Tackling the effects of candidates using AI to crack assessments in recruitment

An Exclusive Interview with Aditya Malik, Founder & CEO, ValueMatrix and Mentor – DeepTech Club at Nasscom

ValueMatrix as an HR technology company is set to make tech hiring free of intrusion of irrelevant
profiles, incongruent resumes and insignificant information., is their AI-enabled
proprietary product which is a Machine Learning run HR platform that helps in the validation of
candidate profiles and resumes. Value Matrix strives to bring in more diversity and inclusivity across
organizations and thereby enable better growth and promote unity among people of the workforce. And they strongly believe that it is the diversity, team morale, employee experience and the predictable success of the people which are the defining factors in success of an organization.

  1. What are the heights AI has reached in terms of creating the best possible recruitment process

From a heights perspective – it’s both productive and counterproductive as far as we see AI getting utilized for recruitment.

If a hiring manager is asked what kind of candidate she would essentially want in her team, the answer could be as accurate or vague as “a great one”. Which cannot be classified into a specific category nor does it involve indications of the expected traits. To put things into perspective, let’s take a scenario where the bots or avatar asks a candidate: “Are you a great candidate for this role?” While this could be an overly simplified question, the chances of the candidate saying “No” to it is also scarce. The best hiring happens when the right fit candidate gets attracted to the right role, manager and team, is within the budget range and is found within the stipulated time-line through a reasonable amount of expenditure on the hiring.

Thus, it would not only meet the requirements of the hiring manager and the candidate but also hits five stars across key metrics for the people function of the organization. Research shows that the overall work stimulation of such a hire would be seven times in that case as compared with the conventional hiring devoid of the multi-way match.

  1.  How do candidates use the same AI as a counteracting force to crack assessments

Let’s face it, why would Darwin’s theory not be applied here? Being able to showcase a momentary edge is not the same as being intrinsically fitter than the rest of the pool. The same can be applied here in such conventional hiring processes. Candidates are figuring out ways to outsmart the idyllic recruitment processes possibly designed to cast a wider net in line with the DEI expectations.

It becomes a game of catch 21 at best where both sides are trying to win one over the other. To convolute the situation further Gen AI makes its entry, where now, candidates are able to tweak resumes, build online profiles and portfolios with ease and without organic efforts. The present recruitment tools don’t stand a chance against the hyper usage of Gen AI.

This newfound practice results in everyone looking the same on record or online. When so many look great on paper are we sure we are digging in deep enough to really understand them truly? Or has such a large percentage evolved over the last few quarters? Darwin must surely feel an unsettling discomfort in his grave thinking about our current hiring predicament.

  1. What are the means to tackle such instances where AI is wielded to nullify the efforts of AI

Any form of written document or profile openly curated and sent by the candidate needs to be thoroughly validated since it could be infected by ‘for a lack of a better word’ or tweaked by Gen AI. Data is consciously/subconsciously being received continually, all while HR Teams strive to keep the process non-intrusive and lengthy to ensure the true subset of nature, culture and behavior is not lost. All the skills which are relatively easy to check for also need to be ensured of its non-standardized nature to eliminate the chances of the process being gamed via practice. This is where AI tools come out; to tackle these very specific yet common issues.

  1. The future of AI in HRTech: advancements, security and efficiency
The future of AI in HRTech possesses significant potential for the transformation of various aspects of recruitment and hiring. With the oscillations in hybrid, remote and work from home  there is a greater need for bettering remote employee well-being, optimizing schedules and maintaining team collaborations. Ranging from chatbots and virtual assistants to performance management and data driven insights, AI has proven to be the chosen one for the simplification of all things HR in today’s world. As technological advancements continue to evolve it will be crucial for HR Teams to stay updated and to harness the potential of AI in a responsible way. Most importantly, I believe if we fundamentally get things right by multi-way matching, where the self-determination of the candidate is in sync with the role, environment and the leadership support that would be naturally made available, a lot of problems would intrinsically vanish.
Prittle Prattle News composed this article as an Interview.
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