1. Scarcity of Qualified Talent<\/strong><\/p>\nNowadays, the number of applicants for a single job position can be overwhelming. \u201cWe have seen a crazy explosion in the number of applicants, often surpassing 200-250 for a single position. And only 2% of candidates are qualified. That\u2019s a disappointing scenario,\u201d says Rajesh.<\/p>\n
Every recruiting manager understands the difficulties associated with finding the right resource, with the right skills, at the right time and price.<\/p>\n
This difficulty is even more pronounced in tech companies looking for people working at the cutting-edge of digital technologies, such as Cloud, AI, DevOps and Big Data.<\/p>\n
\u201cAttracting such qualified candidates is now a cause for concern for recruiters. Often, they get multiple job offers,\u201d opines Mehul Bhatt. However, the problem is existing recruitment process is not designed to handle this situation.<\/p>\n
2. Preventing Suspicious Activities During Online Evaluation <\/strong><\/p>\nIt\u2019s a no-brainer that lockdowns forced by the Covid-19 pandemic have encouraged remote hiring, and the trend is likely to continue in the future. While it offers recruiters a wider talent pool of qualified candidates, recruitment-related frauds are also flourishing. Candidates are adopting unique ways to dodge the existing online evaluation processes. Rajesh recalled an incident when a candidate was lip-syncing during the interview while another person was speaking in the background on his behalf.\u00a0 He quips, \u201cwe never had to deal with such issues earlier. Still, it\u2019s a harsh reality of modern virtual recruitment that we all have to accept.\u201d<\/p>\n
It would be na\u00efve to dismiss these incidents as country-specific or one-off issues. Neil Persaud says, \u201cThe stakes of not getting a job can be high, which is the main reason that forces candidates to adopt any means to get a job.\u201d<\/p>\n
A talent manager has to ensure that their organisation doesn\u2019t succumb to such foul play like placing proxies for online assessments and cheating etc. With Emotion AI and Live Video, curbing such suspicious activities is possible to a great extent.<\/p>\n
3. Supply-Demand Mismatch<\/strong><\/p>\nA majority of recruitment-related challenges boil down to just one single reason: the lack of supply of quality candidates compared to demand.<\/p>\n
The solution is also quite apparent to the industry, such as attracting qualified candidates and selecting the right candidates with appropriate skills, expertise and cultural fitment. That\u2019s where Emotion AI can play a pivotal role, and when paired with live video, the combo becomes really powerful.<\/p>\n
4. Unconscious Human Biases<\/strong><\/p>\nRecruitment is a subjective process, and unconscious biases may creep in during the interview process. Recruiters often form an opinion about candidates prematurely.<\/p>\n
Explaining this further, Daya Prakash shares his observation, \u201cI have seen people preferring one candidate over another simply because they share common interests, resulting in rejection of many qualified candidates.\u201d<\/p>\n
While agreeing with Daya, Neil also stressed the importance of eliminating such biases since they can be counterproductive to business interests in the long run.<\/p>\n
\u201cSenior managers often have a penchant for preferring candidates who are their mirror images, but their similarities may not translate in performance at the workplace,\u201d Rajesh raised a valid point.<\/p>\n
Backed by data-driven insights, Emotion AI certainly can help reduce such unconscious human biases.<\/p>\n