prevent fraud and cheating.

HirePro offers interview services that eliminate biases and assess candidates for company-wide suitability, in addition to project-specific or role-specific hiring. It has a panel of experts who conduct interviews and provide feedback to the hiring teams. It facilitates a high volume of interviews with automated ID verification to prevent impersonation.

A digitised candidate onboarding process offers a great candidate experience. It is suitable for both campus and lateral hiring.

This innovative hiring platform converts the 60-day recruitment cycle to an on-demand hiring process.

We are a secure platform that is ISO 27001 certified and GDPR compliant.

What is ISO 27001 certification?

ISO 27001 is the world’s best-known standard for Information Security Management Systems (ISMS).

With rising instances of cybercrimes, it becomes imperative to establish security standards that help manage cyber risks. ISO 27001 helps organisations become aware of cyber risks and take proactive steps to identify and address their weaknesses, thereby facilitating prevention of cyber crimes.

ISO 27001 whets people, policies and technologies to provide a comprehensive security system to manage information. The standards established by ISO 27001 guide businesses in establishing, executing, maintaining and continually enhancing the security management of their information systems.

ISO 27001 certification is awarded to businesses that have established a standardised system to manage risks pertaining to the security of data owned or managed by the organisation. An ISO 27001-certified company adheres to all the best practices and principles defined in the International Standard.

Why does a business require GDPR compliance?

GDPR is an acronym for General Data Processing Regulation. This regulation was established by the EU (European Union) to direct organisations on how to process the personal data of EU citizens and residents and protect their data. Since personal data may be available to different organisations across the globe, GDPR applies to both EU and non-EU countries.

GDPR has been established to address data privacy concerns. GDPR compliance is mandatory for all organisations that are either located in the EU or conduct business-related transactions with the residents of the EU. Non-compliance with GDPR for these entities can result in companies having to pay heavy fines.

A GDPR-compliant firm establishes standardised security practices in its day-to-day operations. GDPR-compliant organisations can provide assurance to their clients that their data is managed with high-security standards and is safe. This not only helps build the trust of customers but also helps the brand build a reputation as a trustworthy business that cares about the data privacy of its customers.

Why ISO 27001 certification and GDPR compliance are important when choosing a hiring platform

Hiring platforms process large volumes of candidate data and the security of the personal data of candidates is important. In a survey, it was found that 80% of candidates expressed concern about the security of the personal information that they had shared during the hiring process.

Although technology has revolutionised how traditional recruitment functions, it has also raised concerns regarding data privacy and security. AI-based hiring platforms are vulnerable to data breaches that compromise sensitive candidate data. Cyber breaches like identity theft, unauthorised access, etc., have become common while recruiting through hiring platforms.

These are some reasons why businesses are prioritising data privacy and deploying stringent security measures.

Features of a secure hiring platform:

• It implements robust encryption protocols to secure candidate data when it is stored or transmitted. Encryption prevents unauthorised access and protects it against breaches.
• In secure software, system access is restricted according to user-based roles. In other words, only authorised personnel can view, modify or manage specific sections of candidate data. Restricted access reduces the risk of data misuse.
• The recruitment software is continuously monitored to address vulnerabilities. This protects the software against cyber attacks.
• Integration of the security software with third-party verification services boosts the security of the recruitment software. This ensures that the candidate information is verified and validated, thereby minimising the probability of fraudulent or inaccurate data making its way into the system.

Besides these, here are certain practices that businesses could follow in their day-to-day operations to ensure the safety of their data:

• They can take steps to educate their staff on data security principles.
• To reduce the risk of unauthorised access, they should use strong password policies and two-factor authentication.
  
• To keep the recruitment software resilient against emerging threats and address vulnerabilities, it should be updated and enhanced regularly.
• Physical security measures like restricted access to servers and data centres shield critical infrastructure from being tampered with and improve data security.

ISO 27001 certification and GDPR compliance for a business indicate that the business is committed to data security. It ensures that the recruitment software it provides conforms to the recognised benchmarks of data security.

