Here are some methods to help minimize candidate drop-offs:

1. Clear Job Descriptions: Start by crafting comprehensive job descriptions that clearly outline the job requirements, responsibilities, and expectations. Avoid using jargon or ambiguous language unless it is associated with specific industries or skill sets. This helps candidates understand if they are a good fit for the position and reduces the likelihood of mismatched expectations. which can be avoided before they start the recruitment process.

2. Easy Contact Information: Clearly display contact information for candidates to reach out with any questions or concerns. Make it easy for candidates to connect with a recruiter or hiring manager if they need assistance or clarification during the application process.

3. Simplified Application Process: The days of the lengthy application process where rigour needs to be demonstrated by the potential candidate as an act of intent to join an organisation is long gone, especially since there is no dearth of jobs in the market. Simplify the application process to make it quick and straightforward for candidates to apply. Lengthy and complex applications can discourage candidates from completing the process. Minimize the no of questions, especially in the candidate screening stage and avoid asking for unnecessary information. 

4. Timely Communication: Establish a timely and effective communication system to keep candidates engaged and informed throughout the recruitment process. Promptly acknowledge receipt of applications, provide updates on the progress, and notify candidates of any changes or delays. There are many AI-powered applicant tracking systems with integrated communications modules that reach out to candidates by email, sms and Whatsapp notifications. 

5. Video Interviews Post covid,Video interviews have emerged as a preferred alternative for initial screenings as opposed to in-person meetings since it offers flexibility to candidates, reduce travel requirements and also save time for all parties involved.

6. Efficient assessment & interview scheduling systems: Streamline the assessment process to minimize the time and effort required from candidates. Consider using automated or online assessment tools that efficiently evaluate candidates’ skills and qualifications using automated chatbots/ autonomous systems. Scheduling of interviews can also be done seamlessly between the candidate and the hiring manager without the manual intervention and coordination efforts of the time for all parties involved helping save precious manhours

7. Personalized and Engaging Content: Tailor your communication to candidates, providing relevant information about the company, culture, and benefits.Personalise emails and other correspondence to make candidates feel valued and invested in the process.

8. Competitive Compensation and Benefits: Ensure your compensation and benefits packages are competitive to attract and retain top talent. Candidates are more likely to drop off if they receive more lucrative offers elsewhere.

9. Candidate Feedback: Offer constructive feedback to candidates who are not selected to help them understand why they were not chosen. This feedback can improve their future job search efforts and maintain a positive perception of your company.

These methods help in creating a more candidate-centric and efficient recruitment process, ultimately reducing candidate drop-offs, improving the candidate experience and reducing the application-to-offer timelines and associated ratios.

Now starts the most crucial phase where one of the most important metric – offer to join ratio comes into play. Candidates will be applying to multiple opportunities and will be at different stages of the recruitment phase and it can be safely assumed that multiple companies will be on the lookout for candidates with similar profiles. 

Below are a few steps to ensure that recruiters maintain a healthy offer-to-join ratio 

1. Early Joining Dates: Reduce the hiring cycle by making the joining date as close to the offer date as possible. This discourages candidates from reconsidering their decisions. It also reduces the probability of candidates shopping for other offers in the job market

2. Personalized Onboarding Plan: Develop a personalized onboarding plan for each candidate. Create as many opportunities for engaging with the candidate such as the onboarding process, start date, additional information or documentation required. Highlight & reinforce the importance of the position to the company. Outline what should be expected by the candidate in the first few days or weeks, including orientation, training, and introductions to team members. This demonstrates your commitment to their success and integration into the company.

3. Joining Date Reminders: Send reminders to the candidate a few days before their start date. Include details about the first day’s agenda, required documentation, dress code, and any other important information they need to know. Reminders can be sent until the joining date.

4. Buddy system: some companies assign a buddy to the candidate before their start date. This person can provide guidance, answer questions, and help the candidate feel welcome and supported even before they officially join the company. It also gives the company another engagement touchpoint with the candidate

5. Joining Kit: Ensure that the candidate has a great joining experience on the first day. Ensure their workspace, Company paraphernalia like t-shirts, diaries, pens water bottles, bags, laptops, email id, HRMS systems, Login credentials, access systems, and food coupons, are all set up and ready to go.A few of these can be provided in advance. Addressing these practical matters can minimize any last-minute concerns or uncertainties.

