hiring - timesjobscontent.timesjobs.com/docs/recruitexhyii2016.pdf · 2020-05-20 · 4 hy 2016...

HY-II 2016 1

HALF-YEARLY RECRUITMENT REPORT-II

HALF-YEARLY REPORT-ii 2016

Trends & Projections 2016

HIRING

HY-II 20162


HY-II 2016 3


TimesJobs half-yearly RecruiteX was launched with an aim to give recruitment insights

to the industry across experience levels, locations, specialisations and functions to help india inc. make informed hiring decisions. Today, as we present to you the tenth edition of the RecruiteX half-yearly recruitment report, we would like to believe that we have been able to achieve our objective.

The last six months has seen a lot of happenings in the employment space across the globe. While, jobs in numbers have seen a considerable rise between January and June 2016, hiring was guarded. Demand for talent with 2-5 years and 5-10 years of experience has seen the maximum rise in the Jan-Jun 2016 period while it remained subdued for entry level professionals.

Across key sectors, talent demand was for core roles at junior level while support roles were in demand at senior level in Jan-Jun 2016. sales and its specialisations, business management and consultants reported significant rise in demand in the first of half of 2016, across industries.

To conclude, we would like to thank those whose hard work has made this report possible. A special thanks to all our esteemed experts and valued readers for lending their support and making these ten editions successful.

With your continued support we hope to bring you many more RecruiteX editions in future.

We look forward to your feedback on the latest edition and wish you all a great recruitment year ahead.

TimesJobs editorial team

FOREWORD

The science of people analyTics: harnessing daTa To Transform hr and workplace

Data analytics has become a core part of HR today. it is useful in solving business and talent needs such as engagement, leadership, learning and recruitment.

COntEnts

iT/Telecom Tech support roles lead demand in iT/telecom sector

manUfacTUring & engineering Demand rises for fresh engineering graduates across specialisation

aUTomobile engineering graduates with design and software skills in demand

healThcare & pharmaceUTicalsJobs increase for doctors and medical professionals

peTrochemicalsengineers across all specialisations sought at mid and senior level

5

reTail sales, across experience levels lead talent demand in retail sector

41

11

47

bfsi sales and marketing specialists sought after in bFsi sector

23bpo/iTes Talent demand rise in bPo/iTes sales, QC and customer support

17

consUmer dUrables/fmcg middle level professionals most sought across key functions

projecTs/ infrasTrUcTUre Jobs grew for engineers as infrastructure plans take shape

29 35

53 59

65 special focUs

HY-II 20164


Job sentiment in the indian economy were guarded during the Jan-Jun 2016 period. All the top employment

sectors of indian economy witnessed stable hiring during Jan-Jun 2016, shows TimesJobs RecruiteX data. Among functional areas, demand rose for engineers and business management professionals. marketing professionals also remained in-demand. similar to the trend in 2015, sales specialisation such as corporate, retail, direct/commission and channel sales were the focus areas during the first half of 2016. in the skills area, demand was high for production, maintenance, software and product engineers, design & development engineers, quality engineers, content writers and digital marketers were the other in demand roles during the Jan-Jun 2016 period. The iT/telecom sector witnessed significant

rise in number of jobs at the junior level during Jan-Jun 2016. However, demand was high for middle and senior level candidates in the industry. Tech support functions, engineering professionals were the in-demand roles. system analyst, eDP and mis roles continue to seek experienced candidates, as was the case in Jul-Dec 2015. in the automobile sector, demand for R&D and design is expected to gain more focus in coming months. Currently, production, manufacturing and

maintenance skills are sought at entry level and software skills are in demand at middle level. in the healthcare sector medical writers, paediatrics, cardiology, anaesthesiology and physiotherapy were the sought-after specialisations in Jan-Jun 2016. opportunities

are likely to see growth in logistics, sales and biotechnology in future. metros ruled the hiring scene for experienced professionals in Jan-Jun 2016, while there was increased talent demand in small cities for young talent. Uttar Pradesh, West bengal, Kerala, Uttarakhand and some North-eastern states also witnessed a rise in talent demand, though the job share was small. middle and senior level professionals dominated the hiring trend across industries in Jul-Dec 2015, as was the case in 2015. Professionals with 5-10 years of experience were in demand during Jan-Jun 2016. Demand for entry level talent was high in engineering, sales, business development and tech support roles. The latter half of 2016 is likely to witness

improved hiring sentiments. Niche skills will fetch high demand, better remuneration across industries. Projection of the indian economy reveals that with supporting government initiatives and sustained focus on innovation, growth is sure for india inc. in times ahead As workforce dynamics change and

millennial population increasingly enters workforce, organisations have to make a shift with a holistic career management and enhancement strategy. Pre-hiring assessments will gain more popularity. To ensure better and quicker hiring organisations will turn to online contests, especially in the case of iT industry which is already witnessing a penchant for coding contests. As for HR, data and analytics are the game changers. However, leveraging people analytics for effective hiring decisions is still at a nascent stage in india and needs immediate attention and greater focus of the HR fraternity, believe industry experts.

ExECutivE summaRy

HY-II 2016 5


THe iT/telecom sector posted 1 per cent drop in talent demand between Jan-Jun 2016. Feb 2016 was the best month in terms of hiring with 7 per cent rise in talent demand. The indian iT sector is expected

to grow at a rate of 12-14 per cent for FY 2016. most large technology companies on expansion spree have so far focused primarily on bigger enterprises, but reports* suggest that the small and medium businesses will present a lucrative opportunity in iT space worth UsD 11.6 billion in 2015, which is expected to grow to UsD 25.8 billion in 2020. With things taking shape on the Digital india and internet of Things front, talent demand across levels is expected to grow considerably. As the RecruiteX data also points out, the new developments and initiatives in the iT and telecom space will have significant impact on smaller towns and cities, thus pushing up talent demand in these locations. social, mobility, Analytics and Cloud (smAC) are collectively expected to offer opportunities worth UsD 1 trillion in the iT segment in the coming times.

Tech support roles lead demand in IT/telecom sector

120

105

90

75

60

91

79

98

83

Jan 16 Jun 16

Demand

Market Average

n Job share was significant at junior level. However, demand was high for middle and senior level candidates

n Demand was high for tech support roles but engineering professionals reported drop in demand

n system analyst, eDP and mis functions continued to seek experienced candidates

n Aspiring tech professionals can acquire skills in software application, analysis and application programming

n small cities took over metros as the iT job hubs, international locations also saw considerable rise in job share

KEY TAKEAWAYS

IT/TELECOM

Market average and demand

* Zinnov management Consulting Pvt Ltd

HY-II 20166


n software specialisation had the largest job share (20%), demand grew by 4%

n Despite 10% job share, Database Administration (DbA) posted 5% drop

n Quality assurance/testing saw 2% rise in demand with 3% job share

n Technical writers posted 2% rise in demand though share was just 1%

n Demand was stable for graphic/web designers and animators

n Job share for iT/telecom professionals was 72%; demand dropped by 2%

n engineers reported 7% rise in demand; saw 9% drop in Jul-Dec 2015

n Demand for sales professionals saw 3% drop in Jan-Jun 2016

n Demand for electronic engineers grew by 4%; job share was negligible

n HR professionals saw 2% drop in demand, share was 4%

n FUNCTIONAL AREAJobs galore in core IT roles

n While metros accounted for over 50% job share, talent demand was sluggish

n Despite maximum job share, talent demand dropped in bengaluru (2%)

n Lucknow reported nearly 30% rise in demand

n Delhi saw 2% drop in demand; job share was 18%

n With negligible job share, Gujarat saw 3% rise in talent demand

n TOP LOCATIONSOpportunities rise in small cities

Share of jobs in top locations

Bengaluru

Delhi-NCR

Mumbai

Hyderabad

Pune

Others

20%

18%

12%

10%

9%

31%

n AREA OF SPECIALISATIONSoftware engineers in demand

Share of jobs in area of specialisation

20%

Software Engineer

Database Administration

(DBA)

Quality Assurance/

Testing

Application Programming

Graphic/Web Design/

Animation

Others

10%3%

3%2%

66%

Share of jobs in top functional areas

4% HR/PM/TD

3% Marketing

3% Cust. Service

10% Others

72% IT/Telecom

8% Sales/BD

simiLAR to the hiring trend in Jul-Dec 2015, junior level candidates were mostly in demand for tech support profiles in Jan-Jun 2016 and not the core tech roles. Among technology-specific areas, software

had the maximum share of jobs and saw significant rise in demand (4 per cent). electronics specialisation which saw the highest rise in demand in Jul-Dec 2015 saw 1 per cent rise in demand in Jan-Jun 2016. While junior level professionals accounted for maximum job share, their demand dropped during the Jan-Jun 2016 period. iT/telecom professionals clocked the maximum job share at entry level. Demand for iT/telecom professionals was highest in Feb 2016 (5 per cent rise). bengaluru retained top position in terms of job share. Talent demand was high in small cities with Lucknow having highest rise in demand for entry level jobs.

JUNIOR LEVEL[ IT/TELECOM ]

skilling companies are going to add to the entry level talent pool. graduate engineers remain in the top demand as they can be trained and prepared within the organisation for different roles in diverse functions.

Vivek Kumar, Chief Human Resource Officer, Indus Towers

HY-II 2016 7


n iT consultants saw nearly 30% rise in demand in Jan-Jun 2016

n With maximum (8%) job share, system analysts/tech architects saw 10% rise

n Application programming saw 5% rise; demand rose by 13% in Jul-Dec 2015

n Customer support professionals saw 3% rise in demand in Jan-Jun 2016

n Demand for operations roles dropped by 6%; was up by 7% in Jul-Dec 2015

n sales/business Development (bD) had 4% job share, saw 27% rise in demand

n Logistics professionals had highest job share (8%); demand was stable

n Accounting & finance profiles saw 5% rise in demand in Jan-Jun 2016

n Demand for engineers was also stable; saw 15% rise in Jul-Dec 2015

n business management professionals saw 5% rise in demand in Jan-Jun 2016

n FUNCTIONAL AREADemand for sales professionals

n international locations posted over 30% rise in demand, job share was 14%

n bengaluru had second highest job share (8%), demand rose by 16%

n Hyderabad posted 6% rise in demand; saw over 30% rise in Jul-Dec 2015

n mumbai witnessed over 30% rise in demand with 7% job share

n Delhi-NCR was the only metro to post a drop (over 30%) in demand

n TOP LOCATIONSHiring up in international locations

n AREA OF SPECIALISATIONIT consultants in demand


International

Bengaluru

Mumbai

Pune

Hyderabad

Others

14%

8%

7%

7%

5%

59%


8%

System Analyst/Tech

Architect

IT Consultant

Client Server


Channel Sales

Others

4%4%

3%2%

79%


5% Accounting

3% Business Mgt

4% Sales/BD

74% Others

8% Logistics6% BFSI

DemAND was high for support functions at the middle level in the iT/telecom sector during Jan-Jun 2016, while it was more for core tech professionals in Jul-Dec 2015. Demand continued

to surge for system analysts/tech architects and iT consultants, as was the case in Jul-Dec 2015. sales and business development profiles saw maximum rise (27 per cent) in demand during Jan-Jun 2016. banking, insurance and financial services profiles also saw increased talent demand at middle level in the iT/telecom sector. Tech writers who were in demand in Jul-Dec 2015 saw drop in demand in Jan-Jun 2016. similar to the trend in Jul-Dec 2015, metros were the iT job hub for mid-level professionals in Jan-Jun 2016 as well. However, job share of metros dropped compared to Jul-Dec 2015 period.

MIDDLE LEVEL[ IT/TELECOM ]

specialised domain expertise with emerging technologies like analytics,

ioT would make the hiring challenging. in addition to this, exposure to project management, core domain knowledge

would enable middle level hiring.

Rajiv Naithani, Head HR, 3DPLM Software Solutions

HY-II 20168


n Application programming had 3% job share but demand rose by over 30%

n Channel sales reported 10% rise in demand during Jul-Dec 2016

n Demand for system analysts rose by 8%

n eDP and mis specialisation also witnessed 8% rise in demand

n RF engineering with 2% job share saw 5% rise in demand

n electronics engineers posted over 30% rise in demand in Jan-Jun 2016

n Logistics had maximum (8%) job share, demand dropped by 16%

n iT/telecom profiles with 6% job share saw 20% drop in demand

n Accounting professionals saw 10% rise in demand; job share was miniscule

n Demand for sales/bD profiles dropped by 20%; grew by 22% in Jul-Dec 2015

n FUNCTIONAL AREADemand for electronic engineers

n international locations had max (11%) job share; demand dropped by 21%

n maharashtra (except mumbai and Pune) saw max (over 30%) rise in demand

n metros didn’t post any rise in talent demand and also lost significant job share

n Among tier ii locations, Vadodara posted max (over 30%) rise in demand

n Lucknow gained 4% job share however, demand dropped by 7%

n TOP LOCATIONSMaharashtra top job hub


International

Lucknow

Mumbai

Pune

Ahmedabad

Others

11%

4%

3%

3%

2%

77%

n AREA OF SPECIALISATIONDemand up in application programming


5%

System Analyst/Tech

Architect

Client Server


RF Engineering

Channel Sales

Others

5%3%

2%2%

84%


3% Electronics

1% HR/PM/TD

2% Business Mgt

80% Others

8% Logistics6% IT/Telecom

eLeCTRoNiCs engineers saw maximum demand in Jan-Jun 2016. specialisations in application programming, electronic Data Processing (eDP) and management information services

(mis) were sought after in this period. in sales, channel sales witnessed increased demand. Accounting and finance was also one of the sought after functions at senior level. While HR was another area were senior level professionals saw increased demand in the iT/telecom sector during Jul-Dec 2015, it reported 20 per cent drop in Jan-Jun 2016. international locations continued to have significant job share at the senior level. Contrary to the trend in Jul-Dec 2015, demand dropped in these locations by 21 per cent in Jan-Jun 2016. maharashtra (except mumbai and Pune) topped the charts with maximum demand at senior level.

SENIOR LEVEL[ IT/TELECOM ]

digital marketing, m-commerce, big data, business intelligence, network technologies such as lTe are some of the hottest skills which will witness increase in demand in the recent years in the sector.

Dr. Sandeep Gandhi,CHRO, Aircel

HY-II 2016 9


Today with the emergence of digital technologies, digital solutions around Social, Mobile, Analytics and Cloud (SMAC), greater demand for ERP (Enterprise Resource Planning), CRM (Customer Relationship Management), and mobility and user experience technologies will drive growth in IT services”

Game changersn Employer branding: Companies are supporting their employees to become brand ambassadors to attract quality talent who would be a good culture fit in the organisation. n Use of assessment tools for selection: Companies are realising that attitude, behavioural skills and culture fit are an important criteria for success and are investing in pre-recruitment assessments to do a better job there. n Focus on candidate experience: As the market moves from being a buyer’s market to a seller’s market, it is important that candidates walk away from an interview satisfied with their experience. n Rise of ‘referral’ hiring: Companies have realised that when employees come in through referrals, they are usually more likely to come in with insights of the company and its culture and hence would fit in the culture faster. n Diversity hiring: skill-based jobs are

increasingly reaching out to candidates with unique abilities, including differently-abled people.

Role of technology in HRn Recruitment technology and analytics: Companies are now using online tools for searching new employees. The recruitment team is using analytics to decide on the best talent sourcing channels, hiring bottlenecks etc.n Use of mobile: millennials spend more time on their smartphones than any other device, hence it is important for organisations to reach out to them through their devices. n Using recruitment systems to improve internal processes: These help in reducing the drudgery of record keeping and enable the recruiter to work faster and more efficiently. it speeds up the processes.

Skills in demandCompanies are hiring fresh engineering graduates and training them on new technologies like smAC. The roles in demand include: n security analysts, security engineersn sAP supply chain managementn Coders and software developersn Database administratorsn iT Governance, C, C# C++ and Javan big Data, bi and analytics

Compensation trends entry level: Rs 3-5 lakhsmiddle level: Rs 6-18 lakhssenior level: Rs 18-60 lakhs

Emerging skillsThere is a constant need for upgrading skills and technology in the iTes segment. The digital technologies, digital solutions around smAC, enterprise Resource Planning, Customer Relationship management, mobility and user experience technologies will drive growth.

Future outlooknTreating candidates like customers is another trend that is becoming necessary. HR has to actively respond to people who are visiting the career section on the website, applying for jobs or registering themselves or showing interest. nChanging the role of a recruiter and making him a marketer, who is able to sell the company to the candidate, is also becoming important.

Companies training graduate engineers on SMAC technologies

IT/TELECOM INTERVIEW Keyuri Singh VP-HR, infogain

HY-II 201610


CREATING THE FIRST IMPRESSION: ALL THAT MATTERS IN YOUR CVA two page CV with no grammatical and spelling mistakes is preferred by most employers, while a CV with no speci�c details related to the job applied for makes way to the trash, reveals a TimesJobs survey

What are the most important elements in a CV?

55%

No grammatical/s

pelling m

istakes

42%

Length of the CV

36%

Readability What are the annoying

elements in a CV?

