Upload
girish-bindal
View
216
Download
0
Embed Size (px)
Citation preview
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
1/70
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
2/70
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
3/70
The right program can give a career-boosting, confidence-building qualification
Distance-learning MBA programsare available from hundreds of
Institutes at any price-point, but withmost employers discounting theirvalue as a proper qualification, theycant be compared to full-time orexecutive part-time programs interms of quality, learning and careergrowth.
Realizing that working professionalsneeded a faster, but enrichingExecutive Masters program, ITMExecutive Education Center (ITMEEC) started offering its ExecutiveMasters programs on a weekend
schedule from 2003. Studentsattend classes on Saturdays andSundays, rather than during theweek. Our focus is very clear andsimple says Prof. Mahesh Ranade,Director of ITM Executive EducationCentres, We want to give workingprofessionals a competitiveadvantage over their peers who donot have a Masters qualificationand we want to do it in the fastest,most convenient and academicallyenriching way possible!. We areable to do this by delivering aprogram that is rich in actionableskills that our executives can use in
their jobs today, combined withbusiness insights that can drive their
careers tomorrow.With 16 to 24 courses deliveredthrough full-contact classroom hours,ITM EECs executive MBA programsmatch any full-time MBA program interms of subject coverage andfaculty guidance. Offered atconvenient locations acrossMumbai, Bangalore, Chennai,Hyderabad, Ahmedabad and Pune,ITM EECs programs are designedwith the needs of workingexecutives in mind.
ITM EEC is a part of the ITM Groupof Institutions, founded in 1991.ITM, a not-for-profit organization, isamong Indias most respectededucators, with over 6000 studentsenrolled in its business, engineering,hospitality, fashion and healthsciences institutions.
ITM Executive Education Center isone of the largest providers ofExecutive Education in India, withover 3000 students earning their
Masters qualifications at its centersin Mumbai, Pune, Nagpur,Chennai, Hyderabad and
Bangalore, ITM EEC offers a 24-month Masters Program in Business
Administration and a 16-monthExecutive Masters program.Working professionals with 5 yearsexperience may opt for the 16-month program, while those with 3years or less experience may opt forthe more rigorous 24-monthprogram, which includes a choiceof specializations.
At ITM EEC, highly experiencedfaculties lead students in intensiveand interactive sessions, discussingcase-studies and assignments. With
a busy work-week ahead of them,most students meet-up virtually, overinstant messenger and email, towork on their group projects.
Anulekha Menon, a student of ITMEEC says, Im been an Asst.Marketing Manager at my companyfor three years now and decidedthat I needed to move up, in termsof money and responsibility. ITMEEC has made achieving that adefinite possibility. Many studentsfind their next job, do business
deals and even start new ventureseven before they complete theprogram at ITM EEC.
With all the attention and focus on students preparing for the CAT exam and aspiring for admission into MBAprograms at top business schools, what about the millions of us working executives, with mortgages, EMIs andfamilies? For many working executives, getting an MBA qualification is what makes the difference between movingup in their careers or getting left behind. Of all the career-enhancing options available, the MBA has become themost sought after weapon in any aspiring managers arsenal.
But for working execs, the only way to earn an MBA without leaving the job has been to take up a part-time
course. Part-time and Executive MBA programs have been around for generations, and have proven very popularamong working executives. These programs typically run over 3 years with classes every evening after work hours.
The problem is, with ever increasing responsibilities at work and ever increasing time demands at home, mostworking professionals cant handle the pressure of a full work-day plus evening MBA classes for another 3-4 hoursin some Institute. On top of that, with all the competition and work pressures, three years is too much time to investin a qualification they need quickly.
For more in format ion about ITM Execut ive Educat ion Centre , ca l l To l l -Free: 1 800 22 9727 or v is i t www. i tm.edu/eec
Executive MBA Programs:
Are they worth it?
Distance Learning MBA programs cant be compared in value toExecutive programs
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
4/70
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
5/70
NOTES
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
6/70
Key Findings
l Cautious optimism ruledthe recruitment industryduring the July-December2012 period
l Automobile industrycontinued on the growhpath and reportedsignificant increase inhiring activity
l Manufacturing and BFSIindustry also managed topreserve the positive hiringmomentum
l Support functions reportednoticeable increase indemand for talent
l Demand was for talentwith niche skills inspecialised roles, the sameis expected to be thetrend in the future
l 2013 is expected to be agood year for industriesthat take the rightinvestment decisions andfocus on technologyinnovations
The bi-annual recruitment report by TimesJobs.com, RecruiteX, dis-
cusses the significant developments in the recruitment space and analy-ses the key trends and issues. The report discusses the Indian job market
in view of demand for talent and supply of talent. The study scrutinises
key industries, reviewing hiring trend on the basis of location, functional
areas and experience in each sector. The comprehensive analysis of the
industry and associated segments aim to serve industry in make strategic
business decisions.
According to the findings of the latest edition of RecruiteX, cautious op-
timism prevails across major industries. Prevailing uncertainty in the
global and domestic markets and policy fissures are resulting in slow-
down in hiring. Engaging and retaining talent is the top workforce man-
agement agenda for companies across industries. Most organisations areeying brand positioning exercises to attract top talent. Along with organi-
sations referral programmes, online social activity was on top of every
recruitment heads agenda in 2012 and will continue to be so through
2013. Unconventional channels of recruitment such as hiring through
Tier II and III cities is also becoming more and more evident, thereby
giving visibility to rural talent.
While hiring sentiments were dreary across key sectors,
Automobile/Auto Component/Auto Ancillary, Manufacturing and BFSI
industry managed to preserve the positive hiring momentum. Negative
sentiments continued to plague the IT/Telecom industry. Docile budget
allocations for IT industry coupled with the uncertain macro environ-ment are to be blamed for the downbeat hiring activity during the second
half of 2012, felt industry experts. Demand for most key functional areas
dropped across industries. However, support functions saw growth in
hiring activity. Sales and Business Development professionals emerged
as the most in-demand profile during the July-December 2012 period.
Akin to the overall lacklustre demand scenario, hiring was dormant
across key locations. Where key job hubs such as Delhi/NCR, Mumbai,
Bangalore, Chennai reported slump in demand for talent owing to recur-
ring economic crisis, volatile macro environment and vigilant hiring, tier
II and III locations such as emerged as high growth markets.
During the July-December 2012 period, demand for fresh/entry level
candidates and senior professionals was upbeat in some industries. How-
ever, demand for talent at middle level recorded flat to negative activity
across industries during the same period. Experts say that the numbers
are indicative of the fact that organisations were only looking to hire on
demand, and increase lateral hiring. Lateral hiring too was cautious as
organisations wanted to optimise their workforce. Companies want to re-
tain employees.
Experts predict that while the macro environment would remain chal-
lenging, 2013 can be a good year for industries, with the right invest-
ments and technology innovations. They also ascertained that thecollaboration between government, academia and industries is the need
of the hour and it would provide a competitive edge to Indian recruit-
ment industry in 2013.
Executive Summary
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
7/70
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 1
500
400
300
200
100
0Jun12 Jul12 Aug12 Sep12 Oct12 Nov12 Dec12 Jan13
Demand for Talent Supply of Talent
IT/Tele
com
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
8/70
The recruitmentlandscape in theIT-Telecom sector in2012 India points to
the resilience in thecountry's economy
BI-ANNUAL RECRUITMENT REPORT
took a hit, explains A G Rao, Managing Director, Manpower Group India.
These, along with domestic policy paralysis, forced the IT industry to lower its
growth forecast to 11-12% from last fiscal target of 16-18% growth.
The second half of 2012 saw cautious hiring by most IT companies as most
corporates hire at the beginning of the year so that new hires have enough
time to ramp up and deliver by the second half of the year. Also, given the
economic environment, organisations would have become cautious about
hiring, adds Shriyan Nagraj, head of recruitment at SAP.
Harshvendra Soin, VP, Leadership Acquisition & Development, Mahindra
Satyam, attributed the fall in demand to the trend that jobs are being
generated more in tier-II cities as the cost structure of these cities is less and
provides an attractive destination for the companies.
