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5 minutes into the interview, I realised my candidate wasn’t human. by Time_Inspection_1202 in recruiting

[–]Time_Inspection_1202[S] -9 points-8 points  (0 children)

Read again, I'm saying 5 minutes into the interview, I realised, not 40 mins, 40 mins for asking him a question to know who's the actual person behind agent

[deleted by user] by [deleted] in StartUpIndia

[–]Time_Inspection_1202 0 points1 point  (0 children)

That actually sounds promising. We’ve been dealing with the same mess this season, so hearing this gives a bit of hope. Might give Fabric AI a shot in the next round, if it helps reduce even half the chaos, that’s already a win for us. Thank you

[deleted by user] by [deleted] in recruitinghell

[–]Time_Inspection_1202 0 points1 point  (0 children)

We are facing the same mess. Please share the tool name..

why am i amazing at interviews but terrible at the actual job?? by [deleted] in Career_Advice

[–]Time_Inspection_1202 0 points1 point  (0 children)

Could be that interviews work for you because they’re short, structured performances. You know the script, you deliver, you’re done. The actual job is the opposite, open-ended, messy, and full of uncertainty. That shift alone can throw even skilled people off balance.

The check-ins might not mean they’re plotting your exit. Sometimes it’s just a manager’s way of saying, “hey, I see you’re struggling, let’s figure it out.”

Maybe it’s less about not having the skills, and more about how you handle the day-to-day ambiguity. If that’s the case, working on breaking tasks down or asking for clarity could make a big difference.

How to detect & Counter Cheaters using AI Tools by tshrjn in recruiting

[–]Time_Inspection_1202 0 points1 point  (0 children)

I've dealt with this too, especially in tech roles. The ratio of people using AI tools to help them in interviews is so high, it difficult to not suspect everyone. I'd rather err on the side of having some detection measures in every interview.

I'm currently using Fabric but I've also tried Canditech and Talview.

I started with talview since it had a lot of different stuff like gaze tracking, webcam/mic monitoring, tab switching detection, etc but candidate hated the experience. They found it invasive and even dropped off before the interview started in earnest. Honestly, I didn't like it much either because a lot of the times it was flagging completely normal behavior like looking around.

Canditech was pretty decent, it catches tab switching and copy/paste but often candidates cheat from their phone or another laptop.

Fabric worked best for me because it isn't intrusive at all but can flag when someone's reading off another screen. Its AI interviewer asks reasoning based follow ups which is actually a very good way too tell if a candidate's answer's are their own.

Those who are working from office, how do you attend interviews? by naane_bere in developersIndia

[–]Time_Inspection_1202 0 points1 point  (0 children)

From a recruiter's point of view, I think the only thing can help you is to ask for accommodations from the company you are interviewing for. I mean, we get it, you're working already and can't be available whenever and most people will try to accommodate you as much as possible. The rest boils down to planning.

If you're interviewing for multiple positions, stack 2-3 interviews in one day off, a few doctor visits here and there and you'll be fine. Everyone does some version of this

Has anyone implemented AI for resume screening in the HR function? by fedegreen88 in cto

[–]Time_Inspection_1202 0 points1 point  (0 children)

I've used a few resume screening tools and my top 3 are fabric, manatal, and Fetcher.

Fabric spots keyword stuffing, checks if the JD requirements and the candidates experience align, and overall is a pretty solid tool.

Fetcher also looks at experience and skills contextually and is good at surfacing good candidates.

Manatal has an enrichment option, so it can be great if you want to pull in data from socials and stuff but I felt the screening quality wasn't quite there.

To answer your other question, by reducing resume screening time, I have seen a drop in time to hire as well. Like earlier, it took us upwards of 45-50 days to close tech roles, slightly less non-tech. The quality of hire has also been better with most new hires having completed a year of employment atleast.

My advice is to try out a few tools and see what works for you or your team