JOB OUTLOOK SURVEY Event report: PAGE 5 Decoding new age recruitment Interviews: PAGE 6 to 8 First take on hiring in 2017

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1 Event report: PAGE 5 Decoding new age recruitment Interviews: PAGE 6 to 8 First take on hiring in 2017 JOB OUTLOOK SURVEY Find TimesJobs.com s career articles, expert advice and Jobs & Career section

2 2 TimesJobs Job Outlook Survey HIRING TO GROW BY 10- IN 2017 IT, telecom and healthcare to be top employers, hiring of women professionals too will see a rise at India Inc. TIMESJOBS Job Outlook Survey suggests an expected per cent rise in hiring activity in The survey of over 2,000 employers across India reports positive hiring plans for 2017 by nearly 65 per cent of the organisations. Apeksha Kaushik shares more insights of survey results DURING 2017, THE OVERALL HIRING SENTIMENT WOULD BE OPTIMISTIC A cheerful new year awaits the hiring industry as employers expectations are greater than what they were in In the TimesJobs Job Outlook Survey , employers anticipated only 5-10 per cent rise in hiring in 2016 while they see per cent rise in SAY HIRING WILL INCREASE IN Say it will increase by10-30 Say it will increase by 5-25 Say it will increase by Say it will increase over SAY HIRING WILL DECREASE IN Say it will decrease by 5- SAY HIRING WILL REMAIN THE SAME Say it will decrease by 10-5 Say it will decrease by 0-5

3 3 INDUSTRIES THAT WILL RULE According to the survey findings the IT, telecom, healthcare and manufacturing sector will be the top employment generators during In the survey, nearly 30 per cent organisations said that IT and telecom will hire maximum numbers, 20 per cent said healthcare and 15 per cent said manufacturing will be the top job generators. Another 15 per cent voted for automobile and 10 per cent vouched for infrastructure and retail sector. Which functional area, in your industry, would be most in demand? Marketing & Projects and Infrastructure Automobiles 25 IT Research & Development Sales Advertising 5 5 Human Resources Administration Finance Retail Manufacturing & Engineering Healthcare 30 IT/ Telecom PROFILES THAT WILL BE IN DEMAND The findings reveal that IT will be the sought after profile in 2017, as said by 25 per cent organisations. Also, 20 per cent firms feel there will be an increased demand for sales, business development professionals and research and development profiles. About 15 per cent organisations said marketing and advertising professionals will see maximum talent demand in CITIES THAT WILL SHINE Metros will continue to be the job hubs even in 2017 as per the TimesJobs Job Outlook Survey Positive hiring activity is also likely in Tier I locations and state capitals. Nearly 45 per cent organisations said job opportunities will be maximum in metro cities including Delhi-NCR, Mumbai, Bengaluru and Chennai while 40 per cent see a rise in employment opportunities in Tier I locations. Which locations would witness maximum hiring? Metros Tier I cities / State capitals Tier II & III cities EXPERIENCE LEVEL THAT WILL BE SOUGHT AFTER The most optimistic hiring plans are for middle level professionals. The study reveals, professionals with 5-10 years of experience will see maximum demand from across sectors. Nearly 30 per cent surveyed corporates said middle level professionals with 5-10 years of experience will be most sought in 2017, according to the TimesJobs Job Outlook Survey About 20 per cent employers see greater demand for professionals with less than two years of experience in 2017 while 15 per cent said professionals with years of experience will be most in demand Years Years Years < than 2 Years > 20 Years

4 4 COMPENSATION TRENDS MORE WOMEN POWER About 50 per cent organisations anticipate compensation to increase while 40 per cent said there will be no major changes in compensation in Of those who see a rise in compensation in 2017, 65 per cent anticipate a 5-10 per cent rise. According to 50 per cent surveyed employers middle level staff will see highest rise in compensation, followed by junior/entry level professionals. The focus on gender diversity will continue in 2017 also as nearly 70 per cent organisations said to up the volume of women workforce in 2017, highlighted the TimesJobs Job Outlook Survey This is nearly 10 per cent rise in expected hiring for female professionals in 2017 compared to that in About 60 per cent employers foresee higher demand for women professionals at the middle level positions, 20 per cent said to hire them at entry level while another 20 per cent said they will hire women professional for CXO roles in Compensation across sectors would: Over 5 50 Increase Will you be hiring more female employees in future? Yes No No major change Decrease Middle level Which level can expect highest rise in salary? 30 Junior/entry level 50 Middle level 60 If yes, at what level? Junior/entry level Over If yes, at what profiles? Core profiles, specific to the sector Senior/top level 40 Support roles 60 Senior/top level CHANGES PLANNED IN TOTAL STAFF LEVELS? About 40 per cent organisations likely to maintain staff levels and focus on employee engagement and upskilling. For this they plan to spend per cent of the budgeted amount for HR on training and development of its staff. What changes have you How much do you plan to spend on skill planned in total staff levels? development and training of employes? 50 Decrease Increase Maintain staff staff staff 40 Over What will be the focus of future training strategy? Hiring freshers, Up to offering them training 55 Upskilling existing workforce (lateral hiring, low on training)