The telecom industry faced a lot of uncertainty in 2012 and that led to slow
hiring in 2012. There were policy gaps on the part of the government, and the
industry was just waiting and gauging the way forward. This has led
the industry in general to put off
hiring, adds Rao.
According to a report by
Accenture, India in 2013:
A Quick Recovery is a
Must, sluggish
economic recovery
in Indias
traditional export
markets such as
the US and
Western Europe
have compelled
Indian IT and IT
enabled service
(ITeS) providers
to look east to
other emerging
economies. The
Asia Pacific market
is growing at 18%
year-over-year and is
expected to account for8% of total IT-ITeS exports
by the end of 2013.
The talent demand index for the IT/Telecom industry has dipped by 28 points
since December 2010 (100*). From July 12(91) to December 2012, the index lost 19 points.It touched 72 points in December 2012.
Recruite
RecruiteX January 2013 2
Share of total jobs in the
industry for top locations
during July-December 2012
Bengaluru/Bangalore
Delhi NCR
Mumbai
Chennai
Hyderabad/Secunderabad
Others
21%
18%
26%
8%
17%
9%
According torecruitment data from
TimesJobs.com,
demand for talent in
the IT-Telecom sector
fell from July to December 2012 in
all four major locations: Bengaluru
by 34%, Delhi/ NCR by 24%,
Mumbai by 14% and Chennai by
24%. The only upward trend was an
increase in demand for talent in the
below 2 years experience category
by 17% (July-December 2012).
The data provided is in sync with
what the IT industry experienced in
the last quarter of 2012. Apart from
the unfavourable global market
conditions, there were some
structural changes in the software
industry. Many software companies
started recruiting from locations
near the offsite projects, whether inthe US or Europe. Add to this the
economic and political situation in
Europe and the US, and recruitment
Key findings:
> Demand for talent in the IT-Telecomsector fell from July to December2012 in most major locations
> Flat IT budgets and the uncertainmacro environment continued tochallenge the industry in thesecond half of 2012
> Many software companies startedrecruiting locally from locationsnear the offsite projects, whether inthe US or Europe
> Uncertainty in the telecom sector,coupled with policy gaps, led toslow hiring
*The base value for the talent demand index is taken as 100 for the month of December 2010.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
9/70
BI-ANNUAL RECRUITMENT REPORT
Hiring
trends 2013The IT industry will take some
time to recover, atleast 2-3 quarters.
By the fourth quarter of 2013 the
industry will gain ground and show
about 20% growth. As for the
telecom industry, I am very bullish
about hiring in this industry in the
coming months. Auctions in
February and March will help
consolidate the industry it will
establish which players are serious
and where they want to go fromhere, leading to hiring, said Rao.
Further, according to the data,
demand fell across all functional
areas, by 11% in Sales and Business
functions, by 30% in the
Banks/Insurance/Financial
Services and 32% in IT/Telecom
functional areas. Experts however,
say that inspite of slow hiring in the
second half of 2012 product
development will be a major area of
growth in the near future. The four
major technologies in the ITindustry that will drive growth will
be cloud, analytics, big data and
mobility.
"Consultancy and products will be two major areas in the IT sectorthat will throw up huge opportunities as companies want to
optimise investments in current technology. In telecom, jobs
related to customer experience, big data and analytics will
drive growth as organisations seek to comply with new
regulations, and control new risks more effectively," stated
Rao of Manpower Group.
Nagraj adds that data scientists, people with design and
user experience and people who are able to manage large
projects will be in demand in 2013.
The skill gapAccording to RecruiteX data, demand for talent in all
experience categories fell during the July-December12
period, 41% in the 5-10 years experience category; except
less than two years (increase of 17%) and more than 20 years
(increase of 19%). Experts say that the numbers are indicative
of the fact that organisations were only looking to hire on
demand, and increase lateral hiring. Lateral hiring too was
cautious as organisations wanted to optimise their workforce.
Companies want to retain employees. The data for more than 20+
years experience reflects the trend that the industry has focussed on
leadership hiring to manage large geographies, large projects and large
programmes, says Nagraj from SAP.
Industry experts also pointed out that moving forward, addressing the skillgap issue will be a key focus point for the industry and the government.
Savneet Shergill, Head-Talent Acquisition,
Dell India gave some pointers:
l Invest in Training & Talent
Management
l Set up a diverse
workforce by
embracing
diversity
recruiting
l
Strengthenthe Employer
Brand and
leverage
employee
base as brand
ambassadors
l Strengthen the
HR framework
on policies like
job rotation and
reskilling
Soin of MahindraSatyam adds, We should
encourage sharing of data
amongst the large companies to
Recruite
RecruiteX January 2013 3
Growth in demand for talent
in top locations within the
industry during
July-December 2012
Bengaluru/Bangalore Delhi NCR
Mumbai Chennai
Hyderabad/Secunderabad
-34%
-24%
-14%
-38%
-24%
Share of total jobs
in the industry for top
functional areas during
July-December 2012
IT/Telecom
Sales/Business Development
Customer Service
HR/PM/IR/Training/T&D
Accounting & Finance
Others
66%
11%
13%
3%
4%
4%
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
10/70
RecruiteX January 2013 4
ensure that anyone who has beenasked to leave for a values issue
does not get hired by a competitor.
We also need to use robust hiring
methodology like skill tests,
technical tests, psychometric tests
and tools like competency based
interviewing.
The social
network
2012 also saw the emergence of thesocial recruiter. Employers moved
towards online social and
professional networks to not only
look for talent but also to build their
employer brand among passive
candidates.
Social Media Recruiting has
recently taken off in India and we
see quite a few firms across India
Inc. using it aggressively to build,
manage and scale their talent
pipeline.
Social media has created a
paradigm shift in the way brands
interact with their stakeholders
its taken them a step closer and has
personalised / humanised
conversations. GenY has accepted
social media as a means of day-to-
day communication, explains
Shergill.
Along with organisations referral
programmes, online social activity
was on top of every recruitment
heads agenda in 2012 and willcontinue to be so through 2013.
According to a TimesJobs.com
survey, 35% recruiters utilised
social networks to source new
employees in 2012.
In 2013, the conversations will no
longer be one way, organisations
will have to organise themselves
efficiently in order to acquire
passive talent or employees that are
the right fit, most companies will
invest on employer branding online.
We can expect to see more
discussions than ever before as the
trend for social networkingas a recruitment tool
continues to evolve.
Says Soin,
Organisations will
have to use the
social media and
other Gen-Y tools
to improve the
Employer Brand
and clearly
articulate the
EVP (employee
value
proposition) of
the brand
company.
Adds Shergill, Dell
manages a very
aggressive and unique
social media outreach. Our
presence on Facebook, Twitter,
LinkedIn and other social media
platforms is strong and the followership is
becoming even stronger by the day.
This trend will refine even more over this year and will witness shift in hiring
behaviour of employer and employee.
l Employers move towards social
media to source talent as well as
to build employer brand
among passive
candidates
l Social media has
created a
paradigm shift in
the way brands
interact withtheir
stakeholders
l According to a
TimesJobs.com
survey, 35%
recruiters
utilised social
networks to
source new
employees in 2012
l Social recruiting would
continue to be on everyrecruitment heads agenda
in 2013 also
Recruite BI-ANNUAL RECRUITMENT REPORT
IT/Telecom Sales/Business Development
Customer Service HR/PM/IR/Training/T&D
Accounting & Finance
-32%
-11%
-12%
-9%
-5%
Share of total jobs
in the industry for top
experience segments during
July-December 2012
Less than 2 years
2 to 5 years
5 to 10 years
10 to 20 years
Over 20 years
18%
39%
1%
31%
11%
Growth in demand
for talent in top functional
areas within the industry during
July-December 2012
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
11/70
Future Outlook2012 was a year of challenges for the Indian IT sector. Experts say that
while the macro environment would remain challenging, 2013 can be agood year with the right investments in platforms and innovation.
According to Rao of Manpower Grop, the key areas of focus for
the HR industry should be:
l Skill set development
l Preparing for the challenging business environment ahead
l Creating a culture of innovation
l Keeping your current employees engaged
Savneet Shergill, Head-Talent Acquisition, Dell India has
some advice for the graduating class of 2013:
l Embrace social media to find your dream job
l Define a Career Path: Network with your peers and
professors, and connect with your mentor. Engage in
conversations regarding what you want to achieve in life, basis
which you can chart out a career path for yourself
l Keep Learning: Focus on skill sets that matter to you and that reflect
in your career path. Keep learning this will help you make progress
towards your desired goals and objectives
What are some of the current
campus trends and challenges?
