Ai in Recruitment: How It Will Enable Recruiters to Make Effective Hires

The author of the article is Anuj Agarwal, Founder & CEO at Zyoin

The truth is that, for a hassle-free and comfortable life, we all rely on artificial intelligence in our day-to-day lives. AI has gained prominence in all spheres of life, including the business world, where most Fortune 500 companies currently employ automation in some capacity. One such area where businesses worldwide are implementing AI is recruiting.

A never-before-seen transformation is taking place in the staffing sector, led by AI, which has become more evident in the post-pandemic period, where heated competition for top and right talent is making hiring very difficult. Thus, recruiters are also raising their sleeves and using creative hiring techniques and tools like AI to facilitate hiring processes, entice top talent, enhance employee satisfaction, and attain better key personnel retention.

AI recruitment tools can effectively overcome difficulties with conventional hiring practices, which have always necessitated much effort and time. With the help of AI, massive amounts of data can be processed quickly, boosting efficiency, accuracy, and productivity. Because of this, businesses have started to use AI for recruiting, and in 2023, this trend is expected to continue accelerating.

The staffing sector is anticipated to soar and grow exponentially in the years to come owing to AI's nearly limitless potential. According to estimates, the size of the global AI recruitment market will reach $695 million by 2026, expanding at a CAGR of 5.1% from 2021 to 2026. AI recruiting can streamline various hiring steps and assist hiring professionals in hiring more quickly, intelligently, and without bias.

AI in hiring: The future

Every stage of the hiring process gradually incorporates AI, from sourcing to pre-selection and interviews, reference and background checks, and deciding fair remuneration. AI can streamline the recruitment process by.

Increasing efficiency

AI can effectively scan resumes and documents for relevant keywords and relieve the recruiters from the tiresome work. It can assist recruiters with competent background checks, resume parsing, communication regarding interview steps and offer letters, and other data-driven actionable insights. Actionable insights can help employers to devote greater attention to the most qualified applicants, lowering time and cost-per-hire.

AI can help with the quick processing of applications through the recruitment funnel, easy reach out to applicants, organising the calls and paperwork, 24/7 availability, accomplishing more objective and quality recruitment process, communicating a brand, the virtual presence, and onboarding and training.

Better targeting

AI can benefit recruiters by helping them display highly targeted ads to the ideal candidates at the right time, thus, broadening their target audience beyond the local talent pool. It can help recruiters see beyond a candidate's past employment and recommend roles based on their position and potential future careers.

Filling difficult-to-fit position

AI can be helpful in difficult-to-fill positions cases, where a candidate has good experience in one field but is interested and could pick up the necessary skills for the new position. It can be done using insights into the emotional and cognitive traits of the applicant through innovative tests.

Employing chatbots

Recruitment chatbots like ChatGPT are also making their way into the recruitment industry. Artificial intelligence (AI) and natural language processing-based intelligent recruitment chatbots can significantly streamline the hiring and onboarding new employees through their star features of real-time updates and personalisation.

The chatbots use a central repository of data and employ both natural language processing and natural language understanding to understand the purpose of a candidate's question and provide appropriate responses.

Minimising biases

Through awareness and transparency, AI can aid in areas of the talent acquisition process where the human brain might be biased.

Personalising the hiring process

Personalisation, search, and insights are three core functionalities powered by AI. AI can help to deliver personalised content throughout the talent lifecycle and power a personalised funnel with matching skills and suitability for recruitment teams. This will automatically allow recruiters to find new talent and reroute previously qualified candidates.

As for candidates, the hiring process can be made more attuned through personalised responses, advice, and information relevant to the applicants.

More than any other technology, the rise of AI has the potential to change the course of human history. With all these advantages, it will undoubtedly be a crucial tool for future hiring. The ability to "hire the right talent at the right time" will be its most substantial advantage. However, two aspects will be central to truly benefitting from AI's advantages in recruitment. First and foremost, extensive data training for AI will be essential. Second, recruiters must assess their hiring requirements to use AI before planning and executing the hiring process.

Also, contrary to popular belief, AI-powered technology will not replace human recruiters but expedite time-consuming manual processes. It cannot replace humans' social, empathy, and negotiating skills. Therefore, it will be restricted to being only a helpful technology for recruiters as they adopt the best hiring practices. Artificial intelligence has much potential in recruitment. However, we are only at the beginning of its development, and associated challenges still need to be overcome for it to be advantageous.

Shine.com Unveils Hackathon Platform: An Easy and Effective Path to Bringing Suitable Candidates and Employers Together

So far, Shine.com has conducted Hackathons for 25 companies hiring in Technology and Sales, the companies directly connect with Hackathon winners and present them with lucrative job offers

Hackathon help candidates do benchmarking and get job offers based on their skills; it also assists companies in gaining brand visibility and a platform to interview and assess multiple candidates for open positions

Building on its commitment to deliver exception career growth and job search experiences, Shine.com, India's leading job portal, has kick started yet another Hackathon. The activity provides an exceptional platform for candidates with adequate tech skills to showcase maximum potential, benchmark, and get job offers based on their skill set. Each participant of the Hackathon will have the opportunity to gain maximum exposure and expertise to stay ahead in the talent search market.

Shine.com has so far conducted Hackathons & Assessments for 25 leading organisations hiring in Technology and Sales with a registered participation of approximately 15,000+ candidates in each hackathon. Hackathon platform assists companies in enhancing brand visibility, building employer branding, and getting ready-to-hire candidates without spending extensive time and energy combing through multiple applicants for open positions.

Akhil Gupta, CEO of Shine.com, said, "The Hackathon & Assessment series is created with a vision of bringing top-tier tech talents who are willing to showcase their maximum potential against challenges set by industry experts. Unlike standard job portals, Shine.com focuses on more than just providing a platform for candidates to land jobs. We intend to help their careers grow. In this context, Hackathon has proved exemplary. It provides young tech talent with adequate space to showcase their skills and employers to recruit the best possible candidates from a herd of applicants. This lets us stay connected and motivate youngsters through their journey."

