Latest news with #HireVue
GMA Network
15 hours ago
- Business
- GMA Network
AI plays larger role as Globe activates 235 new 5G sites in 2025
A total of 235 new 5G sites all over the country were activated by Globe Telecom in the first quarter of 2025 with the help of Artificial Intelligence. Globe said the 5G sites support over 9.5 million devices nationwide. 'AI is central to this scale, providing live operational dashboards, build prioritization, and predictive maintenance across network assets,' it said. Aside from this, AI is also reshaping how Globe hire, plan, solve problems, and connect. 'Today we're using AI to speed up automation,' said Carl Cruz, Globe President and CEO. 'We're also using it to elevate and improve the quality of decisions, and make our operations more responsive. Innovation only matters if it creates real impact.' The telecom company said its Human Resources group has fully integrated AI into its recruitment process through the use of HireVue, an AI-powered platform that combines video interviews with skills assessments to help evaluate candidates more objectively and effectively. Globe piloted its AI-powered video and coding assessments for digital, IT, and tech-focused groups at the start of the year. The successful pilot led to a full-scale rollout across all groups, including its portfolio companies. The shift replaced manual pre-screening and cut the overall hiring cycle from weeks to just a few days. Processing qualitative data alone, which previously took three to five days, was cut down in half, enabling faster candidate turnaround and more confident decision-making from hiring teams. As a result of these efforts, Globe received the Impact Star Award at the 2025 HireVue Customer Excellence Awards last April. The award celebrates organizations that have made a meaningful impact and driven innovation through skills-based, tech-enabled recruitment. Globe was previously named a Rising Star at the 2024 awards, highlighting its continued commitment to modernizing hiring for both speed and quality. AI has also played a pivotal role in strengthening Globe's Risk Management processes. By automating data capture, transcription, and insight generation, AI significantly reduced data processing time—delivering results within days instead of weeks. Real-time dashboards also allowed teams to visualize and compare risks at both group and company levels, making data more digestible and actionable for leadership. This automation also helped in mitigating human bias in data interpretation, and enabled more accurate linkages between identified risks and corporate strategy. Globe said it is exploring AI-powered tools for proactive risk scanning and identifying emerging threats before they escalate. Meanwhile, Globe's Network Group is leveraging AI in streamlining internal processes to enhance service quality. Teams now use AI from coding and data forecasting to anomaly detection and repair diagnostics. The company has also implemented AI-assisted power-saving solutions through the EdgeWise platform, optimizing energy consumption by temporarily shutting down low-traffic transceivers in its Radio Access Network. In the area of Marketing, AI is being used to accelerate content creation, simplify workflows, and improve internal knowledge sharing. Teams rely on tools like Gemini and ChatGPT to draft memos, presentations, and reports, while design platforms like Canva Magic Studio help quickly produce high-impact visuals. Knowledge bases and technical guidelines are also being managed more efficiently using NotebookLM and custom-built AI search tools. Beyond productivity, AI enables quicker, more inclusive storytelling—from employee communications to public campaigns—allowing the Marketing team to move at the speed of the business. 'Our ambition is clear,' Cruz said. 'We want Globe to be among the most admired companies in the country. We use technology with empathy, insight and purpose to better serve our customers. This is how we will make Globe resilient, by enabling our people with better tools to build our business for the future.' —RF, GMA Integrated News
Hans India
3 days ago
- Business
- Hans India
Beyond resumes: How Gen AI is redefining recruitment