Conclusion

HirePro is a recruitment software that is ISO 27001 certified and GDPR compliant. Hence, when you choose HirePro recruitment solutions, you can rest assured that we are following data security practices that safeguard the privacy of candidate data. We provide robust AI-based recruitment solutions that follow standardised data security practices to protect the privacy of confidential information shared by candidates. The HirePro platform not only streamlines the hiring process and boosts its efficiency but also helps you establish yourself as a trustworthy brand that ensures the safety of candidate data. This will help to attract top talent and offer a great candidate experience.

References:

• beapplied.com
• iso.org
• hono.ai

Going by global trends, there is no better time to adopt and highlight your diversity initiatives than now! Most of the talent you seek is from millennials and Gen Z, who are vocal about their preference for diversity in the workplace and how it’s a non-negotiable aspect of employment for them. As it happens, diversity is not only about attracting talent. It is the cornerstone of progress, innovation and inclusivity. In today’s interconnected world, where a global workforce is the norm and collaboration transcends boundaries, fostering a diverse workforce is not just an option; it is imperative for the success of an organisation. And what better way to bring home this point than to let the facts speak for themselves?

Here are some startling insights from a LinkedIn Learning article titled,
Why Is Diversity and Inclusion Important?

• Companies that are in the top quartile for gender diversity have more than 25% possibilities of outperforming their peers financially.
  
• 87% of the time, diverse teams make better decisions.
• When considering job offers, 76% of employees and job seekers rated diversity as being important.
• 80% of respondents expressed a preference for companies that value DEI.

These findings from the LinkedIn survey make a strong business case for diversity. However, it is also true that not all companies can set and achieve their diversity goals as planned. Effectiveness depends on how organisations harness diversity to achieve their goals. And to harness it properly, organisations must shape the narratives early on, when people begin their careers. And where better to begin than at campus recruitment?

As we all know, despite all talk about the recession and the hiring slowdown, campus recruiting continues to be prominent in the hiring landscape today. It is still the go-to place for companies to find top talent that can help shape their future. Campus is where the seeds of future talent are sown, cultivated and harvested. It is easy to see why it is essential to interlink diversity and campus recruitment. If you want diversity in your workplace, especially in the C-suite, and improved financial performance, you must implement diversity in your campus hiring. Build it into your work culture and ensure that your leaders of tomorrow live and breathe your diversity mantra.

How can an organisation ensure that campus recruitment practices genuinely reflect the diversity espoused? The answers lie not in tokenism but in actionable strategies that help prioritise diversity in campus engagements.

Here is a rundown of the five best practices organisations can embrace to ensure diversity in campus hiring.

1. Ensure your brand becomes synonymous with diversity
   

   Diversity is not a one-time, do-it-forget-it kind of concept. You must own it, work at it and make it synonymous with your brand. It should reflect automatically in everything that your brand does. Start by evaluating your policies and tweaking them if necessary. Make sure that they adhere to your diversity needs and goals. Whether it is an ad or a social media post, let diversity honestly shine through; it should not come across as an add-on prop. It should be part and parcel of your employer brand.

   You must engage with the college audience through specific initiatives and campaigns. These could be online or offline, depending on the goals and needs. To indicate your commitment to diversity in all forms, let your brand’s messaging change across all channels. A key point to remember is that when the message comes from the top, it carries much weight. Therefore, include thought leadership messages on diversity as a regular fare. Flaunt your diversity achievements with pride through employee stories, videos, etc. Leave no stone unturned and highlight your diversity benefits, policies, ERGs and so on to convince career starters that yours is the diverse workplace that they are seeking.

2. Identify and map your diversity goals realistically

   Once you establish your employer brand as being diversity-friendly, the next step is to plan your yearly diversity hiring. To begin with, evaluate your talent needs and map them to your diversity goals; it will help you identify the kind of diversity you are seeking (women, LGBTQ+, PwD, etc.). The organisational needs and roles need to match these goals. The next step is to evaluate whether you can meet these goals through campus hiring and work on how to achieve them. Once you have clarity, you can formulate your hiring plan accordingly. It must include an end-to-end strategy encompassing the hiring team and specific policies and programmes like internships and mentorship. It must also include periodic reviews to tweak the hiring strategy and career development plans for those hired.