Hackathon is conducted online and is designed based on the job description (required by the company) where matching candidates are invited to register for Hackathons and appear in the activity on the mentioned dates.

A dedicated leader board is present on Shine.com that gathers comprehensive insights on a candidate that helps the leader board to announce the winner/winners, where the companies directly connect with the winners and make job offers.

A recent Mint + Shine Talent Insights report revealed that almost 50% of candidates are interested in getting hired through Hackathons, while 31% are open to trying. Similarly, 28% of recruiters are absolutely in favour of choosing Hackathons as their preferred mode of recruitment, whereas 35% believe it can work sometimes. Rest, 24.12% recruiters are open to trying Hackathons as a medium to hire.

Shine.com's Hackathons are open for all candidates and have no pre-fixed duration as it solely depends on the organisation's needs. Shine Hackathons also cater to non-tech hiring which includes assessments on communication skills. Each month more and more candidates get opportunities to get one step closer to join their dream companies by participating in the Shine Hackathons & showcasing their skills, getting onto the leader boards and getting a chance for interviewing with the companies of their choice.

About Shine.com

Shine.com connects job seekers and recruiters by accurately matching candidate profiles to the relevant job openings through an advanced 2-way matching technology. While most job portals only focus on getting candidates the next job, Shine focuses on the entire career growth of candidates. To this end, Shine has launched Shine Learning- India's largest career skills site for working professionals with over 500+ courses & certifications. As the industry shifts towards mobile, Shine.com is leading the transition and is the fastest growing job portal on mobile devices, witnessing a 100% YOY growth in mobile traffic and also offers on-the-go jobs through the Shine Job Search App.

Wipro Recognised as Top Employer 2021 in Australia for the Second Consecutive Year

Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO), a leading global information technology, consulting and business process services company, today announced that it has been recognised by the Top Employers Institute as a Top Employer in Australia, for 2021, for the second consecutive year. 

 
This prestigious certification recognized 1600 Top Employers in 120 countries. The evaluation is based on their HR Best Practices Survey that covers 6 HR domains consisting of 20 topics such as People Strategy, Work Environment, Talent Acquisition, Learning, Well-being and Diversity & Inclusion and more. Being certified as a Top Employer showcases an organisation’s dedication to a better world of work and exhibits this through excellent HR policies and people practices. 
 
Wipro has excelled in areas such as Learning & Development, Talent Strategy, Leadership Development, Talent Acquisition, Onboarding and Performance Management – all of which are pertinent to the company’s employee development and growth initiatives across operations in Australia and New Zealand.
 
David Plink, CEO, Top Employers Institute said, “Despite the challenging year we have experienced (which has certainly made an impact on organisations around the globe), Wipro has continued to demonstrate the power of putting their people first in the workplace. We are proud to share this year’s announcement and congratulate the organisations who have been certified in their respective countries through the Top Employers Institute programme.”
 
N.S. Bala, CEO, APMEA Strategic Market Unit, Wipro Limited said, “We are excited with this achievement as it is a testament to Wipro’s best-in-class people practices. This prestigious certification underscores our sustained efforts towards nurturing our employees and ensuring their well-being amidst the global pandemic.  We have actively prioritized our employees’ professional development to align with the emerging technology and domain needs of our clients. I extend my congratulations to all our employees, clients and partners who have made this journey possible for us."

The Ways That Artificial Intelligence Has Revived HR Management

Have you guys seen Ra.One? Maybe ROBOT? What about Wall.E? Passengers? Terminator? Now don’t tell me you haven’t watched Avengers: The Age Of Ultron! If you haven’t seen any one of these movies, don’t talk to me! Just kidding. You might be wondering, what have these examples got anything to do with this topic?

The game character Ra.One literally came out of the game! Vaseegaran created Chitti to help the human beings, giving him AI to evaluate the problems; he ended up destroying the entire town trying to make the female protagonist ‘his own’. Remember how Wall.E and Eve brought some sense to the human race and saved the planet from the evil, spacecraft AI that stopped humans from inhabiting Earth? Avalon - the AI-based spaceship in passengers, could detect the problems in the system and show them with the help of a hologram. One of the greatest humanoid robots, Ultron, sustains the position of the most daunting AI characters in Avengers: Age of Ultron (besides Vision - the most human AI characters). I mean, that man can control other robots, who wouldn’t be scared of him?

These movies have set certain notions about Artificial Intelligence in human minds. AI is what will cause the apocalypse where Artificial Intelligence will take over the human brains, and we will be mere servants at the feet of the AI operated mechanics. However, the past several years have proven to us that AI is not as evil as our Hollywood and Bollywood friends show it to be. If anything, AI has proved to be nothing more but an assistant to the human race, contributing to making our lives easier.

Over the years, AI has been backing the tedious work processes and simplifying it for us to save time and efforts. Agriculture, farming, retail shopping, fashion, inventory, social media, web-searching, diagnosis and treatments, and every other niche that you can think of, now uses Artificial Intelligence to achieve better, accurate results and error-free outcomes.

What Is Artificial Intelligence?

It is exactly what the name suggests - intelligence that is artificial. It refers to the computer science that creates machines that are smart enough to perform tasks that would otherwise require human intelligence to function. Such machines can identify, judge, and respond like an unbiased human brain would and hold the ability to learn from the past experiences - more like a human brain sans emotions.

Contribution Of Artificial Intelligence In Human Resources

While every profession, every department, every authority uses this technology to simplify their work, why would human resource management - the department with the most complex work processes - stay out of this system’s reach? With increasing technological advancements, human resource management has started weaving AI in its intricate processes. So far, AI has made notable contributions to this niche of the businesses, here are some of them.

