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Staffing and Recruiting Agencies: Now you can get clients on autopilot with Wayy AI Agent. Comment on this video or PM me if you would like to be an early adopter and test it for your agency.

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How to conduct technical interviews in the AI-assistant era? Recently, Ultracode (https://ultracode.ai), a startup, has announced an ultimate AI assistant that solves technical challenges right during interviews, remaining invisible to the interviewer. Does this mean an end to coding challenges in the recruitment process? The answer is: no way. When someone hacks your interview process, as Ultracode did with coding interviews, there are always two ways to solve the problem:? redesign the process, or add more control tooling. How can we redesign the process of technical interviews to make them scalable while accurately assessing a candidate's technical skills in a comparable format? Coding challenges were initially designed to solve this problem, but they are not the most favorable option since, in most cases, they have little in common with the actual work process of an engineer. It is much better to discuss actual practical tasks and use deep-dive interviews to explore the details of problems solved and technical knowledge. But how can we compare the skills of different applicants using this technique? That is a tricky question. And that is what the Wayy Skill tool is designed for. It helps an interviewer sum up the results into a skill portrait of a candidate in a comparable format. It even suggests questions designed to uncover the exact technical skills of a candidate, allowing even interviewers with little technical knowledge to ask them. Regarding coding challenge hacking, the 100% effective solution is quite simple: all you need to detect such apps is access to the operating system. This is an easy task if a candidate uploads an application that checks their laptop and sends a report to the interviewer, confirming it is safe and free of any interview co-piloting apps. Other solutions like eye-tracking and voice analysis are acceptable too, but they seem less effective for this particular case. The AI rush in hiring will continue, and the trust problem will arise. Do you think the Wayy Virtual Recruiter should have a candidate co-pilot detector in its toolkit? Will it be useful in your day-to-day hiring routine? Or have you already faced this problem and have a better solution? Share your thoughts in the comments and subscribe for more content on the AI revolution in hiring and team management!

How to conduct technical interviews in the AI-assistant era? Recently, Ultracode (https://ultracode.ai), a startup, has announced an ultimate AI assistant that solves technical challenges right during interviews, remaining invisible to the interviewer. Does this mean an end to coding challenges in the recruitment process? The answer is: no way. When someone hacks your interview process, as Ultracode did with coding interviews, there are always two ways to solve the problem:? redesign the process, or add more control tooling. How can we redesign the process of technical interviews to make them scalable while accurately assessing a candidate's technical skills in a comparable format? Coding challenges were initially designed to solve this problem, but they are not the most favorable option since, in most cases, they have little in common with the actual work process of an engineer. It is much better to discuss actual practical tasks and use deep-dive interviews to explore the details of problems solved and technical knowledge. But how can we compare the skills of different applicants using this technique? That is a tricky question. And that is what the Wayy Skill tool is designed for. It helps an interviewer sum up the results into a skill portrait of a candidate in a comparable format. It even suggests questions designed to uncover the exact technical skills of a candidate, allowing even interviewers with little technical knowledge to ask them. Regarding coding challenge hacking, the 100% effective solution is quite simple: all you need to detect such apps is access to the operating system. This is an easy task if a candidate uploads an application that checks their laptop and sends a report to the interviewer, confirming it is safe and free of any interview co-piloting apps. Other solutions like eye-tracking and voice analysis are acceptable too, but they seem less effective for this particular case. The AI rush in hiring will continue, and the trust problem will arise. Do you think the Wayy Virtual Recruiter should have a candidate co-pilot detector in its toolkit? Will it be useful in your day-to-day hiring routine? Or have you already faced this problem and have a better solution? Share your thoughts in the comments and subscribe for more content on the AI revolution in hiring and team management!

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