While these methods can increase the likelihood of candidate attendance and create a positive onboarding experience that sets the stage for a successful working relationship, these can be further enhanced by the use of the many solutions available on the Riteire Recruit platform that can be deployed at various stages of the recruitment process. Such as candidate fraud detection during Video interviews, candidate confidence and objective analysis. One of the prime solutions for minimizing candidate drop-offs and no-shows is given by behavioral analysis reports. This solution employs AI-powered features designed to understand human emotions and helps recruiters gauge the enthusiasm/excitement levels of a candidate as he progresses through the different stages of the interview process. This progressive behavioural analytics help recruiters take informed decisions about picking the right candidate. 

The RiteHire Recruit Platform has many such solutions which can be deployed at different stages of the funnel which help optimize the entire recruitment process saving time & effort for all the stakeholders involved.

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Let’s look at a few of the fraudulent practices that are prevalent in today’s times and what’s being done to counter these. 

Candidates may provide false information regarding their educational qualifications, degrees, certifications, or professional memberships. They may create fake documents or exaggerate their achievements to appear more qualified for a position. Candidates may invent previous job titles, positions, or employers to enhance their experience. They may create fictitious roles or inflate their responsibilities and accomplishments to seem more desirable to employers.

Recruiters conduct comprehensive background checks to verify the accuracy of the information provided by candidates. This can include verifying educational qualifications, employment history, professional licenses, and certifications. There are companies that provide background-checking services which are used by recruiters extensively. Ritehire Recruit has developed capabilities that capture the candidate’s facial image and validates the same with their social media profile & Video consent at the time of the interview. Delivering on speed and accuracy of candidate authenticity.

Recruiters also gain insights from previous supervisors, colleagues and peers which can help validate the candidate’s claims of skills, performance & experience. Candidates may provide false contact information or use friends or family members as references instead of legitimate supervisors or colleagues. Recruiters need to validate these references by using the social media profiles of the references given and asking probing questions to the references about the candidate’s skills and tenure.

Candidates may copy content from other resumes or online sources & claim it as their own. This practice allows them to claim skills, experiences, or achievements they don’t actually possess.

Recruiters administer skill assessments and tests that provide objective measures of the candidate’s knowledge and skills. These assessments help to identify discrepancies between claimed qualifications and actual capabilities. There are multiple ATS services today that have these skill assessment tests integrated into the interview process. But these have also been found to be falling short in detecting candidate fraud.  

One of the outcomes of the pandemic is the rise of remote interviews especially in the initial stages. This has thrown up many new fraudulent practices in the recruitment process. Candidates may get another person to take the candidate’s place during these skill assessment tests & live interviews. Candidates may resort to cheating during pre-employment tests, aptitude assessments, or skill-based exams. They might collaborate with others, use unauthorized materials, or employ technology to gain an unfair advantage. Instead of participating in a live video interview, candidates may submit pre-recorded video responses. This allows them to carefully craft their answers, retake as needed, and present a more polished image than they would in a live interview. Candidates may use hidden prompts or notes to cheat during the remote interview. They may have written notes or prompts displayed off-camera or use digital tools to provide answers discreetly. Candidates may secretly collaborate with others during the remote interview. They might have someone off-camera providing them with answers or cues, helping them appear more knowledgeable or competent. Candidates may secretly browse the internet or use search engines to look up answers to interview questions or gather information relevant to the position. This allows them to provide more accurate or impressive responses.

Recruiters have access to services by many ATS providers which mitigate these risks of malpractices to a limited extent. ATS service providers have developed their own platforms for conducting screening interviews. These platforms prevent candidates from switching between different windows. Some of them ask the candidate to do an environment check to make sure no third person is in the room. But this turns out to be a futile exercise as it can be easily circumvented once the interview begins. There are also proctored video interviews which ensure only the candidate is present in the camera frame at the time of the interview. but have proven to be ineffective in detecting another person’s presence in the room who can assist the candidate by way of prompts or voice assists and even answering on behalf of the candidate and the candidate lip-syncs the answer. Recruiters need to pay attention to the audio-visual synchronization of the candidate during the interview. They need to observe whether the candidate’s audio and video are in sync. Lip-syncing issues may manifest as a delay or mismatch between the candidate’s spoken words and the movements of their lips. Recruiters also need to be vigilant for other non-verbal cues that may indicate lip-syncing. Paying attention to the candidate’s facial expressions, eye movements, and body language checking if their expressions align with the words being spoken or if there is a lack of natural synchronization between their facial movements and speech is a very challenging task and many recruiters are not able to do this kind of monitoring while also assessing the quality of the responses to the questions posed. Candidate vocal impersonation according to many reports is emerging as the single biggest malpractice resulting in wrong hires in an organization that disastrous outcomes for many organizations. 