46%

Content not tailored to speci�c job role

33%

Bad formatting

27%

Unprofessional e-mail id

80% feel the ideal

length of a CV

should be 2 pages

How important is cover letter?

72%

Not much important but adds value

Of all the

applications

received in a

month how many

have an accompanying

cover letter?

67%

0-5%

68% say word

document is the most

preferred �le format

44% say the middle level CVs tend to have a greater rate of annoying element

HY-II 2016 11


THe manufacturing industry saw sluggish hiring trends in Jan-Jun 2016, with Feb and may being the only months posting positive hiring

activity. Apr 2016 saw highest drop of 7 per cent in talent demand, Jun 2016 posted stable hiring activity. Policy changes and new initiatives kept india inc. guarded on the hiring front as organisations were unclear about which path to follow. This shifted focus from fresh hiring to consolidation, resulting in an average drop of 1 per cent in hiring. However, with the government’s focus on manufacturing industry with make in india, the experts foresee changes in the coming months.* According to government projections and industry reports, india’s manufacturing sector can touch UsD 1 trillion by 2025. There is potential for the sector to create up to 90 million domestic jobs by 2025. There will be a boost to hiring. engineering graduates are likely to see increased demand and hiring will grow in metros as well as tier ii and iii locations, say experts.

Demand rises for fresh engineering graduates across


100

90

80

70

60

70

79

71

83

Jan 16 Jun 16

Demand

Market Average

n Demand was high for entry level manufacturing, electrical, design, mechanical and civil engineer roles

n sales specialisations were in-demand at middle level, production management skills most sought at top

n opportunities in purchasing/sourcing increased at senior level in the manufacturing sector

n At middle and senior level, the volume of jobs rose for the logistics professionals

n middle level saw increased hiring across key locations, while small cities were top job hubs for entry level roles

KEY TAKEAWAYS

MANUFACTURING & ENGINEERING

*PwC Report

HY-II 201612


n Production, manufacturing had max job share; demand up by 20%

n Civil engineers with 4% job share saw 16% rise in talent demand

n mechanical engineers saw 14% rise, design engineers reported 5% rise

n electrical/electronics engineers posted 11% rise in demand in Jan-Jun 2016

n Drop by 4% in project management specialisation; up 16% in Jul-Dec 2015

n engineers claimed maximum job share; demand was stable

n With second highest job share, sales/bD posted 3% rise in demand

n business management, consultants registered 11% rise in demand

n HR professionals saw 5% rise in demand; posted 16% rise in Jul-Dec 2015

n iT professionals reported 4% rise in demand; job share was 8%

n FUNCTIONAL AREATalent demand rise for support roles

n Despite biggest job share, metros didn’t post rise in demand except Delhi-NCR

n Chennai posted stable hiring in Jan-Jun 2016; job share was 5%

n international locations reported 5% rise in demand; job share was 4%

n Among tier ii locations, Lucknow posted over 30% rise in demand

n With negligible job share, north-eastern locations also posted rise in demand

n TOP LOCATIONSSmall cities seeking fresh talent


Delhi-NCR

Mumbai

Bengaluru

Pune

West Bengal

Others

18%

15%

9%

7%

7%

44%

n AREA OF SPECIALISATIONDemand up for manufacturing engineers


10%

Production/Manufacturing/

Maintenance

Engineering

Civil

Electrical /Electronic

Design Engineering

Others

5%4%

3%2%

76%


8% IT/Telecom

8% Accounting

5% HR/PM/TD

27% Others

33% Engineering

19% Sales/BD

simiLAR to Jan-Jun 2015, core engineering roles clocked maximum job share in Jan-Jun 2016 too, however the demand dropped. The demand for engineers peaked between mar and may 2016.

Production, manufacturing and maintenance engineers were most sought at entry level, followed by civil engineers. business management professionals witnessed increased demand for candidates with less than 2 years of experience, as was the case in Jul-Dec 2015. Logistics professionals were also in demand during Jan-Jun 2016. Hiring was also up for HR, iT, accounting, finance and export/import roles. metros retained maximum job share at entry level but talent demand was stable to negative, barring Delhi-NCR which posted 1 per cent rise in demand. small cities emerged as new job hubs for entry level candidates during Jan-Jun 2016.

JUNIOR LEVEL[ MANUFACTURING & ENGINEERING ]

emerging skills are green Technology engineers who are able to provide solutions to lower carbon emissions, green energy and cost optimisation solutions. soon this shall become the strongest compliance for all industries.

Suman Rudra,India HR Leader, NCR Corporation

HY-II 2016 13


n Channel sales had maximum job share; demand rose by over 30%

n specialisation in technical sales posted an increase of 20% in demand

n Corporate sales reported 2% drop in demand; was up by 8% in Jul-Dec 2015

n Production, maintenance, manufacturing engineers reported 20% rise

n Civil engineers saw 7% drop in demand in Jan-Jun 2016

n sales/bD with highest job share reported over 30% rise in demand

n Accounting with second highest job share also posted over 30% rise in demand

n engineers reported 6% rise in demand; job share was just 1%

n electronic engineers posted 29% rise in demand; job share was negligible

n business management profile continue to see increased demand (over 30%)

n FUNCTIONAL AREADemand up for sales professionals

n Job share in metros dropped, demand rose by 30% in Delhi-NCR, bengaluru

n Chennai saw 16% rise in talent demand in Jan-Jun 2016

n mumbai was the only exception to witness drop (over 30%) in demand

n Chandigarh marked over 30% rise in demand; saw 12% drop in Jul-Dec 2015

n international locations had 30% rise in demand; posted 6% drop earlier

n TOP LOCATIONSHiring up in key locations

n AREA OF SPECIALISATIONDemand for channel sales


Delhi-NCR

International

Pune

Gujarat*

Maharashtra^

Others

8%

7%

6%

5%

4%

70%


4%

Channel Sales

FMCG Sales

Technical Sales

Corporate Sales

Other Sales/Business Dev.

Others

3%3%

2%2%

86%


9% Logistics

6% Marketing

5% Quality Control

52% Others

16% Sales/BD

12% Accounting

m iDDLe level accounted for nearly 35 per cent of total jobs in the manufacturing sector. specialisation in channel sales clocked the highest job share and saw maximum rise in demand

as well. Civil engineers who were in high demand at middle level in Jul-Dec 2015 reported drop in hiring in Jan-Jun 2016. Demand for quality assurances picked up pace, unlike the trend in Jul-Dec 2015. Production, manufacturing, maintenance engineers saw heightened demand during the stated period. Job share of engineers dropped to just 1 per cent in Jan-Jun 2016 from 24 per cent in Jul-Dec 2015. sales/business development profiles had maximum job share and posted significant rise in demand. HR, accounting and finance, business management, consultants, customer service were the other sought-after profiles at the middle level.

MIDDLE LEVEL[ MANUFACTURING & ENGINEERING ]

skills in demand include digital marketing, mobile product developers,

data analytics, skilled technicians, supply chain professionals. at middle level, there is demand for technology

professionals with a strategy.

Surabhi Mittal,VP, Head-HR, IR and Admin, LANXESS India

*Except Ahmedabad and Vadodara^ Except Mumbai and Pune

HY-II 201614


n specialisation in FmCG sales had max job share; demand fell by over 30%

n Production management specialists saw over 30% rise in demand

n Quality management experts witnessed 27% rise in demand

n specialisation in purchasing/sourcing posted 20% rise in demand

n Chartered accountants saw 10% rise in demand; saw 30% rise in Jul-Dec 2015

n Despite max job share, accounting & finance saw over 30% drop in demand

n Among support roles, business management & HR saw 30% rise in demand

n Demand for logistics professional also rose by 30% in Jan-Jun 2016

n Technology profiles posted over 30% drop; was up by 30% in Jul-Dec 2015

n Demand for engineers dropped by 20%; was most sought in Jul-Dec 2015

n FUNCTIONAL AREAMost jobs in accounting & finance

n mumbai had max job share; demand fell by over 30% in Jan-Jun 2016

n Pune saw over 30% rise in demand; posted 27% rise in Jul-Dec 2015

n Ahmedabad posted 20% drop in demand in Jan-Jun2016

n Among states, Karnataka reported over 30% rise in demand in Jan-Jun 2016

n Hyderabad with 3% job share posted over 30% drop in demand

n TOP LOCATIONSPune top hiring location


Mumbai

Karnataka*

West Bengal

Tamil Nadu^

Vadodara

Others

15%

5%

5%

4%

4%

67%

n AREA OF SPECIALISATIONDemand in production management


3%

FMCG Sales

Production Management

Total Quality Management

Purchasing/Sourcing

Service and Repair

Others

3%2%

2%2%

88%


4% Logistics

4% Marketing

4% BFSI

80% Others

4% Accounting4% HR/PM/TD

As THe drop in job share for senior professionals continued in the manufacturing sector, their demand was also affected. Unlike the trend in Jul-Dec 2015, amid falling job share, demand for

senior professionals too dropped in Jan-Jun 2016. business management, consultants and HR professionals saw significant increase in talent demand at senior level during this period. engineers saw nearly 20 per cent drop in demand. The profile witnessed over 30 per cent increase in demand during Jul-Dec 2015. senior level sales professionals witnessed drop in demand. Post Jul-Dec 2015, this profile has not posted rise in demand. similar to Jul-Dec 2015, specialisation in production management, quality management and purchasing/sourcing were sought after at top level. Pune was top hiring location for senior level professionals.

SENIOR LEVEL[ MANUFACTURING & ENGINEERING ]

professionals at senior level are required to have greater foresightedness, impeccable business acumen and should be an inspirational figure who can drive employees by motivating and setting good examples.

Rajesh Tripathi,VP & Head-HR, GHCL

*Except Bengaluru^ Except Chennai

HY-II 2016 15


People skills and knowledge are expected to be the cutting edge in this industry. The industry will witness more diversity coming in and ability to manage diversity, global and cross-border working, highly connected and informed workforce”

Game changers in 2016 The industry will see a lot of retirements of baby boomers in the next five years. smart companies will tend to prepare and augment their entry level talent from the colleges in higher numbers than usual. The students in campus will also choose to join manufacturing industry, since it provides them opportunities in their core area of specialisation.

Role of technology in HRCreating a good HR infrastructure will help organisations manage operational processes well. The millennials are tech savvy and it is easy to communicate, manage and engage with them through use of best technology platforms. HR analytics is playing a big role in decision making process and companies are investing in analytics, since mere data hardly provides any advantage.

Skills in demandn Entry level: mostly analytical skills, subject knowledge, ability to articulate,

learning agility, mobility.n Middle level: Ability to manage teams, understanding of business, multi-tasking, cross functional and cross border. n Senior level: People skills, potential to manage other functions, mobility across businesses, P&L experience, operational excellence etc.

Emerging skillsThe technology platforms have become world class; people skills and knowledge are expected to be cutting edge in the industry. The industry will witness more diversity and ability to manage diversity, global and cross-border working, highly connected and informed workforce. For example mechanical engineering is moving more towards ‘mechatronics’, there will be robotics, nano science, influence of smart technology, sustainability and energy conservation which will play a major role in defining the workforce skills.

Compensation trendsn Entry level: Compensation for engineers starts at Rs 3.25 lakh per annum and management trainee at Rs 5 lakh per annum.n Middle level: The compensation at this level depends on what is defined as middle level in different organisations. For example, those with 10-15 years will be at a median of Rs 20 lakh per annum with benefits and perks extra.n Senior level: senior level compensation differs company to company and starts at Rs 80 lakh per annum and beyond with benefits, perks and equity.n Premium/high paid profiles: These are typically subject matter experts and it is difficult to put a number to their compensation since it largelly depends on the criticality, competency, demand and supply.

Future outlooksome of the key policies that will influence manufacturing behaviour and compliance are GsT, environmental and health, conversation of natural resources, sustainability, energy and carbon cover, community development etc. These are mandated through law and the industries are expected to plan, invest, manage and comply in accordance to these. There will be a new breed of specialists in the manufacturing sector that will be part of organisations in ensuring that these are covered as part of business operations.

Smart manufacturing companies to augment entry level talent

MANUFACTURING & ENGINEERING INTERVIEW Mukund Menon Director-HR and Communications, international Paper india

HY-II 201616


MORE EMPLOYEES WORK FROM HOME, BUT LESSER BOSSES ENCOURAGE THE PRACTICENearly 30% employees said they work from home more than 2 days a week, 10% claimed the same in 2014. However, 60% employees said their bosses don’t encourage the culture of remote workforce

How often do you work from home

People opt for working from home to increase productivity 62% People feel

routine household tasks

are distractions

when they work from

home

30%Regularly(more than 2 days a week)

37%Often

25%Rarely

8%Never

Does your boss encourage working from home

40%Yes

60%No

If yes, why? If no, why?28%Improves productivity

29%Able to meet deadlines

32%Lesser face-to-face interaction

28%Less productivity

44%

HY-II 2016 17


iNDiA’s bPo/iTes industry saw sluggish hiring in Jan-Jun 2016, witnessing a drop of 1 per cent in this period. The iT-bPm sector continued to be one of the largest

employers in the country directly employing nearly 3.5 million professionals, adding over 2,30,000 employees, according to NAssCom. The domestic iT-bPm market is rapidly approaching the UsD 50 billion mark, says the NAssCom report. opportunities are thus available for professionals across various specialisations and experience level with middle level hiring witnessing maximum talent demand. Professionals with skills in project management, quality control, voice and blended processes, financial, risk and credit analysis are in huge demand. in FY2016, NAssCom expects the industry to add revenues of UsD 20 billion to the existing industry revenue of UsD 146 billion. export revenues for FY2016 is projected to grow from 12 to 14 per cent and reach UsD 110-112 billion. Domestic revenues (including ecommerce) for the same period may grow at a rate of 15-17 per cent and is expected to reach UsD 55-57 billion during the year.

Talent demand rise in BPO/ITeS sales, QC and customer support


110

100

90

80

70

86

79

92

83

Jan 16 Jun 16

Demand

Market Average

n Demand continues to be high for sales and business development roles at senior level

n Voice and blended process professionals saw increased demand at junior level

n opportunities in analytics, operations and quality control on rise in the sector

n bPm sector is looking for biotech and finance-linked profiles at the middle level

n metros were the best-performing locations for mid-level professionals, Tier ii had jobs at entry level

KEY TAKEAWAYS

BPO/ITeS

HY-II 201618


n Voice process had maximum job share; demand was up by 10%

n Demand for specialists in blended process was up by 8%

n Technical process roles saw 4% drop in demand; was 5% up in Jul-Dec 2015

n Demand up by 20% for back office profiles; job share was negligible

n Corporate sales saw 6% rise; non-voice process saw 5% rise

n Customer service/tele-calling had maximum job share, demand dropped by 1%

n Quality process/control profile saw 8% rise in demand in Jan-Jun 2016

n Accounting & finance with 8% job share posted 1% rise in demand

n Hiring in sales/bD was stable; was up by 25% in Jul-Dec 2015

n iT/telecom professionals posted 1% drop though job share was 7%

n FUNCTIONAL AREAHiring for quality control

n Despite maximum job share, demand dropped across metros

n Among tier ii locations, Lucknow topped demand with 25% rise in demand

n Gujarat (except Ahmedabad and Vadodara) saw 15% rise in talent demand

n Despite negligible job share, Uttarakhand saw nearly 29% rise in demand

n international locations saw 6% drop; saw over 30% rise in Jul-Dec 2015

n TOP LOCATIONSOpportunities in Tier II locations


Delhi-NCR

Bengaluru

Mumbai

Hyderabad

Pune

Others

30%

14%

14%

8%

8%

26%

n AREA OF SPECIALISATIONDemand up for voice processes


12%

Voice Process Both BPO

Type

Any Process Both BPO Type

Non-Voice Process

Both BPO Type

Voice Process International

BPO Type

Any Process International

BPO Type

Others

8%6%

5%5%

64%


8% BFSI

7% IT/Telecom

6% Administration

18% Others

53% Customer

Service

8% Accounting

simiLAR to Jul-Dec 2015 trend, the bPo/iTes sector saw hiked demand for support roles with customer support role being the most in-demand during Jan-Jun 2016 period. specialists in voice and

blended (voice and other communication channels) processes continued to see increased demand at junior level. Demand also grew for voice process roles for international bPos in this time frame. Quality control, business management professionals and consultants saw substantial rise. Talent demand was up in content writing and front office roles. Demand for banking, insurance and financial services functions in iTes companies saw significant rise too, just like Jul-Dec 2015. small cities ruled the hiring scene in this period. Demand was sluggish in metros and international locations which saw increased talent demand in Jul-Dec 2015.

JUNIOR LEVEL[ BPO/ITeS ]

core skills in demand today in the iTes/bpo industry are industry expertise, knowledge of technology, using disruptive ideas and the ability to develop solutions that aid the business achieve the desired results.

