IITs Ramp Up Security Against AI-Assisted Cheating in Placement Season
As the annual placement season approaches at Indian Institutes of Technology (IIT), institutions and companies are implementing stringent measures to prevent artificial intelligence (AI) tool usage and cheating during recruitment tests. This concern, which first emerged last year, has prompted comprehensive security protocols across campuses nationwide.
Placements are scheduled to begin on 1 December, with IITs establishing specialized testing venues featuring biometric entry systems and restricted Wi-Fi networks specifically designed to block AI tools during online examinations. Multiple placement coordinators confirmed these preparations are underway to maintain the integrity of the recruitment process.
Advanced Monitoring Systems Deployed
Companies participating in campus placements are deploying sophisticated software to monitor and prevent cheating behaviors, including unauthorized internet searches and tab switching during tests. According to Jaspreet Singh, chief revenue officer at Grant Thornton Bharat specializing in AI and technology, organizations are primarily using authentication technology and firewalls to combat AI usage.
"When a candidate connects to a centralized system, the organization will block the usage of certain websites and applications," Singh explained. "This is being done at IITs through the common WiFi they use to give examinations on campus. Further, proctoring and motion-sensing detects your movements and makes sure you are not switching tabs."
Singh added that even if students bypass these initial safeguards, plagiarism detection software helps campuses and recruiters verify that submitted responses are original work.
Diverging Approaches: IITs vs IIMs
The approach to AI in recruitment highlights a significant difference between technical and management education institutions. While IITs are blocking AI tools, some Indian Institutes of Management (IIMs) are increasingly integrating and encouraging AI usage to test higher-order analytical skills.
John Jose, head of the Centre for Career Development at IIT Guwahati and co-convener at the All IITs Placement Committee (AIPC), clarified the rationale behind this divergence. "Recruiters aim to evaluate students based on their raw thinking abilities, rather than their AI capabilities, during the screening phase," Jose stated. "They are seeking candidates whose basic concepts are clear, who possess the necessary technical skill set, and who demonstrate sharp logical reasoning."
However, not all experts agree with this approach. Jaspreet Singh of Grant Thornton Bharat LLP believes recruiters should permit AI usage in campus exams, arguing that AI proficiency represents the most valuable current market skill and that prevention mechanisms aren't foolproof. "Eventually, students may find their way around it; so, it is better to democratize and allow use of AI for a better assessment of candidates," he suggested.
The Real Pressure: Speed and Efficiency
A student placement coordinator revealed that the actual challenge isn't solving complex problems in isolation, but demonstrating speed and performance under severe time constraints. The coordinator admitted that students are tempted to use AI not to avoid problem-solving altogether, but to accelerate the process and complete exams within the strict, career-defining time limits.
For instance, a typical probability question that a student could solve given ample time becomes a test of efficiency when dozens of similar questions must be answered within tight deadlines. This pressure creates the temptation to use AI assistance despite the restrictions.
Beyond Technical Skills: The New Recruitment Paradigm
A significant shift is underway in IIT recruitment criteria. Beyond exceptional coding scores and mathematical prowess, the class of 2026 finds itself increasingly evaluated on personality, team compatibility, and cultural fit. This change is driven by corporate demand for long-term retention and high-performing hires.
The heightened focus on non-technical skills follows last year's challenging hiring cycle, which saw hundreds of well-prepared students fail to secure positions at established IITs including Bombay, Delhi, Guwahati, Kanpur, Kharagpur, Madras, and Roorkee.
Psychometric Testing Gains Prominence
Recruiters are moving beyond the hunt for "coding wizards" and "tech geniuses," instead prioritizing team players who demonstrate resilience and commitment. This preference has translated into widespread use of psychometric and behavioral analyses to identify students with well-rounded profiles.
"Recruiters are broadening their evaluation beyond technical competency to assess if our students are culturally fit for group work," Jose of IIT Guwahati confirmed. "This involves testing their sensitivity and emotional quotient (EQ) to ensure the employee's long-term career success within the organization."
Placement heads report that demand for evaluating these softer competencies has strengthened significantly this year. According to one IIT placement official, approximately 25% more recruiters are insisting on these skills, with major financial institutions like Standard Chartered and HSBC cited as examples of firms employing these assessment methods.
IITs Bridge the Skill Gap
In response to these changing recruitment patterns, IITs are actively investing in bridging the skill gap. Institutions are engaging management consultants and professional trainers to polish candidates' interpersonal skills and interview techniques. These professionals also provide crucial guidance to students on assessing whether prospective companies align with their career goals, a proactive measure aimed at reducing costly job hopping and early attrition.
"We have recently hired a new Training and Placement Officer and a Personality Development Trainer to conduct specialized training," Jose of IIT-Guwahati added. "This is necessary because in the past, our students have generally been exposed only to technical knowledge and not these essential skill-based courses."
The institutes are also leveraging their extensive alumni networks to host dedicated workshops, talks, and training sessions, helping students prepare for specific roles and organizational cultures within their companies.
Extracurricular Activities Gain Importance
Student placement coordinators note growing recruiter interest in extracurricular activities and sports participation. One coordinator observed that involvement in student clubs—ranging from debating and music to robotics and finance—has noticeably increased, driven by student realization that placement evaluations now prioritize holistic development.
The current season's high demand for data analyst and quantitative (quant) finance roles has particularly motivated members of finance clubs to specialize in these domains.
Corporate Perspective: Investing in Long-Term Retention
Hardeep Singh, president at Right Management India, which partners with engineering and management institutes for placement preparation, explained the corporate rationale behind these comprehensive assessment methods.
"Employers are investing serious money and time into every campus hire, so if a new recruit becomes disillusioned and quits quickly because they are not a good fit, the organisation loses that investment and the value never really accrues," Singh commented.
He described how the rigorous process, beginning with comprehensive assessments, helps students gain clarity on their true strengths, interests, and compatibility with potential employers. This ensures they make informed career decisions based on competence and personality rather than succumbing to peer pressure or market trends.
"Once this clarity is achieved, the next phase focuses on thorough placement preparation, including resume crafting, interview coaching, and mock sessions," Singh explained. "Employers increasingly look for candidates who demonstrate a clear purpose and alignment with the role, which enhances their confidence in long-term success and retention."
Restructured Compensation Packages
In addition to advanced screening processes, companies are restructuring pay packages to improve retention rates. Many firms now implement staggered bonus structures, splitting joining bonuses across multiple years. This approach involves an initial signing bonus followed by subsequent installments upon completion of each year, creating financial incentives for new hires to remain with the organization longer.
While a slight uptick in pre-placement offers has thinned the candidate pool this year, IITs are intensifying efforts to ensure maximum placement success. The combination of AI prevention measures and enhanced focus on holistic candidate evaluation represents a comprehensive strategy to maintain the prestige and effectiveness of IIT placements in an evolving technological landscape.
