Understanding Non-Technical Skill Priorities in Entry and Mid Level Recruitments. leadcap.net

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1 Understanding Non-Technical Skill Priorities in Entry and Mid Level Recruitments

2 PRELUDE TO RESEARCH 30 lakh graduates join the Indian job market every year but only about 5 lakh are considered employable (NSDC) Over 80% of engineering graduates in India unemployable (Aspiring Minds Report 2016) Only 3% engineers have suitable skills to be employed in software or product market, and only 7% can handle core engineering tasks (Aspiring Minds Report 2016) 52% of Indian employees remain somewhat dissatisfied in their jobs (Dale Carnegie India) Growing skills gap in India is estimated to be more than 25 crore workers by 2022 (NSDC)

3 RESEARCH OVERVIEW Objectives: To understand important attributes for hiring entry level and mid level employees Sample: 75 HR Heads, CHRO etc. Interview method: Online & Telephone Location: Across India primarily metros Analysis: Entry level vs. Mid level

4 WHAT S NEW WITH THIS Other Global/India Survey Considers companies with 50+ full time employees Combines hard and soft skills Covers all levels of hiring including senior management / board MTHR LeadCap Survey Included companies with 10+ employees (startups) Only soft skills Major focus on entry level hiring Captures new attributes like commitment, ability to learn, responsibility, set goals etc

5 RESPONDENT PROFILE LEVEL NO OF EMPLOYEE TYPE OF THE COMPANY 45% 2% 23% 10% 23% 20% 3% 10% 6% 5% 9% 6% 19% 17% 2% 19% 26% 11% 34% 7% 4% Top Executive/Owner Middle Management & Advisers Senior Executive/Board Member Fuctional staff Head of Business Unit/Head of Region Other < ,000 1,001 5,000 > 5,000 BFSI Manufacturing Logistics Healthcare/Media Other Constuction Education Consulting/IT Hospitality Key Insights More than two third respondents were top executives or heads of business units / regions / divisions One third of the participating companies belonged to IT / consulting industry Average no of employees in participating companies is 345 Q9.Level Q11a. What is the approximate number of employees in your company? Q11b.Type of the company

6 RESPONDENT PROFILE COMPANY DOMICILE CITY 15% 1% 1% 30% 45% 85% 10% 5% 1% 3% 4% India Multinational Ahmedabad Bengaluru Chennai Delhi/NCR Hyderabad Kolkata Pune Mumbai/MMR Other locations Key Insights 15% companies surveyed were MNCs Mumbai/MMR, Bengaluru and Pune are top 3 cities covered 12.Company domicile? 14.Postal Code/City?

7 KEY HIGHLIGHTS Ability to learn, responsibility and commitment are top 3 important attributes considered while hiring for entry level candidates For mid level communications, credibility and ability to set goals are top 3 attributes considered A majority stress on hard skill for entry level while they stress on soft skills for mid level hiring Education system, quality of engineering / technical colleges and quality of faculty / teaching are rated poorly by almost three fourths of HR professionals

8 IMPORTANT ATTRIBUTES HIGH ENTRY LEVEL Ability to learn Responsibility Commitment MIDDLE LEVEL Communication Credibility Ability to set goals 75% 68% 63% % 7 86% 74% Enthusiasm Communication Analytical skill Ability to achieve goals Commitment Flexibility 51% % % % % 54% Collaboration Discipline Attention to detail Reliability Ability to learn Collaboration 42% 41% 39% % 43% 43% Total percentage Weighted average on 7 point scale Key Insights Ability to learn, responsibility and commitment are top 3 important attributes considered while hiring for entry level candidates For mid level communications, credibility and ability to set goals are top 3 attributes considered 1. From the following list, please select the ten most important attributes that are required for a typical entry level and middle level employee. Rank them from 1 (most important) to 10 (least important). 2. What is the middle level of these qualities that you look out for, when you are recruiting a employee in your company? 1-Low, 7-High

9 COMPARISION WITH OTHERS Rank 1 Communication Problem Solving Communication Communication 2 Well Organized Coordination Interpersonal skills Ability to learn 3 Team Player People Management Adaptability Responsibility 4 Always Punctual Critical thinker Problem Solving Commitment 5 Critical thinker Negotiation Emotional Intelligence Credibility 6 Social Quality Control Creativity Enthusiasm 7 Creativity Service Orientation Proactivity Analytical skill 8 Interpersonal skills Decision Making Leadership Ability to set goals 9 Adaptability Active Listening Time management Ability to achieve goals 10 Friendly personality Creativity Discipline Flexibility N E W A T T R I B U T E S Relevance: Global Market Indian Market Source: MTHR LeadCap Survey - Future of Jobs Report, World Economic Forum India Today - Linkedin

10 IMPORTANCE TO SKILLS Entry level Middle level 41% 44% 59% 56% More importance to hard skills like subject or domain knowledge Soft skills like team work and communication Key Insights A majority stress on hard skill for entry level while they stress on soft skills for mid level hiring Q3. While selecting an entry level candidate, which one do you give more importance to hard skills like subject knowledge or soft skills like team work and

11 EDUCATION SYSTEM IN INDIA EDUCATION SYSTEM IN INDIA QUALITY OF ENGINEERING / TECHNICAL QUALITY OF FACULTY AND TEACHING 3% 1% 12% 10% 1% 4% 6% 1% 4% 25% 22% 19% 26% 21% 31% 37% 37% 37% Extremely poor Somewhat poor Somewhat Good Poor Neither good nor bad Good Poor Neither good nor bad Good Somewhat poor Somewhat Good Excellent Extremely poor Somewhat poor Somewhat Good Poor Neither good nor bad Good Key Insights Education system, quality of engineering / technical colleges and quality of faculty / teaching is ratted poorly by almost three fourths of HR professionals Q4. How well does the education system meet the needs of a competitive economy like India? Q5. How do you assess the following? Quality of engineering / technical schools in India? Quality of faculty and teaching 1 is extremely poor and 7 is excellent

12 DIRECTIONS FOR IMPLEMENTATION Organizations- 1. Include new age skills while framing HR policies / new talent acquisition strategies 2. Match new skills to overall company culture, vision etc. HR Head /Managers / Recruiters- 1. Ready reckoner / guideline while hiring new talent 2. Update existing guidelines Line Managers- Evaluate /Interview candidates based on new skills Colleges / Institutions- 1. Impart necessary training to ensure they meet industry demand 2. Benchmark themselves with industry requirements and assess gaps Job Seekers/ Students- 1. Match themselves with Industry demand 2. Acquire skills which are missing Skill Development Org- Develop training programs which would boost the new age skills and reduce skill gaps