Adrenalin’s Global Expansion and HR Technology Innovations: A Look into the Future
CXOToday has engaged in an exclusive interview with Srinivasa Bharathy – CEO, MD
- Tell us about the future and expansion plans of Adrenalin
Currently, we have a strong presence in India, and a few countries in the Middle East, Africa and the Asia Pacific. In the Middle East, for eg, we are the leading HR tech provider in the UAE today. Similarly in the Asia Pacific, we have established ourselves as the number one choice for enterprises in the Philippines.
As part of our expansion efforts, we have expanded our reach in Saudi Arabia, Qatar, Kuwait, Bahrain and Egypt in the Middle East and across many African countries. We offer our solution through strategic partnerships in Kenya, Zambia, and Mauritius.
Over the next 12–18 months, we plan to build on this momentum and expand into Malaysia, Singapore, Indonesia, Thailand, and Vietnam. These strategic initiatives demonstrate our commitment to offering our transformative solutions to more organizations worldwide and solidifying our position as a global HR tech leader.
- How does Adrenalin help companies to smoothen the HR process?
Adrenalin’s flagship HR platform, Adrenalin Max, enables companies to design candidate-to-employee -to- alumni experiences that enhance overall productivity, employee engagement, and business outcomes.
To date, Adrenalin has transformed HR operations for more than 1,500 mid to large enterprises across 70+ countries, creating great employee experiences for 3 million+ users. This is a testament to how Adrenalin streamlines and accelerates HR processes across industries, geographies, and demographics. A key success story is a large global manufacturing organization that automated its HR, Payroll and Labor Compliance across 40+ countries for 50,000+ employees using our highly extensible HR Tech platform. This showcases the configurability of Adrenalin in providing contextual and a personalized employee experience across the organization.
To further elevate employee experience for the modern workforce, Adrenalin offers an omnichannel solution (Mobile App, WhatsApp, Microsoft Teams, etc.) facilitating transactions anytime, anywhere, anyway.
Keeping in line with the recent shift in focus toward AI, Adrenalin has introduced features like integration with Generative AI, Talent Scan and AI-based resume ranking, simplifying the entire Talent acquisition and Talent management functions. To elevate the day-to-day experience of employees, Adrenalin MAX automates redundant and manual tasks with its revolutionary ChatGPT-enabled AI Copilot, Sara.
In addition to improving the functional aspects, Adrenalin improves organizational sustainability by tracking the health and wellness of employees, such as their mental and physical well-being. This can help the organization assess and take corrective measures, such as providing timely counseling.
A key aspect of our offering is also MAX Learn, a comprehensive LMS that provides continuous and personalized learning with learning plans tailored based on role and skills, increasing employee engagement and commitment to the job.
In all, Adrenalin continues to innovate and redefine how HR technology can enable organizations to drive superior employee experience and thereby catalyze organizational growth.
- Given concerns about AI bias, how are enterprises planning to enhance transparency in their recruiting technology to ensure fair and equitable hiring practices?
The concerns about AI bias are justified given that machine learning is core to the training of AI models. For example, in a recent study, it was found that a large MNC’s hiring algorithm favored males for specific roles. This was because it deciphered that the industry was male-dominated as a result of analyzing resumes for a decade. To fix this, the organization tweaked the algorithm to be neutral to gender keywords.
When it comes to managing AI bias, several steps can be taken to ensure fairness and accuracy in models. First and foremost, training the models on diverse datasets that reflect real-life situations is crucial. This means incorporating a wide range of examples to avoid bias in training data. Another important aspect is accurately defining what fairness means for your specific organization and setting up dependent metrics to measure it. This helps in assessing whether your AI systems are behaving in a way that aligns with your fairness goals.
In addition to this, periodic reviews of the recruitment process is essential. Make sure that the teams involved in creating and maintaining AI models are diverse and inclusive. This diversity helps in bringing different perspectives and reducing the risk of bias.
Lastly, including humans in the loop is a vital step. Even the most advanced AI systems can benefit from human oversight. Humans can intervene when necessary to correct potential biases and ensure that the AI makes fair and ethical decisions.
By following these steps, one can go a long way in mitigating AI bias and promoting fairness in AI systems. For positive employer branding, enterprises shifting toward AI transparency should ensure compliance with AI regulations, better visibility on factors that influence AI outputs, and Personal Information security.