Recruitment is undergoing a tech revolution, with HR leaders embracing generative AI at every stage of hiring. From context-driven resume screening to AI-enabled interviews and adaptive assessments, the technology is boosting efficiency, accuracy, and candidate experience. As tools like and HireVue take the lead, recruiters are finding more time to focus on what matters most: understanding people beyond the paper HR professionals are proving to be some of the keenest adopters of generative AI technology. According to recent research by Gartner, 38% of HR leaders are already piloting, planning, or implementing Gen AI initiatives. With use cases spanning resume screening, candidate engagement, assessments, and internal operations, generative AI is quickly becoming a valuable partner in the recruitment process. As organizations explore its growing capabilities, AI is set to reshape how talent is sourced, evaluated, and managed—enhancing efficiency while keeping human judgment at the core. Impact of Gen AI on recruitment Recruitment is seeing a change with AI-driven tools optimizing various aspects, from application tracking to candidate engagement. Traditional applicant tracking systems (ATS) have long relied on keyword matching and fixed filters to screen resumes. While they are efficient at handling large volumes, they often miss qualified candidates who do not use the exact terms expected. Generative AI is shifting this approach by focusing on context and intent rather than just word matches. For instance, LinkedIn Recruiter's AI assistant can identify candidates with transferable skills and relevant career progressions—even if their job titles don't directly match the role. A data analyst might still be a strong fit for a business intelligence position based on their tools and outcomes. Platforms like take it further by reading between the lines. If a candidate led a CRM migration, the system can infer related skills such as data integration, change management, and customer lifecycle strategy—even if these are not explicitly mentioned. Some tools also generate plain-language summaries of candidate profiles, giving recruiters a quick, clear snapshot of strengths without needing to decode jargon. Others, like HireVue, enhance the process with AI-integrated video interviews to assess communication skills and simulate real-world scenarios. Gen AI based automated proctored assessments Once candidates are shortlisted, they undergo written tests to evaluate aptitude, technical knowledge, and behavioral traits. These tests go beyond technical proficiency—they also assess cultural fit, adaptability, and problem-solving ability. For instance, Capgemini uses AI-powered assessments to evaluate domain expertise and cognitive skills, resulting in a 40% improvement in hiring efficiency. However, Gen AI-based assessments bring a deeper layer of intelligence and adaptability to the process. Unlike traditional AI, Gen AI systems are capable of learning continuously, recognizing patterns, making contextual decisions, and evolving over time—similar to human cognition. This means Gen AI can detect subtle anomalies, adapt to new test-taking behaviors, and refine its proctoring mechanisms with each session. For example, it can use facial recognition to flag impersonation attempts, or analyze eye movement, facial expressions, and typing patterns to detect potential cheating. Over time, these models become smarter, making the evaluation process more secure, unbiased, and scalable. Gen AI-enabled interviews AI is reshaping interviews through automated scheduling and AI-led interactions. Platforms like Incruiter use natural language processing (NLP) to assess responses for tone, confidence, and coherence, offering recruiters structured insights. For example, Unilever's AI-driven interviews evaluate facial expressions, speech patterns, and word choice—cutting hiring time by 75%. Gen AI builds on this by enabling adaptive, dynamic interviews. Instead of asking preset questions, the system can tailor follow-ups based on a candidate's previous answers. It recognizes context, adjusts in real time, and improves with each interaction. For example, HireVue uses Gen AI to simulate real-world scenarios, offering role-specific questions and evaluating not just what candidates say, but how they think and respond under pressure. Rise of agentic AI in HR AI is progressing beyond assistance to autonomous execution. Agentic AI independently handles multi-step HR tasks—such as sourcing, screening, and scheduling—minimizing manual input. HireVue, for example, uses asynchronous AI interviews to evaluate candidates using speech and facial analysis. Goodspace AI monitors employee wellness, predicts engagement drops, and suggests interventions. SourceBae deploys agentic AI to autonomously source and vet tech candidates. In one case, a mid-sized tech firm seeking React developers used Agentic AI to source 80 candidates, screen 30 via chatbot-led interviews, and schedule 10 for finals—cutting recruiter workload by 60% and time-to-hire by 40%. These systems also support retention and workforce planning by learning continuously, making them particularly valuable in fast-growing or lean HR environments. Generative AI is set to permeate the entire recruitment lifecycle—from screening to onboarding—playing a key role in driving both productivity and quality in hiring. Routine tasks and standard activities will increasingly be handled by AI, allowing HR professionals to focus on high-value areas such as behavioral assessment, cultural fit, and strategic decision-making.
