AI in Recruitment: The Next Big Leap in India’s Recruitment Landscape

CXOToday has engaged in an exclusive interview with Sekhar Garisa, CEO, foundit


How will technology influence talent acquisition in the future? Will the AI recruiter completely replace the HR department? What changes will be made to the overall hiring process and the recruitment landscape? 

Technology is set to have a profound impact on talent acquisition in the future, but it’s unlikely to completely replace the HR department. Instead, it will augment and enhance HR functions. Here are some key trends and changes we can expect:

  1. AI-Driven Recruitment: AI will play an increasingly prominent role in the recruitment process. AI algorithms can quickly analyse large volumes of resumes, identify top candidates, and even conduct initial interviews through chatbots. This automation will significantly reduce the time and effort required for initial screening.
  2. Data-Driven Decision-Making: Data analytics will become central to talent acquisition. HR departments will use data to identify trends, assess the effectiveness of hiring strategies, and make data-driven decisions about where to find the best talent.
  3. Personalized Candidate Experiences: AI will enable more personalized and engaging experiences for candidates. Chatbots can provide instant responses to candidate queries, and AI-driven tools can tailor job recommendations based on a candidate’s skills and preferences.
  4. Skills Assessment: AI-based tools can assess a candidate’s skills more accurately, reducing reliance on traditional resumes and interviews. Skills assessments can help identify candidates who are the best fit for a role.
  5. Diversity and Inclusion: AI can help address biases in hiring by focusing on objective criteria rather than subjective judgments. It can also actively promote diversity by identifying diverse candidate pools.

Rather than replacing HR departments, AI will empower HR professionals. They can use AI tools to make more informed decisions, streamline administrative tasks, and focus on strategic aspects of talent management. In summary, technology will revolutionize talent acquisition by automating tasks, improving decision-making, and enhancing the candidate experience. While AI will play a significant role, HR departments will continue to be vital for strategic planning and human interaction.


What are the specific advantages the integration of AI in the recruitment process brings to organizations?

  1. Efficiency: AI can automate time-consuming and repetitive tasks, such as resume screening and initial candidate communication. This significantly reduces the time-to-fill job vacancies and frees up HR professionals to focus on strategic aspects of recruitment.
  2. Cost Savings: By automating tasks and reducing the need for manual intervention, AI can lower recruitment costs. It minimizes the need for external recruiting agencies and helps organizations make more cost-effective hiring decisions.
  3. Improved Candidate Matching: AI algorithms can analyze candidate data and job requirements to identify the best-fit candidates. This results in higher-quality hires who are a better match for the organization’s needs.
  4. Enhanced Candidate Experience: Chatbots and AI-driven tools can provide candidates with immediate responses to their inquiries, improving their overall experience. Personalized interactions and quicker feedback contribute to a positive candidate perception of the organization.
  5. Data-Driven Decision-Making: AI generates valuable insights from large datasets, allowing HR professionals to make data-driven decisions. They can identify trends in recruitment, assess the effectiveness of sourcing channels, and refine hiring strategies. AI-driven recruitment tools can help reduce unconscious biases in the hiring process. They evaluate candidates based on objective criteria rather than subjective judgments, promoting diversity and inclusion.
  6. Scalability: AI recruitment tools can handle a high volume of applicants without a proportional increase in HR staff. This scalability is particularly valuable for organizations experiencing rapid growth or fluctuations in hiring needs.
  7. Competitive Advantage: Organizations that effectively leverage AI in recruitment gain a competitive advantage in attracting and retaining top talent. Candidates are more likely to be drawn to organizations that use cutting-edge technology in their hiring processes.


How will foundit implement cutting-edge technologies and tools for improving hiring procedures?

  1. AI-Powered Candidate Matching:

– Implement AI algorithms that analyse job listings and candidate profiles to provide personalized job recommendations. While most legacies are driven by heuristic rule-based models, at foundit we are trying to take forward the insights-based candidate search where context plays an important role, empowering recruiters to identify and prioritize candidates with the greatest potential while also helping job seekers find the perfect job match.

  1. AI/ML powered Discovery:

– Utilize Natural Language Processing (NLP) and Knowledge Graph techniques to improve the search functionality, allowing job seekers and recruiters to have a conversational experience.

– NLP can also extract key skills and qualifications from job descriptions and resumes, streamlining the search process and making it more intuitive.

  1. Video Interviews and Assessments:

– Integrate video interview and assessment platforms to conduct remote interviews and evaluations efficiently.

– AI-driven video analysis can help evaluate candidates’ soft skills and communication abilities, providing valuable insights to employers.

  1. Chatbots and Virtual Assistants:

– Implement chatbots and virtual assistants to enhance candidate engagement and streamline communication.

– These AI-powered tools can guide candidates through the application process, answer common questions, and schedule interviews, improving the overall candidate experience.

  1. Skills Assessment Platforms:

– Offer skills assessment platforms that allow candidates to demonstrate their abilities through online tests and projects.

