Recruiters are too often bluffed with candidate's exaggerated resumes. Every recruiter is no stranger to candidates who claim to have years of industry experience only to find out the candidate lacks relevant knowledge in the field and has fluffed up their resume. One recruiter shares a story of a 21-year-old recent graduate whose resume stated they had 8 years of project management experience. Somehow the math did not add up but the candidate was able to make it to the first round of interviews because his resume met the job requirements.
Another recruiter shares a story of a candidate restating technical jargon to make himself seem qualified. The recruiter had a hunch that the candidate was overcompensating but even with an assessment test, the candidate was able to score decently. As it turns out, the candidate was sent over the assessment test which was likely taken by someone else. The candidate was unable to perform coding during his second round of face-to-face interviews. It is no shock that in today's competitive labor market candidates are willing to pay hundreds of dollars for another individual to take a performance test or even complete a phone interview. Take a minute to Google proxy interview and it is clear why the talent gap continues to grow. These unfit, yet clever, candidates waste the time and money of recruiters and companies and make it harder to find the right talent.
Proxy interviews, mismatched skills, and fake resumes are serious pain points that have plagued the industry today
These recruiting roadblocks are not uncommon due to the recruiter's limited knowledge and tools to assess technical candidates. The candidates applying for technical positions use this window of opportunity to bluff recruiters. Even assessment tests fall short of empowering recruiters to find the top talent due to static questions and plagiarism. Assessment test does not solve the root of the problem to prevent skillset mismatch and plagiarism. Candidates have the ability to do an open book interview with assessment tests. Even if candidates take the test in front of the recruiter, the recruiter's time is drained instead. Wouldn't it make more sense for recruiters to have candidates validated prior to even having to meet? Simply put, an assessment test is not an efficient practice for recruiters to eliminate bad hires or time wasted with the wrong candidates.
mroads recognized the pain points of recruiters which led to built-in plagiarism detection for Panna- an artificially intelligent driven online video platform. The online interview platform is the recruiter's first line of defense to hire an expert without being one. Recruiters now have time-saving protection to ensure unskilled candidates are filtered out with AI-driven technical interviews. The proprietary question bank integrates the most sought-after technical skill sets that are asked on the fly and auto-evaluated. Recruiters now have an in-depth, easy-to-understand set of data points to hire the top talent.
Additionally, plagiarism detection takes it to the next level with facial detection, new browser openings being flagged and denying any coding to be copied and pasted. Panna's features are every recruiter's dream to call a spade a spade and only focus on interviewing the technical play markers. At mroads, we are making inroads to eliminate plagiarism and give recruiters the competitive advantage to have the best talent at their fingertips. Recruiters, tell us your recruiting nightmares for a chance to be featured in next month's blog. We appreciate the industry leader's feedback to continue to make the world's first A.I. online interview platform the most innovative technology to empower recruiters like never before.
Rahul Kukreti