Axios
25-05-2025
- Business
- Axios
College graduates are anxious about entering a rocky job market
The Class of 2025 is begrudgingly entering a job market that is not welcoming them with open arms. Why it matters: New grads are pessimistic entering the workforce, as the economy could slow. History shows that people who started their careers during economic downturns struggle throughout their lives. "I'm excited to graduate and I worked really hard and I've loved these four years of college, but it does make me wish that I had more security," said Emma Crump, a senior studying sociology at the University of California Santa Barbara. Crump, 22, is enrolled in a class where she has to apply for three jobs weekly. She's heard back from three, and all were rejections. Zoom out: "It's a little paradoxical, where for the last several years there was this talent shortage, so candidates have this power," Lindsey Zuloaga, chief data scientist for Utah-based hiring platform HireVue, said. "But it's shifted in some ways and not others. Because of economic uncertainty, there's a lot less moving around happening, and that's tightening things up." State of play: American pessimism about a looming U.S. recession is high, even if the economy doesn't reach that point. Historical data shows that graduating into a recession can have lasting negative effects on salaries and health. Graduating into economic turmoil is nothing new for Gen Z. The pandemic upended post-grad plans for the classes of 2020 and 2021. Case in point: Sohan Bhakta, a computer science senior at the University of Arizona, applied to more than 600 jobs during the school year, with few interviews. "The talk was, you'd be guaranteed a gig," Bhakta, 22, said. "And I don't know why I expected that. From this world, you should never expect anything because anything can change." If he doesn't land a computer science role at the end of his six-month internship in September, he's considering pivoting to data engineering or data analytics to work more closely with AI. Sabrina Valencia, 30, pivoted her human resources job hunt from full-time roles to internships after applying for about 70 jobs to no avail. "I didn't realize how hard it was going to be just to get into even an entry level at that point," said Valencia, who graduated from Western Governors University in April. She's also exploring an extra certification. Driving the news: More than half of current college seniors are pessimistic about the job market, per an April report from Handshake, an entry-level job platform. As of March, the average class of 2025 student had submitted 21% more job applications on the platform than their 2024 counterparts. That upswing "reflects heightened anxiety and urgency around the early-career job search, while simultaneously contributing to increased competition for jobs," the report said. Threat level: Young adults who enter the workforce during recessions have historically had lower long-term earnings, higher rates of disability, fewer marriages, less successful spouses and fewer children, according to a 2023 National Bureau of Economic Research report. In middle age, they have had higher mortality caused by lung, liver and heart disease. "The bad luck of leaving school during hard times can lead to higher rates of early death and permanent differences in life circumstances," a 2019 Stanford report said.
Yahoo
23-05-2025
- Business
- Yahoo
Few companies feel effective at skill validation, survey shows
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Only 12% of companies feel effective at skill validation, prompting concern when trying to implement a skills-first hiring approach, according to a May 1 report from HireVue and Aptitude Research. Half of the respondents reported feeling frustrated over the task of validating skills, with 72% still relying on resumes or self-reported skills to assess talent. Only 26% said they feel confident in their current skills approach. 'Skills-based hiring has never had more urgency. Yet, the discussions around skills have not progressed much over the past few years,' Madeline Laurano, founder and chief analyst at Aptitude Research, wrote in the report. 'For many companies, it has been misaligned and misguided,' she added. 'And the result is that companies are stuck on skills — unsure where to start, whether to build a skills inventory, invest in technology, or redefine their hiring models.' One major issue is that companies have primarily focused on inferred skills — based on resumes, job titles and job experience — rather than validated skills, Laurano said. Although these aspects can provide context, they don't always confirm competency. Validated skills, on the other hand, can be directly assessed through structured evaluations, simulations and assessments driven by artificial intelligence tools, she noted. In the report, companies pointed to obstacles making it difficult to adopt skill-based hiring such as resistance to change among hiring managers or leadership, technological limitations, a lack of alignment on the definition of skills, an inability to measure return-on-investment of a skills-based approach, and compliance and legal concerns. Companies often lack measurement, according to the report, with few tracking the impact of skill validation on outcomes such as hiring efficiency, job performance, retention or bias reduction. More companies are developing formal infrastructures — such as skills mapping and skills-based rewards — to support their talent strategies, according to a Mercer report. These skills-based strategies can close talent gaps and encourage leadership buy-in, the report found. Employers are also shifting to skills-first hiring due to AI-driven talent concerns, a recent Workday report found. Half of leaders said they're worried about future talent shortages, yet fewer than one-third said they're confident their organization had the skills for long-term success. To help employers, the Business Roundtable has released three tools for implementing skills-based hiring. The guides include insights from major companies, such as Accenture and Bank of America, with advice on revising job requirements, training managers and communicating with stakeholders. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
