Sujatha Kumaraswamy, CEO, MeritTrac Services

Sujatha Kumaraswamy is the Chief Executive Officer of MeritTrac – a UNext company. Sujatha Kumaraswamy has 21 years of experience in incubating and running new businesses and functions across multiple divisions. Ms. Kumaraswamy’s wide range of experience in managing global, large-scale teams in various sectors has led her in multiple strategic imperatives across different revenue groups. Her focus is on setting the long-term goals, strategies, plans and policies of MeritTrac, with a strong focus on its execution.


During the pandemic, businesses struggled to tackle the obstacles that were hurled at them from all angles. The workforce transition that was taking place had become severe. Working from home has long been debated, but it is now a reality for seamless business operations in the face of disruption. The idea of work from home brought the workforce together virtually and kickstarted virtual or remote collaboration and productivity.

As an alternative, companies introduced virtual hiring, digital assignments, and virtual interviews to restructure the workforce of companies. The traditional ways to acquire talent for an organization turned out to be outdated in the pandemic-infected world. Talent Acquisition (TA) teams were required to figure out new ways to bag the best talent out there.

However, as the pandemic started subsiding, many organisations began exploring a new hybrid virtual model that combined remote and on-site working. Employers are now increasingly adapting to the new work structure after more than a year of remote work operations. As a result, firms are increasing productivity by investing in better technology to allow more employees to work from home.

The industry has now recovered and the employment situation has improved, placing recruiters under additional pressure of being more efficient. During the Covid-19 pandemic, the recruitment industry was one of the few to embrace modern systems to enhance productivity, processing, and general functioning.

Recruitment challenges

However, there are problems that must be addressed in order to maximise the benefits of this transition. With loads of job applications, companies needed more resources, recruiters, and teams to even the odds. The concerned authorities were unable to transition smoothly and adapt to the new virtual system.

Problems like evaluating and recruiting a large number of applicants manually was a massive challenge. The struggle of coming up with effective recruitment processes was still alarming. Another challenge for most recruiters was monitoring and classifying large-scale recruitment metrics produced by a many applicants. Many companies struggle to develop an effective and well-structured selection process. Making effective, data-driven, optimal recruiting or staff development decisions is difficult for stakeholders.

End-to-end data approach to streamline recruitment

As a result, shifting to an AI-driven end-to-end data approach has become the need of the hour amid the evolving digital transformation across sectors. It will not only solve difficulties but will also maximize the efficiency of the recruitment process. Evaluating applicant and employee data can aid in the identification of recruiting roadblocks as well as methodically structure and optimize hiring activities across the company.

An end-to-end recruitment process, also known as “full cycle,” is a multi-stage recruiting process in which the best candidate is chosen based on their talents, attributes, and other pertinent characteristics that are more suitable and compatible for the role. There are six stages to an end-to-end assessment:

  1. Preparing
  2. Sourcing
  3. Screening
  4. Selecting
  5. Hiring
  6. Onboarding

Since every other organization is sailing smoothly and rapidly on the competitive currents of the ever-evolving digital landscape, the end-to-end recruitment process is now inevitable for companies across sectors. The growing demand for hiring activities, as well as greater candidate expectations, has necessitated the development of an end-to-end recruitment strategy.

Advantages of AI-powered end-to-end recruitment platforms

The advantages of AI-powered platform data  is not limited to the recruitment process; they can also be used to forecast and track employee performance, needs, and retention rates.

  • With advanced technology, methods for improving recruiting metrics are also now attainable. The automation and algorithm will aid in the reduction of time and manual effort.
  • The AI analytics-based solution is an integration of the three power procedures that drive faultless assessments. They are selection and hiring, candidate management and assessment modules.
  • End-to-end assessment system will perform both small-scale and large-scale hiring. The outcome would be hiring the right talent for the right job.

Developing a powerful workforce and refining recruitment processes is now mandatory in the current competitive world.  End-to-end recruitment process aims to hire talent that can be an asset to the company in future. Engaging in a next-generation digital assessment revolution will help businesses become more successful, streamline decision-making processes, and perform a major role in the formation of new enterprises.

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