Overview

Streamlining in-store hiring at Scalewith Voice AI Agents

Croma faced a critical hiring challenge: their frontline recruitment process was fragmented, manual, and unsustainable. With high attrition driving a constant need to fill 100–150 roles per month, and inconsistent candidate quality arriving from multiple agencies, the TA team was stretched impossibly thin across 570+ stores.

Every unfilled seat on a store floor meant a direct impact on customer experience and sales conversion. The business needed a smarter and a faster hiring engine.

Core Problem

A large cluster HR team managing a reactive, fragmented process — dependent on agencies, manual CVs, and individual calls — with no real-time visibility and no consistent quality bar.

Challenges

1. Fragmented sourcing, inconsistent quality

   Multiple recruitment agencies supplied candidates with no consistent quality benchmark. Each vendor operated differently, making it impossible to enforce a standard or predict pipeline health.

   
   

2. Manual filtering consuming recruiter bandwidth

   HR teams spent hours reading CVs and screening candidates individually. With 100–150 open roles per month and high attrition, this manual burden left no room for strategic work.

   
   

3. High no-shows and low engagement rates

   Individual calling to candidates resulted in poor connectivity and high interview no-show rates. Without automated reminders, a significant portion of the shortlisted pipeline never showed up for interviews.

   
   

4. Zero visibility — no real-time tracking

   Data lived across agencies, inboxes, and spreadsheets. Zonal teams had no live view of application status, couldn’t identify bottlenecks, and escalations always came too late.

   
   

Solutions

1. Simplified, owned sourcing channels

   Activated career pages, social media campaigns, store QR codes, and employee referrals as primary sourcing channels — eliminating dependency on external agencies and their inconsistent candidate quality.

   
   

2. Automated intent & eligibility verification

   Automated checks confirm availability, location fit, and role interest before any human touches the profile. Pre-filtered candidates only — zero wasted outreach by the TA team.

   
   

3. Single-view real-time tracking dashboard

   Central dashboard shows all candidates per city and store in real-time — from application through to BGV status. Zonal teams can act on bottlenecks immediately without waiting for HR reports.

   
   

4. Automated WhatsApp & voice reminders

   Consistent, timely reminders sent automatically via WhatsApp and Voice AI throughout the funnel — reducing no-shows and keeping candidates engaged without any manual effort from the TA team.

   
   

5. AI-powered retail competency assessment

   Customised assessment questions aligned to retail sales competencies, scored objectively by AI before the F2F interview. Uniform evaluation standard enforced across all 570 stores, every time.

   
   

6. Instant interview feedback on the platform

   Business teams update interview feedback directly on the Hunar dashboard — on pre-defined pointers with remarks — eliminating back-and-forth and accelerating selection decisions.

   
   

7. Instant LOI generation — OTP acceptance

   The moment a candidate is marked selected, the Letter of Intent is triggered automatically. Candidates accept via a secure OTP flow — no paperwork, no delay, no drop-off at the offer stage.

   
   

8. Auto-triggered BGV — 10-second verification

   Document collection via WhatsApp is triggered automatically post-selection. Once received, background verification fires instantly — with on-the-spot document verification completing in under 10 seconds.

   
   

Before Hunar, a large team of cluster HR professionals was required to maintain a reactive, fragmented hiring process across stores. After deploying the Hunar platform, a significantly leaner Central HR team now manages the same scope with greater speed, quality, and consistency — the result of eliminating manual, non-strategic work at every stage.

Across every funnel stage — from initial engagement through to onboarding — the Hunar platform drives measurable improvement. Interview attendance and candidate quality see the sharpest gains, driven by AI-filtered shortlists and automated reminders replacing inconsistent manual follow-ups.

The platform’s most transformative impact is the dramatic reduction in hiring overhead — achieved not by cutting corners, but by eliminating every manual, non-strategic step in the funnel. A leaner central team now runs a more consistent, higher-quality process than the larger distributed team before.