The Guardian
13-05-2025
- Business
- The Guardian
People interviewed by AI for jobs face discrimination risks, Australian study warns
Job candidates having to conduct interviews with AI recruiters risk being discriminated against if they have non-American accents or are living with a disability, a new study has warned. This month, videos of job candidates interacting with at-times faulty AI video interviewers as part of the recruitment process have been widely shared on TikTok. This article includes content provided by TikTok. We ask for your permission before anything is loaded, as they may be using cookies and other technologies. To view this content, click 'Allow and continue'. The use of AI video recruitment has grown in recent years. HireVue, an AI recruitment software company used by many employers, reported in February that, among 4,000 employers surveyed worldwide, AI use in hiring had risen from 58% in 2024 to 72% in 2025. Sign up for Guardian Australia's breaking news email Australian research published this month estimates the use is significantly lower – about 30% in Australian organisations – but expected to grow in the next five years. However, the paper, by Dr Natalie Sheard, a University of Melbourne law school researcher, warns the use of AI hiring systems to screen and shortlist candidates risks discriminating against applicants, due to biases introduced by the limited datasets the AI models were trained on. In her research, Sheard interviewed 23 human resources professionals in Australia on their use of AI in recruitment. Of these, 13 had used AI recruitment systems in their companies, with the most common tool being CV analysis systems, followed by video interviewing systems. Datasets based on limited information that often favours American data over international data presents a risk of bias in those AI systems, Sheard said. One AI systems company featured in Sheard's research, for example, has said only 6% of its job applicant training data came from Australia or New Zealand, and 33% of the job applicants in the training data were white. The same company has said, according to the paper, that its word error rate for transcription of English-language speakers in the US is less than 10% on average. However, when testing non-native English speakers with accents from other countries, that error rate increases to between 12 and 22%. The latter error rate is for non-native English speakers from China. This article includes content provided by TikTok. We ask for your permission before anything is loaded, as they may be using cookies and other technologies. To view this content, click 'Allow and continue'. 'The training data will come from the country where they're built – a lot of them are built in the US, so they don't reflect the demographic groups we have in Australia,' Sheard said. Research participants told Sheard that non-native English speakers or those with a disability affecting their speech could find their words not being transcribed correctly, and would then not be rated highly by the recruitment algorithm. This prompted two of the participants to seek reassurance from their software vendor that it did not disadvantage candidates with accents. Sheard said they were given reassurances that the AI was 'really good at understanding accents' but no evidence was provided to support this. Sign up to Afternoon Update Our Australian afternoon update breaks down the key stories of the day, telling you what's happening and why it matters after newsletter promotion Sheard said there was little to no transparency around the AI interview systems used, for potential recruits, the recruiter, or the employer. 'This is the problem. In a human process, you can go back to the recruiter and ask for feedback, but what I found is recruiters don't even know why the decisions have been made, so they can't give feedback,' she said. 'That's a problem for job seekers … It's really hard to pick where liability lies, but absolutely vendors and employers are legally liable for any discrimination by these systems.' There had yet to be a case of AI discrimination that reached the courts in Australia yet, Sheard said, with any discrimination issues needing to go to the Australian Human Rights Commission first. In 2022, the federal merit protection commissioner revealed 11 promotion decisions in Services Australia in the previous year had been overturned, after the agency outsourced the process to a recruitment specialist which used AI automated selection techniques including psychometric testing, questionnaires and self-recorded video responses. It was found that the selection process 'did not always meet the key objective of selecting the most meritorious candidates'. Sheard said the returned Albanese Labor government should look to a specific AI act to regulate the use of AI, and potentially strengthen existing discrimination laws to guard against AI-based discrimination.