Creates Jobs

The most common myth about Artificial Intelligence that people have is that it is here to steal our jobs. However, this statement has no additional meaning to it. It is just a myth. That’s it. The reality, however, is that AI creates more jobs than it steals.

First of all, AI promotes automation in the business processes. Automation, in turn, needs skill sets like creating and designing the programs. At this stage, it creates the requirement of designers and mechanics that can create programs, structures and designs that make automation in the workplace possible.

Moreover, all the machinery and mechanics would require human brains to switch them on or off. No matter how many AI-based machines you install, you will require at least a few human beings to monitor and assist the machines. So far, Artificial Intelligence lacks the ability to sympathize or feel emotions. Moreover, Artificial Intelligence cannot judge or recognize human emotions. This is where AI needs human beings.

Enhances Outcome

AI increases the way an employee functions. With the advanced features, it is able to detect the moods of the employees based on their heartbeats, micro-expressions, and voice while on a call or meeting with the clients. Based on the same, it suggests the employee to continue working or take a quick little breather from the stressful situation. This not only ensures the safety of the employees’ mental health, but also assists them to be more productive.

Moreover, with AI in action, the human resource managers can have their tedious or trivial tasks managed by AI. this allows them to focus on better tasks like solving employee grievances, developing employee training structure, etc. This improves the relationship between the employer and employee as the latter feels like they are important to the organizations (which they are, of course).

Besides this, to reduce their work burden and enable efficiency, the HR managers are advised to choose factoHR's cloud-based payroll solutions, human resource management software, leave and attendance management software etc, and ease their complex work which may consume a mammoth share of their time. With such AI-based platforms at their feet, HR managers can create a better workplace for their workforce.


When the employees and the HR managers are all happy to work for the organization, their output is going to increase without a doubt.

Improves Recruiting

AI can enhance the organization's recruitment process. In these times where pandemic has made it impossible for the employer and employee to meet up for interviews or discussions, AI makes it possible for an organization to carry out the recruitment process.

Artificial Intelligence assists the organization to choose the candidate that best matches the job requirements of the vacant position. Moreover, the system stores the data about the prospective candidates and then matches them whenever a new job position arises in the market.

This way, the organization always has the best talent that is available in the labor market at that point of time.

Besides that, the AI systems, when combined with the right tools and equipment, can give you a completely virtual recruitment process. It can receive, analyze and bifurcate the applicants on the basis of their skills, knowledge and experience mentioned in their online applications. It can answer the questions or queries that the candidates may have through the AI-based chatbots. Thereby guaranteeing that the organization always has the best talent that prevails in the market.

Conclusion

The developments in Artificial Intelligence (most importantly machine learning) are rapid. Day in, day out, you can see constant evolution of these mechanics. The updates that are launched for these systems are more frequent than the sunsets and sunrise (obviously not literally, but you know what I mean). These developments are doing God’s work in changing the way that human beings look and perceive Artificial Intelligence technologies.

We, human beings, have started walking hand-in-hand with the technologies, especially ones that have their own brains. Artificial Intelligence is the tech that has no correct rules (except ethicality, but we’ll discuss about that later), it fits all the organization’s and molds itself to suit their needs.

Where we go from this point in the field of AI innovations depends on the ability of human resource technology to understand the needs of the business in the upcoming years and the feedback/ suggestions provided by human resource practitioners to their technology partners. After all, when it comes to Artificial Intelligence, technology knows no bounds.

Author Bio: 

Sweta is an experienced outreach expert having an keen interest in communication and latest trends that are useful to entrepreneurs. Her passion for learning aids team members to represent new ideas that later help businesses to achieve their mission and vision.

Hiring Outlook 2021: HR Managers Keen on Hiring AI, Data Science and Business Analyst Roles - TimesJobs survey

Work from home to be new normal in 2021 too, HR managers keen on hiring AI, Data Science and Business Analyst roles in 2021: TimesJobs survey

New Delhi, January 7, 2021: Most Indian firms (42%) would continue working remotely – most as long as one more year - as Coronavirus outbreak still looms large, found a new TimesJobs survey. The survey titled 'How do corporates envisage year 2021?' was conducted among 1,376 HR managers working in different industrial domains and startups. 

Three big findings of this survey are:

1. Most organisations (42%) to stick to remote working in 2021 too
2. Most plan to resume hiring and even roll out appraisals gradually to their workforce 
3. Work-life balance biggest concern for most corporates, toppling all other organisational mandates

Elaborating on the findings of the TimesJobs survey, Sanjay Goyal, Business Head, TimesJobs and TechGig shared, "Year 2020 will be best remembered for ushering in 'work from home' as the 'new normal' at workplaces. It's been a year of learnings and reinvention for both the professionals and the corporates. Organisations realized that the physical presence of employees is just a psychological requirement and work can happen from anywhere. Employees realized that they need to step up in terms of skills and ownership for their job role and adopt a flexible approach to work". 

More details on the important takeaways from this survey are:

1. Most Indian firms will continue with remote work style in 2021 too:

In the TImesJobs survey, most HR managers (42%) said that their organisations will continue with remote working owing to the COVID-19 widespread. Almost 40% respondents stated that they will follow a hybrid structure – work from home (WFH) and office on alternate days. The remaining 18% said that they would completely revoke the WFH policies.

Among those who stated that they would be working from home in 2021, about 50% said this would be followed for the next one year. As many as 23% of respondents said they plan to WFH for next five years.