Hence the need for lip sync detection technologies has emerged as the best tool to weed out candidate malpractices during the interview process. With fraud candidates infiltrating the recruitment funnel going to 15%, Candidate impersonation is a menace that can be weeded out using Ritehire Recruit. It uses a combination of Behaviour Science, Applied mathematics & AI tech to detect candidate vocal & facial impersonation. It also validates the candidate’s identity by capturing the photo on the c.v, if prsent during video interviews at the time of giving video consent for the interview. RiteHire Recruit solutions can be used as a check against candidates’ physical and vocal impersonation.

RiteHire Recruit’s AI-powered SaaS solution is the world’s only lip sync-based tech that can detect candidate vocal malpractices. It delivers an astounding 96% accuracy when it comes to fraud detection & malpractices. RiteHire Recruit’s solutions can help you sidestep the dangerous mines of wrong hires

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RiteSearch aka Advanced Boolean Search is a state-of-the-art, patent-pending NLP algorithm, designed to search through the thousands of candidate resumes within the internal repository of a company. This tool enables recruiters to identify the matching candidate profile within the whole repository in a span of a few seconds. Developed on the basic principles of a Boolean Search, RiteSearch uses far more advanced strings of operators to search for matching profiles from a pool of candidate profiles. RiteSearch is designed on the principles of a Boolean Search but is at a much more advanced level. Unlike its predecessor, RiteSearch uses multiple operators beyond the conventional boolean search namely ‘and, ‘or, & ‘not’.

RiteSearch is a logical progression of contextual screening of candidate resumes where the unstructured data from the resumes are already stored within the candidate repository in a structured format. 

Companies involved in recruitment activities either for their internal purpose or recruitment agencies who recruit for their clients, use job portals regularly to search for candidate resumes whenever they have a need. The resumes that are sourced from time to time are stored locally and can be generally termed a ‘Resume Repository’. These repositories can range from a few hundred to a few million based on the scale of their recruitments. These resumes stored in the repositories are in an unstructured format and searching for a relevant candidate when in need is not easy as these are regular doc or pdf files stored within category-based folders which could be based on skills, experience, location, companies, etc. Searching for a relevant candidate will need opening and reading through each of these folders & resumes. The larger the repository, the bigger the problem since it involves dedicating manpower, resources in terms of cost & huge amounts of manhours. Hence, most organisations chose to simply ignore their repository and source fresh resumes from job portals as and when they have a need, but keep saving the downloaded files on their repository as a standard practice without any incentive. This is done despite the costs involved in fresh sourcing, duplication or redundancy of the resumes. 

The resume repository is being meagerly used by converting unstructured data in the form of resumes into structured data. This is currently done manually by converting it into structured data & storing them on Excel sheets. The Excel way of storing data might yield some results when a keyword search is done on the data but has its own challenges such as dealing with manual errors, file size and storage issues, version management, access controls, security and many more. 

More often than not, the files are simply dumped into folders labelled with either skill or role, meaning they have to open each of the resumes when a need surfaces. However, if they had a way to search for the right profiles from within their repository first before attempting a fresh search on the job portals that are chargeable, that solution would be the go-to option since that would make much more economic sense.

RiteHire Search is the AI-Powered solution that will allow organisations to have their own version of a job portal where all the resumes can be stored. The desired data can then be extracted from such an internal job portal in a structured format and can simply use Boolean Search parameters to search for suitable candidates within their own candidate repository.

As and when there is a need for a particular candidate, the recruiter will need to simply key in a search string, basis RiteSearch/ Advanced boolean operators to search for the specific candidate profile, even in the absence of a job description,  from within the candidate repository and the search results are generated within seconds. 