Our current challenge is to train and
equip them for billable positions.
Colleges have to introduce some basic
understanding on the work
environment and their curriculum
needs to be revisited. Some of the
leading IT companies have a tie-up with
engineering colleges and have built
branded curriculum for campus
selected students.
What is the future outlook forcompensation trends in your
industry?
As of now, the future outlook looks flat.
After the assessment of the last quarter
results of the IT/Telecom companies
and the forex, the compensation
budgets would probably remain the
same or less than last year (2012). This
would mean a much stronger focus on
performance and potential of an
individual and the ability of the
organisation to identify the right talent.
What are the key challenges
that should be the focus of the
HR fratenity in your industry
in 2013?
Disengaged employees lead to
dissatisfied customers, which not only
hampers business growth but also
results in attrition. Hence, our primary
focus should be to create an amicable
work environment that keeps the
employee engaged to deliver their best.
At a workplace, there will always be 4-5
generation of employees working
together. Hence all our policies, process
and workflows should be flexible and
effective at the same time to meet the
requirements of employees across
generations. Social Performance
Appraisal and Social 360 degree
feedback should also be in focus in 2013.
With the increasing focus on employee
centric processes and policies, its
crucial to adopt Crowdsourcing
methodology where the management
seeks employees ideas and suggestions
on employee related processes and
programmes. Identification and
development of key talent at various
levels is a key to the organisations
growth. This would mean a closer look
at the competencies needed at various
levels and strengthening the processes
to identify such people and have
specific growth plans to engage them.
Ravi ShankarEVP & Chief People OfficerMindtree
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 5
Growth in demand
for talent in top experience
segments within the industry
during July-December 2012
Less than 2 years 2 to 5 years
5 to 10 years 10 to 20 years
Over 20 years
17%
-28%
-41%
19%
-20%
Expert Speak
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
12/70
!"#
$%&'()*#"#+,,--..#
/01,,,23-4-,51#23-4-,3-#6/01,,,478585-5
+9:!:((9(&%;
!"
#$%&%
'!()!
*#+,-
.%#,*#%.%-%-$%
"
!")!-
#$%&%
'().##
/
,
$0"'
#
-
$"!&1,23
4
-5'()
*!'
+.$#--%--%/.%56.#%).7%66-
,-+.$,89!8#!,
.%+.$).)%:-;"
/&+.$#,%!#
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
13/70
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 7
500
400
300
200
100
0Jun12 Jul12 Aug12 Sep12 Oct12 Nov12 Dec12 Jan13
Demand for Talent Supply of Talent
Manu
facturing
&
Engin
eering
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
14/70
Manufacturing is aprime economic andsocietal pillar forIndia which will
continue to drivegrowth and employa large workforce
BI-ANNUAL RECRUITMENT REPORT
TimesJobs.coms datareveals that during the,
July-December 12
period, the
manufacturing industry
witnessed growth in demand for
talent during the month of October
12 (10%) and December 12(14%).
Both August 12 and November 12
witnessed similar dip in demand for
talent. Aditya Narayan Mishra,
President Staffing & Director
Marketing, Randstad India, stated,
Faced with strong headwinds of
poor global and domestic markets,
high fuel prices, power shortage
and lack of availibility of credit,
the performance of the
manufacturing sector, including the
automobile industry has been below
expectation in 2012. Negative
growth rate in IIP andmoderate GDP growth reflects
the same.
Hiring and recruitment across unorganised, small and mediummanufacturing firms and organised manufacturing industries was very
moderate, as there was no clear visibility in the market dynamics, he added.
Tony Goodwin, Chairman & CEO, Antal International, a global executive
recruitment organisation, said, In 2012, while we did see some heightened
recruiting activity, it all tapered off towards the later part of the year as
companies exercised caution due to the impact of global economy.
Quite a few sectors seem keen to push recruitment towards the RPO way
of managing.
Locations in demandDelhi NCR witnessed the maximum (20%) share of the total jobs in the
industry during the entire July-December 12 period, followed by Mumbai,which witnessed nearly 19% of the total share of jobs. Both Pune and Chennai
witnessed equal share (8%) of jobs. In terms of growth in demand for talent
during July-December 12, all the top
locations witnessed dip in demand
for talent, with Bangalore
registering the maximum
dip (28%). Ahmedabad
and rest of Gujarat
witnessed similar dip
in demand (27%).
According to
Mishra, The
traditionalmanufacturing
belts in Tamil
Nadu,
Maharashtra and
Karnataka have
continued to
attract
investments and
growth; however
Gujarat is witnessing
increased investments
and is expected to be a
strong hub formanufacturing, especially for
the automobile sector.
Recruite
RecruiteX January 2013 8
Share of total jobs in the
industry for top locations
during July-December 2012
Delhi NCR
Mumbai
Pune
Chennai
Bengaluru/Bangalore
Other
20%
19%
39%
7%
8%8%
The talent demand index for themanufacturing and engineering industry
remained the same as recorded inDecember 2010 (100*). From July 2012 (111) toDecember 2012, the index lost 11 points.
Key findings:
> During the July-December 12period, the manufacturing industrywitnessed growth in demand fortalent during the month of October(10%) and December (14%)
> Skilled blue collar workers were indemand in 2012 and would also bein 2013
> Gujarat is witnessing increase ininvestments and is expected to be a
strong hub for manufacturing> The jobs in the manufacturing
industry need to be branded andbetter positioned
*The base value for the talent demand index is taken as 100 for the month of December 2010.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
15/70
BI-ANNUAL RECRUITMENT REPORT
Functional
areas indemandEngineering professionals captured
the maximum (37%) share of the
total jobs created in the industry
during the July-December 12
period, followed by Sales/Business
Development professionals (15%).
Biotechnology/Pharmaceuticals/
R&D professionals captured the
minimum (2%) share of the total
jobs.
Marketing & Advertising
professionals registered the
maximum (31%) dip in demand for
talent in the industry, followed by
IT/Telecom professionals (28%).
Logistics/Procurement
professionals clocked the least dip
(1%) in demand for talent during the
July-December 12 period.
According to Goodwin, sales and
marketing professionals, R&D and
quality control, engineering design
and development & testingprofessionals were in demand in
2012.
Mishra stated, With a spurt in the number of organisations setting uptheir R&D centres in India, R&D sector would be in demand. Also
there is need for semi-skilled workers for maintenance of
machinery, highly qualified welders, paint shop managers,
production managers and procurement managers.
With Indian consumers becoming more discerning about the
products and services they use, companies are focussing
more on quality and additional features. This is leading to
higher contribution towards R&D and employees getting
trained in niche skills. Also, with India becoming an
engineering and R&D hub, engineering consultancy is
another area which is on the rise, he added.
Amaresh Singh, Country HR Director, Alstom, during aTimesJobs.com boardroom dialogue, highlighted that fact
that there is a serious dearth of blue collar workers. He
believes good blue collar workers were in demand in 2012 and
would be in the future too. All good manufacturing industries
require hundreds and thousands of welders and we dont have
any. So, we get welders from ITIs and send them to Brazil and
Europe to be trained, he stated.
l R&D sector was in demand in 2012 with many companies setting up
their plants in India
l Engineering consultancy is also on the rise
l Skilled blue collar professionals were in demand in 2012 and would be in2013 as well
Experience
segments in
demandCandidates in the
experience
segment of 2-5
years captured
the maximum
(34%) share oftotal jobs in the
industry. Of the
total job share,
32% was
claimed by
candidates
belonging to 5-10
years experience
bracket.
Senior candidates
with more than 20
years experience had
the least job share (6%) in
the industry. Candidates with
less than 2 years experience were
Recruite
RecruiteX January 2013 9
Growth in demand for talent
in top locations within the
industry during
July-December 2012
Delhi NCR Mumbai
Pune Chennai
Bengaluru/Bangalore
-13%
-6%
-14%
-28%
-12%
Share of total jobs
in the industry for top
functional areas during
July-December 2012
Engineering
Sales/Business Development
Accounting & Finance
Logistics
Quality/Process Control
Others
37%
15%
26%
6%
10%
6%
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
16/70
RecruiteX January 2013 10
the only ones that witnessed growthin demand for talent (6%) for the
July-December 12 period.