2. Corporate India to hire actively in 2021; preference for AI, Data Science and Business Analyst roles

The TimesJobs survey quizzed the HR professionals on how they envisaged the hiring scenario for the coming year? A majority (43%) of them said that their organisations would hire actively in 2021. The survey respondents indicated the top five job roles that they would be hiring for:

1. Artificial Intelligence

2. Data Science

3. Customer Service Specialist

4. Business Analyst

5. Financial Analyst

3. Most firms ready to 're-hire' talent laid off in COVID-19 business turmoil

The survey findings of 'How do corporates envisage year 2021?' revealed that 31% respondents will hire candidates on contractual basis next year v/s permanent roles. The survey questioned the HR professionals if they will rehire employees who were laid off in the COVID-19 pandemic. Surprisingly, 85% of them said 'yes'.

4. Indian firms keen to roll out salary hikes in 2021

The TimesJobs survey findings indicate that more than 85% HR professionals plan to hold appraisals in 2021. Out of these, a majority (43%) of the respondents said that they would roll salary hikes in the range 20%-25%. Next 13% respondents said that would offer a hike between 25%-30% to their employees. Only a marginal number of the survey respondents claimed that their organisation would roll appraisals ranging between 30%-35%.

5. Work-life balance most critical issue among all other employee issues

Employee well-being took the center stage ever since India Inc. started en-mass remote working. TimesJobs asked the respondents to rank the top three measures that will help to strengthen workforce mentally and emotionally. A majority (32%) of the respondents voted prioritisation of work-life balance at workplace. Practices such as one-on-one discussions on mental health, enabling virtual mindful workshops, were voted as the second and the third measures that companies would undertake to help their workforce.

Wipro, HCL Tech, Infosys, TCS, and Tech Mahindra Amongst the Top Innovators from the IT and ITES Companies

India Reinforces Position as Innovation Hub in South and South East Asia, Says New Clarivate Report

Wipro Ltd., HCL Technologies, Infosys, TCS, and Tech Mahindra amongst the top innovators from the IT and ITES companies.

New Delhi, December 15, 2020 – Clarivate Plc (NYSE:CCC), a global leader in providing trusted information and insights to accelerate the pace of innovation, today announced the release of a new report on Innovation in South and South East Asia. The report Innovation in South and South East Asia revealed that 64% of the 235 leading innovators are Indian organizations, reinforcing India's position as a regional research and innovation hub. Governments and academic institutions in the region are pivotal to enabling innovation. They constitute 57% of the top innovators in the report.

Science, technology and innovation are at the forefront of South and South East Asian countries' national agendas. The Association of South East Asian Nations (ASEAN) Plan of Action on Science, Technology and Innovation (2016 to 2025)[1] and ASEAN IPR Action Plan (2016 to 2025)[2] show why and how science, technology and intellectual property (IP) can contribute to national and regional socio-economic development goals. At a national level, the Indian government has identified innovation as a priority, with initiatives such as Innovate India, a platform for showcasing innovation. The concerted policy push by governments and new initiatives from IP offices in the region to encourage IP investment and make IP protection more affordable are encouraging a culture of innovation and IP.

South and South East Asian innovators identified in the report saw their inventions rise by 10% year on year between 2014 and 2018.

Jeff Roy, President, IP Group, Clarivate, said, "South and South East Asia are of the most dynamic and diverse regions in the world and innovation is key to their future growth. At Clarivate, we believe that human ingenuity, through innovation, can change the world. We focus on better serving innovation hubs and helping our customers and partners around the world to more effectively operate in fast growing regions and hubs when it comes to Intellectual Property. As a trusted partner to academic institutions, government organizations, nonprofits and corporations in the region and worldwide, we will continue to support our customers to deliver life-changing innovations."

Download the report 'Innovation in South and South East Asia'.

****

Report Methodology:

Research was conducted using patents filed between 2014 and 2018 by organizations that originate from the region. From analysis of over 75,000 inventions across the region, 235 organizations made the final list of key innovators in the region. These organizations were based in 9 countries -- Brunei Darussalam, India, Sri Lanka, Singapore, Malaysia, Thailand, Indonesia, Philippines and Vietnam and included government research institutions, academia, and corporations. The research utilized editorially enhanced, authoritative and accurate patent data from Derwent World Patents IndexTM (DWPI) and Derwent Patent Citations IndexTM (DPCI), retrieved in July 2020, to track innovation based on four indicators: patent volume, patent grant success, citation volume and extent of globalization.

About Clarivate

Clarivate™ is a global leader in providing solutions to accelerate the lifecycle of innovation. Our bold mission is to help customers solve some of the world's most complex problems by providing actionable information and insights that reduce the time from new ideas to life-changing inventions in the areas of science and intellectual property. We help customers discover, protect and commercialize their inventions using our trusted subscription and technology-based solutions coupled with deep domain expertise. For more information, please visit clarivate.com.

---

[1] https://asean.org/wp-content/uploads/2017/10/02-APASTI-2016-2025-Implementation-Plan-FINAL.pdf

 

[2] https://www.aseanip.org/Resources/ASEAN-IPR-Action-Plan-2016-2025#:~:text=This%2010%2Dyear%20roadmap%2C%20also,through%20the%20use%20of%20IP

Hiring & Exit Trends Making a Healthy Return to Pre-COVID levels: A data-driven perspective - PeopleStrong

GURUGRAM, India , Nov. 25, 2020 /PRNewswire/ -- It's unbelievable that 2020 is soon coming to an end, however, the challenges this year threw at the global population as individuals, organizations and society are yet to be fully understood and responded to. In PeopleStrong's efforts to understand this pandemic better, many folks at an individual and organizational levels have used this time to go within.

To decipher some of the underlying trends,  the company analyzed the behavior of 1 Million users on PeopleStrong Alt Worklife  and delved deeper into data generated by transactions in their systems.

Insight 1: Equal Preference for Mobile & Laptop for HR-related transactions

With the pandemic in action and work from home becoming the norm, one would have imagined people would be accessing HR Technology mostly from their mobile devices. What PeopleStrong found in the data is a bit amusing.

