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Employment is one of the largest costs for any firm. From advertising jobs, reviewing resumes, calling prospects, and scheduling interviews, each phase costs time and money. In India, the cost to hire a single employee can reach up to ₹35,000–₹50,000 if job board charges, recruiter salaries, and lost productivity are factored in.

But the good news is that AI has transformed the game. With platforms such as Evaluate Ai, companies are now hiring for a fraction of the price, even as little as ₹200 per recruitment.

This blog will explain how AI saves on hiring costs, where the biggest savings are made, and the reasons why many companies are making the change.

The Reasons Traditional Hiring Is Expensive 

Recruitment seems easy on the surface, but there is some amount of money that goes behind each step. Let's break it down:

Job posting fees:  Expensive job boards and sites have a hefty price for visibility. Posting again and again on numerous sites quickly adds up the expense.

Resume Screening: Recruiters spend hours manually shortlisting candidates.

Telephonic Interviews: HR teams conduct dozens of phone interviews to get the most basic information.

Interview Coordination:  It is a waste of time for both the candidates and HR to schedule interviews back and forth.

Bad Hires: A bad hire costs the business money in replacements, lost productivity, and training.

These steps collectively make traditional hiring slow, inefficient, and expensive.

How AI Reduces Hiring Expenses

AI significantly lowers hiring costs in addition to speeding up the process. Recruitment has been transformed by tools like Evaluate Ai, which automate time-consuming processes and increase decision accuracy.

Automated Resume Screening

Instead of sifting through hundreds of resumes individually, AI can scan thousands of them within seconds and identify candidates with the right skills. It saves money and time by avoiding recruiters having to spend days shortlisting candidates.

AI-Powered Phone Screening

Applicants are screened automatically in over 20 Indian languages through Evaluate Ai's Agentic AI Phone Calls. Instead of HR managers making hundreds of calls, AI does it all instantly and precisely.

Skill-Based Assessments

Resumes are commonly employed in traditional recruiting, but they can be misleading. AI solutions apply skill-based assessments to measure real skills. This ensures only qualified candidates move forward, reducing the cost of subsequent interview rounds.

Smart Candidate Matching

AI applies advanced algorithms to pair candidate profiles with the requirements of a job. Through this, you can minimise wasted interview time by interviewing only those applicants who are actually able to meet your needs.

Faster Hiring = Lower Drop-offs

Candidate dropouts are one of the hidden expenses of hiring. Candidates accept alternative offers when the hiring process becomes too lengthy. AI eliminates missed chances and keeps candidates engaged while accelerating recruiting by as much as 70%.

Streamlined Interview Process

Resume screening rounds, technical proficiency tests, and even soft skill evaluations can be conducted using AI-based recruitment platforms. Consequently, fewer face-to-face interviews are needed, resulting in time and money savings.

More Than Cost Savings: Additional Advantages of AI Hiring

Cost savings are only the beginning. AI also generates long-term value for companies:

Better Quality Hires: AI looks at actual abilities instead of mere resumes.

Scalability: Apply the same resources for recruiting ten or ten thousand candidates.

Reduced Bias: AI tests are unbiased, increasing diversity.

Improved Candidate Experience: Candidates feel valued when they get early responses

These benefits reduce employee turnover and make recruitment more sustainable in the long run.

Real-World Example

Imagine a mid-sized company hiring 20 employees.

With traditional hiring: 20 × ₹40,000 = ₹8,00,000 spent.

With AI hiring: 20 × ₹200 = ₹4,000 spent.

That’s ₹7,96,000 saved in one recruitment cycle. For enterprises hiring hundreds of employees, the savings reach crores.

Why Companies Choose Evaluate Ai

There are numerous AI tools available in the market, but Evaluate Ai is preferred because it's designed for small as well as big businesses.

Reach candidates across various regions with multilingual screening in over 20 Indian languages.

The skill-first hiring model saves costs while ensuring quality.

With rates as low as ₹200 per hire, organisations of every size can afford it.

Conclusion: The Future of Hiring Is AI-Driven

Businesses can no longer afford to incur ₹40,000 on a single hire in 2025. AI has made hiring more efficient, cost-effective, and smart.

Businesses of all sizes are benefiting from Evaluate AI's ability to save hiring costs, improve candidate quality, and future-proof their hiring process.

On August 15, 1947, India attained independence from colonialism and entered the age of self-governance. Seventy-eight years later, our country is booming with innovation, technology, and development in various fields. However, most organisations lag behind in a critical aspect, i.e. recruitment.

India fought for freedom from an outdated system; similarly, today  recruiters and HR teams deserve independence from manual and routine hiring tasks, hiring biases, and lengthy recruitment cycles. It's crucial to discuss "Hiring Freedom" on this Independence Day and how platforms like Evaluate Ai may help make it a reality.

The Problem: We’re Still Using  Outdated Hiring Processes

Manual Resume Screening: Manually screening resumes takes up 80% of a recruiter's time.. Such repetitive work distracts them from strategic tasks such as relationship-building and enhancing candidate experience.

Hiring Bias: In traditional recruiting methods, candidates from specific universities, backgrounds, or demographics are usually given preference. This unconscious bias may lead to the exclusion of talented individuals who could lead to your company's expansion.

Degree Dependency Trap: A lot of employers continue to believe that a candidate's degree demonstrates their abilities. This outdated approach ignores skilled candidates who have acquired knowledge through alternative educational pathways or experience.

Language Barriers: Millions of qualified applicants who prefer and perform better in their native languages are excluded when hiring is limited to English-based assessments. 

Long Hiring Cycles: Both recruiters and candidates are frustrated by lengthy hiring cycles that involve multiple rounds of interviews.  The best candidates accept other opportunities before your team has even reviewed their applications.

The Spirit of Independence in Hiring

Independence Day is more than a celebration; it's a reminder that freedom enables growth. Imagine if recruiters could be free from:

Bias: Every candidate is evaluated solely on skills

Delays: Hiring decisions are made in days, not months

Manual Screening: Automated tools are doing the manual  and repetitive tasks

Geographic Limits: Talent is discovered from every corner of the world, regardless of location or language

This isn't just a dream; it's possible with AI-powered hiring.

The Solution: Evaluate Ai as Your Hiring Freedom Partner

Evaluate Ai gives recruiters the freedom to hire better, faster, and fairer by transforming the recruitment process. Here's how it works:

Agentic Ai Phone Calls for Screening

Agentic Ai Phone Calls conduct the screening round. Through Automated, human-like voice calls, the tool screens candidates in hours and not days. This helps HR teams save time spent in manually screening through irrelevant profiles. Agentic Ai Phone Calls support more than 20 Indian languages along with English, hence you do not lose top talent due to language barriers. 

Hum.Ai.n Interviews for Skill-based Bias-free Assessments

Evaluate Ai’s Hum.Ai.n Interviews can assess candidate skills from technical as well as non-technical domains. These AI interviews are similar to interviews taken by HR professionals. They engage candidates in natural, two-way conversations for deeper insights. Companies can evaluate candidates with the help of coding tests, MCQs, and role-specific interviews. Evaluate Ai  bias-free because it is built using data from thousands of real-world interviews from multiple sources. The tool focuses only on a candidate’s skills, thus making your hiring process fairer and increasing diversity in hiring. 

Data Driven Decisions

Following the evaluation of the candidates using several tests, Evaluate Ai generates a list of shortlisted candidates. The candidates are shortlisted based on their skills, the requirements of the company and the job. This helps HR teams make data-driven decisions instead of making decisions based on instincts. Additionally, the recruiter dashboard provides HR teams with information about recruiter performance and the hiring pipeline. HR professionals can use this information to streamline and improve their hiring process by removing any bottlenecks. 

The New Freedom: Benefits for Everyone

When companies embrace AI in hiring, the benefits ripple across the system:

Your Action Plan for Hiring Independence

Understand the current issues and bottlenecks in your hiring process.

Use AI recruitment tools for positions that need to be filled immediately or for positions for which you receive a lot of applications. 

Study and compare how the hiring quality and speed have improved since integrating AI recruitment tools in your hiring process.

Gradually integrate AI hiring tools throughout the recruitment cycle.

A Real-World Parallel

Similar to how India's independence created opportunities for economic growth, learning, and innovation, hiring freedom creates opportunities for both individuals and organisations. AI hiring solutions offer the speed, justice, and equality that the future of work demands.