Candidates with 10-20 years
experience clocked maximum dip in
demand (23%), followed by
candidates with 5-10 years
experience segments (22%). Senior
candidates with over 20 years
experience also witnessed double-
digit dip (14%) in demand during
this period.
The challengesfaced in 2012According to Goodwin, The key
challenge at this moment is not
sourcing; it is to ensure candidate
movement. Since there is such high
uncertainty candidates seem to
develop cold feet at the end of the
process and do not pick up the
opportunity. Engagement should be
easier due to the lesser number of
jobs available in the market.
However, for the better performingemployees; it sure is about the next
level of responsibility. Hence they
need to see that value being added to
their careers.
From the talent perspective, India
has a young workforce and the
demand for skilled labour outstrips
supply. The main challenge lies in
the shortage of skilled workers to
operate machinery and for the
factory floor. Indian employees are
skeptical about vocational training,
to equip themselves with the skillsrequired to get a job, as they
consider it less attractive when
compared to other qualifications.
Hence these complexities only
widen the gap and companies are
forced to find other avenues to
source talent, says Mishra. He
believes that the answer to such
challenges lies in vocational
training and other training and
development methods. According to
him, the possible solutions are:
Vocational Training: Government,
Universities and Companies should
incentivise and encourage setting
up of vocational traininginstitutes. It should not
only be in the form of
funding but also in
terms of recognising
that vocational
institutes will
provide a huge
boost to
employment
opportunities.
Training &
Development:
One other pain
point with
industries is that,
companies have to
invest in basic
training programmes
at the cost of
productivity. To overcome
the same, they can partner
with institutes to build exact
replicas of the work environment in
order to make it easier to cross the theory-
practical divide.
Talking about the branding issue of the sector during the boardroom
dialogue, Sanjeev Kumar, VP-HR, Moser Baer Power & Infrastructures
Limited stated, The jobs need to be branded
and the manufacturing sector has not
invested so much in positioning
themselves and their jobs vis-
-vis IT and IT enabled
services.
Future
OutlookManufacturingis a prime
economic and
societal pillar for
India which will
continue to drive
growth and
employ a large
workforce. The
recent initiatives
and reforms taken by
the Indian government
will further enhance the
attractiveness of themanufacturing sector and
increase its contribution to the
countrys GDP. The industry is also
Recruite BI-ANNUAL RECRUITMENT REPORT
Engineering Sales/Business Development
Accounting & Finance Logistics
Quality/Process Control
-15%
-5%
-20%
-11%
-1%
Share of total jobs
in the industry for top
experience segments during
July-December 2012
Less than 2 years
2 to 5 years
5 to 10 years
10 to 20 years
Over 20 years
10%
34%
6%
32%
19%
Growth in demand
for talent in top functional
areas within the industry during
July-December 2012
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
17/70
gradually moving up the value chain and as a testimonial to this trend we see
multiple MNCs setting up captive R&D centres in India, leading to
increased hiring of specialist talent, predicted Mishra.
We believe that in 2013, government, academia and industry will
act in conjunction with each other to make India gain more
competitive advantage as against its stronger competitors from
around the world, he added.
According to Goodwin, Currently recession has definitely
taken some toll on this industry, increase in bank rates,
increase in fuel prices, and typical seasonal slack are the
major contributors apart from negative force of global
economy. However, this is a transient phase and it is going
to change in the next two quarters, 2013 second half will
turn the manufacturing sector and 2014 will see good times
again.
l Manufacturing is a prime economic and societal pillar for
India which will continue to drive growth and employ a large
workforce
l The collaboration between government, academia and
industries would provide a competitive edge to India in 2013
l The second half of 2013 would witness good hiring activity in
manufacturing industry
What are some of the new trends inrecruiting? Will 2013 witness a more
organised social media talent plan?
Use of social media has definitely made
the recruiting method easier. You can
contact good talent from the industry
through LinkedIn, Facebook,
Skillpages, and Twitter, to name a few.
Job portals have always been there, but
definitely with more and more social
media sites coming up, the year 2013
will see a more organised way of doing
social media recruitment.
What are some of the current
campus trends and challenges?
The colleges are aware of the market
conditions and they are sending the
students to interact with organisations
through projects, internships or
training. Challenges are increasing due
to the increase in number of colleges
every year.
What is the future outlook for
compensation trends?
In the near future, the compensation
trends will be more or less the same.
But, the situation is going to change
fast and the compensation trends would
change as well.
What are the key challenges thatevery HR head in your industry
should have on top of their
workforce agenda in 2013?
Retaining existing employees, creating
a win-win situation, work out employee
benefit policies, and mechanising a
proper review procedure are the key
priorities for HR heads.
Are there new skill sets that will
emerge in 2013 that you would like
entrants in your industry to be
trained/ready for?
In our industry the basics will always
be the same. However, there are several
softwares which work as a helping hand
with the employees, the entrants should
keep on enriching their knowledge and
prepare themselves to handle multiple
work.
Which roles will pick up momentum
in coming months and why?
To start with, human resources,
financial positions like CFO will be
picking up momentum. Technical
knowledge will always be in demand,
at least in our industry.
Dr. Siddhartha PandeyChief People Officer(Group Head HR ),Bhushan Power & Steel Ltd
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 11
Growth in demand
for talent in top experience
segments within the industry
during July-December 2012
Less than 2 years 2 to 5 years
5 to 10 years 10 to 20 years
Over 20 years
6%
-10%
-22%
-14%
-23%
Expert Speak
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
18/70
Travelling with tons of mental baggage is no fun at all. The smart traveler stays
miles away from anxiety and last minute haste - the two most notorious killers of
the holiday mood. Because smart travel allows you to be lazy and laid-back while
others are huffing and puffing to make their travel plans fall into place.
www.lazycow.com is here to make every traveler a smart traveler by making
every journey smooth, easy and spontaneous. Be it air tickets, hotels, insurance,
visa assistance and car rentals or readymade and tailor made holiday packages,
Lazycow.com makes everything click with unbelievable ease and efficacy. And
transforms travel into a lazy, laid back affair.
With us the only effort you makeis pack your bag.
Youve DoneEnough
Of Office Work,Leave The
travel WorkUp To Us!
Be smart. Be lazy. Be lazycow.
www.lazycow.com
Super Traventure Pvt. Ltd. Supertech Tower, Plot No. C-45, II Floor, Sector 62, Noida, INDIA, Phone: +91 120 4926666
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
19/70
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 13
500
400
300
200
100
0Jun12 Jul12 Aug12 Sep12 Oct12 Nov12 Dec12 Jan13
Demand for Talent Supply of Talent
BFSI
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
20/70
The future for thebanking sector in2013 is expected tobe challenging yet
full of opportunities,with lakhs of newjobs expected in theindustry
BI-ANNUAL RECRUITMENT REPORT
According toTimesJobs.com data,
during the July-
December 12period,
the industry witnessed
a growth in demand for talent only
during the months of October
12(10%) and December 12(3%). 2013
began with a growth of 8% during
the month of January. On the
supply side, the industry recovered
from a substantial dip in July 12
and adopted a growth trajectory till
October. The maximum growth in
supply of talent was witnessed in
September 12(26%). After
witnessing a dip of 1% during
November 12, on the supply side,
the industry recovered again. "In
the next few years, there will be
almost 5 lakh jobs available in the
Banking industry. With the newbanking license regime, it should
only make the job market more
lucrative," stated Hamsaz Vasunia,
Group-Vice President, DCB Bank during a "High-Tea" session, a chat platformon TimesJobs.com. She also highlighted that despite the economic slowdown
in the industry, the growth in the industry has been steady.
Last year was a mixed bag for the BFSI sector with majority of the hiring
being done in the April-June 12 and July-September 12 quarters. Overall the
hiring grew by 8 to 9%, stated E.Balaji, MD & CEO, Randstad India.