Across industries Mobile and Web remain at 50-50% usage, indicating there is no clear winner here when it comes to working from home or remote locations. People seem to prefer to have access to both and would do tasks in the "flow of work" on either device.

When one looks at this in the industry context, then things become clearer. IT industry seems to be using their laptop for doing HR transactions more than they would use mobile.  While the Retail industry is more likely to use mobile for the same.  The inherent nature of work and industry has an impact on these choices, though one maintains that access to HR transactions on both devices is critical.

Insight 2: Leave Trends Seem to return to normal after a major drop in AMJ

Average leave taken per employee - As expected fewer employees applied for leave during the AMJ period as compared with JFM. The leave trends however seem to be returning to normal in JAS.

Most industries opted to use "Accrued Paid Leave" during this period. This indicates across industries employers have used this period to optimize the PL balances and ease the burden of leave encashment in a financially challenging business environment.  This looks like a win-win where employees get paid offs while organizations prevent a spike in their outflow due to leave encashments later at a higher rate.

One of the worst-hit industries, Retail, however seems to have used "Leave Without Pay" the most during this period clearly indicating the stress this sector is under.

Software and IT has embraced "Work From Home" completely, as one would expect, and shows the highest adoption of this leave type during this period.

Other industries like Manufacturing and BFSI have maximized the use of the "On Duty" leave type indicating that these industries have chosen to not fundamentally alter the leave policies in place.

In these early days, industries are still cautious and are not really making any fundamental changes to the underlying policy structures.

Insight 3: Hiring as well as Exit Trends Returning to Pre-COVID level

With a tough economic situation, one would have expected to see a higher number of layoffs in certain industries, however surprisingly that's not what PeopleStrong found. In fact, the overall trend here seems to be indicating hiring trends returning to JFM levels . The company says this as they see exit trends returning to JFM levels in JAS.

Break this up by industry and one can see that BFSI, Pharma and Software industries are experiencing lower exit % in JAS than JFM. While e -commerce, Retail and Manufacturing are seeing higher or similar levels of exit % in JAS when compared with JFM.

The drop in exit % across sectors in AMJ clearly indicates both employees and organizations took the wait and watch step here. PeopleStrong interprets the higher exit % in JAS in 2 ways - one could be organizational distress forcing employees out which the company believes is visible in sectors like Retail, second is employees reconsidering career options and choices deciding to move out.

The overall hiring sentiment in certain industries is returning to JAS levels and that could be prompting these exit trends in those industries.

Insight 4: What is happening to Confirmation, Transfer and Promotion?

The pandemic hit at a critical timeframe when most companies were preparing to wrap up a financial year and had already budgeted and planned for the next financial year. All of that had to be revisited.

Confirmation, Transfer and Promotion are typically seasonal transactions. They are likely to coincide with the annual appraisal cycles and hence the company expected to see some sharp rise in these transactions in AMJ. However, the absence of this spike in AMJ indicates that many organizations simply did not do these unless necessary.

BFSI, Manufacturing, Pharma and Retail are the 4 major industries where these decisions seem to have been put on hold in the current business environment.

Software and IT once again stands out in this data where it indicates a slight uptick in AMJ for these transactions

Travel and hospitality had a higher percentage of these activities in JFM as compared to other industry peers but has since dropped to nil or negligible levels, which is understandable.

Prakash Rao , Chief Experience Officer, PeopleStrong, commented, "India Inc. has handled this crisis with aplomb. Though there are visible signs of stress in industries like Retail and e-commerce, most other industries seem to be emerging on the other side of this crisis.

The data indicates that most industries have chosen to take a wait and watch approach. While some have created specific leave types to handle the pandemic induced medical situations, most companies have resorted to optimizing existing policies and infrastructure."

This analysis further confirms the company's optimism about the robustness of India Inc. 's ability to handle such situations and emerge stronger.

About PeopleStrong

PeopleStrong  is a leading Enterprise Technology company from Asia , that is enriching experience at work for over customers 350+ customers and over one million users globally. On its journey to writing the #NewCodeofWork, PeopleStrong product suite includes next-gen applications in the space of HR Technology (Talent Acquisition, Human Capital Management, Talent Management), Collaboration, Intelligence and Analytics and platform. Known for its penchant to innovate, PeopleStrong has many firsts to its name, the recent one being the application of Machine Learning in Recruitment (through Match Making) and Employee Experience (through India's first HR Chatbot Jinie). PeopleStrong is the first company in the space to be successfully assessed on SSAE 18 and recently won the prestigious CIO's Choice Award for Talent Management on Cloud.

Logo - https://mma.prnewswire.com/media/946957/PeopleStrong_Logo.jpg

---------------------------------------------------------------------------
Visit this link to stop these emails: http://zpr.io/HSP9G

Seekruit Launches its Tech-led Recruitment Process Aggregator Platform to Bolster India's HR Industry

• Plans to open 3000 branches across India
• Aims to simplify and optimize the hiring process by removing the inefficiencies and bottlenecks in the traditional recruitment process.

Seekruit.com, India’s first recruitment process aggregator platform, is set to disrupt the HR industry with the launch of its tech-intensive hiring and skilling platform. The new-age multi-party aggregator platform puts employers in touch with pre-assessed candidates to eliminate the inefficiencies and bottlenecks in the traditional recruitment process. Besides connecting multiple entities – including employers, candidates, assessors etc. – involved in the recruitment process, Seekruit is also pioneering various innovative concepts. These include Digital Employment Exchange (DEX), Marketing Employment Exchange (MARKEX), Telecalling Employment Exchange (TELEX) and Regional Employment Exchange (REX).

Seekruit aims to open 3,000 branches across India to make its platform accessible to candidates from across all tiers and regions, there by removing commuting hassles for candidates appearing for interviews. Simplifying the hiring process, DEX facilitates digital video CV recording and job role assessment for candidates across India, while REX operates at the state level to assess candidates interview as per the job role. TELEX ensures that candidates reach the Digital Employment Exchange for job role assessment and interviews, whereas MARKEX is a client acquisition team that operates at a city level to bring in and service new clients.