In 1947, India took the first step toward being self-reliant. Similarly, your organisation can make its initial step towards being hiring-independent in 2025.

With Evaluate Ai, you can:

Reduce hiring time by up to 70%

Reduce bias and hire only based on merit

Unlock untapped talent with multi-lingual support

Reduce hiring costs and improve hiring quality

Introduction

It may seem impossible to hire without resumes, but India’s leading Prop-tech Unicorn demonstrated that it is possible. The company was presented with an unusual challenge: hiring thousands of non-metro field workers who had never made a resume. Traditional recruiting methods simply didn't work for their target candidates from non-metro cities.

This case study shows how Evaluate Ai’s  recruitment platform transformed the Prop-tech unicorn’s hiring process, cutting down turnaround time by 70% and tapping into untapped talent pools. Their success story offers useful learning points for companies struggling with high-volume recruitment and diversity hiring.

The Challenge

Every month, the Prop-tech firm had to hire more than 2000 field executives for positions including customer service, sales associates, and property inspectors. However, they were facing several challenges:

No Digital Footprint: Their ideal candidates never had resumes, LinkedIn accounts, or an online footprint. These blue-collar and grey-collar workers from Tier-2 and Tier-3 cities applied to jobs through word-of-mouth rather than online job portals.

Language Barriers: Most of the applicants favoured local languages such as Kannada and Hindi to communicate because they were not fluent in English. 

Volume vs Quality: There was inconsistency and delay in screening since the HR team was overwhelmed with manually filtering through thousands of applications.

Geographic Reach: Traditional recruitment methods could not access candidates located in small towns.

Their HR team realised that its manual outreach, data collection, and screening processes were not scalable to their aggressive growth plan.

The Solution

Evaluate Ai created  a three-part AI recruitment process to hire candidates without resumes: 

1. Agentic AI Phone Calls  for Resume Generation

The initial breakthrough was automated resume generation.  Evaluate Ai's  Agentic AI Phone Calls reached out to each applicant directly and conducted structured interviews to collect vital information such as name, work experience, skills, location, and job aspirations.

The AI system then generated professional resumes automatically, providing applicants with a proper digital identity for the first time. This method broke the obstacle of resume generation while ensuring uniform data collection.

2. Hum.Ai.n Interviews

Mobile-first virtual interviewing was the next step. Prospects were invited for interviews via WhatsApp using browser links in their desired local languages. The platform was optimised to function flawlessly on basic smartphones without the need to download apps.

The AI interview system assessed candidates based on audio and video inputs, testing communication skills, role suitability, and real interest in the job. This method made it possible to interview candidates who had previously never been to formal job interviews

3. Intelligent Shortlisting Process

Finally, the platform ranked candidates based on various criteria set by company's hiring team. Shortlisted candidates were automatically sent via an integrated dashboard and email notifications, making the final selection process easy.

The Impact

The results exceeded expectations in several metrics:

Scale Achievement: The platform successfully produced over 2000 resumes each month, transforming unstructured candidate data into professional profiles that could readily be evaluated by hiring managers.

Efficiency Gains: By shortening the turnaround time for hiring by 70%, the Prop-tech unicorn was able to hire more swiftly and maintain its aggressive growth strategy.

Geographic Expansion: Evaluate Ai was capable of reaching Tier-2 and Tier-3 city candidates that were unreachable through traditional recruitment mechanisms.

Cost Savings: The company grew its field hiring significantly without the need to increase its in-house HR staff, improving cost effectiveness.

Quality Improvement: Standardised screening processes ensured equal candidate evaluation while reducing human bias in initial checks.

The success was not limited to metrics. Candidates appreciated the multilingual interview process, and hiring managers had access to a previously unexplored talent pool.

Conclusion 

The company’s success shows how AI recruitment platforms are effective in handling complicated hiring problems that normal approaches cannot solve. By prioritising candidate experience and breaking digital barriers, they turned a seemingly impossible hiring scenario into a competitive strategy.

AI recruitment is effective when it caters to candidate demand, and not the other way around. Mobile-first strategy, local language support, and resume automation have the potential to unlock entirely new pools of talent.

Ready to revolutionise your recruitment process? See how Evaluate Ai's tested solutions can assist your business in beating the same recruitment challenges. From high-volume hiring, diversity recruitment, or accessing non-traditional talent pools, our AI platform adjusts to what you need. 

In today’s rapidly changing job market, thousands of professionals are being let go even though hiring managers continue to post new job openings. This paradox, layoffs amid talent shortages, has sparked an important conversation about evolving skill needs, workforce readiness, and the growing role of AI in shaping careers.

To understand what’s really driving this shift, we spoke with the founder of Evaluate Ai, Mr, Akash Saxena, an AI hiring platform, about what’s changing, why traditional approaches are falling short, and how companies and professionals can stay future-ready.

Urvee: Let’s start with the big news: TCS laying off 12,000 people. What does this say about the current IT talent landscape in India?

Akash: Yes, this kind of situation has been brewing for a while. IBM, for example, cut 8,000 employees but posted 6,000 jobs. It might seem contradictory, but it's logical. AI is reducing the workload previously done by multiple people, whether it's writing copies, customer support, HR, or coding. AI even helps with decision-making tasks now.

Because of this, the manpower needed naturally decreases. But here’s the important part: traditional skills like being good at customer interaction or coding are still critical. However, no matter how good you are, you can’t outperform generative AI tools if you don’t adapt.

So, employees now must combine their core skills with Gen AI capabilities. When companies say they want different skills, they mean it. You need a strong foundation in your domain, plus familiarity with AI tools.

Also, broader socio-economic and geopolitical uncertainties, like a possible recession, influence these decisions. CEOs have access to more insights and data about future changes and act proactively.

Urvee: It is said that layoffs are due to skill mismatch. Shouldn’t learning and development (L&D) address this?

Akash: It depends on where you start. There are basically two groups of employees:

Veteran employees with solid basics but resistant to change.

Newer employees who understand Gen AI but lack foundational skills.

Both risk becoming redundant if they don’t bridge the gap. Companies want adaptable people who already use Gen AI, not those stuck resisting change. And it is also important that your foundational knowledge is strong. 

Old L&D models consist of long training sessions undertaken once a quarter. These aren’t enough. We need continuous, progressive upskilling to keep pace with the changes.

Urvee: How do you think companies should respond to this shift?

Akash: Companies must anticipate shifts and invest in ongoing upskilling. Use AI tools to evaluate skills regularly and offer personalised learning.

AI adoption should go beyond hiring, to marketing, customer support, operations, helping automate routine tasks and increase efficiency.

In hiring, AI can screen resumes and conduct realistic interviews, saving time and reducing bias.

Urvee: Regarding hiring, how should companies adapt their hiring techniques or strategies to avoid future layoffs?

Akash: Today, when companies post a job opening on job boards or social media platforms, they receive an overwhelming number of applicants. So today, lack of applicants is not the problem. But manually screening thousands of resumes or calling hundreds of candidates daily is impossible.

Here is where AI plays a major role in hiring. It can screen through thousands of resumes like a human. For e.g., our AI recruitment platform Evaluate Ai reads resumes like a human, distinguishing nuanced roles. It can conduct AI-powered screening calls that mimic real HR conversations, handle objections, and interview candidates objectively. It is becoming increasingly difficult to differentiate between an actual human screening call and an AI-powered screening call. 

So if you had a thousand applicants, for the first round of resume parsing, you can use Agentic Ai Phone calls and filter up to 50% of candidates. For the second round, with the help of AI interviews, you can filter the next 30-40% of candidates. Finally, you will be left with 10-15% of candidates; these are the top candidates. This is how AI recruitment tools help recruiters save time and improve quality.

And the best part is that it not only filters out top candidates, but it can do this round the clock while reducing bias at the same time. 

Urvee: Right now, you just mentioned bias in hiring. People worry that AI hiring models are biased. How does Evaluate Ai reduce bias?

Akash: Evaluate Ai trains on millions of real interviews across cultures, roles, and companies. We've conducted more than 300,000 interviews over the last six to seven months, and more are being added every day as we speak. The model self-trains based on recruiter feedback from diverse sources, reducing bias over time.

Since it relies on real human data, not fabricated or limited datasets, it nullifies biases. Unlike humans, AI is consistent, objective, and unbiased.