Anthony Joseph,Global HR Head, Hinduja Global Solutions (HGS)

HY-II 2016 19


n Customer support with max job share saw 30% rise in demand

n back office professionals claimed 3% job share, demand was up by 30%

n Financial analyst had 15% rise; saw over 30% rise in demand in Jul-Dec 2015

n Demand for specialists in banking-general grew by 8%

n Demand for operations roles grew by 4% in Jan-Jun 2016

n bFsi profiles had maximum job share; demand up by over 30%

n biotechnology also reported over 30% rise in demand; job share was 4%

n Quality/process control saw 30% rise; demand was up by 4% in Jul-Dec 2015

n business management, consultants saw 26% rise in demand

n With 2% job share, demand for HR profiles grew by 30% in Jan-Jun 2016

n FUNCTIONAL AREABiotech, finance profiles sought

n metros accounted for over 60% of total job share; demand up by over 30%

n Like Jul-Dec 2015, Hyderabad saw over 30% rise in demand

n international locations posted 29% rise in demand; job share was 7%

n Ahmedabad witnessed 23% rise and Lucknow saw 10% rise in demand

n With 2% job share Chhattisgarh posted 18% rise in demand in Jan-Jun 2016

n TOP LOCATIONSMetros top job hub

n AREA OF SPECIALISATIONDemand for customer support


Hyderabad

Delhi-NCR

Pune

Bengaluru

Chennai

Others

12%

9%

6%

5%

5%

63%


5%

Customer Support

Back Office

Financial Analysis

Banking General

Other Banking/Insurance

Others

3%2%

2%2%

87%


8% Logistics

6% IT/Telecom

5% Engineering

54% Others

15% BFSI

12% Sales/BD

THe opportunities for job seekers at middle level in the bPo/iTes continued to expand in Jan-Jun 2016. With growing focus across various segments, the talent demand was high in biotechnology,

bFsi, iT and telecom verticals. Quality process/control saw high demand for talent at middle level. Demand was also high for marketing and logistics professionals in the bPo/iTes sector in Jan-Jun 2016. specialists in banking (general), financial analysts were in demand. Customer support and back office skills were also sought at middle level. Talent demand at middle level was high in metros and big cities, similar to the trend in Jul-Dec 2015 period. Delhi-NCR, mumbai and bengaluru each posted over 30 per cent rise in talent demand. international locations also reported significant rise in demand for mid-level professionals.

MIDDLE LEVEL[ BPO/ITeS ]

businesses are scaling up rapidly, there is a slew of entrepreneurial activity on

the back of technological innovation. hence technologies such as big data and

predictive analytics are in relentless demand which boost job growth.

Paramjit Anand,Executive Director, Acreaty Management

Consultant Pvt. Ltd.

HY-II 201620


n business/systems analysts clocked highest job share; demand was up by 20%

n Project leads/managers posted maximum (over 30%) rise in demand

n Risk/credit/economic analysts saw 30% demand rise; job share being miniscule

n Demand for finance-linked specialisations peaked in Feb 2016 (20%)

n Corporate sales and channel sales posted 15% rise in demand

n Chandigarh had maximum job share; demand dropped by 20%

n international locations saw over 30% rise; had second highest job share

n Chennai with 4% job share reported stable talent demand

n Delhi-NCR and bengaluru posted 20% drop in demand

n Pune saw over 30% drop in demand; reported over 30% rise in Jul-Dec 2015

n FUNCTIONAL AREADemand for IT and BFSI roles

n metros retained max job share with over 30% rise in demand

n Pune with 9% job share too reported over 30% rise in demand

n Despite negligible job share, Chandigarh posted 21% rise in demand

n Among tier ii locations, Ahmedabad remained the hot job hub

n international locations claimed 8% job share and 30% rise in demand

n TOP LOCATIONSDemand up in international locations


Chandigarh

International

Lucknow

Chennai

Indore

Others

25%

13%

9%

4%

2%

47%

n AREA OF SPECIALISATIONProject managers in demand


7%

System Analysis

EDP/MIS

Other Finance

Project Leader

Risk/Credit

Others

5%3%

3%1%

81%


2% Logistics

2% Accounting

1% Marketing

62% Others

30% Sales/BD

3% Administration

UNLiKe the trend in Jul-Dec 2015, demand dropped across functions at senior level in the bPo/iTes sector, except for sales and business development which posted over 30 per cent rise

in demand in Jan-Jun 2016. Finance-linked senior roles which were in demand during Jul-Dec 2015 posted drop in Jan-Jun 2016. iT/telecom profile, which had maximum job share in Jul-Dec 2015, witnessed drop in job share as well as in demand which fell by 20 per cent. most jobs were posted for sales/business development profiles. Project leader/manager and risk, credit and economic analysts posted significant rise in demand. Channel and corporate sales professionals were also sought at senior level. international locations posted maximum rise in talent demand. None of the metros posted rise in demand for senior professionals in Jan-Jun 2016.

SENIOR LEVEL[ BPO/ITeS ]

The focus has shifted towards niche areas of expertise. senior level talent today are more experienced and have a thorough understanding of the industry giving them a slight advantage over the freshers.

Manuel D’Souza,Chief Human Resources Officer, Intelenet® Global Services

HY-II 2016 21


Digital technologies will continue to define the ITeS sector and revenue from this is likely to have a 23 per cent share by 2020 and 38 per cent by 2025”

Game changers of 2016n Having a strong ‘employer’ brand and clearly communicating the ‘employee value proposition’ has become a priority for organisations over the last few years. This trend will gather further momentum. n Use of digital channels will increase substantially as organisations leverage dedicated recruitment websites and use social media to showcase work culture. n Usage of new digital assets as mobile apps and gamification tools to build the recruitment pipeline will see an uptake. n From internal standpoint, employee referral program will become a key source of attracting the ‘right’ talent for all fast growing organisations. n internal recruitment has emerged as an important channel for companies and is likely to become significant further.

Skills in demandEntry level: excellent communication skills (written & verbal), digital and social

media awareness, presence of mind, ability to think quick, cultural awareness.Middle level: Team management, people skills, domain and product knowledge, sensitivity in dealing with diverse set of people.Senior level: Leadership skills, business and functional expertise.

Role of technology in HR n organisations are embracing digital technologies to transform all business functions and HR is no exception. n Technology has helped in meeting continuous training requirements of the organisations and made the learning tools more sophisticated to cater to individual training needs. The multimedia approach, interactive modules and gamification have significant potential to strengthen the learning and development backbone of the organisations. n People drive our businesses and pragmatic organisations are investing in HR analytics to source, train and retain talent. HR analytics not only helps in linking workforce utilisation to the top business and strategic goals but also helps in identifying drivers of employee satisfaction and planning effective training initiatives.

Emerging skillsDexterity with basic technology tools whether its business productivity tools, social media monitoring and dashboards, understanding of basic programming, is important in the iT-bPm sector. The key is to be able to navigate the business world effectively and improve productivity by using appropriate technology tools. Additionally, ability to interact with internal and external stakeholders from across various geographies with the appropriate cultural context is definitely an advantage for those seeking a career in the iT-bPm industry.

Compensation trendsEntry level: Rs 2-3.5 lakhsMiddle level: Rs 5-15 lakhsSenior level: Rs 20 lakhs and upwards

Future outlookAccording to the industry reports by 2020, india’s iT-bPm sector total revenue is projected to reach UsD 200-225 and between UsD 350-400 billion by 2025. The iT-iTes sector has been one of the largest employers in india and will probably continue to be so in the near future.

Digital and social media awareness will drive demand at entry level

BPO/ITeS INTERVIEW Nina Nair VP & HRD Head (india & Latin America), [24]7 inc.

HY-II 201622


BEST CITY TO WORK INBengaluru tops as the favoured city to work in, the TimesJobs ‘Best city to work in’ survey which had responses from nearly 1,400 employess from across cities

Which is the best city to work in ?

Bengaluru26%

Chennai20%

Hyderabad18%

Delhi-NCR17% Mumbai

10%

Which is the best city for working couple?

Livability factors: Job opportunities Livability factors: Good lifestyle

Livability factors: A�ordability and commute time

Bengaluru35%

Delhi-NCR25%

Hyderabad35%

Chennai25%

Hyderabad35%

Chennai25%

35% people say Bengaluru is the preferred city to work by because of the job opportunities and good lifestyle

30%25%

15%10% 8%

12%

Beng

alur

u

Del

hi N

CR

Hyd

erab

ad

Chen

nai

Mum

bai

Oth

ers

HY-II 2016 23


THe banking, Financial services and insurance (bFsi) sector posted a 1 per cent drop in Jan-Jun 2016. it was the top-performing sector for hiring (2 per

cent rise) during Jul-Dec 2015. During the Jan-Jun 2016 period, Feb and may 2016 were the best months with 5 per cent rise in talent demand. According to World bank’s Global economic Prospects report, india is expected to pace up growth rate to 6.4 per cent in FY2016 and 7 per cent in FY2017. Gartner has estimated that end-user spending in 2016 will be UsD 366,673 million, which is 3.27 per cent increase on last year. This is expected to increase need for banking services, leading to rise in manpower demand in the sector. The trend, as reported by RecruiteX, shows high demand for middle level bFsi professionals during Jan-Jun 2016 and is likely to continue later. Currently, there is demand for sales, business development, marketing and iT roles in the sector. Talent demand is growing in small towns, as predicted in previous RecruiteX report.

Sales and marketing specialists sought after in BFSI sector

n Job share and demand both dropped at junior level compared to middle and senior levels

n sales specialisations were in demand across all experience levels in the Jan-Jun 2016 period

n skills in direct marketing, insurance, equity and insurance analysts most sought at middle level

n skills in analytics, data managemnt, wealth management to witness increased demand

n small cities ruled hiring at junior level, metros at middle level while senior professionals were in demand in international locations

KEY TAKEAWAYS

BFSI

Market average and demand100.0

92.5

85.0

77.5

70.0Jan 16 Jun 16

79

8485

83

Market Average

Demand

HY-II 201624


n General banking segment had maximum job share; demand rose by 13%

n Channel sales saw maximum rise (18%) in demand, among top five functions

n Corporate sales saw 7% rise in demand; was up by 8% in Jul-Dec 2015

n Personal/retail banking posted over 30% rise in demand at junior level

n Financial analysts reported 5% rise; saw 1% drop in Jul-Dec 2015

n Core banks, insurance, finance had maximum job share; demand up by 2%

n iT professionals reported 10% rise in demand; rose by 3% in Jul-Dec 2015

n engineers posted 8% rise in talent demand at junior level in Jan-Jun 2016

n Accounting and front office profiles posted 1% rise in demand

n Customer care and HR professionals saw stable hiring during Jan-Jun 2016

n FUNCTIONAL AREADemand up for tech profiles

n mumbai claimed maximum job share; demand dropped by 2%

n Delhi NCR was the only metro to post rise (4%) in demand

n Lucknow saw highest (18%) rise in entry level demand in Jan-Jun 2016

n Pune posted 1% drop; demand was stable in Jul-Dec 2015

n Uttarakhand emerged as top hiring state with over 30% rise in demand

n TOP LOCATIONSSmall cities hiring freshers


Mumbai

Delhi-NCR

Bengaluru

Pune

Chennai

Others

24%

16%

9%

6%

5%

40%

n AREA OF SPECIALISATIONDemand up in channel sales


6%

Banking General

Corporate Sales

Channel Sales

Other Accounting

Financial Analysis

Others

5%5%

4%3%

77%


18% Accounting

7% Administration

6% IT/Telecom

13% Others

35% BFSI

21% Sales/BD

simiLAR to the trend in Jul-Dec 2015, most of the jobs were in core banks, insurance and financial services but engineers and technology professionals saw more demand. Among specialisations, banking –

general, corporate sales and channel sales saw a significant rise in demand. Demand continued to rise for personal/ retail banking and relationship/account servicing verticals during Jan-Jun 2016. Financial analysts were also in demand during the period. Tier ii and iii locations topped junior level demand during the period while mumbai retained maximum job share, followed by Delhi-NCR. However, talent demand was stable to negative in metros, except Delhi-NCR which posted 4 per cent rise in demand during the Jan-Jun 2016. Lucknow, with just 1 per cent job share posted 18 per cent rise in talent demand at junior level in the bFsi sector.

JUNIOR LEVEL[ BFSI ]

The insurance industry will require niche skills in specialiased areas such as risk management, customer experience, digital, unformation and data security. skills in building & managing scale of delivery will command a premium.

Priya Gopalakrishnan,Director – Human Resources, Exide Life Insurance

HY-II 2016 25


n Core banking/insurance had maximum job share; demand fell by 2%

n Direct marketing with 2% job share saw over 30% rise in demand

n Corporate, channel, commission sales accounted for 10% job share

n software engineers saw 5% drop; demand grew by 30% rise in Jul-Dec 2015

n insurance, equity and insurance analysts posted 10% rise

n bFsi services with 27% job share, saw over 30% rise in demand

n iT professionals with maximum job share saw 30% rise in demand

n sales/bD professionals also posted 30% rise in demand

n business management professionals saw 11% rise in demand in Jan-Jun 2016

n Accounting saw 17% drop, front office roles saw 7% drop in demand

n FUNCTIONAL AREAJobs in core banking profiles

n metros accounted for 25% job share; was 30% in Jul-Dec 2015

n bengaluru, mumbai saw over 30% rise in demand, 1% rise in Delhi-NCR

n Hyderabad, Lucknow reported over 30% rise in demand during Jan-Jun 2016

n Pune posted 4% rise; demand rose by over 30% in Jul-Dec 2015

n international locations saw 1% rise in talent demand; job share was 7%

n TOP LOCATIONSHiring up in Bengaluru, Mumbai

n AREA OF SPECIALISATIONMarketing skills sought


Bengaluru

Hyderabad

International

Delhi-NCR

Mumbai

Others

13%

11%

7%

6%

3%

60%


6%

Banking/ Insurance

Corporate Sales

Channel Sales

Direct/ Commission

Sales

Direct Marketing

Others

4%3%

3%2%

82%


4% Sales/BD

2% Marketing

2% Cust. Service

33% Others

32% IT/telecom

27% BFSI

miDDLe level accounted for nearly 45 per cent of job share in the bFsi sector during Jan-Jun 2016. Demand grew across core and support roles. While iT professionals accounted for

maximum job share at middle level, demand was highest for core banking, insurance and financial services profiles. sales/business development and marketing roles clocked significant rise in talent demand. Demand slumped for accounting and front office roles in Jan-Jun 2016. similar to the trend in Jul-Dec 2015, there was high demand across sales specialisations during Jan-Jun 2016. insurance, equity and insurance analysts also saw considerable demand rise at middle level in the bFsi sector. bengaluru and mumbai topped for talent demand. Delhi-NCR saw 1 per cent rise and Chennai posted 2 per cent drop in Jan-Jun 2016.

MIDDLE LEVEL[ BFSI ]

To improve efficiencies, the insurance companies are investing a lot in

digitisation of all key processes. we see a significant requirement for quality sales

force, talent in digitisation, product development among others.

Tim Braswell,Director HR, PNB MetLife

HY-II 201626


n With max job share project manager saw 15% rise in demand

n Channel and corporate sales saw over 30% rise in demand

n Database Administration (DbA) reported 30% rise in Jan-Jun 2016

n General banking saw 12% rise; demand for system analysts grew by 8%

n Demand for application programming dropped by 30%; peaked in march

n sales/bD had maximum jobs at senior level; demand fell by 20%

n business management, quality control profiles saw over 30% rise in demand

n banking, insurance, financial services roles saw 20% drop; job share 1%

n marketing function had 30% drop; demand grew 30% in Jul-Dec 2015

n Accounting witnessed drop in demand (20%); fell by 8% in Jul-Dec 2015

n FUNCTIONAL AREADemand for support roles

n international locations had max job share; demand rose by over 30%

n Chandigarh with second highest job share saw 30% rise in demand

n Ahmedabad also posted 30% rise in talent demand at senior level

n Chennai reported 30% drop; posted 30% rise in demand in Jul-Dec 2015

n Uttar Pradesh was best performing state with over 30% rise in demand

n TOP LOCATIONSInternational locations seek experience


International

Chandigarh

Ahmedabad

Chennai

Indore

Others

12%

4%

2%

1%

1%

80%

n AREA OF SPECIALISATIONSales specialisations sought


6%

Project Leader


Database Administration

Channel Sales

Corporate Sales

Others

5%4%

2%2%

81%


5% Bus. Mgmt

4% Engineering 4% Logistics

67% Others

6% IT/telecom

DURiNG Jan-Jun 2016, the industry posted most jobs for sales and business development professionals at senior level; unlike Jul-Dec 2015 when most jobs were for iT roles. However despite

clocking in maximum job share, demand fell for sales professionals in Jan-Jun 2016, while it posted 22 per cent rise in Jul-Dec 2015. business management and quality process/control professionals and engineers saw significant rise in demand at senior level in Jan-Jun 2016. Project leader/ project manager, Database Administration (DbA), channel and corporate sales continue to be the most sought specialisations at senior level. Demand dropped for application programming, which held most job share and over 30 per cent rise in talent demand at senior level during Jul-Dec 2015. international locations had maximum jobs and demand rise.

SENIOR LEVEL[ BFSI ]

There are various opportunities emerging in banking sector because of new players, growth in Tier iii & iV cities, technology, digitisation, automation, centralisation and increasing risk & compliance requirements.