Sachin Kapoor, Founder and CEO, Seekruit.com

In the traditional hiring process, an effective assessment mechanism is absent between the time recruiters pull out CVs from online sites and schedule interviews. Seekruit’s platform addresses this gap by allowing employers to post about a job requirement with interview questions. This replaces the reliance on paper-based CVs with a more authentic and transparent facility of video CVs. Going beyond the conventional hiring methods, Seekruit enables both the assessment and the selection of the candidate on the same platform. The competitive advantage of being the first of its kind in the Indian market makes Seekruit well-equipped to deliver unique and quality-driven value to all its stakeholders, be it the employers or the candidates.

“There is currently no way to filter authentic CVs with the copy-paste or insincere material,” Sachin Kapoor, Founder and CEO, Seekruit.com commented. “Besides the employers, job-seekers too face certain challenges when looking for the right job for their skill-sets. Less experienced candidates are often stranded in the dark when it comes to getting their skills accurately assessed.”

“With the pandemic-led shift to digital connectivity platforms, the dependence on online resources and contact-less hiring has grown phenomenally, providing Seekruit with a limitless white space to disrupt. Its tech-led platform is aligned with this growing demand for innovative hiring and assessment tools. They are designed to cater to the mass hiring needs across all industries and will enable employers to filter the right candidates in a manner that is not only faster and smarter but also seamless and more precise,” he added.

Building on its existing facility of video CVs, the platform is working to launch a virtual reality (VR) platform for enabling superior, more authentic, and immersive, experience during interviews. With branches across multiple regions, Seekruit has plans to expand its portfolio with more such innovative solutions, allowing candidates to use experiential technology to skill themselves and become key drivers of organizational growth. The ultimate aim is to provide the right fitment, i.e., quality job at the right time for candidates and quality candidates for the employer at the right time.

Hiring Trends in 'Unlock 4.0' - Talent Demand Grew in BFSI, IT/Telecom, Hospitality Sectors

 

• Industry-wise: BFSI posted maximum talent demand in Aug 2020, demand continues to grow in Healthcare for the third month in a row 

• Location-wise: Chennai recorded the highest growth in M-o-M talent demand

• Functional area-wise: Banks/Insurance/Financial Services noted maximum growth

• Work experience-wise: Professionals with 10-20 years of work experience recorded maximum talent demand in Aug 2020

With ‘Unlock 4.0’ in progress, India Inc. noted growth in talent demand in Aug 2020, led by high volume sectors such as BFSI and IT/Telecom. Continuing their growth trend since July’20, both these sectors recorded 8% M-o-M growth (for each) in Aug 2020.

 The Hospitality sector - which has been allowed to resume operations from Aug 2020 – noted 7% M-o-M growth in talent demand, stated TimesJobs RecruiteX monthly edition. The Hospitality sector posted growth in talent demand after June 2020. 

TimesJobs RecruiteX is a monthly recruitment index that records the demand and supply of talent at India Inc. Overall, Aug 2020 noted a 4% M-o-M gain in talent demand. 

Summarising the findings of RecruiteX Aug 2020, Sanjay Goyal, Business Head, TimesJobs and TechGig said, “The present talent demand data findings suggest that India Inc. is focused on recovery and is bullish about roles that are focused on revenue generation or customer services. For example, core roles as Banking, Sales/Business Development saw most talent demand, followed by Customer Services/Telecalling, Engineering roles. With ‘Unlock 4.0 in progress, I'm hopeful that talent demand for services sectors and roles will pick pace.”

Here are more trends from TimesJobs RecruiteX Aug 2020 edition: 

Industry-wise trends:
The BFSI, IT/Telecom, FMCG, Retail and Healthcare/Pharmaceuticals sectors posted positive talent demand in Aug 2020, mostly since they were operational in the partial Unlock period as well. Top three sectors with most talent demand were:

• BFSI: 8%
• IT/Telecom:  8%
• Hospitality: 7%

Location-wise trends: 
Metro cities re-claimed their spot as ‘top job hubs’ as Chennai, Bengaluru and Mumbai recorded growth in talent demand. Only Delhi-NCR saw a dip of (-2%) in talent demand. Top three cities for talent demand in Aug 2020 were:

• Chennai: 27%

• Jaipur: 11%

• Indore:10%

Functional Area-wise:
The Aug 2020 RecruiteX data indicates that revenue generation or customer serving roles were much sought after in Aug 2020. The Customer Services/Telecalling, Engineering, Banks/Insurance, Sales/Business Development, and Doctors/Nurses professionals saw growth in talent demand. Top three functional areas for talent demand in Aug 2020 were:

- Banks/Insurance/Financial Services: 13%
- Sales/Business Development: 12%
- Quality/Process Control: 7%

Work Experience:
India Inc. is presently ramping up its middle management. Top three work experience categories in demand in Aug 2020 were:
- 10-20 years: 19%
- 5-10 years: 3%
- 20 years+:1% 

About RecruiteX:

RecruiteX is the recruitment index for India. It is an analysis identifying the hiring activity and trends in India Inc. Based on tactful extraction and examination of jobs posted and applied for in a month at TimesJobs, it details ‘recruitment’ as a process backed by hiring sentiments of a recruiter and aspirations of the job seekers alike.

Tech-Head Search Firm Purple Quarter Assists Joining of Hike Messenger's New Head of Engineering

Tech-Head Search Firm Purple Quarter today said that the startup played a matchmaker between Hike Messenger and its new VP and Head of Engineering, Suvesh Malhotra. Purple Quarter was mandated by Hike Messenger to fulfill this position Prior to this, the CTO recruitment firm has closed many senior-level technology roles for various leading businesses like Rivigo, Tokopedia (the Indnoesian e-commerce giant), InMobi, Walmart Labs, Swiggy, Acko General Insurance, Swiggy, UrbanClap and more.