Urvee: What advice do you have for HR leaders facing these layoffs?

Akash: First, HRs should question every hiring request. Understand its long-term business purpose before acting.

Second, be agile with upskilling. Use AI platforms like Evaluate Ai for continuous, personalised training rather than outdated one-time courses. AI recruitment platforms such as Evaluate Ai can help you measure your team's AI capabilities. 

Finally, don’t fear AI. It enhances your efficiency, helps you make better decisions faster, and is essential for survival in this fast-evolving environment.

Urvee: How does Evaluate Ai help companies measure and improve their AI readiness?

Akash: Our platform runs realistic role-based simulations. For example, coders can be evaluated on how they can use an AI coder, such as Copilot and debug the code generated by the AI coder. Customer support teams can train through AI-driven simulated calls that mimic real client interactions.

These ongoing short evaluations provide personalised learning paths and detailed reports. These methods are scalable and objective in ways manual training can’t match.

Urvee: Could earlier adoption of AI have prevented layoffs like TCS’s?

Akash: Yes and no. 

Yes, because using AI recruitment platforms can help you hire the right people based on their skills. 

And no, because hiring is just one side of the coin. Preventing layoffs also requires progressive upskilling that is regular, rather than static training. Companies combining smart hiring with continuous AI-enabled learning can minimise skill gaps and reduce workforce disruptions.

Urvee: What’s the key takeaway for HR teams?

Akash: Don’t see AI as a threat. It’s here to empower you, improve your work, and open new opportunities. Embrace it, upskill regularly, and leverage tools like Evaluate Ai to build a future-ready workforce. This is how you survive and thrive in the AI era.

The layoffs at top organisations highlight the urgent need for workforce transformation. Evaluate Ai’s AI recruitment platform helps organisations identify skill gaps, reduce bias, and prepare employees for the future of work, making it an indispensable partner in navigating this shift.

Will AI replace recruiters?

It's the question on the minds of every talent acquisition professional, HR leader, and hiring manager today. With the fast pace of developments in artificial intelligence and automation, the prospect of losing the "human touch" while recruiting is a real one. But here's the reality: AI is not going to replace recruiters but support them. As per Gartner, the growth in adoption of AI will result in role evolution and not elimination.

Recruitment is changing. Old-school recruitment practices are being challenged by intelligent tools that can screen, rank candidates and schedule interviews within minutes. Leading this revolution is one such tool: Evaluate Ai, an intelligent platform whose purpose is not to replace recruiters but to support them with smart, human-like tools.

So, is it a competition or a collaboration? Let’s break it down.

What AI Can Do Better

AI is better suited to manage huge amounts of data and automate tedious tasks efficiently:

Sourcing and Screening: AI tools can review thousands of resumes spread across various platforms in mere seconds by employing intelligent algorithms that identify top prospects based on qualifications and skills. This reduces the time required to screen candidates considerably, thus reducing recruiters’ efforts

Bias Reduction: By considering applicants based on data-driven metrics instead of personal biases, AI reduces unconscious bias in recruitment. This enhances diversity and inclusion initiatives by solely concentrating on qualifications and experience.

Scheduling and Communication: AI-powered chatbots and assistants effectively schedule interviews, address simple candidate inquiries, and simplify communication 24/7 without causing extra workload on recruiters.

Data-Driven Insights: Advanced AI processes huge volumes of recruitment data to deliver predictive analytics, including the likelihood of a candidate’s success, market trends, and efficiencies in the hiring process. These insights enable recruiters to make better, quicker decisions.

Pattern Recognition: AI detects patterns in successful hires that may escape human observation. It can identify the combination of skills, backgrounds, and experiences that result in top performers in a given role.

Scalability and Speed: AI-powered systems operate without downtime or fatigue, performing repetitive actions rapidly and uniformly, and allow organisations to extend their recruitment activities without constraints across global talent pools.

Evaluate Ai combines these features to enable recruiters with smart automation that drives speed, accuracy, and candidate interaction.

What Recruiters Do Better

Human recruiters add huge value to the hiring process despite the impressive abilities of AI:

Relationship Building: Recruiting is all about humans relating to humans. Recruiters grasp emotions, can read between the lines, and establish trust with candidates and hiring managers in ways that AI just can't.

Knowing Company Culture: A good recruiter knows if a candidate will flourish in their company's culture. They can understand if someone's working style, values, and personality will fit with the current team.

Managing Complicated Situations: When tough conversations come up, such as salary negotiations, rejection feedback, or handling candidate concerns, human empathy and communication skills come into play and are very important.

Innovative Problem-Solving: Recruiters get creative when standard sourcing strategies aren't delivering. They tap into networks, experiment with unusual strategies, and evolve their tactics according to what they discover.

Making Judgment Calls: Sometimes the best candidate on paper isn't the right fit. Recruiters have to rely on experience and intuition to make complex judgments that take into account aspects beyond a resume.

People hire people, and people need people to do that.

The Future: Collaboration, Not Replacement

The best-performing teams aren't opting for AI or recruiters. They're opting for AI with recruiters.

AI doesn't disrupt the recruiter's job, it enhances it. By automating the time-consuming, mechanical work, AI allows recruiters to focus on what they excel at: developing human relationships and making strategic hires.

Here's how to think about it: Just as Excel didn't eliminate accountants, neither will AI eliminate recruiters. It will just modify the way they work.

As Harvard Business Review aptly suggests, businesses that are successful with AI are the ones that implement it purposefully, and not replace humans entirely with AI.

Real-World Application: Evaluate Ai’s Approach

At Evaluate Ai, we’ve built our tools based on this very principle.

We don't provide a generic AI chatbot or resume parser. We provide:

Human-like Multilingual Screening Calls 

Our AI doesn't screen candidates passively; it converses with candidates like a human. Using advanced voice technology, our Agentic AI Phone Calls conduct natural, two-way screening calls in multiple Indian languages, adjusting tone, pace, and context dynamically. It’s like having a tireless recruiter who can screen 1,000 candidates in a day, without losing the personal touch.

Skills-Based AI Interviews 

We focus on what candidates can do, not just what’s written on their resumes. Evaluate Ai assesses candidates through role-specific tests. Candidates are ranked by ability, adaptability, and potential, giving undiscovered talent the recognition they deserve. Whether you need a coder or a customer service representative, we assist you in finding the ideal candidate quickly.

AI-Generated Candidate Profiles (especially for blue/grey-collar roles)

Most great candidates have unpolished resumes. So, our system builds one for them. From the answers of the candidate during the screening call, Evaluate Ai produces automated structured candidate profiles eliminating résumé obstacles for blue- and grey-collar candidates.

Recruiter Dashboard (your mission control)

Our easy-to-use dashboard presents recruiters with real-time visibility of the entire hiring pipeline, from outreach to final hire. Recruiters can monitor candidate progress, compare scores, schedule interviews, and measure hiring pipeline efficiency, all on one dashboard. With integrated AI-driven insights and filtering, recruiters can make quicker, better-informed decisions without drowning in spreadsheets.

Conclusion 

AI isn’t here to replace recruiters, but to help them reach new heights. The future of hiring is teams where AI handles routine work and people focus on what matters most: relationships, creativity, and judgment.

At Evaluate Ai, we’re building the future of hiring, not by replacing recruiters, but by making them unstoppable.

Interview fraud is more common than you think. Candidates faking resumes, taking help during online interviews, using deepfakes or pre-recorded videos, these are no longer rare events.  In fact, by 2028, 1 in 4 job candidates worldwide will be fake, according to Gartner. This trend is concerning, and it indicates that businesses are dealing with an unparalleled challenge in acquiring genuine talent.

And the expense of recruiting a wrong-fit or fake candidate? Huge. From dropped productivity and team disruption to security violations and reputation damage, the ripple effect is enormous.

That's why businesses are leveraging smarter solutions such as Evaluate Ai, a recruiting software platform that not only carries out interviews but also catches fraudulence in real time. In this blog post, we will guide you through:

What interview fraud is today

The dangers of hiring an applicant who cheated in interviews

And how Evaluate Ai shields your hiring process

Types of Interview Fraud You Should Know About

1. Resume Fraud and Fake Credentials

Many candidates exaggerate their skills and experience on paper. According to a Checkster study, nearly 60% of candidates were found exaggerating their skills. Some go further by creating completely fake educational backgrounds or work histories.

