If finding a right candidate is a dream of every employer, losing them in ‘ghosting’ is becoming a nightmare for recruiters.

Ghosting, a term normally associated with the practice of ending personal relationships by withdrawing all communications, is slowly finding its way to the corporate employment lexicon.

In employment context, ghosting includes candidates not showing up for scheduled interviews, accepting offers but not turning up for work, and even vanishing from the workplace without giving any notice.

To help employers tackle the growing menace of ghosting, Chennai-based AVTAR group recently launched an AI-enabled talent acquisition company, Bruhat Insights Global, that leverages on AI and Big Data analytics to provide insights to employers besides enabling productivity and employee engagement.

Bruhat is an Artificial Intelligence in HR (AIHR) company with a database of over 1.5 million candidates amassed over years of personalised interaction and candidate profile screening, said Umasanker Kandaswamy, COO & Joint Director – Bruhat Global Insights.

Using Bayesian inference, Bruhat offers a prescriptive score card based on offer-acceptance ratio of a candidate. Besides, the AI tool also assimilates 166 other data points collected from each candidate to provide a comprehensive report which includes information such as competency scoring, identity cloud capture, keyword cloud capture and prior offer acceptance patterns.

“By making the candidate aware that his/her offer acceptance patterns are also being captured, we are able to identify candidates who are genuinely keen on a career change,” Kandaswamy said. Since the announcement of the company’s launch, “we have received enquiries from over 200 recruiters and have already signed about 25 per cent of them,” Kandaswamy said.

Currently, the company offers the ‘Offer-acceptance index’ as free-of-cost value added service to its existing clients and new sign ups and planning to convert it into a Software-As-A-Service (SaaS) revenue model in future.

“Right now it is the prescriptive score. In future, we are looking to get deeper into the profiles and give scores such as for longevity of the candidate in a company, level/culture fit, etc,” Kandaswamy added.