Commenting on the appointment of Suvesh Malhotra at Hike Messenger, Deepak Singh, Founder and CEO of Purple Quarter said, "When we received the mandate from Hike Messenger, we looked for candidates in gaming and other intense technology domains from both India and abroad. We were aware of Suvesh's extremely noteworthy work and he was already in our mind among the foremost choices for the role. We collected a deep understanding of his work by studying his career trajectory and proposed him to Kavin Mittal."

Purple Quarter states that the pandemic led to a demand surge in senior technology roles among firms. Roopa Kumar, the Co-founder and COO of the firm adds, "The pandemic led many businesses to amp up their technology game and as a result we never witnessed a slump in the demand for senior technology roles and this holds true for companies across verticals. The only challenge was physical or face-to-face meetings couldn't materialize, but making the best use of technology, our detailed and thorough process, which required a bit of a tweak for remote interviews never made remote interviews seem anything short of face-to-face meetings."

Founded in 2017, Purple Quarter is a CTO recruitment startup that deals with hiring for technology leadership-level roles for organizations.

"Contractual Jobs" Portal to Help Job Seekers and Employers Overcome Difficult COVID-19 Times

It has been seven months since India reported its first case of COVID-19 in Kerala, and as of August 12, the number of total cases in India has reached over 2.27 million. Trepidation and recession caused by this novel virus have rendered many people unemployed. Job seekers are unable to find long term employment avenues. At the same time, employers are hesitant to make long term commitments by hiring employees and are finding it challenging to hire the right talent with no strings attached. The job market is in peril, and the question of how long this vexing job hunt will last remains unanswered.

Nevertheless, fret no more, for we have good news for you - a futuristic job portal is a ray of hope for job seekers and employers both. Launched under the URL www.contract-jobs.com, this sophisticated HR technology allows recruiters and employers to hire job seekers on flexible period job contracts in India with no long term commitments, no strings attached, and temporary work opportunities that get you in the right direction.

Now, what exactly is a contract job

Simply put, a contract basis job is a contractual employment opportunity where the employer hires you for a fixed period, and when the period expires, your employment ends. Plus, while you work at the employers place, your salary and your benefits are paid by a third-party contractor.

So, as a job seeker, what are the advantages of hiring using www.contract-jobs.com

• In these times of pandemic triggered recession, contractual job opportunity is easier to come by, thus enhancing possibilities of you getting faster employment and easier decisions


• Opportunity to work with various employers, resulting in better exposure and improvement in skillsets


• An opportunity to gel with the right connections in your concerned work-fields for future references


• Be employed for a certain period and have the rest of the year to yourself


• From private to government contract jobs, there are 1000s of job openings

As an employer, there are significant advantages for your business:

• No hassle hiring: The contractor takes care of sourcing, interviewing payroll management, leave tracking and management


• Employers hire employees as per their work demand


• Employers never run out of candidates


• It is evident that the new portal www.contract-jobs.com is a win-win for both parties - the employer hires an employee only for the duration he requires the help, and the employee gets to work only for the period he chooses to work.

We hope that this job portal will help job seekers and recruiters all over India during this very challenging time.

Recruiters Opt for Virtual Interviews & Assessments as the New Way of Hiring on Campuses; Firstnaukri.com Survey

Firstnaukri.com, India’s largest end-to-end campus hiring platform from the house of Naukri.com, conducted a survey with over 1,300 students across campuses in India. The survey was rolled out to understand their sentiments about placements and internships amidst the current crisis. The survey revealed that the pandemic has adversely affected the campus-hiring scenario. Amid the panic of unemployment & lay-offs, only one-third of the students confirmed that they have a job offer at hand. Out of these students, close to 44% reported that their joining dates have been delayed while another 9% confirmed that their offers have been rolled back. Close to 33% said that the employers are not responding to them on the status of their job offers. Now, a majority of students are fast switching to online job portals to hunt for a job while another 17% are taking the referral route and connecting with their college alumni. 

The companies are postponing campus drives and resorting to new age technology solutions, including virtual interviews and online assessments to recruit candidates from various campuses. It will be imperative for students to start preparing for remote interviews as the new way of being hired. 

Commenting on the survey, Sharad Sindhwani, Business Head, Firstnaukri.com said, “The pandemic has hit placement prospects of the 2020 batch across 82% colleges. It has further impacted internship offers of 74% pre-final year students. However, students are not losing their morale and going virtual for their learning as well as job interviews. In fact, most companies are also using new age technology solutions to hire remotely.” 

In these tough times, online courses and certifications are the first choices amongst freshers to bridge any skill /knowledge gap. 70% of college students have already subscribed to online courses. Interestingly, the current pandemic has not impacted the higher education plans of 80% surveyed graduates. A large majority of students are also considering freelancing as a viable future career option.

Methodology

The COVID-19 jobseeker study was done to gauge the impact of ongoing pandemic on fresher placements in India. The survey was carried out with the college students of all batches (2020 to 2023) across several courses. The results are based on over 1300+ responses out of which 80% are responses from students pursuing BE/B.Tech degree. Based on this data, we have arrived at insights that we hope will shed light on the current campus placement scenario in India. 

About Firstnaukri.com

Firstnaukri.com is India’s largest end-to-end campus hiring platform from the house of Naukri.com. The brand digitizes and automates campus recruitments for campuses and connects them with potential recruiters looking for fresh talent across courses and across campuses. As of now, the brand has over 8000 associated campuses and has serviced close to 5000+ companies. Firstnaukri organized close to 35,000+ placements last year. 

