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Job interviews Anywhere, anytime
Job interviews Anywhere, anytime

Technology Geographical barriers, time and space are irrelevant as video resumes have arrived, writes K. Jeshi

The e-world packs a punch. After revolutionising the entertainment segment on virtual space, the limelight now is on the booming job market.

Next generation job portals, that club technology and innovation, have arrived. And, they create virtual interview rooms to bring the potential employer and employee together for a life-like interaction. The way you look, walk and how aggressive you are can now be expressed on video interviews. And, you can walk out with a dream offer.“Be it job portals or consultants, they cater only to ‘search’ and ‘find’. We are adding value in the form of video interviews,” says Aadith D. Vikram, managing director of, launched recently in Mumbai. Any employer can register on the website for free, buy prepaid cards and contact the candidates through video interviews.

Blurring boundaries

“It enhances preliminary screening of candidates in a big way,” says V.R. Sasidar, director of Lyric Labs online translation agency ( “This way you defeat the distance and gain access to a bigger pool of talents,” he adds.

The two-month-old, developed by Tirupur based PGC Infotech Pvt. Ltd has 623 employers registered across 100 different segments and about 70,000 job seekers. The website also has e-walk-ins, wherein a schedule is fixed for virtual interviews.

The key phrase is convergence of technologies, says Uday Zokarkar, chief business officer of, which features more than 30,000 jobs and 2.5 million registered resumes. “A decade back, when the print classifieds were converted to the Internet platform, a lot of categories such as jobs, property, matrimony and automobile, flourished on the online space. Now, print, Internet and mobile are integrated together to meet the growing job requirements,” he adds. On, jobs posted on the portal are also printed in business dailies with job codes. “All the job seeker needs to do is send an SMS with the code and his resume will be immediately routed to the employer from the website,” he adds.

Recruitment through job portals becomes tiresome, as they keep forwarding hundreds of resumes that don’t match our skill set requirements, says M.K. Krishna Kumar, GM of Hykon Transcripts (P) Ltd.

At, the solution to this comes in the form of ‘burning glass technology’, an artificial intelligence which carries out auto-filling of resumes of candidates from the data in industry specific formats of different companies. “In a process called ‘parsing’ the resume extracts data and puts them in specific formats, as required by companies. When an employer runs a search, it will only allow active resumes that match the specific opportunities. This reduces the time spent by employers on screening,” Vikram explains.

Though employers log on to websites and social networking sites to examine the profiles of job candidates, recruitments they say is an ever evolving process. And, technology has made many time-consuming jobs easier. In social networking sites such as (the site reports there are 19 million profiles), which focuses around the professional world, individuals can list their work experiences and connect with other business acquaintances. People they are linked with write recommendations on the profile.

Talent pool

“Such sites cater to recruitment of high profile, niche segments like a CEO or CFO. But, when it comes to entry level posts, you need better search options. In the IT space, there are reports that say that seven million professional jobs are being offered every year. In the next eight years, 42 million jobs will be available, so it’s time we exploited the talent pool, especially from tier II and III cities,” Vikram explains.

For niche requirements, Cognizant relies more on online job portals, says Bhaskar Das, Vice-President, HR.

“The recent trend amongst IT professionals has been to upload their resumes on job portals. This offers employers a variety of search options to zero in on the right people. Job seekers can also choose the profile and the organisation that is in line with their requirement. Given the time crunch in today’s scenario, certain rounds of interviews are also conducted through video- conferencing.”

Cognizant uses two modes of e-recruitment—one, where it advertises for specific skill requirements on job portals; and the other where it has subscription-led access to the databases of job portals.

About video interviews, Uday says the model has been successful in the Western world, and concludes, “Broadband connectivity, bandwidth and infrastructure need to evolve for it to work in India”.




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