2. Identity Theft and Impersonation

This occurs when a person employs another individual's credentials and identity to seek employment. During the interview process, they might pose as a qualified professional by stealing their resume.

3.  Interview Assistance

A few applicants will have colleagues or professionals off-camera providing them with answers throughout video interviews. Others employ notes, search engines, wear earpieces for whispered hints or even ChatGPT to assist them with answering questions.

4. Deepfake Technology and AI Manipulation

The most advanced fraud is done with the help of AI to produce fake videos or alter one's appearance while giving interviews. Some use deepfake tech to impersonate someone else. Some employ pre-recorded videos or impersonate someone else completely.

5. Lip-Syncing or Proxy Interviews

Sometimes, one person answers questions behind the scenes while the other sits in front of the camera lip-syncing the answers. 

The Real Cost of Hiring Fraudulent Candidates

The repercussions of hiring someone who cheated throughout the interview process are significantly more severe than just making a poor choice. Here's what your business could lose:

Financial Losses

Before you find out, a dishonest hire can cost your business thousands in salary, perks, and training. A poor hire might cost anywhere from 30% to 50% of the employee’s yearly compensation on average.

Team Performance Issues

When someone is unable to perform the job they were hired to do, it impacts the whole. team's productivity and morale. The other employees might have to do. extra work to pick up the slack, resulting in burnout and frustration.

Reputation Damage

If they're in a client-facing position and if clients or customers get to know that your company hired unqualified individuals, it can cause. damage to your reputation and business relationships.

Security Risks

Imposter candidates target IT, cybersecurity, and finance positions where they have access to the sensitive information of a company. Once hired, an impostor can install malware to demand a ransom from a company, or steal its customer data, trade secrets or funds.

How Evaluate Ai Detects Interview Fraud

Evaluate Ai is aware that interview fraud occurs more frequently than most businesses realise. For this reason, they have developed a thorough fraud detection system that closely monitors each interview and identifies dishonest applicants before they have a chance to harm your company.

Sophisticated Identity Verification

Prior to any interview, Evaluate Ai authenticates the identity of the candidate through various verifications. This ensures that the individual appearing for the interview is who he/she say they are.

Real-Time Monitoring

Throughout the interview, Evaluate Ai constantly observes the behaviour and context of the candidate. The system can identify:

Tab switching or trying to view other websites

Using a secondary device, such as a phone or a tablet

Abnormal eye movements that suggest reading from notes

Audio discrepancies that could indicate someone else talking

Deepfake Detection Technology

One of Evaluate Ai's strongest capabilities is the AI's capacity to immediately detect fake videos or deepfakes. Facial expressions, accuracy of lip-sync, speech inconsistency, delay, or abnormal blinking habits, as well as video accuracy, are checked by the system to determine if there are artificial manipulations.

Behavioral Analysis

The AI can identify abnormal response patterns, including:

Unnaturally long pauses that could suggest that someone is receiving assistance. 

Responses that do not match the experience level that the candidate has claimed.

Inconsistencies in knowledge in several areas of the topic

Environmental Monitoring

Evaluate Ai also monitors the physical environment of the candidate, searching for indications of unauthorised support or strange activity in the background.

Stop Fraud Before It Costs You

Interview fraud is becoming more advanced day by day, and conventional recruitment techniques just aren't a match. To fight back AI-powered fraud, you require an AI-based solution. Evaluate Ai operates covertly in the background, safeguarding your business while providing qualified applicants with an equal opportunity to demonstrate their skills.

Today's recruiters do not face an absence of applicants, but they face a lack of qualified applicants. It is draining for HR teams to screen hundreds of resumes, run behind candidates for assessments, and track multiple spreadsheets. But there’s a way to manage it all:

Recruiter dashboard - Your one-stop command centre to make hiring easier.

In this blog, we're going to explain what recruiter dashboards are, why they're important, and how Evaluate Ai's intelligent dashboard can revolutionise your recruitment game.

What is a Recruiter Dashboard?

A recruiter dashboard is a digital tool that gives HR teams a complete overview of their recruitment process in one location. It's like your recruitment control panel, where you monitor candidates, track job posts, and gauge your recruiting success.

The dashboard gives important information such as the number of candidates who have applied for positions, he candidates that are moving forward, and the time it takes to fill openings.  It helps recruiters stay organised and make data-driven decisions.

Benefits of Using Recruiter Dashboards

Recruiter dashboards have several benefits that make hiring simpler and more effective:

Better Organisation: With the help of recruiter dashboards, rather than wrestling with numerous spreadsheets and emails, all your information is in one place. You can see your open positions, candidate data, and hiring status at a glance.

Improved Decision Making: With all the information in front of you, you can instantly see which candidates are the best fit and which openings require some extra attention.

Enhanced Candidate Experience: Recruiters who are organised provide faster responses and more transparent communication to candidates during the recruitment process.

Data-Driven Insights: You can measure which job boards deliver the highest quality candidates, the time spent on job processing, and where you might be losing good candidates.

Time Saving: By automating repetitive HR activities, HRs have more time to devote to strategic HR initiatives.

The Problem with Traditional Methods

Many companies are still using traditional methods to monitor their recruitment process. Let's discuss why these methods don't work.

Manual Spreadsheet Tracking: Recruiters usually use Excel sheets, Google Sheets or Google Docs to track hiring data. Although these tools are straightforward, they soon become cumbersome when the volume of hiring increases. One needs to update all the changes manually, and the repetitive tasks can't be automated. When multiple team members utilise the same spreadsheet, managing the spreadsheet becomes difficult.

Basic Applicant Tracking Systems: Some companies use basic ATS software that only stores candidate information. It doesn't provide insights or aid in decision-making. It holds your data, much like an electronic filing cabinet, but it won't help you get the most out of it.

Email-Based Communication: Relying solely on emails to track candidates' progress leads to lost opportunities and ineffective communication.  If inboxes are not properly managed, important updates may be lost.

The Software Solution 

An AI recruiting software addresses and resolves the issues that HR teams encounter as a result of employing conventional methods.  These software automate routine and manual hiring tasks, giving real-time insights, and making the experience seamless for recruiters as well as candidates. Rather than investing hours of time in administrative tasks, recruiters can do what they're best at,  identifying and engaging great talent.

By identifying patterns that you may otherwise overlook, AI recruiting software not only organises your data but also assists you in making better hiring selections. It can determine which applications have the best chance of succeeding and spot process bottlenecks before they become issues.

Evaluate Ai: The Smart Recruiter Dashboard Solution

Evaluate Ai takes recruiter dashboards to the next level with smart automation and candidate matching. Here's how it revolutionises your hiring process:

Ready-to-Interview Candidate Database: Instead of starting candidate search from scratch for every role, recruiters can search through a database of candidates who have already been skills-tested and evaluated. This means you're working with interview-ready candidates from the first day itself.

Automatic Candidate Screening: Evaluate AI automatically filters candidate profiles when they are uploaded by recruiters in accordance with the job specifications. Recruiters are no longer required to manually go through hundreds of resumes all day.

Bulk Assessment Management: Instead of sending assessment links individually to each and every candidate, recruiters can now send assessment links to multiple candidates at once. Candidates can complete their assessments at their convenience. This eliminates the back-and-forth scheduling that wastes everyone's time.

Pipeline Visibility: Recruiter dashboard can help hiring teams see exactly where each candidate is in the hiring journey. Whether they're waiting for a screening call, scheduled for an interview, or pending a final decision, you have complete visibility into your hiring pipeline.

Ready to Transform Your Recruiting Process?

The future of hiring is in the hands of organisations that adopt intelligent technology. AI recruiter dashboards allow you to hire top talent fast and provide a positive experience for all parties involved.

AI Interviews: What They Are and Why They’re Changing Hiring Forever

The job market is changing in a fast-paced manner, and AI interviews are spearheading this revolution. Conventional interviews tend to fall short when identifying top talent. Resumes can be exaggerated, interviews can be biased, and time is always limited. That’s where AI interviews step in.

According on the 2024 Talent Trends Report by SHRM, 64% of HRs say that their organisation is using AI for recruiting, interviewing and hiring. Therefore, both job seekers and employers need to understand this technology. Whether you're getting ready for your next interview or thinking of AI solutions for your hiring requirements, this guide will help you steer through the world of AI interviews. In addition, we'll also make you aware of a cutting-edge AI interviewing solution: Hum.AI.n interview by Evaluate AI.

