The COVID-19 pandemic changed the way India Inc. operates. The recruitment process has gone digital. A plethora of untapped talent has emerged, especially from cities that were previously overlooked. Now hiring is not limited to a specific area, not even campuses. Experts believe that the trend of recruiting through online exams will replace campus-based hiring, which only allows students from specific colleges to be part of larger firms.
Remote hiring means that more candidates belonging to Tier 2 and 3 cities can participate in the recruitment process which was earlier difficult due to geographical limitations. This will soon be true for colleges as well.
Tech companies are increasingly moving away from campus-based recruiting and selecting qualifiers nationwide for their new hires. For example, TCS introduced ‘TCS National Qualifier Test (NQT)’, an online qualifier test to hire freshers. These qualifiers assess the programming and cognitive skills of the candidates. Due to its increasing popularity, other tech companies also hire candidates on the basis of their NQT scores.
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Similarly, Infosys introduced the ‘Infosys Certification Exam’, a qualifier test that allows freshers to apply for jobs with Infosys. With two of the biggest IT firms in India testing such qualifiers, other tech firms are bound to follow suit in 2022.
Abhimanyu Saxena, co-founder of Sklar and InterviewBit, said, “This trend is expected to continue in the coming years mainly due to two factors – the ability to discover a diverse set of talent and the fresher hiring process to be fast and cost-effective. She goes.”
Remote hiring means that more candidates belonging to Tier 2 and 3 cities can participate in the recruitment process which was earlier difficult due to geographical limitations. “Currently, India has over 20 lakh workforce from top 15 Tier 2 cities from engineering, IT, R&D and BPM,” says Saxena.
TradeSmart CEO Vikas Singhania said that due to the shift to open online tests for all, the talent force is likely to see diversity, equity and inclusion at a higher rate across all levels of an organization.
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He also said that not only in terms of new talent, companies also need to think about internal reskilling and upskilling programs as per the market and changing trends. “It can ensure internal dynamism leading to personal growth professionally, thereby ensuring increased retention,” he said.
In 2021, investments in upskilling saw an increase of 18 to 25 percent. Sectors where these investments have increased include IT, e-commerce, logistics, MFSI, pharma, edtech, industrial engineering. Companies are up-skilling not only for technical/domain-specific skill sets but also for soft/communication/behavioral skills.
Neeti Sharma, president and co-founder of TeamLease, says investment in upskilling is expected to grow 12-15 percent in 2022. “The pandemic has taught employers the importance of interchangeable skills with a multi-skilled workforce and hence the efforts towards up-skilling will be strengthened in the years to come,” Sharma said.
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