Capt Anil Dhankher,Head-HR, Abu Dhabi Commercial Bank, India

14% Sales/BD

HY-II 2016 27


Skills like analytics, actuary, IT, products, pricing and investments will continue to enjoy high demand in the market. The same is expected to continue for the next couple of years”

Game changers in 2016 n Whilst for india we say there is plenty of talent but in the same breath we add that there is war for talent. The latter is true because recruiting and on-boarding the right talent continues to be an area of concern for all organisations.n Getting differentiated in our approach to hiring will also be a game changer as the boundaries of pharma, FmCG, telecom etc. no longer exist.n We will have to move in the direction where how we shape the talent pool of our industry will be prime.

Role of technology in HRn Technology has played an important role in the evolution of HR across the globe and it will continue to play this role.n The focus is now on automating all transactional activities and developing meaningful insights from data analysis to make effective strategies.n This will also lead to a culture change

as organisations will move from a people-based structure to to a system-based structure, thus improving transparency and overall accountability.

Skills in demand n sales as a career is not an area of choice, hence attracting the right talent for entry level sales role has become challenging.n skills like analytics, actuary, iT, pricing and investments will continue to be in high demand. The same is expected to continue for the next couple of years.n Leadership roles have always been critical in highly competitive sectors like insurance, and they will continue to be the possible game changers.

Compensation trends n Life insurance industry, unlike other service industries, is a highly regulated environment. insurance Regulatory and Development Authority of india (iRDAi) regulates most aspects in product design, pricing and customer complaints. With focus on higher performance linked variable pay at senior levels, the talent pull in industry remains shaky because of inconsistent industry performance over the years.n With high levels of attrition in junior levels, the wage cost is controlled by influx of new recruits at lower costs. Among 15 major industry types identified by Aon Hewitt, financial institutions sees one of the lowest salary increments.

Emerging skillsWith the advent of digital technology, consumers today are up-to-date with the latest market developments. They prefer to do their own research and are not hesitant while making a purchase online. This change in behaviour has added comprehensive channels of communication, customer acquisition and business growth. skills like big Data, analytics, digital marketing, digital product development, etc. are now a focus area for most organisations.

Future outlookThe insurance sector is still in its growth stage with immense potential. With the current market penetration in single digits and policy support from the government and the regulator, the industry is primed for its next stage of exponential growth. This optimistic growth outlook is fuelling expansion plans within the sector, which will lead to improved recruitment activity.

The BFSI industry is primed for next stage of exponential growth

BFSI INTERVIEW Nagina Singh Chief Human Resources Officer, Bharti AXA Life insurance

HY-II 201628


VIDEO INTERVIEWS, TAKING ON NEW-AGE RECRUITMENT70% organisations using video interviews, 60% expect it to increase signi�cantly in next 5 years, reveals TimesJobs survey

Do you use video interviews? YES70% NO30%

42% companies say 20-30% interviews during a month are conducted using video technology

50% companies say video interviews reduces time to hire

60% interviews are conducted outside business hours on weekends

52% say non verbal communications counts the most

42% determine positive body language by maintaing eye contact

60% companies plan to conduct more video interviews in the next �ve years

HY-II 2016 29


TReADiNG on a guarded path, the indian consumer durables/FmCG sector witnessed stable hiring during Jan-Jun 2016, similar to Jul-Dec 2015 trend. in may and Jun 2016, the industry posted 4 per cent

rise. However, the double-digit drop in Apr 2016 coupled with sluggish hiring momentum in Jan and mar hampered the pace of hiring in this sector. india is expected to become the fifth largest consumer durables market in the world by 2025. The indian consumer sector has grown at an annual rate of 5.7 per cent from FY2005-15. Annual growth in the indian consumption market is estimated to be 6.7 per cent during FY2015-20 and 7.1 per cent during FY2021-25, says a report by india brand equity Foundation. The report also reveals india is expected to witness increased consumer spending reaching UsD 3.6 trillion by 2020. Consequently, the industry will benefit from the rising disposable incomes. The salary raise post-appraisals and seventh pay commission recommendations is also expected to boost the prospects of the sector in coming months, believe industry experts.

Middle level professionals most sought across key functions


100.0

92.5

85.0

77.5

70.0

83

84

Jan 16 Jun 16

Market Average

Demand

n sales specialisations sought across experience levels; demand fell only for senior level profiles

n significant rise in demand for business management, consultants at junior and middle level

n middle level professionals most sought-after, across most key roles and specialisations

n Relationship management, purchasing/sourcing, R&D and import/export skills in high demand

n Job share dropped in metros for mid and senior level; global locations had demand for mid level roles

KEY TAKEAWAYS

CONSUMER DURABLES/FMCG

83

79

HY-II 201630


n FmCG sales claimed maximum job share; demand rose by over 30%

n Retail sales saw 25% rise in demand; job share was 2%

n Channel sales saw 22% rise in demand in Jan-Jun 2016

n supply chain management witnessed 20% rise in demand

n Production/manufacturing/maintenance posted 10% drop in demand

n With maximum job share, sales/bD posted stable demand in Jan-Jun 2016

n Demand for business management profile grew by 7% in Jan-Jun 2016

n engineers with second-highest job share saw 1% drop in demand

n Demand for logistics professionals was stable; grew by 12% in Jul-Dec 2015

n marketing profile saw 1% rise; demand fell by 2% in Jul-Dec 2015

n FUNCTIONAL AREAHiring for business management

n Delhi-NCR had maximum entry level job share, demand was stable

n Lucknow posted maximum (20%) rise in demand in Jan-Jun 2016

n Ahmedabad posted 4% rise in demand; job share was 4%

n Among states, Karnataka reported maximum (16%) rise in demand

n mumbai posted a drop of 1% in demand; was up by 4% in Jul-Dec 2015

n TOP LOCATIONSTier II locations seek freshers


Delhi-NCR

Mumbai

Bengaluru

Pune

Chennai

Others

20%

14%

8%

7%

4%

47%

n AREA OF SPECIALISATIONDemand up for sales specialisations


6%

FMCG Sales

Channel Sales

Corporate Sales

Retail Sales


Maintenance

Others

4%3%

2%32

83%


8% Marketing

8% Accounting

7% Administration

29% Others

35% Sales/BD

13% Engineering

sALes professionals clocked in maximum job share at entry level in the consumer durables/FmCG sector. sales specialisations posted significant rise in demand at entry level during Jan-Jun 2016.

Production, manufacturing and maintenance specialists who were in demand in 2015 posted drop during this time. Demand was also there for accounting & finance, banking, insurance, financial services, business management and purchasing/sourcing functions. Demand for iT/telecom and logistics, supply chain professionals stabilised in Jan-Jun 2016. Together, metros such as Delhi-NCR, bengaluru, mumbai and Chennai accounted for nearly 45 per cent of entry level jobs. small cities emerged as most active locations for hiring of entry level professionals. North-eastern states too witnessed significant rise in entry-level talent demand.

JUNIOR LEVEL[ CONSUMER DURABLES/FMCG ]

There is great demand for skills like key account management, project management and project sales especially in professional trade/b2b space. for r&d, there is demand for skills like embedded control, cloud, big data, data scientists and app development.

Kiran Brar,CHRO, Philips Lighting India

HY-II 2016 31


n With most mid-level jobs, channel sales saw 10% rise in demand

n FmCG and corporate sales posted over 30% rise in demand

n Demand up by 30% in retail sales, production/manufacturing/maintenance

n Demand for software engineers and iT saw 8% rise in Jan-Jun 2016

n Relationship management posted 5% rise in demand; job share negligible

n sales claimed highest job share, saw over 30% rise in demand

n marketing and logistics professionals too posted over 30% rise in demand

n Demand for engineers grew by 17% at middle level; job share was 1%

n iT, customer support and HR professionals saw 30% rise in demand

n business management, consultants saw 30% rise; up by 9% in Jul-Dec 2015

n FUNCTIONAL AREAKey functions report rise

n Despite decline in job share, metros posted over 30% rise in demand

n international locations had maximum job share, over 30% rise in demand

n Delhi-NCR, only metro to report drop (6%) in demand in Jan-Jun 2016

n Hyderabad with 2% job share also posted over 30% rise in demand

n Pune and Ahmedabad saw 30% rise in demand in Jan-Jun 2016

n TOP LOCATIONSDemand rise in metros

n AREA OF SPECIALISATIONMost jobs in FMCG sales


9%

Channel Sales

Retail Sales

FMCG Sales

Corporate Sales

Sales/BD

Others

5%5%

4%3%

74%


7% Hospitality

4% BFSI

3% IT/Telecom

64% Others

12% Sales/BD

10% Engineering

s imiLAR to the trend in Jul-Dec 2015, talent demand surged across core and support function areas at the middle level in Jan-Jun 2016. These included sales, engineering, logistics, marketing, HR and iT.

Quality control, accounting and business management roles also reported significant rise in demand at middle level in the consumer durables/FmCG sector. Like the trend at junior level, sales specialisations saw increased demand for talent at middle level also. Hiring continued to rise for software engineers and relationship management roles. metros posted increased hiring activity. except Delhi-NCR, all other metros witnessed rise in hiring at middle level during Jan-Jun 2016. However, the job share declined in these locations. international locations grabbed maximum job share and posted considerable rise in demand as well.

MIDDLE LEVEL[ CONSUMER DURABLES/FMCG ]

The fmcg industry has nominal growth. while the typical increase in fixed salary

is an average of 10.5 %, focus on variable pay will increase. This will be done to balance ideal remuneration scenario.

Anjali Sachdeva,Head - Human Resources, Groupe SEB India (P) Ltd.

(Maharaja Whiteline)


International

Chennai

Bengaluru

Pune

Lucknow

Others

28%

4%

3%

3%

3%

59%

HY-II 201632


n sales/business development roles clocked max job share; demand fell by 10%

n Production/manufacturing/maintenance saw over 30% rise in demand

n Channel sales too posted 30% rise in demand; job share was negligible

n institutional sales saw 20% rise in demand; job share was 2%

n Demand in operations dropped by 5%; grew by 9% in Jul-Dec 2015

n electronics engineers had maximum job share; demand was up by over 30%

n Legal/law professionals too posted 30% rise in demand in Jan-Jun 2016

n Demand for export/import function was up by 10% at senior level

n business management posted 30% drop; grew by 12% in Jul-Dec 2015

n Customer support role dipped by 20%; demand rose by 10% in Jul-Dec 2015


n international locations with max job share saw over 30% rise in demand

n mumbai, Chennai, bengaluru saw 30% drop; up by 30% in Jul-Dec 2015

n Delhi-NCR posted 20% drop in demand; up by 4% in Jul-Dec 2015

n Among Tier ii locations, Chandigarh clocked over 30% rise in demand

n West bengal continued to witness increased talent demand (over 30%)

n TOP LOCATIONSMost jobs in international locations


International

Madhya Pradesh

Gujarat

Karnataka

Chandigarh

Others

10%

5%

4%

3%

2%

76%

n AREA OF SPECIALISATIONHiring up in production


9%

Sales /BD

Engineering


Maintenance

Quality Assurance

Institutional Sales

Others

5%3%

3%2%

78%


3% Export/Import

1% Cust. Service

1% HR/PM/IR/TD

87% Others

5% Electronics3% Business Mgt.

UNLiKe Jul-Dec 2015, demand for senior-level professionals dropped across top functions and locations. senior jobs claimed 30 per cent share, demand was sluggish for most key functions

and specialisations. With most jobs at senior level, demand also grew for electronic engineers in Jan-Jun 2016. Content, export/import and legal/law professionals reported rise in demand. Logistics, supply chain, iT and quality assurance roles which saw heightened demand during Jul-Dec 2015, posted a drop in Jan-Jun 2016. Demand for production/manufacturing/maintenance reported maximum growth, followed by channel sales specialists. engineering and quality assurance specialisations also recorded growth in demand, similar to the scenario in the second half of 2015. international locations claimed maximum job share.

SENIOR LEVEL[ CONSUMER DURABLES/FMCG ]

we will look for only those who have hunger to learn, unlearn and relearn, besides the technical expertise. being innovative, enterprising and leader are some traits that shall be the key differentiators during hiring.

Satyendra Malik,Head HR, Intex Technologies

*Except Ahmedabad and Vadodara

HY-II 2016 33


Companies will focus on retaining critical talent and drive sharper differentiation in terms of reward programs and payouts which may be in the range of 1.7x to 2x for top performers”

Game changern Building and communicating a strong employer brand: This unique offering needs to be communicated not just during the hiring stage but broadcasted to the talent market to get people excited about your organisation. n Social media: This is becoming an important source to hire and understand talent better. This is also influencing the employment models with traditional employment contracts giving way to flexible, assignment-based employment models. n Analytics: Recruitment analytics is moving away from focusing on process efficiencies to predictive analytics such as forecasting the talent needs and identifying the best talent sources. n Mobile-based technology solutions: increasing access and user acceptance would enable a lot of mobile based recruiting tools to enhance the speed, flexibility and overall recruitment experience.

Skills in demandThe FmCG sector will see a rise in demand for roles in digital marketing, innovation, R&D, business management, information technology, sales and procurement. At entry level, the skills which will be relevant are iT, communication and strong domain understanding. At mid and senior levels, niche skills in R&D, digital marketing, data analytics, supply chain, iT and analytics will help business performance. in terms of functional requirements, ability to influence others, high focus on execution and adherence to organisations’ objectives will be important.

Role of technology in HRToday, an employee’s life cycle within an organisation - from recruitment, on-boarding, performance management, learning and development, payroll, etc. - are fueled by technology. integrated technology enabled talent management suites are providing HR and the organisation’s leadership team a holistic view of their talent; all of which is facilitating faster and more informed workforce decision making.

Compensation trendsThe consumer products sector has been one of the top sectors for salary increase in the past and will continue to be so in 2016. However, niche skills will be in demand and command premium in the consumer durables/FmCG industry. based on various talent segments and their performance, companies will focus on engagement and retention of critical talent and drive sharper differentiation in terms of reward programs and payouts which are expected to be in the range of 1.7x to 2x for the top performers as compared to average performers. This trend will be relevant for all levels of management.

Emerging skillsn market research and data analytics n social media managers n iT and enterprise system skills

Future outlookWith the global expansion of indian FmCG companies, especially in the emerging markets, the demand for local talent will increase in times ahead. The hiring requirements over a long term in the consumer durables/FmCG sector will grow steadily as the average disposable income increases and consumption moves to FmCG goods in emerging economies.

Consumer products sector to be on top for salary hikes; driven by technology

CONSUMER DURABLES/FMCG INTERVIEW Ashutosh Telang Chief Human Resource Officer (CHRO), Marico Limited

HY-II 201634


RECOGNITION

KEY WORKPLACE ELEMENTS TROUBLING CURRENT WORKFORCETimesJobs �nds the key workplace elements that bothers the current workplace generation the most. Bad work culture and unclear career growth path rated as the biggest workplace nuisance by India Inc. employees

What worries you most at workplace?

50%Bad work culture

47%Unclear career growth

30%Bad reporting manager

Which statement stands true to you?

52%My company’s

work culture is bad

20%My company has a

strong work culture

28%My company is

working on building a strong work culture

WORK CULTURE

CAREER GROWTH

Do you feel valued at work?

Do you feel valued at work?

O�ers40%Abundant opportunities for career growth

60%Limited opportunities for career growth

35%Monotonous

and less challenging

work

60%Biased

manager

Hinderances

REPORTING MANAGERAre you happy with your reporting manager?

30%Yes

70%No

45%Yes

55%No

Quite Sometimes Neveroften

20% 50% 30%30%

People feel unclear vision and favoritism are the trait of manager that pose a

challenge for one’s career growth?

HY-II 2016 35


THe indian infrastructure sector witnessed 3 per cent drop in hiring activity during Jan-Jun 2016. Talent demand was stable in may 2016, with

demand dropping significantly in Apr 2016. Jun 2016 was the only month when the infrastructure sector posted rise in hiring activity. The Union budget 2015-16 laid special emphasis on the infrastructure sector with the government announcing budgetary allocation of Rs 2.21 lakh crore for infrastructure sector. The capital outlays for roads and railways have been also been increased by Rs 140.3 billion (UsD 2.05 billion) and Rs 100.5 billion (UsD 1.47 billion) respectively. There are plans to award 100 highway projects under the Public-Private Partnership (PPP) mode in 2016, says a report by india brand equity Foundation. All these will push growth in the infrastructure sector. While Jan-Jun 2016 was largely a period of consolidation for most industries, infrastructure was also no exception. However, industry experts expect boost to growth prospects and increase manpower demand in the sector in coming times.