What Are AI Interviews?

AI interviews are job interviews conducted or assisted by artificial intelligence technology. Rather than communicating solely with human hiring managers, applicants converse with AI systems that are able to ask questions, examine answers, and assess ability in real-time.

Imagine AI interviews as intelligent digital assistants that help in making the recruitment process quicker, more equitable, and more standardised. They employ sophisticated technology to interpret what candidates tell them, how they express themselves, and if they're suitable for the position.

Types of AI Interviews

Video AI Interviews: In these type of AI interviews, candidates record their video while answering pre-set questions. The AI examines their answers, body language, and speech patterns.

Live AI Conversations: These are live interviews in which the AI asks follow-up questions based on the answers of the candidate, thus creating the flow of natural conversations.

Skills-Based AI Interviews: In Skill-Based AI interviews, the AI tests the candidate's particular skills, such as coding, problem-solving, or communication through interactive exercises.

Hybrid Interviews: In these type of interviews, you get the best of both worlds as here AI screening interviews are followed by human interviews.

Simulated Interviews: These are advanced type of interviews. Here, the AI constructs job-related situations to observe how a candidate will act or think in real time.

Evaluate AI’s Hum.AI.n Interview combines several of these AI interview formats. This makes the experience feel human, but with the power and speed of AI.

How AI Interviews Work

The process of AI interviews is very simple. Here’s a breakdown of how AI interviews typically work: 

Setup: The hiring team chooses job position/s, essential skills required for the job position/s, and interview questions.

Candidate Receives Invite Link: The candidates receive an invitation with precise instructions regarding the AI interview structure and technical specifications.

Introduction: The AI interviewer greets and explains the process so that candidates feel relaxed.

The Actual Interview: AI asks context-specific questions depending upon the requirements of the job. It adapts questions based on the candidate's responses in real-time. Hum.AI.n interviews, asks questions like a real recruiter, so that the flow of natural conversations is created.

Analysis: The AI analyses the candidate’s answers based on multiple factors such as job-relevant competencies, problem-solving skills, content quality, communication skills, etc.

Results: Hiring managers get comprehensive reports with candidate scores and recommendations for the next steps.

The whole process typically takes 15-45 minutes based on the role and requirements of the company. Since this is done by an AI, it can be executed 24×7 without any human involvement. It is also scalable; thus, it perfectly suits companies with hundreds of candidates.

Benefits and Advantages of AI Interviews

Faster Hiring Process: AI interviews can filter hundreds of applicants in the same amount of time, where humans can only interview a few dozen applicants. This would result in faster decisions and reduced waiting times for all concerned.

Reduced Bias: According to a Forbes article, human decisions can be affected by their unconscious biases and personal agendas. But AI focuses only on factors such as skills and qualifications of a candidate, rather than irrelevant factors such as age, gender, background, appearance, etc. This helps in removing biases in decision making and makes hiring decisions fairer. 

Human-Like Experience: In contrast to robot-like AI chatbots, Hum.AI.n Interview provides a natural, human-like experience that ensures candidates remain comfortable. It simulates recruiter behaviour during interviews through pauses, empathy, and rephrasing questions

Improved Skill Evaluation: The conventional interviewing process usually fails to evaluate the actual skills of the candidate. Hum.AI.n Interview tests a candidate's knowledge specific to the job, communication, behavioural characteristics, etc. It can assess candidates on a vast range of topics, from core coding or problem-solving skills to soft skills like communication. This gives a complete image of the candidate's potential.

24/7 Availability: Interviews are carried out by AI; thus, applicants can finish interviews at their own time without scheduling conflicts. For business recruiting worldwide, this removes complications related to different time zones.

Consistent Evaluation: The interviews are standardised, and each applicant receives the same questions posed in a similar manner, ensuring equal comparison of all candidates.

Cost Savings: AI-driven recruitment processes can achieve a reduction of 87.64% in cost as opposed to conventional processes, opening quality hiring to businesses of all sizes.

Improved Candidate Experience: AI offers candidates immediate feedback, response and next steps. This improves candidate experience as they are not required to wait for weeks to receive feedback or experience interview nervousness.

Detailed Insights: AI creates in-depth reports that enable hiring managers to make data-driven decisions instead of relying on intuition.

Why Choose Hum.AI.n Interview by Evaluate AI?

There are numerous AI interview tools available, but Hum.AI.n Interview is special as it combines human empathy with machine capabilities.

It's not a basic Q&A tool; rather, it mimics real human-like conversations  

It can assess candidates across 48 job domains, 18+ tech skills and soft skills.

It integrates seamlessly into your hiring process with zero friction.

It delivers amazing candidate experiences that enhance your employer brand

Most importantly, it helps you hire real performers, not just candidates with great interviewing skills.

AI interviews are no longer the future— they’re the present. If you’re still relying only on resumes and gut feelings, it’s time to evolve. Smarter interviews lead to smarter hires. With Hum.AI.n Interview Engine, you can assess talent faster, fairer, and more deeply than ever before.

Campus hiring is important for building future-proof teams. But traditional hiring methods are inefficient as they struggle to process large volumes of applications, meet tight deadlines, and precisely match candidates to job roles. 

Freshers bring new ideas and energy to an organisation. Companies have come to understand that freshers hiring requires intelligent solutions, so they are looking towards AI for campus hiring. Tools like Evaluate AI helps hiring teams in screening, assessing and hiring the best candidates quickly and precisely. If you are an HR executive or startup entrepreneur, this blog will show you ways in which you can transform your an HR executive or startup entrepreneur

Challenges in Campus Recruitment 

High Volume and Time Constraints

Campus recruitment drives, by and large, receive thousands of resumes in a matter of weeks or days. Hiring candidates manually is impossible when dealing with such a large volume of applications. Deserving candidates get  left behind, due to sheer volume and time constraints, and inefficient recruitment processes

Inconsistent Evaluation Standards

When making decisions, humans rely on generalisation and tend to use their past experiences and subjective judgments. But in hiring, such decision-making can lead to inconsistencies. Non-standardised evaluations introduce bias, decrease fairness and hinder diversity goals in campus hiring. Without standardised evaluations, companies find it difficult to assess a large pool of candidates, running the risk of losing outstanding talent.

Limited Candidate Insights

Classic campus hiring processes only offer a glimpse into the candidate’s potential. Businesses need more insight into technical competence, problem-solving potential, and cultural fit to make better hiring decisions. Hiring challenges consist of fierce competition for the best candidates, synchronising recruitment schedules with academic calendars, and identifying candidates who are both proficient and culturally fit for the business.

Resource Allocation Problems

Campus recruitment drives require a huge investment in human resources, travel, and technology infrastructure. Many a time, organisations do not have the resources required for campus hiring drives. This overburdens the existing human resources and technological infrastructure, leading to missed deadlines and lost talent. Organisations need solutions that maximise return on investment while reducing operational overhead.

Accuracy in Assessing Skills 

Assessing technical and soft skills correctly is difficult using traditional campus recruitment methods. Paper-pen tests and generic interviews do not assess actual job performance. Businesses need methods of assessment that can accurately evaluate the ability of candidates across different areas.

Candidate Experience Management

Modern students expect seamless, technology-driven recruitment experiences. Poor candidate experience can damage employer branding and reduce acceptance rates. Organisations must strike a balance between efficiency and personalised interactions to maintain positive candidate relationships.

How Evaluate Ai Solves Campus Hiring Challenges

Candidate Matching

Scout AI proactively searches candidates on job boards and databases. It matches candidate profiles with the job descriptions. This saves time and effort. With the help of Scout AI, recruiters spend time interviewing candidates that best match their job requirements rather than sifting through hundreds of resumes. 

Agentic AI Phone Calls for Screening Round

Agentic AI Phone Calls transform the screening round. It can screen thousands of applicants in more than 20 Indian dialects, including English, simultaneously. It poses predetermined questions, gathers responses, and sorts applicants according to your preferences. A lot of talented students struggle with resume writing. Based on the candidates' responses to the questions, Agentic AI Phone Calls can produce structured resumes for them. This makes it easier for recruiters to evaluate applicants on the basis of their qualifications rather than their resume writing abilities.  