5 5 TimesJobs Event The New Recruitment Paradigm 2016: Technology, Talent, Transformation, Pune New-age methods to hire & retain Next-Gen employees F TimesJobs Bureau OR HR managers, the Year 2016 has been all about creating new mediums to tap passive talent and get it into the company fold. Here, social plays a crucial role because enhanced use of technology can help in recruitment and talent management immensely. These techniques come in handy particularly when dealing with the newer generations in workforce. TimesJobs brought together the HR leaders of IT companies for a boardroom dialogue to learn about their hiring priorities, upcoming challenges and opportunities in the new scenario. Here s what they said at the event: n Pratyush Nandkeolyar, Head-Talent Acquisition, BMC Software The hiring manager plays a key role in engaging or retaining talent in any team. This is because these managers see the person perform on day to day basis and also know better about the future roadmap of the employee in the given profile. Hence, at our organisation the hiring managers take key decisions when it comes to employee engagement programmes especially for trainings, talent grooming etc. There are many aspects of talent - one is the talent available within the firm and other is the one that has signed your offer letter and will soon join you. There is yet another one which includes those who accepted the offer but didn t turn up. We focus on all categories and especially on the last segment. Despite a no show for us, we invite them to trainings and inculcate them in L&D measures. Generally, a lot of these candidates want to join the company after such sessions. We also invite such candidates to career counseling sessions which helps them in taking an apt decision on whether to join the company or otherwise. n Pratap Pawar, Director Shared Services, Great Software Laboratory n Sachidanand Ramarao Kulkarni, Vice President HR & Culture, Webonise Lab We are trying many methods for employee retention and evaluation. We have started a programme for peer influencing. In this, all team members monitor each other s performance and achievements. For example, if a team member is running behind his targets then the team recommends him to brace up or they later highlight the reasons why he was not able to meet his targets. This is a democratic and collaborative way of working. n Mayurika Yadav, Head-Talent Acquisition, ECS Global The people we want to hire mostly are freshers or professionals with up to five years of experience. The challenge there is to attract the right talent and keep them excited and feeling positive about the organisation. Hence, it is important that we are in constant touch with them. From the time we sign them, till the time they join us there is a gap of about 4 to 6 months. In this time we connect to them using various means like forums or invite them to office to get a hang of work culture.

6 6 Interviews FIRST TAKE Industry viewpoint on recruitment scenario in 2017 Here are exclusive indepth details on how industry leaders plan to hire in 2017, their hiring focus and possible measures to tackle talent challenges in the coming year. Neha Singh Verma spoke to industry experts on their hiring priorities in the year ahead. Planning to increase headcount by 30 T.P.S Oberoi, Founder Director, Cygnet Infotech WE ARE going for a hybrid strategy of hiring freshers from campuses and experienced professionals from the industry. We are targeting to hire more than 50 resources at trainee level from engineering colleges during January. In addition, we are also planning to hire more than 150 professionals at all levels in the organisation during We would increase our headcount by approximately 30 per cent. In demand experience categories: We would be hiring across all experience brackets but most of the hiring (rather almost 70 per cent of it) would happen in the 0-3 years experience bracket. About 15 per cent would be from the 3-5 years experience bracket and the rest in over 5 years experience profiles. Most sought profiles: We are an IT services company, specialising in various technologies. Almost half the hiring would be for Microsoft.NET and rest would be for PHP, Mobile, Java and support functions. We would be training the freshers in these technologies and then deploy them in various projects. Top hiring locations: Our headquarters are in Ahmedabad so the maximum hiring will happen there. In addition, we started an office in Pune in early 2016 and plan to expand the team there. We also plan to hire people in Noida. Internationally, we would hire for relevant positions in the USA. Preferred hiring medium: We depend on online job portals and professional network websites. At times we also use consulting companies for hiring in specific roles.