Jobs grew for engineers as infrastructure plans take shape


95

80

65

50

35

79

44

83

50

Jan 16 Jun 16

Demand

Market Averagen engineers continue to rule the hiring scene across experience segments in the infrastructure sector

n opportunities in manufacturing, production, design, construction, quality control continue to increase

n business management and consultants were also sought across experience levels

n Tech professionals were in demand at middle level; sought at junior and senior level in Jul-Dec 2015

n Hiring surged in international locations, metros top job hub for mid-level professionals

KEY TAKEAWAYS

PROJECTS/INFRASTRUCTURE

HY-II 201636


n Production/manufacturing/maintenance had max job share; demand up by 6%

n Plant maintenance saw over 30% rise in demand; job share was 5%

n Demand was up by 20% for civil and mechanical engineers in Jan-Jun 2016

n Quality control posted 10% drop; grew by 19% in Jul-Dec 2015

n Demand was up by 3% for charted accountants; design engineers 2% rise

n engineers had nearly 54% job share; demand fell by 3%

n electronics engineers saw over 30% rise in demand; job share was negligible

n business management, consultants profiles saw 19% rise in demand

n sales/bD job share saw 1% rise in demand; was 20% up in Jul-Dec 2015

n iT professionals too registered 1% rise; grew by 11% Jul-Dec 2015

n FUNCTIONAL AREAElectronics engineers tops demand

n Delhi-NCR claimed max job share; posted 3% drop in demand

n Lucknow was next performing tier ii/iii location with 28% demand rise

n Chandigarh saw 18% rise in demand; indore registered 17% rise

n international locations reported 10% rise; saw over 30% rise in Jul-Dec 2015

n mumbai registered 3% drop; was up by13% in Jul-Dec 2015

n TOP LOCATIONSJobs in small cities


Delhi-NCR

Mumbai

International

Bengaluru

Pune

Others

16%

15%

8%

6%

6%

48%

n AREA OF SPECIALISATIONHiring for plant maintenance


10%


Maintenance

Electrical/ Electronic

Engineering

Plant Maintenance

Oil & Gas

Others

8%7%

5%4%

66%


6% Accounting

6% Quality Control

5% IT/Telecom

18% Others

54% Engineering

11% Sales/BD

UNLiKe Jul-Dec 2015 when junior level roles saw rise in demand for all profiles, Jan-Jun 2016 saw sluggish hiring and demand dipped across most functions. There was increased demand for

electronics engineers in infrastructure sector during this period. business management and consultant profiles were also in demand. As anticipated, procurement saw high demand at junior level in Jan-Jun 2016. Quality control and marketing professionals posted noticeable rise in demand at junior level. Demand grew for sales, business development, HR and iT professionals by a small margin. specialisations in production, electrical, mechanical and plant maintenance were sought at entry level, just like Jul-Dec 2015. most jobs were in metros with Delhi-NCR leading. There was significant demand in Tier ii and international locations also.

JUNIOR LEVEL[ PROJECTS/INFRASTRUCTURE ]

Talent demand is broadly as: entry level comprises project execution skills, bim technology, project modeling; middle-level revolving around mep; and senior level encompasses multifunctional skills like sales and project designing.

Urvi Aradhya,Sr. Vice President - HR, K Raheja Corp

HY-II 2016 37


n electrical/electronic engineers had maximum job share; demand up by 5%

n Civil engineers saw over 30% rise in demand in Jan-Jun 2016

n mechanical and design engineers saw 20% rise in demand

n Project managers posted 10% rise; demand was up by 30% in Jul-Dec 2015

n Plant maintenance saw 12% rise in demand; rose by 24% in Jul-Dec 2015

n sales/bD claimed maximum job share; demand up by 17%

n engineers with 2% job share saw over 30% rise in demand

n Quality/process control saw 30% rise; up by 17% in Jul-Dec 2015

n Demand for iT professionals surged with 30% rise; 1% rise in Jul-Dec 2015

n HR professionals posted 24% rise; logistics saw a drop of 25%

n FUNCTIONAL AREADemand for core and support roles

n international locations clocked maximum job share; demand was up by 17%

n Delhi-NCR, bengaluru, Chennai posted over 30% rise in demand

n Demand was up in mumbai by 8%; reported 29% rise in Jul-Dec 2015

n Hyderabad saw over 30% rise; Pune posted 8% rise in demand

n maharashtra was best performing state with 20% rise in talent demand

n TOP LOCATIONSHiring up across locations

n AREA OF SPECIALISATIONJobs for civil engineers


International

Mumbai

Jaipur

Gujarat*

Lucknow

Others

24%

5%

5%

4%

4%

58%


7%


Oil & Gas

Project Management

Civil

Mechanical

Others

6%5%

4%4%

74%


7% Accounting

5% Administration

4% IT/Telecom

59% Others

16% Sales/BD

9% Logistics

miDDLe level accounted for 35 per cent of total demand in the infrastructure sector in Jan-Jun 2016, this was 5 per cent lower than Jul-Dec 2015. Demand surged across core and support

functions. Demand was high for engineers, accounting & finance, sales, business development iT and quality process/control roles. similar to Jul-Dec 2015, project management, electrical, civil, mechanical and design specialisations were in demand at middle level. Demand grew for software engineers at middle level in infrastructure sector. Their job share also improved compared to Jul-Dec 2015. mid level professionals were sought across key locations. Demand was high in metros as well as small cities. international locations had maximum job share at middle level, demand jumped 6 per cent over the recorded percentage in Jul-Dec 2015.

MIDDLE LEVEL[ PROJECTS/INFRASTRUCTURE ]

in infrastructure, skills of engineering, design, project planning, management

and execution; financial understanding, planning and management; contract

awarding, execution and management will be sought after.

Deepak Bharara,Chief Human Resource Officer, Lanco Infratech

Limited

*Except Ahmedabad and Vadodara

HY-II 201638


n Project management claimed maximum job share; demand up by over 30%

n manufacturing engineers had second highest job share; demand up by 20%

n Demand for electrical, civil engineers up by 10%

n mechanical engineers saw 15% rise in demand in Jan-Jun 2016

n Direct/commission sales down by 20%; saw stable hiring in Jul-Dec 2015

n Legal/law profile clocked maximum job share; demand rose by over 30%

n engineers saw over 30% rise demand despite miniscule job share

n sales/bD too reported over 30% rise in demand in Jan-Jun 2016

n Demand for quality control, marketing roles up by 30% in Jan-Jun 2016

n business management saw 23% rise; logistics saw 14% rise

n FUNCTIONAL AREAEngineers most sought

n Vadodara had most jobs; demand increased by 7% in Jan-Jun 2016

n international locations with 6% jobs share saw over 30% rise in demand

n Chennai was the only metro to post rise (over 30%) in demand

n Ahmedabad saw 20% drop in demand; rose by over 30% in Jul-Dec 2015

n Chhattisgarh, Uttarakhand gain job share; demand saw 9% rise in demand

n TOP LOCATIONSJobs abroad for senior professionals


Vadodara

International

Karnataka*

Gujarat^

Chennai

Others

7%

6%

3%

3%

2%

79%

n AREA OF SPECIALISATIONDemand for project managers


6%

Project Management

Engineering/Manufacturing

Industrial/Utility


Oil & Gas

Others

6%5%

4%3%

76%


3% Bus. Mgmt

3% Logistics

2% Sales/BD

83% Others

6% Legal/Law

3% Accounting

DemAND was high for engineers at senior level for Jan-Jun 2016. business management, accounting & finance and logistics professionals also reported rise in demand at senior level in

the infrastructure sector. sales, quality and marketing roles were in considerable demand in Jul-Dec 2015 and continued to surge in Jan-Jun 2016 too. Demand for senior iT professionals posted drop; it had seen 30% rise during Jul-Dec 2015. Profiles with specialisation in project management, manufacturing, industrial, electrical and civil engineering were in demand, just like Jul-Dec 2015. Vadodara claimed maximum job share followed by international locations. international locations led in terms hiring as metros, except Chennai reported drop in demand at senior level in Jan-Jun 2016.

SENIOR LEVEL[ PROJECTS/INFRASTRUCTURE ]

The power sector is technology and capital intensive in nature, requiring large number of specialised skilled and trained manpower during the project construction phase as well as the operation and maintenance phase.

Aman Attree,HR Head, Hindustan Power

*Except Bengaluru^Except Ahmedabad and Vadodara

HY-II 2016 39


Tremendous opportunities would continue to surge in infrastructure sector, thus creating need for highly skilled resources to manage asset operations and also in projects, creating ‘best in class’ infrastructure”

Game changern Companies would shift focus back on internal talent pipeline for bulk of the roles while the war for niche skills may intensify, both for external hiring and retention. n build internal bench strength of bright engineers and management graduates to address attrition as well as to build future leadership pipeline. n in niche roles, hiring professionals on contract rather than regular employment, which is turning out as ‘win-win’. n outsource non-core work without compromising on cost and quality.n emphasis on diversity at the workplace by giving preference to women candidates for critical and senior level roles

Role of technology in HRn iT capabilities make it easier for organisations to expand globally, providing seamless integration between present organisation and potential partners/entities. n HRis analytics helps in providing appropriate information to HR

professionals and line managers to address risk-management decisions. n Allows the recruiters to get eRP integration for real time information to enhance the quality of hiring. n HR technology, balanced with appropriate Personal Touch, will play greater role in process improvements, talent connect and engagement.

Skills in demand n Entry level: Aircraft Rescue and Firefighting (ARFF), Airport operations Control Centre (AoCC), operation and maintenancen Middle level: Contracts & commercial, AoCC, design engineering, planning, project financing, quality, legal, operation and maintenance.n Senior level: Legal, corporate finance, corporate strategy, project heads, commercial property development

Compensation trends n Entry level: To be compensated more with fixed pay rather than variable pay. Companies are also watching proposed statutory changes such as bonus, PF etc.n Middle level: strictly as per the market and role value with appropriate mix of fixed and variable pay. Compensation rise would be linked to rise in responsibility levels and individual performance. n Senior level: Will be linked to higher accountabilities and performance with differentiators in variable pay towards organisations performance n Premium profiles: There may be wide variations on compensation and terms which is purely linked to group’s performance and future strategies and the value an individual brings to the table.

Emerging skills- Regulatory- Commercial- Project financing and restructuring- Policy advocacy- enterprise risk management - Portfolio analysis, scenario planning; and - operation & maintenance

Future outlookTremendous opportunities would continue to surge in infrastructure sector, thus creating need for highly skilled resources to manage asset operations. We look forward to strengthen our position in existing sectors e.g. airports, energy, transportation (rail, road) and urban infrastructure.

Infrastructure sector requires high levels of skills

PROJECTS/INFRASTRUCTURE INTERVIEW Aniruddha Ganguly Group President-HR, GMR

HY-II 201640


TOP TRAITS OF A GREAT EMPLOYEEHonesty and reliability makes for great employees, lack of enthusiasm the key trait of a bad worker, says TimesJobs study

IT/telecom, internet, dotcom employers say hard working45%

IT/telecom, internet, dotcom employers say – lack of enthusiasm51%

What makes for a good/engaged employee?

What makes for a bad/disengaged employee?

55%

52%

45%

Honest

Reliable

Ambitious

58%Lack

enthusiasm

49%Unreliable

44%Not a team

member

What good traits are signi�cant in female employees?

What good traits are signi�cant in male employees?

Reliability

Honesty

Hard working

Ambitious

Passion

Creativity

Con�dence

50%

44%

39%

34%

30%

30%

21%

Ambitious

Autonomous

Con�dence

Hard working

Reliability

Passion

Honesty

57%

50%

46%

41%

35%

30%

20%

HY-II 2016 41


THe indian retail sector saw a drop of 1 per cent during Jan-Jun 2016. The drop was more reflective in the first three months of 2016.

between Apr to Jun 2016 demand was stable. Feb was the best month for hiring in retail sector. Talent demand grew by 8 per cent in Feb but dropped to 9 per cent in mar and by 7 per cent in Apr. According to government statistics, the indian retail market is expected to nearly double to UsD 1 trillion by 2020 from UsD 600 billion in 2015, driven by income growth, urbanisation and attitudinal shifts. overall retail is expected to grow at 12 per cent per annum, modern trade would expand twice as fast at 20 per cent per annum and traditional trade at 10 per cent. With the e-commerce segment expanding steadily in the country, the manpower demand is expected to increase manifold in time ahead. Currently, sales specialisations, marketing, logistics, iT, engineering, customer service and business management roles are in high demand, according to the RecruiteX data for period of Jan-Jun 2016.

Sales, across experience levels lead talent demand in retail sector

Market average and demand100

85

70

55

40

50

79

83

52

Jan 16 Jun 15

Demand

Industry Averagen most jobs at entry/junior level but talent demand rose significantly for middle level professionals

n sales and related specialisations grew in demand across all the experience levels

n Purchasing/sourcing specialisations saw increased opportunities at the entry level

n Demand in production, manufacturing and packaging grew at middle level in the first half of 2016

n entry and senior level demand up in Tier ii locations while metros had more opportunities for mid level staff

KEY TAKEAWAYS

RETAIL

HY-II 201642


n With maximum job share, retail sales witnessed 25% rise in demand

n software engineers which saw 16% rise in Jul-Dec 2015, saw 5% drop

n Demand for purchasing/sourcing role rose by 15% in Jan-Jun 2016

n Charted accountants and relationship managers saw 6% rise in demand

n specialisation in merchandising and relationship management saw 3% rise

n sales/bD with maximum job share witnessed stable demand in Jan-Jun 2016

n business management professionals saw 11% rise; job share was low

n Customer support professionals posted 4% rise in talent demand

n Demand for iT professionals went up by 3%; posted 5% drop in Jul-Dec 2015

n Logistics and marketing professionals reported stable demand in Jan-Jun 2016

n FUNCTIONAL AREABusiness management lead demand

n Despite maximum job share, Delhi-NCR posted 1% drop in demand

n bengaluru was the only metro to witnessed rise (1%) in hiring in Jan-Jun 2016

n Among tier ii/iii locations, Lucknow saw over 30% rise in talent demand

n Chandigarh reported 18% rise in demand, Vadodara had 14% rise in demand

n Among states, Karnataka (except bengaluru) saw over 30% rise in demand

n TOP LOCATIONSSmall towns see rise in hiring


Delhi-NCR

Mumbai

Bengaluru

Ahmedabad

Hyderabad

Others

26%

22%

11%

4%

3%

34%

n AREA OF SPECIALISATIONDemand up in retail sales


12%

Retail Sales

Corporate Sales

Channel Sales

Merchandiser

FMCG Sales

Others

6%5%

4%3%

70%


8% Marketing

8% Administration

7% Logistics

40% Others

27% Sales/BD

10% Accounting

simiLAR to Jul-Dec 2015, entry level jobs had maximum share in retail sector but talent demand was sluggish during Jan-Jun 2016. except administration, no top functions reported rise in talent

demand. Retail sales, merchandising, purchasing/sourcing, logistics and facilities management roles were sought after. business management, customer support, HR, iT and quality control professionals were also in demand entry level talent. software specialisation and hospitality roles, which were in demand during Jul-Dec 2015, dropped during Jan-Jun 2016. Customer engagement, relationship management, selling and delivery were also in demand. Among locations, bengaluru was the only location to report a rise in hiring. international locations witnessed major drop in talent demand. Tier ii locations kept up the hiring momentum.

JUNIOR LEVEL[ RETAIL ]

in the present scenario, creating stronger hr capabilities to attract talent is a must. skill sets like communication skills, leadership should be recognised and enhanced through various training programs for career progression.

Anjali Goel,GM-HR, V MART Retail Ltd

HY-II 2016 43


n Counter sales had maximum job share; demand fell by 5% in Jan-Jun 2016

n specialisation in channel sales most sought, posted an increase of over 30%

n specialisation in operations saw 12% rise; demand peaked in mar 2016

n Retail and FmCG sales reported 10% rise in demand in Jan-Jun 2016

n Production/manufacturing/maintenance and packaging saw 5% rise in demand

n sales/bD had highest job share; demand grew by over 30%

n Logistics function with second highest job share saw 3% rise in demand

n iT profiles too claimed significant job share; demand rose by 12%

n Demand for HR professionals was up by 25%; saw 3% rise in Jul-Dec 2015

n After a year of sluggish demand, engineers saw over 30% rise at middle level

n FUNCTIONAL AREADemand grew for sales role

n With maximum job share, international locations posted 30% rise in demand

n Delhi-NCR posted a rise of over 30% in demand; bengaluru saw 4% rise

n Chennai with second-highest job share posted 10% drop in demand

n Lucknow saw 30% rise and Chandigarh reported 18% rise in demand

n Hyderabad saw 29% rise in demand; posted 3% rise in Jul-Dec 2015

n TOP LOCATIONSDelhi-NCR top job hub

n AREA OF SPECIALISATIONHiring for channel sales


International

Chennai

Bengaluru

Pune

Chandigarh

Others

8%

4%

3%

3%

3%

79%


3%

Counter Sales

Retail Sales

Channel Sales

Operations

FMCG Sales

Others

2%2%

2%2%

90%


8% IT/Telecom

6% Retail Services

5% Accounting

58% Others

14% Sales/BD

9% Logistics

miDDLe level accounted for 35 per cent of total jobs in the retail sector across domains and locations. in Jul-Dec 2015, the share was 30 per cent. Channel sales specialists continued

to be in demand in Jan-Jun 2016, just like Jul-Dec 2015 period. Demand was up for most roles at the middle level in retail sector. sales/business development function witnessed the highest rise in demand at middle level. engineers, accounting & finance, business management and administration functions also reported considerable rise in demand of middle level talent in retail sector. similar to trend in Jul-Dec 2015, Delhi-NCR was the best performing metro at middle level while some key Tier ii/iii locations and international locations also clocked significant rise in talent demand at middle level during Jan-Jun 2016.