Human-Like Interview Experiences at Scale

The Hum.Ai.n Interview Engine solves one of the largest problems of the campus recruitment process: administering skills-based standardised tests to many candidates. It can conduct human-like interviews, evaluating communication skills, problem-solving skills, and domain knowledge of candidates through skill-based questions. The tests are mobile-friendly, and candidates can complete them anywhere and anytime they want. Follow-up questions guarantee thorough candidate assessment, and computer-aided transcripts and scoring yield impartial assessment results for decision-making.

Streamlined Administrative Operations

Virtual HR eliminates the administrative burden that typically overwhelms campus recruitment teams. It automates mundane tasks like setting up interviews and reminding applicants. This makes the hiring process seamless for candidates. It also assists in reducing the manual work of recruitment teams and helps them concentrate on strategic HR functions

Centralised Data and Analytics

The Evaluate AI Dashboard is mission control for campus recruitment campaigns. This centralised platform monitors candidate journeys, delivers interview insights, and reports campaign performance in real-time. Recruiters have instant access to actionable insights that guide quicker, more informed hiring decisions. These insights enable companies to always refine their campus recruitment strategies based on hard facts instead of assumptions.

Bias Reduction 

Evaluate AI prioritises what truly counts, i.e. skills of a candidate. It assists in eliminating bias by evaluating candidates on what they can do rather than on subjective factors. With multi-language support and accessible interview tools, all the candidates have an equal opportunity, regardless of their background.

Improved Time-to-Hire

On average, traditional hiring methods require 44 days and cost ₹30,000–₹40,000 per hire. Evaluate AI shortens it to a mere 7 days for about ₹200 per hire. Routine task automation, smart candidate matching and virtual skills-based interviews lower the application-to-offer duration considerably. This helps businesses with a competitive edge in acquiring top talent ahead of competitors.

Scalable Operations

AI tools can process large volumes of applications without the need for extra human resources. This means organisations can scale campus hiring activities without overburdening existing teams.

Why It Matters

Applying AI to campus recruitment is more than a technology upgrade. It addresses genuine challenges. Organisations that implement AI-based recruitment solutions today will obtain considerable competitive leverage in attracting and securing top graduate talent.

Evaluate AI's comprehensive platform addresses every aspect of campus recruitment, from initial candidate sourcing through final hiring decisions. By combining AI efficiency with human insight, companies create recruitment experiences that satisfy both organisational needs and candidate expectations.

Campus hiring doesn't have to be a long, manual, or messy process. With Evaluate AI, you can:

Automate screening and outreach

Interview candidates at scale

Hire faster, better, and bias-free

Ready to modernise your campus recruitment strategy?

Hiring the right candidate is important for businesses to stay ahead of the competition. But the recruitment process is not easy.  Managing high volumes of applicants and ensuring effective communication across diverse candidate pools overwhelms HR teams. One of the solutions to overcome these issues and to help HR teams streamline and humanise the candidate screening is Agentic AI Phone Calls. This powerful tool, designed by Evaluate Ai is helping companies of all sizes to conduct preliminary candidate screening in a smarter, faster, and more inclusive way.

What are Agentic AI Phone Calls?

Agentic AI Phone Calls refer to AI-based voice calls that mimic human conversation. They can perform the screening round of candidates. These smart agents are designed to communicate in a natural way, pose questions related to a particular position, and effectively obtain important information from candidates. These are conversational, dynamic, and adaptive calls, as opposed to traditional voice bots. They can talk to candidates in multiple languages. These Agentic AI Phone Calls can be employed for screening white-collar and blue-collar applicants, as well as in mass hiring programs.

Steps to Use Agentic AI Phone Calls

Using Agentic AI Phone Calls are easy and user-friendly. HR teams can set it up as follows:

Setting Questions: The first step is to enter questions based on the job description. These questions can be technical, behavioural, or situational, depending on the requirements of the job role.

Selecting a Language: HR professionals set the questions and then decide on the language for the screening call. Besides English, Evaluate Ai's Agentic AI phone calls accommodate over 20 regional Indian languages. When hiring for blue-collar roles where the applicants might not be fluent in English, these regional languages are beneficial.

Defining Conditions: HR teams can define concrete screening conditions and decision trees for the AI to use. For example, if a job requires the candidate to be based in Bandra, Mumbai, the AI will ask about the candidate’s current location, proximity to the job site and their willingness to relocate. Suppose the candidate does not stay near the job site and expresses unwillingness to move. In that case, the Agentic AI call can conclude the conversation early, marking the candidate as “rejected: location mismatch”, saving time for both parties. This feature can be utilised for different criteria depending on the requirements of the job.

Screening Calls are Conducted Automatically: The AI starts calling candidates after everything is set up and the start date is established. Because the tool is scalable, hundreds or thousands of candidates may be screened simultaneously.

Obtain Filtered Results: After screening, the AI cross-checks responses to the job specifications and gives a list of shortlisted candidates for the first interview round. Where necessary, particularly in blue-collar recruitment, where the candidates are not required to possess resumes, the system can also create them.

Features of Agentic AI Phone Calls and their Applications

The different features of the Agentic AI Phone Calls resolve numerous real-world hiring problems. The key features are as follows: 

Language Support: The Agentic AI Phone Calls support 20+ Indian languages, such as Hindi, Tamil, Telugu, Bengali, Kannada, and others, as well as English. This feature helps companies recruit candidates from all walks of life without any language barrier.

Automatic CV Generation: The Agentic AI Calls generates a simple CV based on the answers given by candidates during the call. This helps HR teams in their recruitment of blue-collar workers by providing them with a uniform document for evaluation.

Condition-Based Filtering: The ability to set conditions for job location, availability, education level, or experience saves time and effort for both the candidate and the hiring company 

Customisable Voice and Tone: HR teams can choose the voice and tone of their Agentic AI Phone Calls based on the various templates available.

Scalability: The tool is scalable, hence it is appropriate for small startups who want to screen a few applications as well as big companies who want to screen thousands of applications. Scalability ensures that growth does not slow down the quality or speed of the hiring process.

Role Flexibility: The tool is flexible and can be utilised to hire for many different types of roles. The Agentic AI Phone Calls can perform the screening round for any job role and level, such as software engineers, warehouse staff, customer service reps, delivery drivers, etc.

Advanced Flow Control: The ability to create conditional workflows enables the AI to handle intricate screening scenarios. It can modify conversations based on responses provided by the candidate, steer clear of extraneous questions, and focus on areas worthy of further investigation, leading to more effective and relevant interviews.

Final Thoughts

The time-consuming process of screening round, cultural and language differences in multicultural markets, and the difficulty of ensuring consistency across recruitment campaigns are all recruitment challenges of the real world today. These challenges are addressed by Agentic AI phone calls. Businesses using Agentic AI phone calls have a gigantic head start in terms of speed, efficiency, and candidate experience as they continue to compete for talent.

By combining the benefits of automation with the personal touch of human interaction, this solution allows HR teams to interact more intelligently, quickly, and meaningfully with candidates.

Imagine this: The job application of a highly qualified software engineer with extensive technical knowledge does not get past the initial screening process. This is not because they are incapable, but due to the traditional hiring systems that were not built keeping them in mind. This is not a hypothetical situation but a reality faced by millions of Persons with Disabilities (PWDs) across India. 

However, this long-standing reality is changing.  PWD candidates are now being recognised for their abilities, resilience, and preparedness thanks to AI-led, accessibility-first recruiting platforms like Evaluate Ai, as well as Rohini World's training initiatives and grassroots outreach. Through this collaboration, hiring procedures are being redesigned to be more human-centred, flexible, and inclusive, guaranteeing that opportunity is defined by ability rather than disability.

The Hidden Talent Crisis Nobody Talks About

According to the 2011 census, there are over 26.8 million people with disabilities in India, making it the largest country with PWD population. However, their employment rate is only about 36%. That's not just a statistic; it's a massive pool of untapped potential sitting right under our noses.

What many HR professionals fail to recognise is that the issue isn't a lack of talent. But it lies within the recruitment process itself.  

Traditional recruitment methods often create barriers that are not immediately apparent. Resume screening tools are unable to handle various formats. Conventional interview procedures assume that everyone communicates in the same way and overlook the need for other ways of communication. Moreover, office infrastructure is built in a way that expects everyone to travel and be available in a say way, and assessment tools do not assess individual potential.