Companies now have the opportunity to utilise their own internal repositories by structuring them into searchable databases by deploying RiteHire Search. This will have a huge impact on not only the HR budgets of organisations but will directly impact the bottom lines of companies by up to 15% in terms of cost saving. The savings in terms of manpower resources and manhours saved is simply so huge that its difficult to quantify 

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Conventionally recruiters have been screening through the resumes manually to come up with a shortlisted set of candidates. Screening each resume takes approximately 10 minutes per resume at the minimum for a mid-level position with about 5-8 years of experience. Now since this is a manual process, it is highly prone to errors, biases, and duplication, along with hindrances in the speed and accuracy of delivering the right shortlists.  With the shortage of talent in the market, this process is no longer acceptable in this competitive scenario where TATs are continuously under pressure due to overall organisation KPIs getting impacted. This has given rise to the situation where the right candidates need to be identified with speed and accuracy to put them through the recruitment funnel. 

Recruiters then moved on to using the CTRL F function to match skills to the JDs and extract data manually from the resume to prepare a shortlist of the candidates. This process still involved manual interventions and was not able to keep pace with the increasing demand for talent to keep pace with technological development across industries. Hence the need for an assistive technology that could aid the recruiter to achieve better results with shorter TATs is sought after. 

This gave rise to resume parsing which is, in layman’s terms, an algorithm that replicates & automates the CTRL F function. Resume parsing is a process that extracts specific information from a resume, such as the candidate’s name, contact information, work experience, education, and skills. It uses a combination of algorithms to identify and extract required data from the resume, but without having the relevancy of the parameters being put into context. This has helped speed up the shortlisting process and has helped reduce TATs. But it still requires manual intervention to read the data wherein the algorithm only screens the resumes based on parameters/keywords set in the JD. It still needs to be validated manually to match the skills to the relevant no. of years, companies, locations etc.

On the other hand, contextual resume screening is the advanced method that has come into existence which uses machine learning algorithms to analyze the context of the entire resume, rather than just extracting specific pieces of information. It takes into account the overall structure of the resume, the language used, and the candidate’s experience and skills to determine whether they are a good fit for the job.

Contextual resume screening can also identify patterns and relationships between different pieces of information in the resume, such as the candidate’s job history and the skills they have developed over time across projects. This can provide a more comprehensive view of the candidate’s qualifications and help recruiters make more informed hiring decisions.

This AI-Powered solution was conceptualized and developed by FeedFront Technologies for their flagship platform – RiteHire Recruit based on the current need for recruitment professionals to demonstrate better TAT without compromising on the speed and accuracy of the deliverables. Contextual Screening is a state-of-the-art, patent-pending NLP Algorithm, designed to read through candidate resumes like a human being does by reading through the entire document line-by-line and then mapping the findings with the JD to decide on the shortlisting – all of this in just under a few seconds.It then converts the unstructured data on the resume into a structured format. The resultant structured data is further classified into personal, skills, employment, education & other details of the candidate as required and customised to the recruiter’s needs. The algorithm recommends whether a candidate is shortlisted or not for the job interview, based on the match percentage with a JD. This structured classification of the candidate details facilitates a faster and more accurate mapping of the candidate with the Job Description in focus. The data picked up as a result of the contextual analysis is accurate to above 90%,

The TATs of HR depts will now be reduced from hundreds of Manhours to mere Manminutes with an accuracy of 90%. 

If you are a recruiter reading this and wondering what are the steps involved. It’s really very simple 

1. Create a JD on the RiteHire Recruit platform 

2. upload resumes/choose resume repository. 

3. RiteHire Recruit will screen through each of the resumes and does the shortlisting of the right candidates within a few minutes – with 90% accuracy.

4. Pick the shortlisted RiteHire candidate & kick off your interview process

In summary, while resume parsing focuses on extracting specific pieces of information from a resume, contextual resume screening takes a more holistic approach by analyzing the entire resume and providing a more detailed assessment of the candidate’s qualifications. All HR leaders and HR professionals will now be able to significantly contribute to the overall organizational KPIs with demonstrable impact on time & cost by deploying RiteHire Recruit solutions from Feedfront technologies.

The post How Contextual Resume Screening Is Better Than Resume Parsing? first appeared on RiteHire - AI Assisted Interview Analyser.