MIDDLE LEVEL[ RETAIL ]

engineering, operations and business development are most demanded profiles in the hyperlocal space. in

coming months, there is going to be boom in requirements for professionals working on big data tools like hadoop.

Praveen Singh,Director-Marketing, ZopNow.com

HY-II 201644


n specialisation in operations had maximum job share; demand rose by 2%

n Demand in channel, retail and institutional sales went up by over 30%

n FmCG sales posted 20% rise in demand; job share was miniscule

n Financial analysts reported 3% drop; was up by 30% in Jul-Dec 2015

n Demand in production and packaging grew by 8%; job share was negligible

n engineers had maximum job share; witnessed over 30% rise in demand

n Administration function also saw over 30% rise in senior level talent demand

n HR function saw 16% rise; demand grew by 21% in Jul-Dec 2015

n Despite negligible job share, logistics professionals saw 30% rise in demand

n marketing roles posted 30% drop in demand; rose by 15% in Jul-Dec 2015

n FUNCTIONAL AREADemand for engineers and admin roles

n international locations had maximum job share; demand rose by over 30%

n Chennai saw 13% rise; demand dropped in other metros in Jan-Jun 2016

n West bengal with 5% job share reported 9% rise in demand

n Among Tier ii cities, Ahmedabad and Chandigarh saw over 30% demand rise

n bengaluru continued to witness drop and demand dipped by over 30%

n TOP LOCATIONSInternational locations hiring for senior roles


International

Karnataka*

Maharashtra^

Hyderabad

Chennai

Others

10%

7%

7%

6%

4%

65%

n AREA OF SPECIALISATIONDemand in sales specialisations


3%

Operations

Sales/ BD

Production

Marketing/Brand/Product

Other Top Mgmt.

Others

3%2%

2%1%

90%


5% Administration

5% Hospitality

3% Bus. Mgmt

75% Others

7% Engineering

5% Cust. Service

sALes roles were the focus of senior level hiring in retail sector during Jan-Jun 2016. Demand for supply chain, warehousing, material management and plant maintenance also increased in this period.

Financial analysts, which posted significant rise at top level in Jul-Dec 2015, saw demand dip in the first half of 2016. similar to Jul-Dec 2015, support roles had maximum demand at senior level during Jan-Jun 2016 too. Hiring was also up for HR and customer support roles. engineers retained biggest job share and demand went up by over 30 per cent. international locations had the maximum job share and posted highest rise in talent demand for senior professionals. except Chennai, no other metro posted rise in senior professionals demand.

SENIOR LEVEL[ RETAIL ]

skills in demand include store management, merchandising, channel sales and operations. since digital technologies have transformed retail, a huge revolution is expected in retail trends over the next decade.

AG Rao,Group Managing Director, ManpowerGroup India

*Except Bengaluru^ Except Mumbai and Pune

HY-II 2016 45


In the industry, 100% FDI in online retail (goods/ services) with a check on the fluctuating discounts, capping total sales originating from a group company or one vendor at 25% is one of the key policy interventions required”

Game changers in 2016n Humanising technology: Wide use of social media and big Data to spot relevant candidates (active/ passive) enhancing turnaround time, hit ratio, profile suitability and recruiter efficiency/ effectiveness.n Shift to skill-based hiring: This would be prevalent as opposed to work experience-based hiring.n Recruitment marketing: With power shifting into hands of candidates than recruiters, an overhaul from assessment based model to excellence in ‘selling candidates’ is required.

Role of technology in HRn Fast and easy application process which is engaging and user friendly.n Visualisation techniques to provide recruitment agencies with real time data insights, enabling more informed decisions.n Digital profiling which provides holistic insights into the candidate others than the traditional resumes.

n online videos, accounting for > 50% percent of all mobile traffic, video job descriptions are other upcoming trends to attract candidates.

Skills in demandEntry level: market/ sector understanding, negotiation and influencing skills. Focus on customer experience/ delight.Middle level: People management, partner management, planning and forecasting. Senior level: Understanding of the P&L, understanding of different GTms, strong 4P knowledge.

Emerging skillsPartnering as ‘customer advocates’: Understanding customer’s business and be able to set a plan to meet their needs.Problem solving: objectively analysing a problem situation and fixing the root cause.Core technical knowledge: With so much information available around, guiding the customer with relevant and in-depth information. Creating harmony the offline and online (omni-channel) GTm.

Key policy interventionsn 100% FDi in online retail (goods/ services) with tab on fluctuating discounts, capping total sales originating from a group company or one vendor at 25%.n Proposal to expand the scope of equalisation levy to online sales of goods/ services.n ‘make in india initiative’ launched by the central Govt to boost the manufacturing sector.n ‘Digital india’ initiative being executed by the central Govt for e-governance, public internet access program, electronics manufacturing. Digilocker provides great opportunities for this sector.n smart Cities mission requiring iT infrastructure enablement is a boost for the sector again.

Future outlookn Changing consumer behaviour: Consolidation of PC industry but still the offline trade will flourish in india with demand for sales talent.n Surge for technical talent: skills in the Cloud and big Data computing, software-as-a-service (saas), infrastructure-as-a-service (iaas).n Shift towards hand held devices: Recruitment demand for smart connected devices selling (volume selling due to thin margins).

People who can partner as ‘customer advocates’ will be in demand

RETAIL INTERVIEW Rohit Sandal HR Director, Lenovo india

HY-II 201646


Use of crowdsourcing

CROWDSOURCING THE HIRING PROCESS PICKS PACE Of the organisations that have used crowdsourcing, more than 60 per cent have been highly satis�ed with the results while 48 per cent feel it has been bene�cial in sourcing talent

The big bene�ts

Hurdles in crowdsourcing

Lack of skills /expertise

38%

Recruitment58%Employee engagement & communication24%

Training & development 10%

Workforce planning8%E�ciency of the process

35%

Cost -e�ective27%

Ease of use and engagement

19%

72%

Hiring/sourcing48%

Ideas, innovation and

feedback

26%

say it will grow at a fast pace

Legal /regulatory hurdles

25%Budgetary constraints

24%Lack of acceptance from the mangement

13%

Future of outsourcing

Limita

tions

of ou

tsourcing

Where is it most useful?

23%say it will grow

at a slow pace

5%

will lose pace

Time consuming40%

30% Managing process

HY-II 2016 47


THe automobile industry saw a stable hiring trend during Jan-Jun 2016. may witnessed the maximum rise in talent demand (14 per cent)

while Apr and Jun saw sluggish hiring. The sector reported an average 2 per cent rise in the may and Jun 2016. Currently, job opportunities for engineers, business management and production, manufacturing and sales professionals are many. specialisations in channel, corporate, technical sales, taxation, audit, software, quality assurance and financial analysis are in demand. The second Automotive mission Plan 2016-26 (AmP 2026) by siAm reveals that the indian automotive industry is expected to grow 3.5 - 4 times of the current value of UsD 74 billion to UsD 260-300 billion. it also anticipates india to be among the top three automotive industries in the world and contribute over 12 per cent to india’s GDP while generating 65 million more jobs. With manpower needs, the focus will be on training and skilling the new workforce, ancillary and auto components sector.

Engineering graduates with design and software skills in demand

Market Average and Demand

100

92.5

85.0

77.5

70

8179

82

83

Jan 16 Jun 16

Demand

Market Average

n Demand was high for sales specialisations, especially channel, corporate and technical sales

n Fresh engineering graduates saw rise in demand; experienced staff sought for support functions

n opportunities in business management grew; R&D, design to gain more focus in coming months

n skills in production and manufacturing sought at entry level, software skills wanted at mid level

n metros had most jobs at junior and middle level while small cities saw huge demand for senior professionals

KEY TAKEAWAYS

AUTOMOBILE

HY-II 201648


n max job share for production/manufacturing/maintenance; demand rose 30%

n With 6% job share, automobile engineers reported 4% rise in demand

n Design engineers saw 10% rise in demand; channel sales saw 8% rise

n Corporate sales posted 30% rise in demand at junior level in Jan-Jun 2016

n specialisation in taxation, audit and risk witnessed 12-14% rise in demand

n engineers clocked 35% job share but their demand grew by 9%

n Accounting & finance saw 3% rise in demand with 7% job share

n sales/bD with second highest job share saw stable demand in Jan-Jun 2016

n HR and iT professionals saw an average 23% rise in demand at junior level

n Logistics saw 10% rise in demand; administrative profiles posted 5% rise

n FUNCTIONAL AREAHiring rises for engineers

n Delhi-NCR had biggest entry-level job share; demand rose by 4%

n Pune with second highest job share posted 3% drop in demand in Jan-Jun 2016

n Hyderabad saw 4% rise in demand; 9% rise in Ahmedabad

n Punjab grabbed 2% job share and witnessed over 30% rise in demand

n Despite negligible job share, Chandigarh posted 15% rise in talent demand

n TOP LOCATIONSDelhi generates maximum jobs


Delhi-NCR

Pune

Mumbai

Bengaluru

Chennai

Others

20%

11%

9%

8%

6%

46%

n AREA OF SPECIALISATIONDemand up in production


8%


Maintenance

Engineering

Design Engineering

Corporate Sales

Channel Sales

Others

6%5%

5%4%

72%


7% Accounting

7% HR/PM/TD

6% Administration

29% Others

35% Engineering

16% Sales/BD

simiLAR to the trend of Jul-Dec 2015, demand for talent grew across support functions in Jan-Jun 2016. HR, iT, legal and logistics professionals reported huge rise in demand during this period.

specialisations in production, manufacturing, maintenance saw increase in job share as well as demand at junior level in the automobile sector. sales specialisations also saw significant rise in demand. specialisation in audit and risk and taxation also continue to see rise in demand at entry level in the automobile industry. business management, consultants also reported increased demand at junior level in Jan-Jun 2016. Delhi-NCR, bengaluru, mumbai, Chennai and Pune accounted for nearly 54 per cent of entry level jobs in the industry. However, Tier ii/iii locations saw increased demand for junior level staff in the sector during Jul-Dec 2015.

JUNIOR LEVEL[ AUTOMOBILE ]

Talented product development specialists, sales and marketing professionals will always be in demand in the automobile sector. we are also looking for qualified and experienced analytics professionals.

Gangapriya Chakraverti, Director-HR, Ford Global Business Services

HY-II 2016 49


n Despite negligible job share, design engineers saw over 30% rise in demand

n With 4% job share, channel and retail sales reported 20% rise in demand

n Corporate sales witnessed 16% rise in demand; job share was 3%

n manufacturing engineers saw 15% rise in demand in Jan-Jun 2016

n software and quality assurance engineers saw 30% rise in demand

n Logistics professionals had highest job share and saw over 30% rise in demand

n sales/bD saw increased demand with over 30% rise in Jan-Jun 2016

n Demand for iT and electronic engineers saw 30% rise at middle level

n marketing profile saw 17% rise in demand; job share was miniscule

n Despite claiming 4% job share, business management role saw 30% drop

n FUNCTIONAL AREAMost jobs in logistics

n international locations had maximum job share; demand rose by 25%

n Delhi-NCR and mumbai saw over 30% rise in demand in Jan-Jun 2016

n Chennai posted 24% rise in talent demand at middle level

n Hyderabad over 30% rise in demand; grew by 4% in Jul-Dec 2015

n Pune posted rise (23%) after witnessing a year-long slowdown in 2015

n TOP LOCATIONSHiring up in metros

n AREA OF SPECIALISATIONDesign skills required


International

Delhi-NCR

Bengaluru

Chennai

Mumbai

Others

16%

8%

4%

4%

4%

64%


5%

Sales/ BD

Channel Sales

Retail Sales

Corporate Sales

Engineering/Manufacturing

Others

4%4%

3%2%

82%


7% Sales/BD

4% Accounting

4% Bus. Mgmt

69% Others

8% Logistics

8% BFSI

ToTAL job share at middle level increased sharply in the automobiles/auto ancillaries industry during Jan-Jun 2016 as compared to Jul-Dec 2015. Along with rise in jobs, middle level

professionals also witnessed rise in demand across key functions, locations and specialisations. Customer support had been the focus for automobile companies since last year and it continued to rise in Jan-Jun 2016 too. sales specialisations were most sought in this time, akin to the trend in Jul-Dec 2015. skills in quality, design and manufacturing were sought at the middle level in the automobile sector in Jan-Jun 2016. As opposed to the trend in Jul-Dec 2015, demand for middle-level talent rose across major metros and states. international locations seized maximum jobs share and had substantial hike in demand for middle level candidates.

MIDDLE LEVEL[ AUTOMOBILE ]

emerging skills are in the areas of electronics, thermal systems, safety,

vehicle dynamics, battery systems, hybrid, advance vehicle engineering and

advance technology systems.

Rajeshwar Tripathi,Chief People Officer (Automotive & Farm

Equipment Sectors), Mahindra and Mahindra Ltd

HY-II 201650


n operations/customer care had maximum job share;10% rise in demand

n Channel sales saw over 30% rise in demand at senior level

n Technical sales saw 15% rise in demand; grew by over 30% in Jul-Dec 2015

n Project management and financial analysts role saw 19% rise in demand

n Demand in plant maintenance dropped by 5%; grew by 7% in Jul-Dec 2015

n Legal/law function had maximum job share; demand was stable

n business management roles clocked maximum rise in demand (over 30%)

n sales/bD saw 20% drop; demand up by over 30% in Jul-Dec 2015

n iT profile also reported 20% drop in demand; was up by 30% in Jul-Dec 2015

n electronic engineers saw 30% rise in demand in Jan-Jun 2016

n FUNCTIONAL AREADemand in business management

n Despite maximum job share, Ahmedabad saw over 30% drop in demand

n With 6% job share, international locations saw over 30% rise in demand

n indore also posted over 30% rise in demand; job share was 4%

n Vadodara posted 22% rise; demand grew by 12% in Jul-Dec 2015

n Kerala had most jobs while West bengal saw highest demand (30%)

n TOP LOCATIONSMore demand in small cities


Ahmedabad

International

Hyderabad

Kerala

Vadodara

Others

6%

6%

3%

3%

3%

79%

n AREA OF SPECIALISATIONHiring for channel sales


5%

Operations/Customer

Sales/ BD

Channel Sales

Institutional Sales

Retail Sales

Others

4%3%

3%3%

82%


3% Bus. Mgmt

3% Retail Services

1% Accounting

85% Others

4% Legal/Law

4% Electronics

seNioR roles noted increase in job share, though demand was very low for professionals with more than 10 years experience. They were mostly sought for support roles, sales-related specialisations and

operational roles in Jan-Jun 2016. business management professionals were most in demand at senior level in the automobile sector. Demand for logistics and supply chain profiles remained sluggish, as was the trend in Jul-Dec 2015 too. other key functions such as marketing, accounting & finance continued to report a drop in demand in Jan-Jun 2016. engineers at senior level saw stable demand during the period. Unlike Jul-Dec 2015, when metros were the top job hub hiring activity for senior professionals grew in small cities and international locations in the sector in Jan-Jun 2016. maharashtra (except mumbai, Pune) was the best performing state.

SENIOR LEVEL[ AUTOMOBILE ]

as economy picks up, the industry is bound to do much better especially when large infra projects take off. it will open up vistas for professionals in oems (automotive companies) or with dealers & authorised service centers.

Gajendra Chandel,CHRO, Tata Motors

HY-II 2016 51


The most important question is: does the candidate fit within our company’s value system - freedom to act, for one another, trust and passion - and does the company fit within his culture?”

Game changersincreasing digitalisation has brought in a completely new dynamics at workplace. The logic of having digitally connected world is creating a major impact on industrial production, the vehicle and thus on mobility as a whole. This development will present both opportunities and challenges – even for the recruitment process. one of our priorities for recruitment is to identify and connect with the right target groups quicker and in an interactive manner. social networks will become more relevant as the preferred recruitment platforms.

Role of technology in HRAs a successful global team, we must be agile, passionate and pioneering in all endeavours. The role of human relations is to enable the global team to take advantage of opportunities created by digital transformation. in doing so, HR will ensure that our organisation, corporate culture and employees are in the best shape to successfully deal with future changes.

Skills in demandn The most important question will be: does the candidate fit within our company’s value system - freedom to act, for one another, trust and passion - and does the company fit within his? That is a crucial skill relevant across all levels, which we describe as ‘The best Fit’ within Continental.n image processing, Python, radar, calibration, vehicle safety and control function are some key technology skills we are looking for at the entry and middle level. in general, there is a demand for engineers passionate about automotive technology with a research mindset. n At senior level, we look for the ability to look ahead of the curve, to be willing to take calculated risks and drive change.

Compensation trends At Continental, we believe in going beyond the monetary aspects; we speak not only to the employees’ mind but to their hearts. We know that we have to provide people with the right opportunities internally, regardless of geographical constraints. on the compensation front, we are well aligned with the market trends.

