Companies Embrace AI: Screening Interviews May Involve Bots
As artificial intelligence (AI) continues to revolutionize various industries, its impact on recruitment processes is becoming increasingly significant. Companies such as Fractal Analytics, UST, and Happiest Minds are now utilizing AI-driven bots to conduct interviews and assessments, transforming the traditional hiring landscape. This shift is largely driven by the growing volume of job applications and a persistent shortage of tech talent, with nearly half of mid-to-large tech firms incorporating AI into their hiring strategies.
AI’s Role in Recruitment
The integration of AI in recruitment has evolved dramatically over the past five years. Initially, AI was primarily used for scanning resumes, but it has now advanced to the point where it can effectively conduct interviews. Savita Hortikar, HR head at FractalAI, highlights the capabilities of their in-house AI engine, Ikigai, which generates unique, role-specific test papers in real time. This innovation minimizes repetition and reduces the chances of cheating, ensuring that each candidate receives a fresh assessment. As a result, the quality of hiring has significantly improved, according to Hortikar.
The flexibility offered by AI-led interviews is another major advantage. Rajesh Chandran Sogasu, head of talent acquisition at Happiest Minds, notes that many candidates prefer late-night interviews, which can be challenging for human panels to accommodate. The company’s AI handles initial rounds by posing scenario-based technical questions and evaluating responses, which are subsequently reviewed by the hiring team. This approach not only streamlines the process but also enhances the candidate experience.
Enhancing Efficiency and Security
At UST, AI plays a crucial role in both assessments and proctoring. Kishore Krishna, VP of talent acquisition and resource management, explains that their AI system can detect whether answers are original or generated by AI. The technology also monitors for suspicious behaviors, such as tab-switching and eye movement, to prevent impersonation during interviews. UST has reported a 20% reduction in hiring time due to these advancements, with expectations of up to 50% once fully integrated.
Moreover, UST’s AI has proven effective in identifying fraudulent offers. Last year, the company flagged over 500 suspicious offers through AI-based video audits, which detected discrepancies between interviewees and candidates who received job offers. This capability not only enhances the integrity of the hiring process but also protects the company from potential fraud.
Beyond Technical Skills
AI tools are not limited to assessing technical skills; they also evaluate behavioral and communication traits. At Fractal, the Ikigai engine analyzes candidates’ responses to questions about their job search motivations, examining tone, structure, and coherence to provide insights into their mindset. This comprehensive approach allows recruiters to gain a deeper understanding of candidates beyond what is presented on paper.
The automation of initial assessments is reshaping the role of recruiters. Milind Shah, MD at Randstad Digital India, notes that AI is identifying strong candidates, even those with poorly written resumes. This shift allows recruiters to focus more on selling the job and assessing cultural fit, rather than spending excessive time on initial screenings.
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