   Remember, you are dealing with digital natives. Therefore, your brand must impress them through digital hiring initiatives. Adopt AI-powered online hiring tools to make the process seamless, fast and convenient. Online hiring can also send a message about your commitment to unbiased selection. Your hiring process must convince the candidates that only talent matters and that there is no place for discrimination.
   
   While identifying campuses for hiring, strategise based on the kind of diversity you seek. For example, hiring from women’s colleges can help you increase the number of women in your organisation. For improving regional diversity, pick campuses from Tier 2 or Tier 3 cities. You may also collaborate with NGOs or campus groups for specific underrepresented communities or sponsor targeted campus events.

Diversity goes hand-in-hand with inclusion. Therefore, ensure that your hiring events are accessible to everyone. One of the best ways to achieve this is by conducting online or remote hiring events. Include new-age assessments such as adaptive or multimodal assessments, which give everyone a fair chance to showcase their potential.

To see how this translates into reality, dive into how we partnered with Axis Bank to combine all these strategies with stellar results to help them create a perpetual skills-based college recruitment programme.

3. Identify your team

   To implement your plans efficiently, you need a capable and committed team. Your campus hiring team must understand what it means to hire diverse people. They should walk the talk! Create a diverse team that showcases your intentions honestly so that the members become Suo Moto diversity ambassadors. Pick up talent as diverse as possible and meet your goals. Your team members must know that what they are doing is sowing the seeds of diversity and nurturing them into flourishing careers. The team must reflect this approach across all stages of the hiring process. Attention to detail must begin with the language in the JDs and percolate into email communication, interviews, internship discussions and offer letters. Draft every communication with the consideration that it appeals to the diverse set of people you are wooing.
   

   

   All your campus hiring engagements must help build a strong connect with campuses. The team must work with student associations to conduct suitable campus events. They must hit the ground at the beginning of the year and keep their eyes and ears open to know and capitalise on any campus buzz. They must not miss out on any opportunity to partake in or sponsor any campus event, technical or otherwise. They must be seen, felt and heard on the campus to make your employer brand easily recognisable. That is why the team is crucial. Build the team accordingly.

4. Formulate internship programmes for underrepresented groups

   Having specific internship programmes for the diverse groups you wish to hire is a great way to achieve your goals. Identify, visit or engage with specific educational institutions early on to set the ball rolling. Create internship programmes that suit and appeal to these groups. Highlight the benefits of these programmes. Showcase them as a jumpstart to their careers. Underline the milestones that they can achieve in a few years. Make it attractive to the target group and onboard the best diverse talent. Periodically, present their progress to others so that the next time around, the programme sells itself. Craft your internship-to-permanent-employee hiring programmes wisely to give them the required advantage.

5. Make DEI a key part of your campus engagement
   

   DEI is not seasonal, optional or something done to establish yourself as an equal-opportunity employer. Convey this message to the campuses through a few initiatives. Start DEI dialogues on campus and highlight why and what it means to you. For example, show that you care about LGBTQ+ rights, pay equity and so on. Talk about why you have unisex bathrooms or give people the freedom to choose their pronouns. Identify employee ambassadors from the diverse communities you wish to hire and let them do the job for you. Reach out through social media campaigns to start discussions around more initiatives. Plan mentorship and sponsorship to show that the success of these programmes matters to you. Run year-long programmes for engaging with the campus; let them not be seasonal happenings, confined to the placement season.
   When you have a good team, a well-crafted plan and carefully considered goals implemented with genuine intent and backed by periodic reviews, diversity in campus hiring will become par for the course. You will not need to strive to make it a reality.
   

References:

• learning.linkedin.com
• peoplematters.in
• cornerstoneondemand.com
• untapped.io
• linkedin.com
• hirepro.in/resources/blogs
• keka.com