Talking about the compensation trends, Balaji added, BFSI sector has
differential pay structures depending on the business units and revenue
contribution. In 2012, employees in the retail banking segment received a
moderate pay hike but employees in sales and functions like Trade Finance,
Risk Analytics & Assessment and Treasury, received relatively better hikes
and good performance linked bonuses.
Also there is a noticeable shift in trend where companies are proportionately
adjusting the variable component to enhance performance. The salary hikes
range from 8% to 15% for the fixed component and 20% to 30% for the variable
component.
We see a great number of
foreign banks entering into
the Indian markets, which
is generating huge
employment in the
banking sector as
well, stated
Deepak Kaistha,
ManagingDirector,
Planman
Consultant.
Vinay
Deshpande, chief
people officer,
Mahindra and
Mahindra
Financial Services
said, We at
Mahindra Finance
have been hiring and
recruiting aggressivelysince last year. We have
hired approximately 1000
additional employees during the
The talent demand index for the BFSIindustry has dipped by 6 points sinceDecember 2010 (100*). From July 12 (103)
to December 12, the index lost 9 points. Ittouched 94 points in December 2012.
Recruite
RecruiteX January 2013 14
Share of total jobs in the
industry for top locations
during July-December 2012
Mumbai
Delhi NCR
Bengaluru/Bangalore
Chennai
West Bengal
Other
29%
16%
35%
6%
9%6%
Key findings:
> During the July-December period,the industry witnessed a growth indemand for talent only during themonths of October and December
> The year 2013 began with a growthof 8% during the month of January
> The agenda of government is toincrease financial inclusion andbanks have a key role to play byincreasing their rural presence
> Hiring is expected to be on anupswing with many PSUsplanning to recruit in largenumbers
*The base value for the talent demand index is taken as 100 for the month of December 2010.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
21/70
BI-ANNUAL RECRUITMENT REPORT
period April 12 January 13.
Mahindra Finance has followedindustry trends with respect to
compensation philosophy this year.
We have been balanced in our
approach towards compensation at
various levels. Specialised/hot skills
have received higher compensation
due to their limited availability.
Major emphasis is on creating and
executing a variable pay structure
which pushes performance and
productivity, he added.
Locations indemand
Mumbai captured the maximum
share (29%) of the total jobs created
in the industry during the July-
December 12 period, followed by
Delhi NCR (16%). Among states,
West Bengal held the maximum
(6%) of the total share of jobs.
Hyderabad/Secunderabad and Pune
registered similar share of 4%. In
terms of demand of talent, Mumbai
was the only location that witnessed
a meagre growth of 1% during the
July-December 12 period. All other
major locations witnessed double-
digit dip in demand. The maximum dip (35%) was clocked byHyderabad/Secunderabad region. Talking about the locations that
performed well in 2012, Balaji stated, We observe the traditional
financial centres like Mumbai and Delhi to have performed well
in terms of hiring. Also hiring in locations like Chennai are
also picking up with many MNCs setting up their technology
and back office operations here.
l Mumbai captured the maximum share (29%) of the total
jobs created in the industry
l Mumbai again was the only location that witnessed a
meagre growth of 1% during the July-December 12 period
Professionals in demandDuring the July-December 12 period, 42% of the total jobs
generated in the industry were captured by Banking/
Insurance/Financial Service professionals. Sales/Business
Development and Accounting and Finance professionals
registered similar share of 17%.
HR/PM/IR/Training/ T&D and Logistics/ Supply Chain Management/
Procurement professionals witnessed growth in demand for talent.
Professionals belonging to all other major functional areas witnessed dip in
demand. The maximum dip (39%) in demand was clocked by IT/Telecom
professionals,Companies prefer candidates with an average experience of 3-8
years for roles in retail banking, corporate sales and business developmentwhich always have been in demand. Other roles related to operations in trade
finance and wealth advisors for premium clients
are gradually picking up, stated
Balaji.
Majority of the
recruitment was focused
towards the Sales and
Recovery operations
function. This is in
the area of retail
asset financing.
Credit
Operations andAccounting
function has
also seen a
steady increase
in additional
requirements,
says Deshpande.
l HR/PM/IR/
Training/ T&D
and Logistics/
Supply Chain
Management/
Procurementprofessionals witnessed
growth in demand for talent
Recruite
RecruiteX January 2013 15
Growth in demand for talent
in top locations within the
industry during
July-December 2012
Mumbai Delhi NCR
Bengaluru/Bangalore Chennai
West Bengal
1%
-15%
-19%
-17%
-17%
Share of total jobs
in the industry for top
functional areas during
July-December 2012
BFSI
Sales/Business Development
Accounting & Finance
Customer Service
IT/Telecom
Others
42%
17%
13%
5%
17%
5%
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
22/70
RecruiteX January 2013 16
l The maximum dip (39%) indemand was clocked by
IT/Telecom professionals
l The strong demand for qualified
MBA professionals will continue
Top Experience
SegmentsCandidates with 2-5 years
experience captured the maximum
share (39%) of the total jobs created,
candidates with 5-10 years
experience followed suit with 33%
share. Senior professionals with
over 20 years of experience
captured the least share (1%) of the
total jobs.
On the demand side, professionals
with less than 2 years of experience
turned out to be the only candidates
that witnessed a growth (6%) in
demand for talent. The maximum
dip (27%) in demand was clocked by
candidates with 5-10 years ofexperience. According to
Deshpande, Candidates falling in
the experience segment of 0-5 years
were in demand. These comprise of
field executives and junior
management positions.
Talking about the importance of
middle management professionals
during a TimesJobs.com boardroom
discussion, Dhruv Desai, Sr. VP HR
and Leadership Academy, Angel
Broking, stated, We need to focus
more on retaining middlemanagement employees. If the
attrition goes beyond a certain level
our cost gets affected and for middle
management its about retaining the
right talent.
l Professionals with less than 2
years of experience turned out to
be the only candidates that
witnessed a growth in demand
l Finance professionals at entry
level will be in demand in 2013
l Hiring activity will increase for
strategy and corporate finance
roles across all sectors
Key IssuesTalking about the
challenges in the
sector during the
TimesJobs.com
boardroom
dialogue, Vibhash
Naik, VP HR,
HDFC Life,
stated,
Challenge lies in
volume
recruitment. We
often fail to
estimate if we
have enough
number of
candidates. Though
candidates are given
the right company
orientation, due to cultural
difference or some other
reason, we face a lot of attrition
in our industry. He also stated that
there is a huge gap between skills required and
what they actually get in the market.
There is also location based talent challenge, according to Deshpande. He
stated, Since we recruit from rural and semi/urban location, sourcing of
suitable candidate pose a big challenge for
us, as our requirements do not
always match the skills
available in the market.
However, engaging
employees has not been
a challenge.
Recruitment in the
BFSI segment will
be driven by PSU
bankspredominantly as
bulk of their
lower and middle
level employees
will retire in the
next five years.
With new banking
licenses in the
pipeline and rural
penetration, the
banking industry is set
to face a huge talent
crunch. We can expectmigration of talent between
private and public sector banks,
stated Balaji.
Recruite BI-ANNUAL RECRUITMENT REPORT
BFSI Sales/Business Development
Accounting & Finance Customer Service
IT/Telecom
-25%
-8%
-1%
-39%
-11%
Share of total jobs
in the industry for top
experience segments during
July-December 2012
Less than 2 years
2 to 5 years
5 to 10 years
10 to 20 years
Over 20 years
17%
39%
1%
33%
9%
Growth in demand
for talent in top functional
areas within the industry during
July-December 2012
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
23/70
l There is a huge gap between skills required and what employers actually get
in the market
l Challenge also lies in volume recruitment
Future OutlookThe future for the banking sector in 2013 is expected to be
challenging yet full of opportunities, according to Balaji. With
the government planning to issue new licenses and bring
about policy changes as an impetus for growth. The agenda of
government is to increase financial inclusion and banks have
a key role to play by increasing their rural presence, use
modern technology for greater information security and
lower transaction costs. Also banks are trying to reduce their
NPAs, and shift their focus to a more customer-centric
approach. In terms of employment, hiring is expected to beon an upswing with many PSUs planning to recruit in large
numbers as close to 50% of the workforce will retire in the next
few years, he added.