But what if the same technology that is revolutionising every other facet of business can also be used to knock down these barriers?

Barriers in PWD hiring

Although businesses are increasingly discussing diversity and inclusion (DE&I), actual hiring progress for people with disabilities is still non-existent. An article from The Economic Times HRWorld in 2023 pointed out that structured hiring practices for PWD are still in their infancy, with only a few companies like TCS and Reliance leading the way.

Key challenges include:

Resume Barriers: People who do not have access to assistive technology, formal documentation, or typing skills may find job portals and resume-heavy applications uncomfortable.

Interview Bias: In-person or face-to-face interviews are still vulnerable to unconscious prejudice, which can be impacted by things like speech, appearance, or perceived aptitude.

Inflexible Scheduling: Fixed interview schedules and assessments that require candidates to travel do not cater to all types of disabilities, particularly those affecting mobility.

Generic Assessments: Physically challenged or neurodivergent individuals cannot be accommodated by one-size-fits-all aptitude exams.

Low PWD Outreach: The majority of businesses lose out on a large and varied pool of candidates because they do not have direct access to trained and vetted PWD talent.

No Inclusion Metrics; Inclusion initiatives, even in forward-thinking companies, are frequently untracked, making it challenging to monitor or enhance actual results.

As per Michael Page, organisations often lack awareness of how to design jobs and workplaces that are accessible, not just physically, but also cognitively and digitally.

The Inclusive Answer: Evaluate Ai × Rohini World

This collaboration is a novel approach that combines technological innovation with grassroots implementation to address these issues from start to finish.

Evaluate Ai offers state-of-the-art AI recruitment technology, featuring voice-driven mobile interviews, unbiased evaluations, and human-like AI interactions that make the hiring process feel more organic rather than mechanical.  

India's largest talent pool of persons with disabilities (PWD) is managed by Rohini World. It connects skilled individuals with inclusive employers and also provides upskilling opportunities for those in need.  

Together, they're creating something unprecedented: a hiring ecosystem where disability becomes invisible, and ability shines through.

How the partnership works

Finding Talent: Throughout India, Rohini World’s network finds qualified PWD candidates. No long application forms or resume gatekeeping—just talent identification.

Skill Building: Rohini World trains PWD candidates for careers that are in demand today. This ensures that the candidates are job-ready.

AI-Powered Assessment: Evaluate AI's platform conducts natural, conversational interviews. The interviews are tailored to accommodate various requirements of PWD employees. Evaluate Ai’s Hum.Ai.n Engine evaluates candidates based on their skills and potential. It strives to remove bias; thus, the status of the evaluations are not affected by the disability of the candidates.

Smart Matching: Instead of just seeing the resumes, the Evaluate Ai and Rohini World partnership is structured in a way that it matches people with businesses based on cultural fit and skill sets. A ranked list of eligible applicants is sent to employers for follow-up interviews.

Continuous Learning: Over time, the AI enhances its ability to recognise even more suitable matches by analysing successful placements.

Real-World Impact: What This Means for Your Organisation

According the Accenture (2023), inclusive hiring is not just the right thing to do, but also a smart business move. Companies that actively hire PWDs report:

1.6× more revenue,

2.6× more net income,

2× greater economic profit

25% more productive (revenue per employee) 

Twice as many positive Glassdoor reviews

Conclusion: Inclusion at Scale is Possible

The partnership between Evaluate AI and Rohini World represents a transformation in PWD and inclusive hiring, going beyond a mere technological initiative. 

paradigm shift in inclusive hiring, not just a tech project. It demonstrates how inclusion can transcend HR strategy into everyday practice when technology is paired with empathy, accessibility, and execution. It shows how inclusive hiring can become a daily HR practice when technology is combined with empathy, accessibility, and effective execution.

If you're an employer looking to future-proof your workforce, now is the time to integrate AI with inclusion. The talent is out there. The tools are ready. The impact is measurable.

Organisations and HR professionals show excitement as well as concern regarding the use of Artificial Intelligence (AI) in recruitment. On one hand, many people celebrate its potential to revolutionise the recruiting process, on the other hand, some people show scepticism due to myths. These myths arise from out-of-date information or a lack of comprehension regarding AI's function in hiring. This blog aims to debunk the common myths about AI in recruitment and illustrate how cutting-edge platforms like Evaluate Ai are changing the future of hiring.

Myth #1: AI in Recruitment Is Only Used for Resume Screening

In the early days, AI was only used for screening resumes, but today AI is used for a wide range of functions, including talent sourcing, interview automation, and even candidate engagement. AI is currently used in all stages of talent acquisition, including sourcing, interviewing, and onboarding, according to SHRM 2024 Talent Trends. To evaluate soft skills, communication, technical, and problem-solving abilities, platforms like Evaluate AI provide sophisticated tools like the Hum.Ai.n Interviews. The tool mimics real-world, human-like interviews. Today's AI tools can conduct behavioural assessments, analyse video interviews, and provide real-time feedback. In short, they do not just see what is on paper but try to understand the candidate fully. 

Myth #2: AI Replaces Human Recruiters

The belief that AI will supplant human recruiters is a common misconception in the HR industry. However, the truth is that AI empowers recruiters rather than replacing them. Time-consuming and repetitive tasks like scheduling interviews, following up with candidates, and preliminary screening are automated by tools like Evaluate AI's Virtual HR. This enables recruiters to concentrate on relationship development, strategic decision-making, and other high-impact activities. Relationship-building, empathy, and human intuition are still essential elements of effective recruiting and cannot be replaced by AI tools. 

Myth #3: All AI Tools in Hiring are Biased 

The data used to train AI tools leads to bias in AI. But when it is built responsibly and audited continuously, it can actually reduce human bias. In fact, when AI is used in recruitment, it makes it possible to filter candidates based on their performance and not based on their qualifications, race, gender, ethnicity, etc. By utilising a variety of datasets, carrying out frequent audits, and continuously improving models, platforms such as Evaluate AI eliminate bias from their hiring tools.

Myth #4: AI Can’t Assess Soft Skills or Culture Fit

Natural Language Processing (NLP), sentiment analysis, and behavioural pattern recognition are being used by modern AI hiring tools to assess emotional cues and soft skills. These tools assess soft skills, including communication, flexibility, and leadership potential, by analysing a candidate's voice, tone, facial expressions, linguistic patterns, and reaction time. Evaluate Ai integrates these assessments to provide employers with a detailed understanding of whether a candidate resonates with the organisation’s values and culture.

Myth #5: Only large corporations can afford AI recruitment software

This used to be true, but now AI hiring solutions are both accessible and scalable.  Even start-ups and early-stage firms can benefit from automation thanks to the numerous AI systems available today that are designed to support all forms of organisations. Platforms like Evaluate Ai cater to small, mid-sized, and even large organisations, regardless of the number of candidates you are hiring.

Myth #6: AI Makes Hiring Impersonal

Numerous organisations hesitate to incorporate AI into their hiring process due to the belief that it eliminates the personal element. When implemented correctly, AI boosts personalisation. By offering quicker responses, more individualised communication, and regular follow-ups, it enhances the applicant experience. 

Myth #7: AI Applies a One-Size-Fits-All Approach

It is no longer the case that AI use the same templates and scoring for all roles. Today's AI platforms are very configurable. Using Evaluate Ai recruiters an provide success indicators for every employment function, whether it is a technical or creative role. AI i more adaptable than traditional hiring methods due to its flexibility. Our solutions at Evaluate Ai are very customizable. We create assessments based on job descriptions, industry standards, and company values. Whether you're hiring a marketing lead or a software engineer, this guarantees fairness, accuracy, and relevancy.

Myth 8: AI in Recruitment Is Just a Passing Trend

AI in recruitment is often seen as a fad, something that is trendy now but will eventually disappear as businesses go back to traditional hiring methods. But according to studies, it is the future of hiring. According to SHRM 2024 Talent Trends, 88% of HRs mention that using AI in hiring helps them save time and improve their efficiency, while 35% mention that it reduces their hiring costs. Companies need smarter, faster, and more accurate tools to stay ahead of the competition in labour markets, where candidate expectations are changing and competition is growing.