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Clear Job Descriptions: Start by crafting comprehensive job descriptions that clearly outline the job requirements, responsibilities, and expectations. Avoid using jargon or ambiguous language unless it is associated with specific industries or skill sets. This helps candidates understand if they are a good fit for the position and reduces the likelihood of mismatched expectations. which can be avoided before they start the recruitment process.

Easy Contact Information: Clearly display contact information for candidates to reach out with any questions or concerns. Make it easy for candidates to connect with a recruiter or hiring manager if they need assistance or clarification during the application process.

Simplified Application Process: The days of the lengthy application process where rigour needs to be demonstrated by the potential candidate as an act of intent to join an organization is long gone, especially since there is no dearth of jobs in the market. Simplify the application process to make it quick and straightforward for candidates to apply. Lengthy and complex applications can discourage candidates from completing the process. Minimize the no of questions, especially in the candidate screening stage and avoid asking for unnecessary information.

Timely Communication: Establish a timely and effective communication system to keep candidates engaged and informed throughout the recruitment process. Promptly acknowledge receipt of applications, provide updates on the progress, and notify candidates of any changes or delays. There are many AI-powered applicant tracking systems with integrated communications modules that reach out to candidates by email, sms and whatsapp notifications.

Video Interviews: Post Covid, Video interviews have emerged as a preferred alternative for initial screenings as opposed to in-person meetings since it offers flexibility to candidates, reduce travel requirements and also saves time for all parties involved.

Efficient Assessment & Interview Scheduling Systems: Streamline the assessment process to minimize the time and effort required from candidates. Consider using automated or online assessment tools that efficiently evaluate candidates’ skills and qualifications using automated chatbots/ autonomous systems. Scheduling of interviews can also be done seamlessly between the candidate and the hiring manager without the manual intervention and coordination efforts.

Personalized and Engaging Content: Tailor your communication to candidates, providing relevant information about the company, culture, and benefits. Personalize emails and other correspondence to make candidates feel valued and invested in the process.

Competitive Compensation and Benefits: Ensure your compensation and benefits packages are competitive to attract and retain top talent. Candidates are more likely to drop off if they receive more lucrative offers elsewhere.

Candidate Feedback: Offer constructive feedback to candidates who are not selected to help them understand why they were not chosen. This feedback can improve their future job search efforts and maintain a positive perception of your company.

These methods help in creating a more candidate-centric and efficient recruitment process, ultimately reducing candidate drop-offs, improving the candidate experience and reducing the application-to-offer timelines and associated ratios.

Now starts the most crucial phase where one of the most important metric – offer to join ratio comes into play. Candidates will be applying to multiple job opportunities and hence,  will be at different stages of the recruitment phase and it can be safely assumed that multiple companies will be on the lookout for candidates with similar profiles.

Below are a few steps to ensure that recruiters maintain a healthy offer-to-join ratio.

Personalized Onboarding Plan: Develop a personalized onboarding plan for each candidate. Create as many opportunities for engaging with the candidate such as the onboarding process, start date, additional information or documentation required. Highlight & reinforce the importance of the position to the company. Outline what should be expected by the candidate in the first few days or weeks, including orientation, training, and introductions to team members. This demonstrates your commitment to their success and integration into the company.

Joining Date Reminders: Send reminders to the candidate a few days before their start date. Include details about the first day’s agenda, required documentation, dress code, and any other important information they need to know.

Buddy System: Some companies assign a buddy to the candidate before their start date. This person can provide guidance, answer questions and help the candidate feel welcome and supported even before they officially join the company. It also gives the company another engagement touchpoint with the candidate

Joining Kit & Formalities: Ensure that the candidate has a great joining experience on the first day. Ensure their workspace, Company paraphernalia like t-shirts, diaries, pens, water bottles, bags, laptops, email id, HRMS system updation, login credentials, access systems, and food coupons, are all set up and ready to go. A few of these can be provided in advance. Addressing these practical matters can minimize any last-minute concerns or uncertainties.

While these methods can increase the likelihood of candidate acceptance & attendance and create a positive onboarding experience that sets the stage for a successful working relationship, these can be further enhanced by the use of the many solutions available on the RiteHire Recruit platform that can be deployed at various stages of the recruitment process. The platform is equipped with many AI Powered analysis reports which empowers a recruiter to take informed decisions to optimize the entire recruitment funnel and processes resulting in hiring the right candidates from the pool of applicants.

