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AI screening has become the latest trend for large scale virtual hiring
- Akanksha Gupta
- Nov 01, 2021
- Updated on: Oct 28, 2021
.jpeg "AI screening has become the latest trend for large scale virtual hiring")
It can be observed across industries how the development of technologies has entirely reinvented and systematically improved how various systems and processes used to take place. Something similar has also happened with the recruitment industry.
The advancement of technology and adoption of Artificial Intelligence and Machine Learning has altered the way candidates appear for their assessments and interviews, easing the challenges of recruitment officers, allowing the organizations to screen thousands of candidates in a single day.
(Must Read: Basics of Machine learning: Types and Applications)
A Shift in the Recruitment Industry
A study was conducted by the US Department of Labor and Gallup which suggested that the traditional process of recruitment was only 16% effective for finding a suitable candidate according to the role designated by organizations.
The emergence of new technologies like online professional job networking websites based on AI screening, Applicant Tracking Systems, AI, and ML-based proctoring systems have produced new solutions and effective methodology for candidate screening.
How does the technology work?
The algorithms that are utilized for this recruitment process make use of inputs from real-time data, subsequently analyzing it and providing results rapidly that cuts the downtime and energy invested in large-scale screening. The three fundamental concepts of machine learning, neural networks, and deep learning form the premise for the automation of the entire process beginning from the applications for candidature, screening for resumes that match the job profile, scheduling of timing for proctored assessments, and interviews.
As highlighted by Mr. S Pasupathi, Chief Operating Officer at HirePro, this shift is occurring because organizations find value in the adoption of a technologically based process of recruitment. The traditional recruitment process could allow a limited number of insights mainly in terms of the number of questions answered right or wrong by a candidate and the final score.
However, with the AI-based proctored assessments, that limitation has been lifted. Insights gathered now include not only the final score but also how many difficult or easy levels of questions the candidate has attempted, how many of those were they able to get right, how much time they spent on each particular question.
(Also read: How is AI revolutionizing Cloud Computing?)
Traditionally, there used to be one or two invigilators for over 50 candidates. With video proctoring, the camera on each individual’s screen records and evaluates this data along with looking for any background noises, or if the candidate is switching between the screens. If somehow, the person is able to copy the system alerts the behavior.
Additionally, it also provides inputs if an individual has taken really less time to answer a question which is not practically possible in that recorded period which means they have taken some unfair means.
“The entire process of selection can happen in a manner where you can be sure that the authenticity and sanctity of assessment have been preserved,” said Mr. S Pasupathi.
What makes it relevant?
Although the shift to automation within the recruitment industry started before the pandemic, the complete adoption of it came when there was an urgent need for recruitments while the recruiter, the hiring manager, and the candidates were all bound in different geographical locations. This sudden need for the orchestration of the entire process remotely allowed the major part of the adoption of the automated hiring process.
As explained by Mr. S Pasupathi, the first stage is completed through AI sorting the resumes based on relevance for the profile. In the second stage comes the assessments and the interviews where effective measures had been taken to make sure that HirePro proctoring operates even in low bandwidth.
“Pre-covid campus recruitment drives, around 2.5 to 3 lakh engineering students used to enter the hiring process. The companies would send their 5-15 senior key resources for four days per college. In the case of hiring 20,000-30,000 employees, it would require 5-6 months. With the introduction of automation of the recruitment process, the entire set of colleges can be screened in one go.” said Mr. S Pasupathi.
He continued that with the technology replacing the manual process of going through every resume, it is also possible to put your own filtration criteria.
“The process of identifying the panel and getting a confirmation of who is going to visit the campus used to take around 30 days. With the automation, it takes 6-7 working days”, he affirmed.
S. Pasupathi disclosed that HirePro can facilitate remote tests on a scale of 7000-8000 on a single day per client, which can be done for around ten customers at any given time. This method allows the 6-month long process to be completed within three weeks. Whereas, up to ten thousand interviews can be conducted within one day for a single organization. Practically, the entire recruitment process is over under 60 days.
He added that “You need to shortlist students instead of colleges. A company might want to hire students who are geographically nearer instead of a good college which might be on the other side of the country. Technology has made this possible.”
Automation provides a solution to reduce fraudulent behavior
With high volumes of participation in the video proctored assessments, data points are collected about the general behavior of candidates, and any suspicious activity is reported.
There is almost 100 percent accuracy with the identification of the person who has registered as the one who is taking the test. To make certain that during the test there is no other additional help the candidates might be receiving, either through an individual in the premises, or the usage of a computer, the platform locks down all other process tracks the system might be running. It makes sure that there are no additional connected screens or keyboards.
“We are always trying to figure out ways and means of relying not only on technology but also on other means to counter malpractices during assessments.”
The test is also designed in a manner that if a person is spending too much time they might not be able to complete the test. HirePro includes multiple elements of not only technology but also content which plays an important part in figuring out whether any malpractice is being done.
“There might be a rare scenario of a disturbance where there might be no cause but the AI will mark it and the recruiter will be able to decide,” he added.
Mr. Pasupathi maintained, the cases of these fraudulent cases are reducing. The first element was the uncertainty of the candidates if the system can figure out or catch the fraudulent activities, now they know the repercussions of having recorded evidence.
A lot of data is being collected by the platform around candidate behavior and it figures out what is appropriate or not. It records how many times you look away from the screen and for how long. If a candidate moves away from the screen, it marks them as trying to engage in suspicious behavior.
The assessments are also designed in a fashion specifically with the technical questions so the malpractice can be managed if someone is present there in person, which will subsequently get noted by the level of background noise and such other factors.
(Suggested Read: How is AI used in Fraud Detection?)
A convenient option for candidates
HirePro’s Campus Hiring Workflows, powered by AI offers adoption with end-to-end process automation, remote automation with speed, accuracy, superior candidate experience, virtual onboarding, detailed analytics, and security.
Artificial Intelligence in the hiring process ensures the discrepancies through human errors are covered. The system continuously screens all the details that are being filled for the screening, so in case, there is a difference in the details filled and the identification cards uploaded the system can identify and ask the candidate to confirm if they want to rectify the name. Since this is the name that is later recorded in the offer letter, it facilitates a smoother process and helps avoid further inconveniences.
The remote AI screening process has also made it convenient not only for enterprises but also individual candidates to log in at a particular time from any remote location for the interview and selection tests.
The comfort and convenience of this allow the natural performance of the candidate to reflect. HirePro also provides an option for lobby interviews where candidates choose when they are available for the test or the interview rather than the recruiter scheduling the same. This seamless process allows a lot of activity to be put in the hands of the candidates.
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