Emerging skillsThe digital transformation in our industry is paving way for quicker flow of information. This is changing the way we do business. At Continental, we identify four main management areas which are critical to our success: diversity, flexibility, learning and leadership. We will promote diversity, as it is a key determinant of our future success. We will provide opportunities for flexible working conditions because we want to offer our employees the best conditions to develop their skills. We will also offer our employees the possibilities for lifelong learning, because in the digital world we speak of restructuring knowledge in every two years. We will develop our leaders to inspire and motivate their employees. We look for people who bring skills and abilities to grow with us in this challenging environment.

Future outlook We must harness digitalisation appropriately, especially in regard to the young generation. They want to work in an environment which offers networking, development and flexibility. Continental’s Career survey 2015 shows that young people want to be virtually mobile but at the same time locally attached.

Digitalisation will become part of internal talent management programs

AUTOMOBILE INTERVIEW Claude d’Gama Rose Managing Director, Continental Automotive india

HY-II 201652


HR ALERT: BIGGEST RECRUITMENT BLUNDERSUnclear job descriptions, sticking to old hiring methods and ignoring cultural �tment biggest hiring blunders

Using wrong approach

Not culturally aligned

No skill-salary balance

Vague JDs

Unresponsiveness

hiring managers feel reporting managers are unable or unwilling to hire people who seem more competent than them66%

hiring managers feel many reporting managers focus on work-related competency than the motivation and drive to do the job48%

Have you ever hired a candidate who wasn’t the best �t for the job?

62%38%

YesNo

Which is the most common approach you follow to hire talent?

Do you tend to ignore the signi�cance of cultural �tment while hiring?

Traditional hiring methods – 38%New-age hiring techniques – 55%Experiment with creative recruiting ways – 7%

Yes, since there is urgency to hire – 40%Yes, it doesn’t seem that important – 13%

We assess cultural �tment while hiring – 47%

Yes – 45%No, not always – 50%

Never – 5%

Yes, most times since the budget is �xed – 60%Yes, but we negotiate if they are the best �t – 22%No, for the right talent there is no upper limit – 18%

Yes – 65%No – 35%

Do you hire a candidate because they �t into your package?

Do job descriptions explain the role in detail forthe job?

Do you respond to every job application, even if it is rejected?

HY-II 2016 53


THe healthcare and pharmaceutical industry witnessed stable rise in talent demand in Jan-Jun 2016. The sector posted an average

1 per cent rise in Jan-mar 2016. Hiring posted maximum rise in demand in Feb 2016, post that it reported an average 7 per cent drop in mar-Apr 2016. opportunities for doctors and medical professionals was high at the middle level and support functions are desired at junior and senior levels. Job share was maximum for professionals with 2-5 and 5-10 years of experience. With the healthcare industry seeing a robust growth trajectory, workforce in the sector is expected to be at 7.4 million in 2022 says a report by FiCCi-KPmG. The report further states that the healthcare sector impacts the country’s GDP through various routes. it is also one of the largest sectors in india in terms of employment generation. With appropriate investments, the sector is expected to further increase the employment rate and positively impact the country’s GDP, says the report.

Jobs increase for doctors and medical professionals

Market average and demand110

100

90

80

70

85

79

90

83

Jan 16 Jun 16

Demand

Market Average

n Doctors and medical professionals had most job share at the entry and middle level

n medical writers, paediatrics, cardiologists and physiotherapist were sought after specialisations

n opportunities continued to grow in this time frame in logistics, sales and biotechnology

n Technology roles were in demand at middle and senior levels, the demand was sluggish in senior level

n metros claimed maximum job share at entry level; international locations at middle level

KEY TAKEAWAYS

HEALTHCARE/PHARMA

HY-II 201654


n Healthcare sales, medical/pharma had maximum job share

n Demand for specialisation in pharma rose by 28% in Jan-Jun 2016

n specialisation in nursing reported 15% rise in demand

n Demand for clinical research was up by 25%; job share was 3%

n medical representatives posted 10% rise in demand in Jan-Jun 2016

n Doctors, medical professionals had major job chunk, saw demand drop by 3%

n business management saw 8% rise in demand; grew by 11% in Jul-Dec 2015

n sales/bD with second highest job share saw 1% rise in demand

n Hospitality professionals witnessed over 30% rise in demand at entry level

n Logistics profile reported 10% rise in demand in Jan-Jun 2016


n Despite maximum job share mumbai saw stable demand in Jan-Jun 2016

n Lucknow saw 18% rise in demand; job share was miniscule

n indore and Jaipur saw 9% rise; 4% rise in Vadodara in Jan-Jun 2016

n international locations posted 11% drop in demand; saw 17% rise

n Delhi-NCR with 15% job share reported 3% drop in demand

n TOP LOCATIONSJob grows in small cities


Mumbai

Delhi-NCR

Bengaluru

Hyderabad

West Bengal

Others

17%

15%

10%

7%

6%

45%

n AREA OF SPECIALISATIONDemand in pharma


5%

Healthcare Sales

Clinical Research

Quality Control

Medical Representative

Medical/ Pharmacuticals

Others

4%3%

2%2%

83%


14% Pharma/R&D

6% Administration

6% Engineering

29% Others

30% Doctors/Nurses

15% Sales/BD

WHiLe junior level job share dipped, talent demand was steady, especially for support roles in Jan-Jun 2016. business management, hospitality, logistics and customer care

professionals had significant rise in demand at entry level in healthcare and pharmaceuticals sector. However doctors, nurses, medical professional and biotechnology, pharmaceutical profiles reported drop in demand, despite claiming significant job share. specialisation in nursing, pharmaceutical and clinical research and analytical chemistry saw demand rise at junior level. Tier ii and iii locations had increased talent demand at junior level. Unlike Jul-Dec 2015, international locations witnessed decline in both job share and demand for entry-level talent. even with negligible job share, Chattisgarh, Rajasthan and Uttarakhand posted rise in talent demand.

JUNIOR LEVEL[ HEALTHCARE/PHARMA ]

considering the high attrition rate in healthcare industry, the sector will give opportunities to freshers in sales, lab operations, pharmacy, radiology etc. though the qualification and eligibility criteria follows respective specialisation.

Debjani Roy,Chief People Officer, SRL Diagnostics

HY-II 2016 55


n biotech and R&D with 2% job share saw 10% rise in talent demand

n surgeons reported 20% rise in demand in Jan-Jun 2016

n Demand for research scientists grew by 15%; job share was minuscule

n Paediatrics and medical representatives saw 12% rise in demand

n Physiotherapists posted 10% rise in demand in Jan-Jun 2016

n Doctors, medical professionals most number of jobs, demand up by 30%

n Logistics with second-highest job share reported 30% rise in demand

n iT professionals posted 9% rise in talent demand at middle level

n Quality/process control saw 24% rise; job share was 2%

n biotech professionals saw 13% rise in demand in Jan-Jun 2016

n FUNCTIONAL AREAJobs for doctors

n international locations with maximum job share saw over 30% rise in demand

n With 4% job share, Chennai reported over 30% rise in demand

n Delhi-NCR posted 14% rise in demand; mumbai saw 10% rise

n bengaluru reported 2% drop in demand; Hyderabad saw 30% rise

n Among Tier ii locations, Ahmedabad posted 30% rise; job share was negligible

n TOP LOCATIONSDemand up in Chennai

n AREA OF SPECIALISATIONDemand up across specialisations


International

Delhi-NCR

Chennai

Bengaluru

Hyderabad

Others

9%

5%

4%

4%

4%

74%


3%

Biotech/R&D

Radiology

Critical Care

Pediatrics

Medical

Others

2%2%

2%2%

90%


8% IT/Telecom

6% Administration

7% Accounting

49% Others

20% Doctors/ Nurses

10% Logistics

ResembLiNG the trend in Jul-Dec 2015, talent demand was up across various specialisations at middle level during Jan-Jun

2016 in the healthcare sector. Doctors, nurses and medical professionals clocked maximum job share, along with a significant rise in demand. similarly, logistics professionals claimed a high job share and talent demand was also buoyant. There was demand for accounting, finance, biotechnology, business management, medical writers and HR professionals in the sector. in analysis by area of specialisation, demand grew for surgeons, research scientists, medical imaging and technical sales experts. Jobs increased in international locations and so did the talent demand. Delhi-NCR too claimed significant jobs but talent demand was also noteworthy. Chennai was the best performing metro at middle level.

MIDDLE LEVEL[ HEALTHCARE/PHARMA ]

in this industry, emerging skills which will be game changers are strategists,

big data analytics, r&d, quality, regulatory and iT skills. at middle level,

there will be demand for manufacturing, quality and marketing profiles.

Prem Singh,President – Global Human Resources, Wockhardt

HY-II 201656


n surgeons clocked maximum job share; demand grew by 20%

n Paediatrics, anaesthetists reported 16% rise in demand

n Cardiologists witnessed 10% rise in demand in Jan-Jun 2016

n medical writers posted 17% rise in demand; job share was negligible

n Demand fell for ophthalmologists by 3%; was up by17% in July-Dec 2015

n business management had maximum job share; demand dropped by 6%

n Quality control saw 20% rise; posted 5% drop in demand in Jul-Dec 2015

n biotechnology posted 20% drop in demand; grew by 30% in Jul-Dec 2015

n iT profiles saw 10% rise; medical writers posted over 30% rise

n Accounting & finance also saw over 30% increase in talent demand

n FUNCTIONAL AREAQuality control profiles sought

n West bengal claimed most jobs; demand fell by over 30%

n maharashtra posted over 30% rise in demand; job share was 2%

n bengaluru and mumbai reported 20% drop in demand in Jan-Jun 2016

n Among tier ii locations, Lucknow saw 30% rise, Vadodara 25%

n international locations with second highest job share saw 4% drop in demand

n TOP LOCATIONSMaharashtra tops demand


West Bengal

International

Chennai

Vadodara

Tamil Nadu*

Others

8%

7%

4%

4%

4%

73%

n AREA OF SPECIALISATIONSurgeons in demand


5%

Surgery

Top Mgt

Pediatrics

Anaesthetist

Factory Head

Others

3%2%

2%2%

86%


4% BFSI

3% Logistics

2% Doctors/Nurses

81% Others

5% Bus. Mgmt5% Hospitality

THe job share at senior level improved compared to Jul-Dec 2015, but demand was slow in the healthcare and pharmaceutical industry during Jan-Jun 2016. The demand was sluggish for

both core and support roles. business management, consultants claimed maximum job share, however the demand fell. The job share for doctors, nurses and medical professionals dropped and demand dipped by over 30 per cent. surgeons, paediatrics, cardiologists and medical writers were in demand from mar 2016 onwards. Accounting, iT and quality control/assurance were the most in-demand functions in this period. West bengal clocked most jobs, but the demand was stunted. Delhi, the job hub in Jul-Dec 2015, reported drop in talent demand. While Chennai saw stable demand, hiring was muted in international locations at senior level.

SENIOR LEVEL[ HEALTHCARE/PHARMA ]

with the emergence of numerous tech healthcare startups, the hiring in this space will see fair amount of rise in the number of healthcare jobs. The challenge is just to attract talent with good skills and retain that talent.

Kumar S. Krishnaswamy,Group Head- HRD, Medwell Ventures

*Except Chennai

HY-II 2016 57


Organisations are now look-ing at a long term strategic collaboration with their R&D partners and this has given rise to demand for new skills like data man-agement, understanding of regulatory filing procedures, biologics and large mole-cule R&D”

Game changersn Focus on expanding our talent search horizon geographically i.e. within and outside india, as well as functionally i.e. not just in the conventional skill sets like chemistry but also in newer areas like biology and biologics. n For this, every organisation needs to answer four fundamental questions - how to balance demand and supply and develop internal hiring strategy? How can data help in decision making for recruitment? How do we increase visibility of vacancies with reduced spends on advertising? How to make use of technology and enhance our reach and specifically look at social media or mobile friendly recruiting platforms?

Role of technology in HRn Technology plays a vital role in reaching out and tapping talents across the globe as these talents are widespread in india, europe and Us. The key is using innovative recruiting tools to power the hiring process.n it is said, “engagement is the new

sourcing channel”. The people aggregators have become increasingly prevalent and social media plays a crucial part in that.n The use of virtual set up like webex, video-conferencing and video meetings are influencing the recruiting activities.n For us to hire effectively and efficiently, a fantastic and robust applicant tracking system does the job seamlessly.

Skills in demandEntry level: Chemistry, biotech, biology and scientific skills related to R&D.Middle level: scientific talent, good credentials, client interaction, leadership skills and execution of strategy.Senior level: strategic and leadership competencies, business acumen and adapting to global culture and language. As a leading CRo with a global client base (>95% of our revenues come mainly from the Us and europe). At the middle and senior levels, we also look at excellent ‘global business skills’, cultural awareness and understanding across geographies and excellent communication skills in addition to strong technical skills.

Compensation trends We benchmark the compensation levels both within our own industry as well as with other allied industries. our overall compensation levels are growing in-line with the overall business growth. We aim to set our compensation levels above the industry average while being selective about who we recruit.

Emerging skillsToday, globally there is an increasing trend towards outsourcing R&D activities to specialised CRos as organisations look at maximising their R&D productivity. The CRo industry plays an important role in the value chain of their clients and there is a constant need for discovering new molecules and researching for sustainable solutions for critical diseases in a cost effective manner. The skills required are related to research, development capability, process knowledge and analytics.

Future outlookindia is emerging as a favourable destination for outsourcing research and manufacturing services. The primary levers are quality education to produce employable talent, advanced pharmaceutical knowledge, skills and accelerated development of talent base within the industry.

Compensation levels are growing in-line along with the industry

HEALTHCARE/PHARMA INTERVIEW Dola Mukherjee Head-HR, Syngene international, a subsidiary of Biocon

HY-II 201658


WHICH SKILLS TO PUT ON RESUME TO GET YOUR DREAMJOB?You get only about a minute of recruiter’s time for your resume, you must know what skills to put there to grab his attention and get the job. A survey of 690 recruiters and hiring managers highlights the key competencies they scan for.

What do you scan �rst in a resume?

Which skills are most important

to a recruiter while hiring a

candidate?

What are the common listed

skills in a resume?

Which are the top most desired

skills by recruiters? 45%

Skills

23%Experience

15%Quali�cations

2%Personal details

5%Rewards &

recognitions

10%Achievements

35%Communication skills

30%Leadership skills

26%Teamwork/

collaboration Skills

22%Analytical skills

20%Adaptability skills

17%Strategic thinking

skills

Non-technical/soft skills

60%

Technical/domain skills

40%

3 out of 5 skills listed in non-tech job resumes have basic soft skills2 out of 5 skills listed in tech job resumes have basic soft skills

Basic/soft skills 70%

Technical skills

30%

HY-II 2016 59


THe indian petrochemical and oil & gas industry witnessed an average 2 per cent drop in talent demand in Jan-Jun 2016. Hiring was sluggish during the first

four months of 2016, it picked up pace in may and Jun 2016. Demand for talent was highest in Jun (3 per cent). The Hydrocarbon sector skill Council (HssC), set up by the Government of india under skill india initiative, plans to train over 1.9 million people in this sector over next decade. This hints at a rising need for trained manpower. The RecruiteX report for Jan-Jun 2016 also shows increased demand for professionals in this vertical. in terms of location, metros retained demand for experienced staff and entry level candidates witnessed more jobs in Tier ii and iii locations. Jobs are anticipated to come up in North-eastern states in times ahead with the release of the Hydrocarbon Vision 2030 for North east india, which aims at leveraging the north-eastern region’s hydrocarbon potential and facilitate economic development by involving local population in the economic activities in this sector.

Engineers across all specialisations sought at mid and senior level

Industry average and demand100

87.5

75.0

62.0

50.0

79

64

83

71

Jan 16 Jun 16

Market Average

Demand

n engineers’ job share was almost 50% at junior level; demand was up at middle and senior level

n Junior level continue to claim maximum job share, but demand was sluggish

n similar to Jul-Dec 2015, middle and senior level saw highest demand in most profiles

n Plant management, production, maintenance and oil & gas saw significant demand rise

n small cities had highest demand at junior level, metros and big cities had most middle and senior level jobs

KEY TAKEAWAYS

PETROCHEMICALS/OIL & GAS

HY-II 201660


n oil & gas specialists claimed maximum job share; demand grew by 7%

n Plant management specialists posted over 30% rise in demand in Jan-Jun 2016

n Corporate sales posted 20% rise in demand; channel sales saw 5% drop

n Quality assurance specialists posted 17% rise; up by 7% in Jul-Dec 2015

n software engineers, with negligible job share, saw 25% rise in demand

n engineers had most jobs (47%) at middle level; demand dropped by 4%

n sales/bD with second highest job share saw over 30% rise in demand

n iT professionals saw 18% rise in entry level demand in Jan-Jun2016

n Customer support saw 1% rise; demand grew by over 30% in Jul-Dec 2015

n Core oil & gas verticals posted 10% rise in demand; up by 16% in Jul-Dec

n FUNCTIONAL AREAJobs for engineers

n Despite maximum job share, demand dropped in mumbai by 1%

n Lucknow posted maximum (26%) rise in demand at entry level

n Delhi-NCR with second highest job share reported 1% drop in demand

n bengaluru was the only metro post rise (4%) in demand at entry level

n Chandigarh saw 13% rise in demand; international locations posted 4% rise

n TOP LOCATIONSDemand up in small locations


Mumbai

Delhi-NCR

International

Pune

Bengaluru

Others

18%

14%

9%

6%

5%

48%

n AREA OF SPECIALISATIONPlant management skills in demand


8%

Oil & Gas


Maintenance

Engineering


Plant Maintenance

Others

5%5%

3%3%

76%


8% Accounting

8% Quality Control

4% HR/PM/TD

20% Others

47% Engineering

13% Sales/BD

mUCH like the trend in Jul-Dec 2015, engineers took most share in job postings at junior level in petrochemical/oil & gas industry during Jan-Jun 2016. However, their demand

fell during the same period. Demand was highest for sales/business development roles during Jan-June 2016. specialisations in oil & gas, quality assurance, corporate sales were sought at entry level in this period. Unlike the trend in Jul-Dec 2015, demand rose for junior level jobs in production/manufacturing/maintenance specialists in petrochemical sector in Jan-June 2016. Plant management skills were sought after at junior level. Demand trends in location-analysis followed the same trend as in Jul-Dec 2015 with mumbai claiming biggest job share but not registering growth in talent demand. Tier ii cities were top performing locations.