Since the RBI has opened new banking license for big corporate
houses, we feel that hot skills with respect to banking would be in
demand in the next year. We also see a growing demand in the retail
asset financing area in rural and semi/urban sector, where we operate,
stated Deshpande.
What are some of the new trends in
recruiting?
Recruiting landscape has changed over
a period of time. Corporates have
become far more tight to pre assess
predictability of success in the roles.
Quality of Hire has become a key
with increase in resource optimisation.
Partnered Hiring models have evolved
more on a variable cost structure and at
times linked to performance and
productivity of the resource over a
longer period of time. Recruitment
Process outsourcing has started takingshape in some pockets and are moving
towards a process maturity.
Will 2013 witness a more organised
social media talent plan?
In 2013, we will be witnessing more
organised social media plan to create
specific recruiting environment which
will enable candidates to exhibit their
competencies and choose their
employer linked to their ambition. For
organisations there is a growing need to
participate in right social mediarecruiting forums with two way
evaluation tools and to ensure that the
brand is build jointly with the word of
mouth approach by this talent pool.
What is the future outlook for
compensation trends in your
industry?
Compensation in the coming days will
be very tightly linked to growth.
Businesses are not only looking at
growth as increase in top line/revenue
but similar focus on value and bottom-
line is also getting linked to the
compensation philosophy. Corporates
are taking a far more balanced
approach while finalisation of
compensation increases.
Fixed to variable ratio is being re-
looked at and higher variable
compensation linked to business levers
and performance seems to be the
mantra in the days ahead. Long
term/deferred pay plans linked to
performance is getting more focus to
retain and manage key talent.
Considering the existing scenario of
high inflation, GDP predictions and
other external aspects the outlook will
remain conservative. Compensation
trends will remain moderate. However,we will follow a fairly
differential/segmented approach for
key talent and average performance.
Saurov GhoshExecutive VP & Head - HR & TrainingBirla Sun Life Insurance Co. Ltd.
Growth in demand
for talent in top experience
segments within the industry
during July-December 2012
Less than 2 years 2 to 5 years
5 to 10 years 10 to 20 years
Over 20 years
-16%
-27%
-3%
-26%
6%
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 17
Expert Speak
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
24/70
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
25/70
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 19
500
400
300
200
100
0Jun12 Jul12 Aug12 Sep12 Oct12 Nov12 Dec12 Jan13
Demand for Talent Supply of Talent
BPO/I
TeS
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
26/70
BPO/ITeS sector hasplayed a pivotal rolein placing India onthe world map as a
booming outsourcingdestination, in a veryshort span of time
BI-ANNUAL RECRUITMENT REPORT
Demand index for the
BPO/ITeS industry
dropped from 115 in
July 12 to 106 in
December 12. The
index witnessed a nearly 20% drop
in the July to September 12 quarter,
closing at 93 in September 12.
However, after the initial blow
demand for talent in has been
steadily increasing. The Indian BPO
industry is at a crossroads. While it
is poised for huge growth, the
industry as a whole is grappling
with challenges including wrong
perceptions and severe talent
shortage.
Though the sector is trying to move
up the value chain and seek out new
opportunities of growth, the
scarcity of people with requiredskill sets is making this an
extremely difficult task.
Perception about BPO jobs is a problem. It is considered a stop-gap job.
Although opportunities are abundant in BPOs, getting people to join BPO
industry is a struggle, said Subrat Chakravarty, Head Human Resources,
HCL technologies Business Services, at the TimesJobs.com boardroom
dialogue.
There is a dichotomy of what really happens and strong perceptions, which
are out there in the market generated by people, who really do not know the
business. There is a strong need to build a brand. There is a strong need to tell
people what the industry offers to its employees in the short term as well as in
long term level.
Functional areas in demand
The overall decline in demand for talent was a result of low hiring in all top 5functional areas with over 20% drop in hiring for IT and Finance and
Accounting profiles. Sales and Business Development profiles were the only
exception and reported a 7% increase in
demand for talent. Increase in
hiring for Sales and Business
Development profiles
indicate a heightened
focus on expanding into
new territories and
domains by most
companies.
Where demand for
CustomerService/ Tele
Calling profiles
fell by 10%, its
share in total job
postings
witnessed a
healthy increase
of 55% during the
July-December 12
period. Being one of
the key functional
areas in the BPO/ITeS
sector, the drop inCustomer Service/Tele
Calling profile points towards
The talent demand index for the BPO/ITeSindustry rose by 6 points from December2010 (100*). From July 12 (115) to
December 12, the index lost 9 points. Itregistered 106 points in December 2012.
Recruite
RecruiteX January 2013 20
Share of total jobs in the
industry for top locations
during July-December 2012
Delhi NCR
Mumbai
Bengaluru/Bangalore
Chennai
Hyderabad/Secunderabad
Other
29%
19%
21%
8%
12%
11%
Key findings:
> Demand for talent in BPO/ITeSindustry reported a 9 point dropduring the July-Decemeber 12period
> Demand soared for Sales andBusiness Development profiles,other key functions experienced adrop in demand
> Hiring was upbeat for junior/entrylevel and senior candidates,
pointing towards future businessexpansion plans
> The industry needs to work onbrand building and positioning
*The base value for the talent demand index is taken as 100 for the month of December 2010.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
27/70
BI-ANNUAL RECRUITMENT REPORT
the tough competition from
international markets such asPhilippines, believe industry
experts. Another reason could be
the brand positioning of the
industry. As Ravikumar Aleti, Head-
Talent Acquisition, Cognizant BPO,
articulated at the TimesJobs.com
boardroom dialogue, The quality
talent pool in the market does not
look at this industry as a long-term
career option. People do not find the
need to continue in a BPO job. As a
result, we are losing people to other
industries. This is resulting in jobs,
especially voice-related work,moving out of India. However,
experts are optimistic that demand
will improve for these profiles in
times ahead.
l Sales and Business Development
profiles reported highest increase
(7%) in demand for talent.
l IT and Finance & Accounting
profiles witnessed a drop of over
20% in demand.
l Despite a drop, the share ofCustomer Service/ Tele Calling
profiles in total job postings
increased.
Locations in demandKerala clocked a 9% increase in hiring activity during the
July-December 12 period. It was the only region in the top ten
locations to report positive hiring activity. Overall, hiring was
low across all major cities with southern states and cities
losing the most momentum.
Among the top five locations, Bangalore, Chennai and
Hyderabad experienced a drop in demand by an average of
17%. Inspite a 6% drop in demand for talent, Delhi/NCR
reported maximum increase in proportion of jobs posted as
against total jobs in the BPO/ITeS industry during the
stated period, followed by Mumbai. According to Harish
Jotwani, Head Recruitment, Serco Global Services,Hyderabad and Bangalore locations saw slump in the
number of hires because companies at those locations rely
more on tech specific processes linked to the downtrend in the
US and European economies.
Earlier studies by TimesJobs.com have revealed that many
BPO/ITeS companies are strengthening their bench strength in
cities such as Lucknow and Jaipur owing to the escalating manpower
and logistics cost in metros.
According to experts, local BPOs are coming up in a major way and thus, the
industry is sourcing talent from Tier II and III cities to tap the local talent,
which is well-versed with the local dialect and is economical. Subir Ghosh,
President Aegis Global Academy stated at one of the boardroom dialogues
conducted by TimesJobs.com, Going forward real opportunities when we talk
about job creations will be driven by
domestic markets. In that case
English speaking skills are not
going to be primary but
customer empathy and
right temperament to
serve is going to be
fundamental.
l Among top
locations,
Kerala wasthe only
region to
clock growth
(9%) in
demand for
talent.
l Pune was
worst effected
among top job
locations,
witnessing a drop
of 33% in demand.
l Tier II and III cities
emerged as new BPO/ITeS
job hubs.
