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Jobs platform Apna's interview prep tool records 7.6 lakh AI interviews
"The tool offers realistic interview simulations, instant performance feedback, and personalised improvement tips to help candidates build interview confidence," the company said. It currently offers interviews for over 25,000 job roles across 3,000 top companies, with questions tailored to specific companies and job profiles. The tool also personalises interviews based on the person's résumé.
Among the top roles for which individuals prepared were software development, product management, data analyst, accounting, digital marketing, and sales. While tech roles accounted for 42 per cent of total interviews, 58 per cent came from non-tech sectors such as retail and logistics, among others.
In terms of geography, the adoption of the tool was highest in metro cities like Delhi, Mumbai, Bengaluru, Hyderabad, and Chennai, which accounted for 44 per cent of total interviews.
As for the age groups, Gen Z (18–24 years) emerged as the most active user group, contributing 58 per cent of total interviews, while millennials (25–30 years) followed at 27 per cent. Male users accounted for 76 per cent of total participation, while female engagement stood at 24 per cent.
Earlier, an Interview Readiness Index 2025 by the company revealed that only 32 per cent of job seekers in the country feel prepared for interviews. The report also highlighted the growing role of digital tools in boosting interview readiness, with users of digital or AI-powered platforms reporting higher confidence levels at 38 per cent.
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Time of India
4 hours ago
- Time of India
Salary talks are becoming family conversations for Gen Z. Why are parents joining job interviews?
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Hindustan Times
5 hours ago
- Hindustan Times
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Entrepreneurial mind and goal-driven nature: Gen Z is usually referred to as entrepreneurial, independent, ambitious, and extremely goal-driven. They are usually early birds who pursue opportunities to earn and learn at the same time, and they have excellent clarity regarding their professional ambitions. What I want to learn: My generation has grit, but it's as if Gen Z has a natural goal focus and clarity that I am in awe of. How do I bring the same acute focus and clear sense of direction to my endeavours, beyond ambiguity to a clear direction? Value-driven and socially conscious: This generation strongly believes in authenticity, inclusivity, and transparency. Having seen some huge social and environmental challenges in their lifetime, they are extremely aware of sustainable practices. 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7 hours ago
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Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox. All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles. 'Beyond Compensation " is about recognizing that salary alone doesn't secure or retain top talent anymore. Talent is looking for a holistic value proposition — one that includes purpose, culture flexibility , recognition, and well-being. In my view, it's about creating a meaningful work environment where people feel valued and inspired. Today's workforce, especially in India, is increasingly seeking alignment with an organization's values and leadership vision, alongside opportunities for growth. 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It's the practical, day-to-day experience of flexibility that makes it such a powerful retention tool. Having said that, a healthy organizational culture and a sense of purpose among talent are critical for employers to emerge as talent a competitive market, the smartest employers are innovating beyond pay hikes. We're seeing companies offer hyper-personalised career growth opportunities, flexible work arrangements, and enhanced recognition programs. Some are focusing on well-being benefits from mental health support to lifestyle allowances that resonate deeply with talent. These strategies create long-term loyalty without the cost implications of unreasonable salary inflation. In fact, in several cases, such tailored benefits have proven to be stronger differentiators than marginal salary increases, especially for younger and mid-career professionals who value growth and work has shifted the power dynamic. Talent now expects greater autonomy over where, when, and how they work. Flexibility has become a key competitive advantage, enabling organizations to tap into wider talent pools and improve retention. Autonomy fosters ownership, creativity, and accountability, while flexibility supports well-being and productivity. In our experience, when talent has a say in designing their workday, engagement and loyalty naturally increase. Hybrid isn't just a location model; it's a cultural shift that priorities outcomes over hours, which aligns well with the expectations of today's who focus only on pay risk are missing the emotional and cultural aspects that truly bind talent to an organization. Without a strong work culture, career growth opportunities, and well-being initiatives, they may face higher attrition, disengagement, and reputational challenges. In a market where, intrinsic motivators are increasingly important, a salary-heavy strategy can be easily outmatched by employers offering a more holistic Employee Value Proposition. Over time, this approach can erode brand loyalty, making it harder to attract and retain high-performing build a culture of recognition and psychological safety. Talent must feel valued and safe to share ideas. Second, invest in growth opportunities through upskilling, reskilling, and clear career progression pathways. Third, embed flexible and empathetic work models that cater to diverse life stages and needs, from hybrid options to mental health support. Together, these strategies create a resilient, attractive workplace that appeals across generations. They also future-proof the organization against talent shortages, as employees are more likely to stay when their holistic needs are the next five years, the currency of talent will extend well beyond monetary compensation. Purpose-driven work, professional development, flexibility, and holistic well-being will dominate the value equation. As AI reshapes roles and hybrid work becomes the norm, employees will seek trust, autonomy, and opportunities to grow in meaningful ways. Employers that can authentically deliver on these expectations will not only attract top talent but also retain them through periods of rapid change. It's about building workplaces where people want to stay, grow, and contribute at their best.