- What strategies are organizations implementing to attract a more diverse talent pool and expand talent pipelines for nontraditional candidates?
In today’s rapidly evolving business landscape, leading companies are actively taking steps to foster diversity within their workforce. These strategies not only promote a more inclusive and equitable workplace but also contribute to improved innovation and overall company success.
One of the key measures that companies are adopting is the creation of an inclusive company culture. This means establishing an environment where employees from diverse backgrounds feel welcomed, valued, and respected. It involves promoting open communication, empathy, and a sense of belonging for everyone, irrespective of their background or identity.
Another critical aspect of promoting diversity is setting recruitment goals to source talent from underrepresented groups. Companies are actively seeking to diversify their talent pools by identifying and reaching out to individuals who might not have had equal opportunities in the past. These goals often involve specific targets for hiring candidates from diverse ethnic, gender, and cultural backgrounds.
To emphasize their commitment to diversity and equal opportunities, companies are also incorporating Equal Employment Opportunity (EEO) statements in their job postings. These statements explicitly communicate that the organization is an equal-opportunity employer and does not discriminate based on race, gender, religion, or other protected characteristics.
Examining and improving the hiring process is another vital step in this journey. Companies are taking a closer look at their procedures to identify and eliminate unconscious biases. This involves conducting training for hiring teams to raise awareness of potential biases and implementing more objective evaluation criteria.
Furthermore, companies are evaluating new talent sources to expand their reach and connect with a wider range of candidates. This may involve partnerships with organizations that specialize in recruiting from underrepresented groups or tapping into networks and platforms that offer access to diverse talent pools.
Incorporating these strategies and actively working to enhance diversity in the workforce is not only a moral imperative but also a sound business decision. Diverse teams bring different perspectives and ideas to the table, driving innovation and enhancing the overall effectiveness of the organization. It’s a win-win for both employees and the companies they work for.
Adrenalin enables diversity and gender equality by presenting a detailed analysis of how compensation is designed in the system and of the diversity of the gender population in an organization. The top management can then act upon it to ensure that gender equality is maintained in the compensation parameters with how they’re paying the workforce, as well as the ratio of various genders and how to bring diversity and equality into the entire organization.
- How is the adoption of remote interviewing impacting the industry as a whole, and what transformative aspects of recruitment processes are currently trending in other sectors?
The pandemic may have initially pushed companies to adopt remote interviewing, but the benefits it offers have made it a permanent practice. Remote interviewing has become a widely recognized and embraced method for several reasons.
One significant advantage is the reduced time-to-hire. With remote interviews, the recruitment process becomes faster and more efficient. Scheduling interviews at flexible times is another key benefit, allowing both candidates and interviewers to find convenient slots.
Companies can now involve multiple interviewers from different locations, expanding the scope of assessments and ensuring thorough evaluations. This also opens the door to a wider talent pool, as geography is no longer a constraint.
Financially, remote interviewing is a winner. It cuts down on costs related to travel and accommodations. Additionally, all interviews and assessments are digitally recorded, creating a valuable record for future reference and decision-making. In summary, remote interviewing has evolved from a necessity to a strategic and cost-effective choice for businesses.
Remote interviews have their advantages, but they also come with some downsides. For one, you might miss out on essential non-verbal cues that can reveal a lot about a candidate. Additionally, showcasing your company culture and building rapport might be a bit challenging when you’re not physically present. It’s not always easy to have uninterrupted exchanges during remote interviews, which can affect the depth of your interactions. So, while remote interviews have their perks, it’s crucial to be aware of these potential limitations.
Speaking of recruitment, it is constantly evolving to be more dependent on technology. There are several key trends shaping the recruitment landscape. For instance, there’s a growing emphasis on employer branding, with a strong focus on diversity, equity, and inclusion. This not only attracts top talent but also fosters a more inclusive workplace.
The candidate experience is now a top priority, starting right from the application process. Technology, particularly AI, plays a vital role in data-driven recruitment, making the process more efficient and effective. Talent pools are being nurtured with standardized skill assessments, promoting internal mobility and succession planning.
Recruiters are also creating talent networks using past candidates and encouraging collaborative hiring to harness the power of referrals. These trends highlight the evolving nature of recruitment, which is becoming increasingly tech-driven and candidate-centric.