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When the entire recruitment cycle is fully autonomous, it brings in a host of benefits to companies and recruiters:

Firstly, it can make the recruitment process a breeze. From screening to hiring, our AI-powered super bot can process hundreds of resumes in no time. The time to hire can be brought down by a whopping 70%, resulting in faster recruitment turnaround. This is a big boon for companies hiring in large numbers.

Secondly, Autonomous Interview can save a lot of money! According to research conducted by a prominent job portal, average hiring costs for a non-executive position is around $4,700 and for executive position it can go up to $14,936. Of this, 38% cost is attributed to manpower. The RiteHire Autonomous Interview can straightaway cut down your expense by a third.

A scientific approach is always data driven and when decisions are made based on data, the resultant is a stable and efficient outcome. With RiteHire, recruiters will see the transition in the candidate’s mindset from one stage to the other and as a result, can detect candidates who are more likely to drop off midway through the recruitment cycle or may end up rejecting the offer eventually, thus save considerable cost and time. An candidate recruited via the Autonomous-Interview has 50% less possibility of rejecting the offer, ensuring lower opportunity costs.

Thirdly, Autonomous Interviews can reduce 90% of HR managerial time which can instead be deployed for mission critical functions.

Fourthly, RiteHire is super-efficient with about 98% accuracy in detecting candidate malpractice or frauds involving vocal and physical impersonation saving the company of unnecessary risks.

Finally, A bad hire can cost the hiring companies dearly, and research suggests it can go all the way up to 300% of the employee’s salary. Extensive internal research has shown that RiteHire Autonomous Interview can reduce bad hires by up to 80%, saving significant costs.

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The recruitment function has been going through some level of automation but the use of technology was largely limited to basic workflow management. AI interventions can be transformational for recruiters. What can AI do for recruiters which standard automation cannot? A lot in fact. Let me throw some light on the benefits it brings in for recruiters.

Firstly, AI can save significant costs. A recent study says that companies process 250 resumes to fill one open position. That is a lot of manual work. AI can completely replace manual screening of resumes saving enormous amounts of manual labour for companies.

Secondly, AI can tremendously enhance Turn Around Time (TAT). Imagine, AI can screen resumes at speeds much faster than any human can do. A good AI system can do the work of dozens of recruiters in no time. Companies can significantly improve their TAT time for potential employers.

Thirdly, AI can bring in accuracy. Most of the automated resume screening currently happens through key word search. This is not only rudimentary but runs the risk of missing out on good candidates. AI takes a multi-pronged approach to screen resumes and hence can be near 100% accurate every time all the time. 

Fourthly, AI can eliminate the bias of humans. No matter the experience, recruiters’ judgement can be highly subjective. This inherent bias can seriously undermine the ability of companies to consistently recruit good candidates. AI resume screening and interview processes can eliminate these human biases fully. 

And, finally AI can save massive costs for recruiters by dramatically improving productivity, enhancing speed of delivery and bringing high efficiencies.

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With the rise of online interviews, candidate interview frauds are also on the rise. We at RiteHire conducted a survey to understand how many companies actually have the capabilities to detect candidate malpractice.

The result was startling. A whopping 70% of the companies lack capabilities to detect candidate fraud during interviews. It essentially means a lot of candidates are getting away with impersonation related malpractices such as vocal impersonations and physical impersonations and companies as a result end-up hiring wrong candidates.

RiteHire study also showed that as many as 97% of the companies rely on popular video conferencing tools to conduct interviews. Popular video conferencing tools are meant for general meetings or communications and are not built for interviewing candidates as they do not comply with some basic feature necessities that are considered required for most AI assessment tools to derive accurate assessments.

With online interviews becoming a commonplace, it is imperative for companies to have a professional interviewing tool which not only streamlines the entire process but also detects candidate malpractices at large.

What’s the way out? RiteHire, an AI-powered Interview Analysis Tool, can solve the problem of candidate malpractice very effectively and efficiently. RiteHire’s Voice Impersonation Detection capability has a near 99% success rate. The product has been tested in over 35,000 interviews and it has been accurate 98.68% of the time!RiteHire’s algorithms uses multiple image processing techniques, body language parameters and voice recognition technologies to achieve near-99% accuracy for companies. With a fool-proof multi-pronged approach, you can, not only spot impersonation incidents easily but also provide advance report on candidate’s confidence, personality, behaviour, communication and skills levels.