Myth 9: Candidates Don’t Like AI Interviews

Many companies believe that candidates feel uncomfortable or mistrust AI interviews and prefer traditional interviews. A few years ago, this could have been the case, but today's job seekers, particularly Gen Z and Millennials, are becoming more at ease with technology. Many candidates AI interviews because they can be given the comfort of their home and at a time that is convenient for them. Evaluate Ai provides an engaging, adaptive experience that closely resembles human interactions, reducing any difficulties for candidates.  By providing real-time feedback, transparent procedures, and user-friendly interfaces, it puts the candidate experience first and makes the process as smooth as possible.

Embrace the Reality of AI in Recruitment

It’s time to separate fact from fiction. AI in recruitment is designed to support recruiters and not replace them. At Evaluate AI, we're helping companies hire more intelligently and ethically while enhancing speed, quality, and equity. Our solutions are tailored to your specific employment requirements, regardless of whether you are a startup or an expanding business.

The way we hire is changing. Companies today need talent that’s ready to perform—not just candidates with impressive degrees or big-name universities on their resumes. That’s where skill-based hiring comes in.

This approach focuses on what a person can actually do, not just where they studied or how many years they’ve worked. If your company is thinking about making the switch, this blog will walk you through the key steps to implement skill-based hiring and how tools like Evaluate AI can make the process easier and smarter.

Skill-Based Hiring vs Resume-Based Hiring: What’s the Difference?

Resume-based hiring is still the norm deployed by most companies. This approach filters applicants based on their educational background and past work experience. While this method might appear efficient, it frequently overlooks talented individuals who have acquired skills in a particular field through alternative routes—such as bootcamps, self-directed learning, or practical experience. 

Skill-based hiring, on the other hand, looks at what a person can actually do. Instead of asking “Where did you study?”, it asks “Can you do the job well?”

According to LinkedIn, more employers are moving away from degree requirements, and the number of job postings that do not require a degree are increasing. 

5 Reasons Why Companies Are Adopting Skill-Based Hiring

Better hires. Candidates are assessed for what they can actually do and not how they look on paper.

Wider talent pool. Skill-based hiring helps companies reach a wider talent pool as they do not limit themselves to just college grads.

Faster onboarding. Candidates with the right skills typically require less training. 

Less bias. Structured skill-based assessments reduce decisions based on personal background, history or assumptions.

Stronger retention. According to a two-year study by HBS, people hired based on their skills stay 20% longer than people hired using traditional hiring methods.

The OneTen report highlights that moving to a skills-first model also supports diversity and opens doors for groups often overlooked by traditional hiring systems.

Simple Steps to Implement Skill-Based Hiring in Your Organisation 

It's not necessary to completely revamp your hiring process all at once. You can start with these simple steps:

Identify Key Skills

Try to understand what skills actually matter for each job role. This could be done by studying skills that make top performers successful in their roles and asking team leaders about the skills required for a position. Once you understand key skills, outline them clearly for every role.  

Revise your job descriptions

Instead of just degrees or credentials, mention the skills that are necessary to be successful in a role in the job descriptions. Be specific. When creating job descriptions, consider the tasks, resources, and soft skills like time management or communication.

Assess Skills

Skill-based assessments simulate real job tasks, such as writing a blog post or completing a coding challenge, to evaluate candidates' abilities. These assessments can cover a wide range of competencies, including problem-solving capabilities, technical competence, communication skills (writing, speaking, listening, reading), emotional intelligence, behavioural patterns, personality traits, role-specific competence, and industry-specific knowledge. Such tests give you a clearer understanding of who is truly qualified for the position.

Train Your Hiring Teams

Hiring teams need to understand the importance of skills over credentials. Guide them to spot skills effectively, interpret assessments and perform structured interviews that emphasise capability

Broaden Your Talent Search  

Avoid limiting your recruitment to universities or prestigious colleges. Engage with boot camps, online learning sites, and local community programs. This approach allows you to connect with individuals who have acquired skills through unconventional methods.

Measure Your Results 

Monitor the performance of your new hires. Are they achieving their performance objectives? Do they tend to stay longer in their positions? Study your diversity metrics. Utilise this information to refine your approach and improve over time.

The McKinsey report points out that skills—not just roles—should be the building blocks of your talent strategy.

How can AI help in Implementing Skill-Based Hiring

Switching to skill-first hiring takes time and effort,  but the right AI tools can make it effortless. Platforms like Evaluate Ai help companies assess candidates beyond their resumes and traditional hiring filters. With the help of Evaluate Ai, companies can use various AI recruitment strategies to assess candidate skills. 

Smart Talent Matching: Our AI platform can analyse candidate profiles and match them with job descriptions based on skill and not just keywords.

Skill-Based Assessment: The Hum.Ai.n Interview Engine can conduct real-time simulations of on-the-job tasks, linguistic, intellectual, behavioural and technical assessments to evaluate candidates accurately and objectively.

Bias Reduction: AI reduces unconscious bias in the recruitment process as it focuses only on a candidate’s demonstrable skills rather than big university names or past employers in their resumes

Time-Saving Automation: Apart from automating Skill-Based Assessments, Evaluate Ai can also help an organisation automate repetitive tasks such as screening resumes, scheduling interviews, candidate engagement, etc, thus helping hiring teams to focus on strategic tasks instead of manual work.

Scalability: AI helps organisations to maintain quality and efficiency in their hiring process, whether they are hiring for one or 1000 positions

Finding the right talent can be difficult. It takes a considerable amount of time, resources, and may result in missing out on exceptional candidates. Does this sound familiar to you?

Using traditional hiring methods recruiters spend hours setting up interviews, sending emails, and reviewing resumes. Hiring in bulk only makes these issues worse. In addition to slowing down the hiring process, these inefficiencies increase drop-off rates and result in unsatisfactory candidate experiences.

The hiring process is currently being transformed by AI and automation, making it faster, smarter, and more efficient. Evaluate Ai is leading this change. The platform is making hiring smarter for both tech and non-tech positions. Whether you're a startup looking for your first engineer or a company hiring hundreds of customer service agents, Evaluate AI streamlines the entire process.

How AI Evaluation Improves Hiring

AI and automation aren't just buzzwords in the field of recruitment—they're transforming how companies find talent. According to a study, businesses using AI in their hiring process have cut their time-to-hire by up to 85%.

Connect with thousands in just minutes instead of weeks. The automation for candidate outreach is groundbreaking. Instead of contacting candidates one by one, Evaluate AI interacts with numerous candidates at once via phone, chat, and email bots. Say goodbye to endless hours spent on manual outreach.

Find the right skills, every time. The platform matches candidate skills with job requirements using intelligent AI algorithms. A potential applicant won't get overlooked only because they used different keywords.

Technical expertise that goes deep. For tech positions, Evaluate AI can access candidates across 48 domains and more than 18 technologies, including AI-ML platforms such as TensorFlow and PyTorch, full stack frameworks like React and Angular, as well as specialized competencies in cloud services (AWS, GCP, Azure) and mobile development (React Native, Flutter).  

Interviews that fit modern life. Candidates have the freedom to interview at their convenience, using only their smartphone or laptop. This flexibility allows you to engage with a larger pool of qualified individuals who may not be able to attend traditional interviews.  

Breaking language barriers. Evaluate Ai supports more than 15 Indian languages, thus eliminating language barriers for non-technical roles. This ensures that you do not miss out on skilled individuals merely due to language differences—perfect  for recruiting across diverse regions.  

See what's working, fix what isn't. Real-time dashboards provide clear insights regarding the performance of your recruitment process, allowing recruitment teams to constantly improve their strategies. 

Effortless ATS Integration and Unified Talent Sourcing unify all aspects of the hiring process within a single system, removing data silos, thus enhancing candidate tracking. 

Real Results That Matter

After integrating Evaluate AI, businesses in the banking, healthcare, IT, logistics, and pharmaceutical sectors have witnessed notable improvements in their recruitment procedures. Several have succeeded in cutting their hiring time by 70%.  

Why is this important? Because hiring quickly helps businesses to secure top talent before their competitors do. It also makes the process less difficult for both recruiters and candidates, thus allowing your team to focus on what truly matters—expanding your business.  

It is clear that in future, hiring managers will use automation, data, and focus more on skills rather than traditional resumes.In today's competitive talent market, companies who use platforms like Evaluate AI will have a significant advantage.