Recruite
RecruiteX January 2013 21
Growth in demand for talent
in top locations within the
industry during
July-December 2012
Delhi NCR Mumbai
Bengaluru/Bangalore Chennai
Hyderabad/Secunderabad
-6%
-9%
-19%
-22%
-11%
Share of total jobs
in the industry for top
functional areas during
July-December 2012
Customer Service
Accounting & Finance
BFSI
IT/Telecom
HR/PM/IR/Training/T&D
Others
55%
10%
15%
4%
8%
7%
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
28/70
RecruiteX January 2013 22
Experiencesegments in
demandHiring during the six-month period
was mainly limited to entry
level/fresher hiring. This segment
reported over 20% increase in
hiring activity. According to
Jotwani, Entry level functions
always face a constant level of
attrition as candidates keep moving
on to seek greener pastures. Also,new business growth in the
industry requires higher level of
entry level candidates which results
in more of entry level hire than mid
and top-level hires. The ITeS/BPO
industry also witnessed a 7%
increase in demand for candidates
with over 20 years experience
suggesting hiring for head of
operations.
While the industry is hiring
freshers and entry level candidates,
experts admitted that there is abroad overall issue of skills in the
Indian workforce, specially the kind
of people the industries hire from
colleges.
As experts pointed out in
TimesJobs.com boardroom
dialogues, while the top tier colleges
that have the best talent are grabbed
by the best in the industry, other
companies also go to a number of
second tier and third tier
institutions and colleges, wherethere is fair amount of retraining
and skill development that needs to
be done.
l Fresh hires reported an increase
of 22% in demand during the
July-December 2012 period
l Candidates with 5-10 years
experience witnessed highest drop
(25%) in demand, during the same
period
l Senior candidates with over 20
years of experience saw a 7%
increase in demand for talent
during the stated period
Key issuesThe ITeS/BPO industry
is in a growth phase
and is evolving from
a primarily voice-
based industry to
high-end services.
With this
evolution, the
industry is also
facing unique
talent challenges.
Today with theevolution of the
industry, skills
such as voice or
capability to just
process invoices and
transaction have become
a minimum requirement
and redundant skills.
As companies move higher up in the
value chain, demand for the right talent is
tough. The industry is looking at well established industries to gain
understanding of different market segments. Companies across the board arefinding it difficult to move talent from industries such as manufacturing and
integrate it into a BPO environment, both culturally and career wise.
Also, the ITeS/BPO industry is
currently viewed as a stop-gap
opportunity for most freshers.
This is largely due the
inability of small
companies to match a
job profile with the
skill sets of a
candidate.
The mismatchoften results in
dissatisfaction
with the job and
leads the
employees to
believe that the
BPO is not a long-
term career.
The industry needs
to collectively
showcase the various
opportunities available
within the industry andcareer paths available to
candidates. Industry experts have
Recruite BI-ANNUAL RECRUITMENT REPORT
Customer Service Accounting & Finance
BFSI IT/Telecom
HR/PM/IR/Training/T&D
-10%
-9%
-19%
-12%
-27%
Share of total jobs
in the industry for top
experience segments during
July-December 2012
Less than 2 years
2 to 5 years
5 to 10 years
10 to 20 years
Over 20 years
28%
42%
1%
24%
6%
Growth in demand
for talent in top functional
areas within the industry during
July-December 2012
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
29/70
suggested that to tackle the problem of image the term call- center should be
replaced with other professional job terms such as managed services.
Additionally, success stories from the industry should be shared with
the media to project the industry in a good light.
To arrest the problem of image internally, companies should
counsel new employees and find the right fit. Companies should
not hire for projects but should look at recruitment
holistically.
Looking aheadAccording to TimesJobs.com data, increased hiring activity
for Sales and Business Development executives and
candidates with over 20 years experience, suggests the
ITeS/BPO industry is expecting increased business activity
in the coming months, which may result in increased hiringacross levels and functions. Companies across the board are
now looking at various models between build from within
versus hire.
Companies are looking at the concept of skills in a manner that
would allow them to remain competitive vis--vis other emerging
location. Government agencies are working extensively on the skill
gap by collaborating with top companies in the industry and creating a
standard skill training module.
Expert Speak
Praveen KamathGeneral Manager & Global Head ofTalent TransformationBPO/KPO divisionWipro Corporation
Growth in demand
for talent in top experience
segments within the industry
during July-December 2012
Less than 2 years 2 to 5 years
5 to 10 years 10 to 20 years
Over 20 years
-25%
-18%
22%
7%
-21%
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 23
What are some of the new trends in
recruiting?
Hiring through Social Media especially
through Facebook, LinkedIn and
Twitter has become a differentiator for
many emerging conglomerates.
Alternative channels such as hiring
through Tier II/III/IV cities there by
giving visibility to rural talent is
becoming more and more evident
Will 2013 witness a more organised
social media talent plan?
Yes of course. Organisations are
spending considerably to train HR
professionals to understand this
channel of hiring. There is significant
progress both in terms of numbers
hired through this channel as well as
the percentage of contribution through
this particular channel of hiring.
What are some of the current
campus trends and challenges?
E-campus and virtual campus hiring is
becoming a reality, today. Technology
solutions around this channel of hiringare emerging. Many corporations have
piloted this effort and it is working
for them.
What is the future outlook for
compensation trends in your
industry?
Flat. Niche skills will be paid more,
plain vanilla skills will be paid less
and less in the days to come.
Compensation eventually will be a
function of demand and supply with a
factor of degree of difficulty/
availability of the skill.
What are the key challenges that
every HR head in your industry
should have on top of their
workforce agenda in 2013?
Talent Acquisition and Talent
Retention are some of the major
challenges that the ITeS/BPO
industry is struggling with, currently.
Are there new skill sets that will
emerge in 2013 (owing to new
technology/market forces) that you
would like entrants in your industry
to be trained/ready for?
Remote and hands-free hiring, remote
and technology based training completely will move into e-Learning,
v-Learning, link-based learning using
CBT technique.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
30/70
ORION
Bellatrix
Mintaka
Meissa
AlnilamAlnitak
Rigel
Saiph
The STAR you are looking forlies with us???????
Find your STAR employee only on hire.timesjobs.com
More than 2 crore CVs
20,000 new CVs added daily
Jobseekers across every location
For enquiries write to [email protected]
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
31/70
BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2013 25
500
400
300
200
100
0Jun12 Jul12 Aug12 Sep12 Oct12 Nov12 Dec12 Jan13
Demand for Talent Supply of Talent
Consu
mer
Durab
les/
FMCG
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
32/70
The FMCG industryhas been resilientthrough theslowdown. The
impetus for hiringwill now come from,rural sector and tierII and tier III towns
BI-ANNUAL RECRUITMENT REPORT
According toTimesJobs.com data,
there was a drop in the
demand for talent in
major cities in the July-
December 12 period. For instance,
the demand in Delhi fell by 13%, in
Mumbai by 5%, in Chennai and
Bangalore by 12% and 24%,
respectively.
The reasons for negative demand in
terms of hiring were given as lack
of movement in existing projects
and dearth of new projects in the
pipeline. FMCG is a very
replacement heavy industry. So,
placements happen when people
quit their jobs. However, looking at
the economic scenario, there has
been no movement. Candidates/
employees are staying put and areaverse to taking risks by not looking
out for options. Hence, there has
been no demand, points out
Vandana N Pannaswami, executive director, ABC Placements. She adds,Along with employees, organisations are also not taking too many risks.
Hence there have been no new investments in terms of projects. They are
playing it safe. Further, organisations are trying to retain employees rather
than hiring new ones.
But, experts say, dont let this dampen your spirits just yet. The reason why
FMCG sector has shown negative numbers in terms of hiring is because these
numbers were based on a projection of last year. In the early months of 2012,
the industrys performance was weak. However, this picked up later in 2012
and even as we have entered in 2013 the growth seems positive. So, this means
to sustain the growth, companies will focus on hiring new people, points out
Ganesh Shermon, partner (market), KPMG in India.
He adds that there has been new growth as the companies are launching freshproducts across lifestyle, fashion and personal care brands. Even regional
brands are doing significantly well. This means there will certainly be
positive hiring.
We are expecting growth in the
FMCG sector during medium
and long term, given the
broad-based
consumption and
rising consumer
incomes, says
AshutoshTelang,
executive vice
president andhead human
resources at
Marico.
The reason for
this growth is
that the consumer
has high
disposable income
at hand. In the last
year there has been a
significant drop in
capital expenditure. This
means people now havemore disposable income, and as
a result they are spending more
The talent demand index for the consumerdurables/FMCG industry rose by 9 pointsfrom December 2010 (100*). From July 12
(119) to December 12, the index lost 10 points. Itregistered 109 points in December 2012.