– AI can assist in evaluating these assessments, helping recruiters identify top talent more efficiently and objectively.

  1. Predictive Analytics:

– Implement predictive analytics to forecast hiring trends and job market demands.

– By analysing historical data, predictive analytics can help employers anticipate talent shortages or surpluses, allowing them to adjust their hiring strategies proactively. This ensures that organizations are well-prepared to meet future workforce needs.

By adopting these technologies and tools, foundit will stay at the forefront of the recruitment industry, offering a more efficient and effective platform for both job seekers and employers.


How recruiters can go beyond active job seekers to a much larger database and find the best talent fit without compromises?

To find the best talent fit without compromises, recruiters can employ a variety of strategies and tools. Here are key approaches to tap into passive talent, leverage technology, and strengthen your talent acquisition efforts:

  1. Leverage Passive Talent: Recruiters can build relationships with passive candidates who may not be actively job hunting but possess valuable skills and experience. At foundit, we are working on an AI-based approach that can help recruiters identify individuals who are likely to be open to opportunities based on their career history and engage with them through personalized outreach. With the upcoming AI-based talent tools, recruiters can map the talent and can have an automated pipeline by categorizing skills and behaviors for specific roles. Such an approach will certainly save recruiters time as they will have a ready pool of talent for future positions.
  2. Online Presence: Maintaining a strong online presence is essential for recruiters because it attracts passive candidates who may be researching potential employers. A well-crafted careers website and active social media profiles showcase the organization’s culture, values, and career opportunities. Passive candidates who resonate with the online presence are more likely to consider joining the organization. Also, an automated outreach tool can initiate conversations with potential candidates overcoming a bit of the burden.
  3. Leverage Employee Referrals and Alumni Networks: Encourage employees to tap into their networks, including alumni networks, to identify and refer qualified candidates. This leverages the trust and insider knowledge of the current workforce and former employees, expanding the talent pool with individuals who align with the company culture and possess the necessary skills.
  4. University Partnerships: Recruiters can collaborate with educational institutions to identify and nurture future talent early in their academic journey. Engaging with universities through campus recruitment and internship programs allows recruiters to shape and develop a pipeline of potential candidates who are well-prepared and motivated to join the organization upon graduation.


What are the ethical concerns or potential pitfalls that need to be addressed with AI becoming increasingly prevalent in recruitment: How organizations can navigate these considerations to ensure fairness, transparency, and unbiased hiring practices?

As AI becomes more prevalent in recruitment, several ethical concerns and potential pitfalls need to be addressed to ensure fairness, transparency, and unbiased hiring practices. Here are some key considerations and strategies for organizations to navigate these challenges:

  1. Bias and Fairness:

– Concern: AI algorithms can inherit biases present in historical data, leading to discriminatory hiring decisions.

– Mitigation: Organisations can regularly audit algorithms for bias and retrain models with diverse and representative data. Implementation of debiasing techniques can reduce biases in decision-making.

2. Transparency:

– Concern: Complex AI models can be opaque, making it difficult to understand how they make hiring decisions.

– Mitigation: Organisations can choose transparent AI models when possible. They can also consider developing explain-ability tools to provide insights into the factors influencing decisions.

3. Data Privacy and Security:

– Concern: Collecting and storing large amounts of candidate data can raise privacy concerns and potential data breaches.

– Mitigation: Organisations should adhere to data protection regulations, such as GDPR or CCPA. Implementing robust cybersecurity measures and data encryption is another safe bet.

  1.  Lack of Human Oversight:

    – Concern: Overreliance on AI without human oversight can lead to mistakes and alienate candidates.

    – Mitigation: Organisations should ensure that AI complements human decision-making rather than replacing it. HR professionals should review AI-driven recommendations and decisions.

    On the other side of the same coin, job seekers can potentially misuse technology unethically. Here’s how, along with strategies to mitigate these issues:

    1. Resume Optimization:

    – Concern: Some job seekers may use AI-driven tools to exaggerate qualifications or manipulate resumes to align more closely with job descriptions.

– Mitigation: Recruiters can employ AI tools to verify and cross-check information on resumes, ensuring that candidates’ qualifications align with their claims. Additionally, conducting thorough interviews and reference checks can help uncover any discrepancies.

  1.  Automated Application Submission:

    – Concern: Job seekers can use AI-powered bots to mass-submit applications to numerous job openings, irrespective of their qualifications.

    – Mitigation: Recruiters can implement screening algorithms that filter out automated, bulk applications, ensuring that only genuinely interested and qualified candidates reach the interview stage. They can also specify application limits to discourage mass applications.

    3. Cheating in Assessments:

    – Concern: Some job seekers may use AI to cheat during pre-employment assessments, compromising the integrity of the evaluation process.

    – Mitigation: Employers can use secure online assessment platforms that monitor for suspicious behavior, such as excessive web browsing or switching between applications during a test. Implementing proctoring solutions that use AI to monitor candidates during assessments can also deter cheating.


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