AI recruitment expands into non-tech roles across sectors

AI-powered recruitment is now mainstream, extending its reach from tech to non-tech sectors like manufacturing and retail, driven by dynamic assessment capabilities. According to The Hindu BusinessLine, industry players report that while IT companies were early adopters, sectors such as manufacturing, retail, e-commerce, and financial services are now using AI for high-volume repetitive roles.

Jayanth Neelakanta, Founder and CEO of Equip, an AI-powered skill assessment and recruitment platform, told The Hindu BusinessLine that only about 35 percent of roles recruited through its platform are technology roles, with the remaining 65 percent being non-technical. This shift is primarily driven by AI’s ability to dynamically create tests and assessment criteria for a wide variety of roles.

Dynamic assessments enable horizontal expansion

Neelakanta explained that when Equip launched, it focused on popular tech roles like Python developers because questions and tests had to be created manually. Now, the process is more dynamic: questions are generated on the fly based on the job description and a candidate’s responses. This makes the technology horizontal and not restricted to any one vertical. He cited an example of an e-commerce company using AI interviews to determine which existing store employees should be promoted to manager.

The technology is also being used for frontline and blue-collar work. Satish Jeyaraman, Co-Founder and Chief Growth Officer at Berribot, an AI recruitment solutions provider, told The Hindu BusinessLine that over the past six months, the company has collaborated with firms in retail manufacturing, pharma, and healthcare for onboarding technicians, customer service executives, and even cab and limousine drivers. Berribot serves over 34 clients across India, the US, and Europe.

24/7 AI interviews fit candidate schedules

Jeyaraman highlighted a key advantage of AI for high-volume roles: panels no longer need to coordinate their availability with every candidate. He noted that more than 60 to 70 percent of candidates take interviews between 10 pm and 3 am, when they have better bandwidth and fewer disturbances. The AI interviewer is available 24×7, so candidates can simply click a link and take the interview when they are ready.

Job marketplaces have also begun infusing AI into their offerings. Kartik Narayan, CEO of Apna, told The Hindu BusinessLine that around 3,000 to 4,000 customers use its AI screening tools in a typical month. He added that adoption is strong not only among enterprises but also among small and medium businesses, which often lack dedicated HR or recruitment teams and cannot afford to spend that money.

Practical implications for HR and recruiting teams

For HR and recruiting teams, the expansion of AI into non-tech roles means they can automate screening and initial interviews for high-volume positions, freeing up time for more strategic tasks. AI’s dynamic assessment capabilities allow for tailored evaluations without manual test creation, reducing time-to-hire. The 24/7 availability of AI interviewers can improve candidate experience by allowing them to interview at their convenience, potentially widening the talent pool.

However, teams should be aware that rules and regulations regarding AI in hiring may vary by jurisdiction, so it is important to consult legal counsel where applicable. Additionally, while AI can handle repetitive roles efficiently, human oversight remains essential to ensure fairness and alignment with organizational values.

Sources: NewsBytes, The Hindu BusinessLine