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From manufacturing to services and old economy to new economy, automation is slowly but surely taking over! The value proposition of automation is becoming increasingly compelling by the year.

As we all know, automation was mainly limited to basic, repetitive and unintelligent processes hitherto. But automation is becoming more and more intelligent by the day.

Despite enthusiastically facilitating implementation of automation in various divisions of their businesses, HR has largely shied away from automating their own processes with the exception of the payroll function.

However, considering the humongous volumes of resumes companies process and the number of candidates they interview, the recruitment function of HR can greatly benefit from automation.

A study says that companies process 250 resumes to fill one open position. HR departments in some companies have attempted automating the recruitment process but it has been limited to basic workflow automation while a major chunk of work is still done manually.

More recently, some amount of intelligence was used in resume screening through the likes of key word search. However, automation was still rudimentary. With advancements in artificial intelligence and machine learning, the entire recruitment value chain can be automated in a very intelligent manner.

Firstly, AI-driven automation can replace your archaic keyword-based search for resume screening with advanced JD-based contextual screening, which is near-100% accurate. It can screen thousands of resumes for potential candidates in a matter of few minutes, which is way faster and efficient when compared to humans, thus speeding up the entire process several fold.

Secondly, AI-powered automation can also schedule and conduct interviews on an autonomous mode. It can either partially eliminate the burden on recruiters by scheduling interviews only and letting the recruiters conduct the interview, or completely own the task of scheduling and conducting the interview as per the candidates availability freeing up the recruiters for other critical tasks on-hand. As a result, conducting thousands of interviews on a daily basis with minimal recruiters onboard is no longer a far-fetched dream but a reality now.

Thirdly, it can assist interviewers shortlist the ideal candidates by accurately identifying the candidates against impersonations, analysing candidate body language for confidence, behavioural & personality traits and analyse skill levels on communication and other related skills.

Finally, Time is ripe for complete automation of the recruitment value chain where we have access to technology that’s proven and tested, alongside the much-needed infrastructural support being available across the board.

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Hiring is a resource-intensive exercise. Companies spend significant time, effort and money to hire candidates. Unfortunately, hiring genuine and quality resources is becoming increasingly difficult for HR professionals, thanks to the new trend of online interview malpractice.
A recent report in the Times of India highlights how online interview malpractices, especially voice impersonation where a proxy responds to questions while the candidate lip syncs, are creating havoc for companies.
The cost implications of a wrong hire are immense for companies. According to a report by Deloitte, the average ‘cost per hire’ is $4,000! Though hiring costs vary by region and industry, various reports suggest that companies spend about 50-60% of the employee’s annual salary as hiring cost. Other costs such as those for maintaining a team of recruiters, fee paid to online platforms, cost of onboarding, cost of training, etc., also add up to the overall cost.
Hiring a wrong candidate can have severe non-financial impact on a company’s ability to deliver projects. In the long run, if such malpractices go undetected, companies run the risk of litigations and tarnishing their brand equity permanently.
How can a company protect itself from such malpractices? Manual checking is one way. However, when a company is conducting hundreds and thousands of interviews online, it is humanly impossible to detect these frauds.
Technology is the solution. Rite Hire, an AI-powered Interview Analysis Tool, can solve the problem of candidate malpractice very effectively and efficiently.
Powered by Artificial Intelligence and Machine Learning, Rite Hire’s Voice Impersonation Detection capability has a near 100% success rate. The product has been tested in over 35,000 interviews and it has been accurate 98.68% of the time!
Rite Hire’s product uses multiple Image Processing techniques, body language analyses and voice recognition technologies to achieve near-100% accuracy for companies.
To know how Rite Hire SAAS product can help you prevent candidate malpractice, please talk to us and we show you how it works.

The post Companies spend 50-60% of employee’s annual salary as hiring cost. first appeared on RiteHire - AI Assisted Interview Analyser.

The post Companies spend 50-60% of employee’s annual salary as hiring cost. appeared first on RiteHire - AI Assisted Interview Analyser.