• Kowshika Ravichandran


Virtual campus hiring

Not many years ago, campus hiring had no trend, but only a person-to-person recruitment process. Students with top scores and references are selected and the ones with real talent were left. Writing resumes, developing soft skills, and memorizing answers to standard questions were there in traditional interviews.

But once the COVID-19 pandemic broke out, the situation changed dramatically for both job seekers and hiring professionals. Because of its lack of trustworthiness, the virtual interview process was mostly believed to be a scam because of its unpreferred nature. And in many countries, big-money scams were taking place in the names of big companies. Due to unavoidable circumstances created by the pandemic, colleges and companies needed to do things virtually.

From creating a resume to working from home, everything is virtual. But the response virtual hiring technique now gets gives a positive look on virtual campus hiring. So, the virtual hiring process is the evocative trend that stirred 2021 with a 67% spike rate in candidature.


Virtual hiring is the trend. But do you know there are lots of ways to do virtual hiring? Yes. It's not just video call-based. It's more than that. Companies can source candidates from the campus in numerous virtual ways. Let's see the trendy ones.

Artificial Intelligence-based interviewing

Do you know when AI-powered cars interviewed and recruited candidates at a Volvo show?

Yes. Volvo's Brussels Motors HR90 car can conduct a job interview and select its people. All this is happening because of artificial intelligence interviewing technique. The algorithms used in AI, screen the candidates based on their answers to a particular question.

From technical fit to cultural fit, all the questions are tailor-made according to the companies' needs. By introducing such an Artificial Intelligence-based interview process into campus hiring, we can select the most demanding personnel from among the pool of candidates. All the candidate needs to attend such an interview is a desktop and a stable internet connection.

The AI checks the person via camera access on the device and records the session to avoid malpractice. The recording is made until the session ends, which secures the candidate's privacy too. There are multiple levels of assessments set by the company, and the perfect score to pass such assessments. One who passes through such rounds is finally given the job.

Hackathons and coding contests

Hackathons and coding contests may sound similar, but their goals are different. Hackathons are social coding contests where a group of IT people gathers and work towards making a working prototype. The group includes people from various departments like programming, designing, testing and many. This concept was first used in Canada on June 4th, 1999.

The idea was mainly used in the engineering departments, which has a low risk of achieving a specific goal. But now, this hackathon is conducted by the campus for almost every department. The hackathon process helps in finding the right candidates with a good level of industry exposure and the person with software qualities like team management too.

There are many online crash course providers like neo Coders are available to crack such as hard hackathons and coding contests. Hackathons are of many types. Generally, hackathons are used to build working websites, apps, and many kinds of prototypes. But there are many kinds.

The altruistic hackathon is conducted to find a solution for a public problem like transportation and many others. Corporate hackathons are conducted by big named companies like Amazon, Dell to encourage their employees' collaboration with various departments within the company and develop new products. A language or programming hackathon is conducted to create a specific programming language or framework.

Hackathons bring people together, create solutions to many problems, and develop new ideas. The IT people get a chance to meet new people and work with different departments through cross-collaboration.

Many successful products are born out of hackathons. Notable features on Facebook, like buttons and Facebook chat, were created during hackathons.

GroupMe is a successful prototype created during one such hackathon, which was later acquired by Skype for $10 million.

So, corporates are always ready to conduct hackathons on campus as a mode of the interview process that benefits both parties.

Coding contests

Corporate-organized hackathons and Coding contests are slightly different. Here, it's to test the individual’s coding proficiency. They usually consist of mathematical or algorithmic problems that require an individual to find a solution. There is always a prize for such coding contests. Such hard-earned certificates play an important role in the hiring process. This earns a positive outlook on the candidate's profile and gives the reviewer a view of the candidate's exposure to such a subject.

By participating regularly in such contests held on Campus, a candidate can always be in the eyes of companies. The experience learned while competing helps in screening steps during interviews like solving algorithmic problems. Many corporates prefer profiles with such contest participation.

These competitive contests shine a light on the lives of the talented. Where hackathons are conducted for a long duration, like anywhere from a week to a year, coding contests are first come, first served based.

Companies like Quest, TCS, Capgemini, and many others are already hiring through coding competitions for their technical positions.

The students hired via competitions get higher salaries and positions than normal ones because of their talent. Companies with selection criteria such as programming skills will always look to on-campus hackathons and coding contests as a valuable means of hiring.

The Advantages of Hiring on a Virtual Campus

According to 70% of professionals, virtual interviews will become the new norm even after the pandemic ends.

Professionals, companies, and candidates have started to realize the benefits of the virtual interview process.

Cost and time-saving

Organizing an offline interview on campus needs considerable manpower and time, with a lump sum amount. Through a virtual interview, you can screen several candidates and filter the suitable ones. This process can be done by automation, so time and cost are saved efficiently. From inviting suitable candidates to setting up virtual workplaces, the cost is minimal compared to the amount we spend on offline interviews.

Numerous valuable candidates

With virtual hiring, we can easily overcome demographic barriers and find a resourceful person. With virtual interviews and work from home situations, college students from various localities will be glad to apply. This provides the company with a pool of knowledgeable candidates from which to choose the best candidate. It also helps in giving feedback on time, whereas the traditional method is time-consuming.

The Future of Campus Hiring

There are many virtual hiring platforms like neo Hire are available, which relieve such a burden for both corporates and campuses. They form an alliance with both parties, find common ground, and conduct interviews virtually with the candidates. Using social media platforms such as LinkedIn, Facebook, and job boards can help you find more qualified candidates. The AI-based screening, hackathons, and coding contests are conducted according to the level of students.

For example, coding contests and hackathons are attended by anyone, and interviews can be conducted virtually only for suitable candidates. The suitability can be found by artificial intelligence algorithms. So, in the future, there is no turning back from such a hassle-free process, but more progression in such technologies can be expected. By asking the right questions, the right candidate can be found.

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