7 7 Interviews Critical challenge faced in talent acquisition: In recent times, we are facing a large number of drop out cases wherein the candidate accepts the offer but refuses to join on the stipulated date citing various reasons. This is one of the biggest talent challenges we are facing currently. A powerful retention and employee engagement tool: Cygnet stands out when it comes to organisational culture, human touch and one-to-one engagement with the team members. Also, our aggressive growth plans and new opportunities will create amazing healthy competition for growth which will thereby help in retention of talent. Compensation outlook: Industry average was around 18 per cent wherein at Cygnet, we offered around 22 per cent. 15 million jobs to be created by 2022 R. Anandakrishnan Senior VP- HR, TVS REGARDED as a sunrise sector under Make in India, Indian automobile and auto component sector is one of the largest employer globally and employs over 29 million people. The sector is expected to emerge as the world s third largest by 2020 and create 15 million direct jobs by Most sought profiles: From R&D to design and technology, to corporate management and shop floor units; all verticals of an automobile manufacturing company and its allied functions like distribution and sales, contribute to employment generation within the country. However, it is facing multiple challenges in terms of policies, infrastructure and technology adoption. The gaps: There is a gap in supply and demand of manpower due to lack of requisite technical and soft skills. For every vehicle produced, direct and indirect employment opportunities are created across the production chain. The ground reality is that 30 lakh graduates join the Indian job market every year but only about 5 lakh of those are considered employable. Addressing the gaps: Addressing skill gap concern, TVS Motor Company is investing heavily in training programmes/modules to prepare new employees and upskill existing ones. Some of the initiatives include: - A strategic alliance with Nachimuthu Polytechnic College, Pollachi to develop a specialised, industry supported Diploma Engineering for students. - Singed MOU with 10 vocational training institutes so far in order to provide training to freshers (school drop outs 10th standard) as well as for upskilling the existing staff at the dealerships (Service Advisor and Works Manager Non technical to certified technical). Each institute has the capacity to hold 2-3 batches of technicians. - Conducting Sales Executive programme in five technical institutes and have regular tie-up with 20 ITIs in Tamil Nadu for selection of a function known as Trade Apprentice to help them implement theoretical and practical training. - Association with placement officers of various polytechnic institutes from rural areas from where we recruit trainees as Technician Apprentice for a period of one year. These apprentices are trained extensively on the shop floor and are evaluated year on year for considering their employment status. Gender diversity: At TVS Motor Company, as an equal opportunity policy, we provide jobs/ training for over 400 women. They are engaged in roles such as Technician Apprentices, Trade Apprentices and Graduate Apprentices every year. For vacancy based employment, we give preference to employee wards and past trainees with good track record.

8 Interviews Hiring to pep-up as Business expansion will transformation is underway increase talent demand Abraham Cherian, Head HR, Tesco IN TESCO Technology, we have embarked on a journey of transforming our tech organisation to be truly an engineering organisation. We are always looking for great technologist across skills, who can build a great engineering organisation. With this in mind, we expect the first half of 2017 to be a busy hiring period for us. Future staffing needs: We are building an engineering organisation and are always looking for talent across skills. We are not bound by any numbers and will be more focused on getting the right capability. We expect the headcount to remain flat during this period. In demand experience categories: Talent focus is on capability more than experience. Based on our hiring data, we find that technologies with over 5 years of experience in product / software development are more likely to be hired. Critical challenge faced in talent acquisition: The competition in market is fierce and talent is scarce. Attracting the right candidate to join the organisation remains the most critical challenge across industry. A powerful retention and employee engagement tool: The quality of work, the learning opportunities, the quality of colleagues we work with, our employer brand, work-life balance, opportunity to grow based on capability these are some of the aspects which engage our colleagues to remain in Tesco. Compensation outlook: We continuously benchmark our salary with the market and position ourselves competitively. We will continue to do so this year as well. Zubin Zack, Director and Chief Recognition Strategist, O.C. Tanner India OUR primary objective is to grow our software engineering team in India. Most other teams would look at a reformat of the roles or hiring of new partners not directly impacting headcount. Since we are investing in our business in India this would be an approximate addition in headcount of 30 employees. Most sought profiles: These will include software developers, finance, sales and customer service. Preferred hiring medium: Mainly referrals and also consultants. Critical challenge faced in talent acquisition: Fitment of culture to our organisation. Also the flexibility and ability to work for a global MNC but yet as start up in a growth trajectory in India. A powerful retention and employee engagement tool: Building an environment / culture so employees thrive in the company. This is easy to do if the leadership leads by example and in alignment with company objectives. Engagement, Recognition and Employer Branding are major contributors to creating the desired culture by the company. Compensation outlook: Our industry categorisation would be as per the department function as there are teams and skills which are totally different from one another. A software developer needs to be considered as a part of the software industry while other functions would typically fall under Management Consulting or Human Resources. Depending on various other parameters we should see average increments varying from 7-12 per cent. B-0232/DEL/PER/1000+/5/4505/1995 ( MINISTRY OF OVERSEAS INDIAN AFFAIRS GOVT. OF INDIA 812, INDRAPRAKASH, 21- BARAKHAMBA ROAD, CONNAUGHT PLACE, NEW DELHI TEL: , tabishgroup@yahoo.com Disclaimer: Information provided in this newsletter shall not be reproduced, published, re-sold or otherwise distributed in any medium without the prior written permission of TimesJobs and a clear acknowledgement to TimesJobs. Contact: TJinsite, TimesJobs, Plot No 6, Sector 16A, Film City, Noida, Write in to editor@timesjobs.com Copyright 2016 Times Business Solutions (A division of Times Internet Ltd). All rights reserved.