JUNIOR LEVEL[ PETROCHEMICALS/OIL & GAS ]

There is difference between the skills taught on campus and those required for the job. These skills could be technical or managerial. There is a great need for campus - industry partnership so that the industry has the right manpower.

Harsh Bhosale,Head – HR, Essar Oil

HY-II 2016 61



Mumbai

International

Delhi-NCR

West Bengal

Ahmedabad

Others

12%

12%

10%

5%

5%

56%

n oil & gas specialisation saw maximum job share, over 30% rise in demand

n engineers with second highest job share also reported over 30% rise in demand

n Channel and corporate sales saw 23% rise; grew by over 30% in Jul-Dec 2015

n Project management saw 7% drop; was up by 30% in Jul-Dec 2015

n Demand for plant maintenance was up by 22% in Jan-Jun 2016

n sales/bD with maximum job share saw over 30% rise in demand

n Despite decline in job share, engineers reported 15% rise in demand

n Logistics profile with second highest job share saw 8% rise in demand

n HR and iT professionals posted over 30% rise in demand

n Front office profile saw 13% rise in demand; marketing posted 1% rise

n FUNCTIONAL AREASales professionals sought

n mumbai and international locations claimed maximum job share

n All four metros posted over 30% rise in demand during Jan-Jun 2016

n international locations and Hyderabad reported 30% rise in talent demand

n Pune posted 20% rise in demand; Vadodara saw 29% rise in Jan-Jun 2016

n Among states, Gujarat (except Ahmedabad and Vadodara) continued to lead

n TOP LOCATIONSHiring up across key job hubs

n AREA OF SPECIALISATIONDemand up in core oil & gas vertical


5%

Oil & Gas

Engineering

Channel Sales

Corporate Sales

Project Management

Others

4%4%

4%4%

79%


4% Bus. Mgmt.

3% Accounting 3% Marketing

43% Others

38% Sales/BD

9% Logistics

miDDLe level professionals accounted for nearly 30 per cent of total job postings in the petrochemical/oil & gas sector in Jan-Jun 2016. Demand was high across core specialisations.

Among functions, support functions reported increased demand, contrary to the trend in Jul-Dec 2015 when core roles ruled middle level demand in this sector. sales roles with maximum job share also claimed highest rise in talent demand at middle level in Jan-Jun 2016. Among locations, demand was high across most major job hubs. mumbai and international locations claimed the most number of jobs and also reported significant rise in demand during Jan-Jun 2016. Among states, talent demand peaked in Gujarat (except Ahmedabad and Vadodara), while Karnataka (except bengaluru) posted a drop.

MIDDLE LEVEL[ PETROCHEMICALS/OIL & GAS ]

hiring will see growth of 5-10% as this industry faces pressure due to

falling oil prices. demand will be for process, structural and electrical

design engineers, technical sales, geologists, Qa and procurement.

Sunil Goel,MD, Global Hunt

HY-II 201662


n Production/maintenance claimed the maximum job share; demand up by 20%

n electrical, civil, and mechanical engineers saw over 30% rise in demand

n Quality control witnessed 10% rise; demand grew by 30% in Jul-Dec 2015

n Demand in operations and channel sales went up by 15% in Jan-Jun 2016

n Demand in plant maintenance fell by 21%; was up by 30% in Jul-Dec 2015

n iT professionals claimed maximum job share and over 30% rise in demand

n engineers and sales/bD also saw over 30% demand rise in demand

n business management posted 6% rise in senior level talent demand

n Quality assurance and oil & gas function saw 4% rise in demand

n marketing profiles posted 10% drop; was up by 14% in Jul-Dec 2015

n FUNCTIONAL AREASenior tech professionals sought

n Pune claimed maximum job share; demand was up by over 30%

n Delhi-NCR and bengaluru too clocked over 30% rise in talent demand

n Chennai saw 25% rise in talent demand at senior level in Jan-Jun 2016

n With 5% job share, international locations posted 30% rise in demand

n After being top performing state in 2015, West bengal saw 30% drop

n TOP LOCATIONSMost jobs in big cities


Pune

Bengaluru

Chennai

International

Maharashtra*

Others

37%

19%

5%

5%

2%

32%

n AREA OF SPECIALISATIONEngineering specialisations in demand


6%


Maintenance

Plant Maintenance

Civil


Quality Control

Others

5%5%

4%3%

77%


2% BFSI

2% Bus. Mgmt

1% Engineering

32% Others

32% IT/telecom

31% Sales/BD

eNGiNeeRs, sales/business development, iT and HR professionals saw considerable rise in demand at the senior level in Jan-Jun 2016. iT professionals had 32 per cent job share at senior level, followed

by sales/bD with 31 per cent share. Accounting and finance roles saw increased talent demand at senior level in this period. in specialisation, production/manufacturing/maintenance, electrical/electronic, civil and mechanical topped the demand scene at senior level in Jan-Jun 2016. The highest number of jobs for senior talent was in Pune, followed by bengaluru in Jan-Jun 2016. Demand was up for metros, except mumbai. international locations posted considerable rise in demand at senior level in the petrochemical sector. Among states, Gujarat (except Ahmedabad, Vadodara) posted considerable rise in job share and talent demand.

SENIOR LEVEL[ PETROCHEMICALS/OIL & GAS ]

india is the fourth largest consumer of crude oil and petroleum products globally. recruitment will pick up pace. we expect demand for engineers to go up especially in mechanical, subsea and offshore specialisations.

Kamal Karanth,MD, Kelly Services and Kelly OCG

*Except Mumbai and Pune

HY-II 2016 63


Hiring entry level talent from premier universities within India and globally to build organisation capa-bility will be the differen-tiator. Recruiters are now becoming more as advisors to business rather than just being sourcing specialists”

Game changers n social media and use of innovative technology and tools in recruitment will be the game changer in recruitment for 2016. n Job portals, networking platforms and talent networks will continue to be used by recruiters and will emerge as a powerful tool to access talent globally. n For HR leaders, quality rather quantity will be an important metric for companies to track. in our industry particularly, where we do not hire lateral talent in a big way, getting the right quality of hires right is an important goal. n Hiring entry level talent from premier universities within india and globally to build organisation capability will be the differentiator. n Lastly, recruiters are now becoming more as advisors to business rather than just being sourcing specialists.

Role of technology in HRn Technology will continue to play a big role in HR and will be used across

the entire life cycle of an employee right from recruitment to onboarding to performance appraisal and exit process in the organisations, globally. n Using technology to simplify HR processes will be the key. HR process apps will make a big way as more and more working professionals are available on smart phones. in recruitment particularly, organisations are moving to Application Tracking systems (ATs) to bring greater efficiencies in their hiring process.

Skills in demandEntry level: Talent in engineering and mining streams who are team player and have analytical skillsMiddle level: We look for talent with team management skills and have domain expertiseSenior level: We look for talent with business acumen, strategic bent of mind, stakeholder management, building the brand and global experience

Compensation trends Entry level: 10-12%Middle level: 9-10%Senior level: 8-9%Premium/high paid profiles: For premium/high paid functions/roles 12 -15% increment, including corrections and promotions for deserving talent is expected.

Emerging skillsn Corporate finance, m&A and skills focused on unlocking shareholder valuen innovation and technologyn exposure to global markets is a skill which gives organisations access to global best practices and benchmarking and thus it will be among the desired skills while hiring future talent.

Future outlookn in the petrochemicals/oil and gas sectors, organisations will continue to build talent from within. They will do this by developing and nurturing their top talent and giving them internal career growth opportunities. n Another focus area for HR managers would be campus recruitment. This will be a big part of the pie in the overall hiring needs of the organisation. n And of course, niche skills will continue to be hired and command premium. n Companies would focus on building capability and getting ready for future.

Organisations will focus on developing and nurturing talent from within

PETROCHEMICALS/OIL & GAS INTERVIEW Madhu Srivastava Group Head-TA, Diversity & inclusion, Vedanta

HY-II 201664


WHY THEY HATE THEIR JOBS?60% employees said they hate their current jobs, almost 50% of these employees attribute their dissatisfaction with work to people-related matters at workplace which includes bad managers, annoying co-workers and disengaged teams.

PERSONNEL SELECTION

PERSONNEL SELECTION

THE PEOPLE

THE JOBTHE LOGISTICS

50% 30% 20%The people The job The logistics

60%No

40%Yes

Do you love your job?

What is the key reason for you to hate your job

50%No passion for work

25%Job discription not

same as communicated during hiring

15%No growth path

10%Work is not challenging

50%No �exi-work option

30%No work-life balance

20%Long work hours

10%Long communte hours

60%Bad boss

30%Annoying co-workers

10%Disengaged team

HY-II 2016 65


SPECIAL FOCUS

harnessing daTa To TRAnSFORM HR AnD wORkPLACE

The science of people analyTics

Data analytics has become a core part of HR today. It is useful in solving business and talent needs such as engagement, leadership, learning and recruitment. Even then, not many organisations are actively implementing people analytics. TimesJobs study explores the possible reasons behind this attitude and the opportunities present in the sphere of people analytics.

HY-II 201666


THeRe has been an increased demand and need for people analytics. business leaders have

come to recognise that attracting, engaging and retaining right talent is critical to bringing long term business success. The other important thing is the ability to access, comprehend and analyse the available data to make informed and profitable decisions.Globally, Human Resource (HR) departments are embracing this new world of data with predictive talent analytics – collecting and analysing variety of data to try to find high performers, reduce attrition, predict performance, cut costs and in the long run improve the company’s performance. but how is this progressing in india? How much are HR in indian companies tapping the possibilities of data in finding the right talent? How far up the ladder are they in terms of using predictive models to decide on hiring?To find out, TimesJobs conducted a HR survey across industries. As expected, it emerged that indian companies need to climb quite a few steps to fully utilise data and leverage the power of predictive talent analytics and add to the bottomline via the right talent. What was unexpected however was the willingness and zeal of the organisations to evolve their hiring processes and climb up the ladder to find talent that pays off, via predictive talent analytics.

n SCEnARiOw About 90 per cent companies say predictive analytics is the future of talent hunting, only 7 per cent employ it to find the right hire. w HR from more than half of the surveyed organisations say they use data only reactively or on an ad hoc basis in workforce-related decision making. Yet, 88 per cent of the organisations rated their data analytics practice for hiring as satisfactory in the survey.w iT sector has emerged as a pioneer in using data analytics in recruitment with over 80 per cent of the organisations claiming to have a process in place. Healthcare organisations too claim to widely use HR data analytics (72%), finds the TimesJobs survey.w Nearly 68 per cent organisations say they plan to use predictive analytics in future.

n ADVAnTAGESw About 56 per cent organisations think that an effective data analytics practice helps secure quality hires. w Nearly 22 per cent in HR think use of data also helps improve the recruitment turnaround time.w Predictive analytics is a vital HR tool that helps forecast and establish future needs so that the talent hunt is successful.

n DRiVERSw organisations are rapidly adopting Cloud-based HR systems. Nearly 35 per cent organisations are planning to replace their core HR systems over the next two years, finds the TimesJobs study.w With HR becoming strategic partners, the need for analytics in HR field is picking up pace. Data scientist is among one of the hot functions of 2016 according to the TimesJobs Hiring outlook 2016.w Nearly 60 per cent organisations have rated HR related data (collected for HR analytics during 2015-2016) as helpful while 40 per cent rated it worthless in the TimesJobs study.

n THE CHALLEnGES

Use data reactively (ad hoc)

28%rarely use

7%

Use data proactively (analytical reports)

10%

do you use data analytics in recruitment?

Use predictive analytics

55%

better quality hires

22%improve engagement and retention

11%

less turnaround time

11%

how using data has affected your hiring experience?

removes ambiguity and bias

56%

Technology is facilitating analytics in HR and helping us become smarter with Big

Data. It gives HR a fact-based view of the current workforce, identifying emerging trends

which the businesses can adapt. Predictive analytics

allows better risk management decisions on talent which

has a direct business impact. Dashboards on key metrics aid

agile and informed decision making.

ashUTosh Telang, Chief Human Resource officer,

marico Limited

The need for higher level of analytics for decision making has further accentuated the need of automation in HR. Going forward, the role of technology will increase in

enabling the HR processes to achieve higher efficiencies, impact and scalability. The right equilibrium between making the processes very

clinical and retaining personal touch will continue to evolve.

rajeshwar TripaThi Chief People officer, Automotive

and Farm equipment sectors,

mahindra &mahindra Limited

HY-II 2016 67


w

90 per cent organisations agree that predictive analytics is the future of talent hunt. However, lack of skilled resources who can interpret findings of that data pose a challenge in embracing people analytics.w 80 per cent organisations feel lack of awareness and understanding about predictive analytics is the biggest challenge.surprisingly, budget does not seem to be a hurdle for many. w only 5 per cent organisations cited lack of support from the leadership as an obstacle to creating an effective data analytics practice for hiring.

n FuTuRE iS PREDiCTiVEindustry experts believe the future lies with predictive analytics.w 86 per cent organisations said using big Data models to pick candidates will give them a competitive edge in talent hunting. w 56 per cent organisations plan to increase the investment on data analytics tool and resources by 10-20 per cent and 33 per cent plan to increase it by 20 per cent in the coming months.Hence, even though most organisations are unanimous about seeing predictive analysis as the key to talent hunting in future and are putting in efforts to integrate the process into the workforce system, they will also need to focus on getting the people trained to analyse data.

how do you rate your data analytics practices for hiring?

n Stage of usage of Predictive Analytics in indiamost companies are somewhere between information consolidation and proactive reporting levels on the analytics maturity model, the maturity varying from sector to sector. example: in manufacturing sector most companies would be closer to information collation whereas in sectors like iT/iTes, bFsi the companies would be closer to proactive reporting. They are still some distance away from using structured predictive analytics for employees.

n key Areas where Predictive Analytics Can Create Valuew employee profiling and segmentationw employee attrition and loyalty analysisw Forecasting of HR capacity and recruitment needsw Appropriate recruitment profile selectionw employee sentiment analysisw employee fraud risk management

n Effectiveness of Current Talent Analytics ToolsAs mentioned earlier, these tools are in nascent stages and have limitations. Also the investment in HR function for resources including people from analytics perspective is very limited. That makes it challenging for companies to introduce tools which can generate advanced analytics. Current tools are effective in areas like manpower planning, financial correlation between employee, cost and profit, cost per employee, talent acquisition strategies, leadership pipeline creation, employee engagement etc. Going forward, as the businesses are being posed with bigger challenges like frequently changing business models and organisation structures, talent availability and retention, the analytical tools being employed would need a massive revamp along with the HR professionals using them. To sum up, the tools being used currently may be efficient enough for present requirements but they need a major makeover for future challenges.

n The ‘Big’ Step ForwardTo develop the capability to collect data and create models to improve the bottom line like it is happening in the West, HR in india needs to invest in such tools, people who could use them efficiently. The next big leap would happen when the HR can predict sentiments along with data.

a new era descends12%88%

satisfactory poor

yes, it will give a competitive edge

10%no

not sure

5%

is predictive analytics the future of talent hiring?

85%

HY-II 201668


HY-II 2016 69


HY-II 201670


Disclaimer: information provided in this report shall not be reproduced, published, re-sold or otherwise distributed in any medium without the prior permission of TimesJobs and a clear acknowlegement to TimesJobs. The views expressed by experts are

personnal and do not necessarily reflect those of their companies or TimesJobs. The salary range mentioned in the interviews indicates indus-try average. They are not company-specific.

Contact: For feedback and suggestions, please mail us at [email protected]

Copyright ©2016 Times business solutions (A division of Times internet Ltd). All rights reserved.

editorial Apeksha Kaushik,

Neha singh Verma and Yojana sharma **********

Chief Designer, Visualiser & infographics sadhana saxena

**********

illustrations Zahid

**********

Data Warehouse sanjay biswas

HY-II 2016 71


HY-II 201672


hiring - timesjobscontent.timesjobs.com/docs/recruitexhyii2016.pdf · 2020-05-20 · 4 hy 2016...

Documents