Recruite
RecruiteX January 2013 26
Share of total jobs in the
industry for top locations
during July-December 2012
Delhi NCR
Mumbai
Bengaluru/Bangalore
Chennai
Pune
Other
21%
19%
38%
7%
8%7%
Key findings:
> The dip in demand in the sectorcan be attributed to the lack ofmovement in existing projectsand dearth of new projects
> Broad based consumption andrising consumer income wouldfacilitate industry growth
> Companies like Marico, GodrejConsumer Products are likely toinvest in new talent ahead of thegrowth curve this year
> Growth this year will come largelyfrom rural consumers
*The base value for the talent demand index is taken as 100 for the month of December 2010.
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
33/70
BI-ANNUAL RECRUITMENT REPORT
money on day-to-day goods andother lifestyle goods, adds
Shermon.
This is likely to affect hiring as well.
In fact, according to our data, there
was a rise in demand for people
below two years of experience by
16%. However, at mid-management
and senior level the demand has
been negative.
FMCG majors have now posted
positive results and they will push
sales. This job will then require astronger salesforce. Hence, the
candidates with 0-2 years of
experience will see growth in
recruitment. Having said that,
companies are also looking at
pushing the brands. There will be
focus on specialists in branding and
marketing space, points out
Shermon.
This trend is not restricted to big
cities and metros. In fact, small
towns are where the real game is
being played. For instance, in thelast few months, Delhi, Kolkata,
Hyderabad and Chennai saw a
hiring slowdown, while pockets like
Ernakulam, Kochi and Baroda saw relatively healthy hiring. Manycompanies, including FMCG majors Dabur, HUL and Godrej, are
seeing category share from rural markets growing. But,
Sangeeta Lala, senior Vice-President and co-founder,
TeamLease says, While there is some bit of recruiting
happening in the rural segment, the major chunk is still in
the metros. This is where big and managerial positions are
available.
Further, companies like Marico and Godrej Consumer
Products are likely to invest in new talent ahead of the
growth curve this year. We will continue to invest in new
talent hiring. There will be no significant changes in the
companys strategy of hiring new talent. The FMCG
sector has been resilient in the phase of slowdown and
will continue hiring unmitigated, pointed out Telang.
According to some reports, at Godrej Consumer Products
the growth in recruitment in India over last year has been in
the range of 3 to 4%.
l According to TimesJobs.com data, there was a drop in the
hiring demand in major cities in the July-Decmber 12 period
l There has been new growth in the sector as the companies are
launching new products across lifestyle, fashion and personal care brands
l Broad based consumption and rising consumer incomes are facilitating the
growth in the sector
l In the last few months, Delhi, Kolkata, Hyderabad and Chennai saw a hiring
slowdown, while pockets like
Ernakulam, Kochi and Baroda
saw relatively healthy
hiring.
Hiring
Trendsl FMCG is
expected to
generate 1.76lakh new jobs
in 2013
l Dabur, HUL
and Godrej
are seeing
category
share from
rural markets
growing.
l In 2013, hiring is
likely to go up by
10-15% in themonths of April-
May 13
Recruite
RecruiteX January 2013 27
Growth in demand for talent
in top locations within the
industry during
July-December 2012
Delhi NCR Mumbai
Bengaluru/Bangalore Chennai
Pune
-13%
-5%
-24%
-8%
-12%
Share of total jobs
in the industry for top
functional areas during
July-December 2012
Sales/Business Development
Engineering
Accounting & Finance
Marketing & Advertising
Logistics
Others
34%
13%
25%
8%
11%
9%
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
34/70
RecruiteX January 2013 28
Trends that will drive FMCGgrowth in 2013
The growth this year will come
largely from rural dwellers, while
urban consumers will continue to
be affected by the macroeconomic
environment, point out experts. In
comparison to other sectors the
consumption story will remain
intact, though the pace of growth
has slowed compared with previous
years.
According to experts, this time theslowdown in consumption spending
is visible in some categories in the
higher SECs (socio-economic
classifications) of urban India.
The first quarter of 2013 does look a
little glum for recruitment. The
hiring is likely to go up by 10-15% in
the months of April-May, says Lala.
Toned Down
Cheer"The year is just beginning. Many
companies were cautious in the
past, but post appraisals and with
the start of a new financial year
companies will start recruiting,
says Lala.
This increase is expected to be
driven by an improvement in the
outlook for the financial services
and FMCG/retail sectors. Also,
there are small investments being
made in new products launches, sothis will help the sector to grow
further.
The FMCG sector has infact been
showing a positive growth in the
last few months. Driven more by
domestic consumption and
protected against currency
fluctuations, companies in the
FMCG and retail sector, such as
Dabur, have an upbeat hiring and
business outlook.
The FMCG sector has beenrecording year-on-year growth of
around 15-16%. The other thing that
will give a boost to the sector is
clarity in FDI in retail.Once the government
gives more clarity in
retail then there will
be some movement
within the sector.
This will lead to
growth in
demand and
hiring, says
Pannaswami.
Agrees
Shermon,
With clarity in
retail and new
tie-ups, the
industry will
certainly see
positive growth.
There will be
movement in single
franchisee models and once
IKEA sets shop in India, the
game plan will totally change.
New Markets
l Clarity in FDI in retail will boost the FMCG sector
l Recruiters are cashing in on the growth in e-commerce
Salary
AdvancesThough the hiring is
likely to happen mid-
year, candidates
should not expect
big salary hikes
during appraisals
or whileswitching jobs.
According to a
study conducted
by Kelly services,
in India the
salaries and
increments are
expected to witness
a projected best case
of 8 to 10% hike.
The hikes will be
rather nominal this year.
So, its best not to expect
much more. This hike is also
largely due to inflation, says
Pannaswami.
Recruite BI-ANNUAL RECRUITMENT REPORT
Sales/Business Development Engineering
Accounting & Finance Marketing & Finance
Logistics
10%
-32%
-13%
-3%
-21%
Share of total jobs
in the industry for top
experience segments during
July-December 2012
Less than 2 years
2 to 5 years
5 to 10 years
10 to 20 years
Over 20 years
12%
38%
4%
30%
17%
Growth in demand
for talent in top functional
areas within the industry during
July-December 2012
7/28/2019 RecruiteX - Hiring Projections 2013.pdf
35/70
Points out Lala, This hike is likely to come only after April-May. According
to Hay Group, India Inc is expected to dole out an average pay hike of
11.2% across job roles in 2013, lower than 12% increase witnessed last
year. The other reason for the moderate hike is directly related to
the performance. FMCG companies are showing signs of
recovery since 2012. Companies will first try and stabilise
themselves before going all out with fatter salary packages,
says Shermon.
But, if the company thinks you are a stronger candidate
then some analysts say that the rules of the game can be
changed. So, Lala has a word of advice. FMCG is a highly
competitive sector. So, one has to be ready to beat the
competition to grab that perfect pay package.
l Though the hiring is likely to happen mid-year, candidates
should not expect big salary hikes during appraisals or
while switching jobs.
l Salaries and increments are expected to be in the range of 8
to 10% hike
l This hike is likely to come only after April-May 13
l With the industry undergoing a recovery phase since 2012,
companies woud first try to stabilise before offering generous salary
packages and increments
What are some of the new trends in
recruiting?
Despite overall macroeconomic
challenges, we will see a steady hiring
trend across the sectors. While most of
it will come from the need of talent
replenishment (replacement hiring),
there will be upswing in the growth
oriented hiring for sectors like retail.
Top talent across the board will
command premium and will be most
sought after. Once the consumer
sentiment improves, moreopportunities will be available to the
current talent population which is
today risk averse. Most preferred form
of hiring will continue to be through
employee referral and organisations
will deploy means to reduce their
dependence on search partner agencies.
Will 2013 witness a more organised
social media talent plan?
The advent of Social media will
continue to provide more opportunities
for consumer durable sector. The use of
Facebook, Linkedin and Twitter likeplatforms will be leveraged to our
advantage and the job postings on
online job portals and company's own
websites will increase as percentage of
total of hires from all channels. This
will be particularly attractive for Gen-Y.
Use of mobile phone ap