50% Jobseekers focus on Self-Development for Career Advancement in a Tough Job Market - Survey

Naukri.com rolled out the survey to 50,000 active jobseekers to gauge their sentiment around the jobs market, career progression and increment expectations.

The sixty-four days of the lockdown may have paved way for uncertainties in the job market but only 10% active jobseekers confirmed that they have been laid-off, revealed a survey by India’s No. 1 job site, Naukri.com. The unwelcomed pause in the hiring activity has opened new avenues for jobseekers to up-skill themselves and enhance their domain expertise. Close to 50% jobseekers confirmed that they are utilizing this time to focus on self-development. The survey also revealed that the jobseekers from the IT, Pharma, Medical/Healthcare and BFSI industries were less impacted by layoffs and salary cuts as compared to their counterparts from other industries.

Further to this, the survey revealed that fear of laying off or salary cuts are not the key drivers for job change. Interestingly, it’s better career opportunities. 70% of jobseekers are scouting new jobs for better career opportunities followed by 16% due to salary cuts by their organization and 14% due to the fear of being laid off by their company.



Out of the 10% of jobseekers who have already been laid off, 15% were from the Airlines and E-commerce industry each and around 14% were from the Hospitality industry. Around 13% of the laid-off employees were senior professionals with 11+ years of work experience and were working in either Sales (12%), HR & Admin (12%), Marketing (11%) or Operations/Supply Chain (11%) roles.

Referring to the survey findings, Pawan Goyal, Chief Business Officer, Naukri.com said, “The survey gives a broad direction of maintaining caution towards the future outlook of the job market. While only 10% jobseekers confirmed that they have been laid-off as per the survey, almost 34% fear that a layoff is imminent. The Step-Up’ initiative by Naukri.com aims to facilitate hiring of the laid off segment by improving their discovery by the recruiters & expense less access to their CV’s. On the positive side it is heartening to see that more than 50% of jobseekers are focusing on upskilling for better career opportunities and that is a sure shot way of long term career growth.”

Majority of jobseekers are utilizing the time at hand due to the lockdown for self-development and career advancement. Either the jobseekers have enrolled in for an upskilling course or are seeking professional help for building their resumes and brushing their domain knowledge. Data Science & Analytics courses (22%), followed by Digital Marketing (20%), and Finance and Risk Management (16%) were amongst the top courses being picked up by jobseekers to up-skill themselves.



There is a mixed feeling around layoffs and salary cuts amongst jobseekers. 41% of the jobseekers were positive that layoffs are not likely to happen in their organization. These jobseekers were mostly from the BFSI, IT and Pharma industries suggesting a relatively higher job security sentiment in these industries. On the other hand, 59% of the jobseekers, mostly from the Airlines, Hospitality, Ecommerce and BPO/ITES industries, confirmed that the layoffs are either already announced or most likely to happen in the coming days.

On the salary cut front – one-third jobseekers indicated that salary cuts have not yet been announced but are most likely in the near future. In the most impacted sectors such as Airlines, Hospitality, and E-commerce almost half of the jobseekers indicated that salary cuts have been announced in their companies.





Comparing the results of a similar survey carried out pre COVID 19 in Feb 20 revealed that the jobseeker outlook on salary increments has changed drastically. Just 18% of the jobseeker pre COVID 19 were expecting a modest hike of 0 to 5% but this number has now swelled to 63% given the conservative outlook of their companies. Similarly 77% jobseeker were expecting an increment between 6-20% pre COVID 19 and this now has drastically reduced to just 34%.



Naukri.com, India’s No. 1 job site and the flagship brand of Info Edge introduced the concept of e-recruitment in India. Since its inception in 1997, Naukri.com has seen continuous growth while outperforming its competitors in every sphere. Info Edge was the first internet company to be listed in India. The site enjoys a traffic share of over 70% as per similar web. Naukri.com is a recruitment platform that provides hiring-related services to corporates/recruiters, placement agencies and job seekers in India and overseas. It offers multiple products like Resume Database Access, listings and Response Management Tools. With more than 5,25,000 jobs live at any point and over 60 million CVs, Naukri.com serviced over 76,000 corporate clients. The company operates 56 offices in 42 cities in India and overseas offices in Dubai, Riyadh, Abu Dhabi and Bahrain.

Hiring Trends: FMCG, Healthcare & Retail Sectors Noted Marginal Growth in talent demand as COVID-19 Lockdown Paused Activity in all other sectors in April'20

 - Talent demand in FMCG, Healthcare, Retail and IT sectors up by about 1-2% in March 2020 v/s April 2020 comparison 

-  All other sectors posted a drop in talent demand as the workforce stared at a month-long lockdown 

The 40-day long nation-wide lockdown has brought the economy to a standstill, with most sectors recording a dip in talent demand posted in April 2020. The FMCG, Healthcare and Retail sectors noted a marginal jump in talent demand, revealed the findings of TimesJobs RecruiteX April 2020 edition. 

TimesJobs RecruiteX is a monthly recruitment index that records the demand and supply of talent at India Inc.

Explaining the findings of RecruiteX April 2020, Sanjay Goyal, Business Head, TimesJobs and TechGig said, “April 2020 will be best remembered as ‘the most usual month’ in the FY20-21 calendar because all the industrial sectors noted a flat graph owing to the COVID-19 lockdown. Most companies are working remotely presently. Hence those who are digitally enabled and operated are the only ones surviving at this critical time. The RecruiteX April 2020 noted a mere 1-2% growth in the FMCG, Healthcare, Retail, IT sectors. All other sectors noted a dip in talent demand, hence this uptick in these sectors – though insignificant - is like a ‘life-line’ for the present economy."

Here are the major takeaways from the RecruiteX April 2020 edition:

Industry-wise:  The Healthcare and FMCG, Retail sectors saw about 2% growth in talent demand and IT sector recorded only 1% growth in talent demand in the study month.  This can be co-related with the fact that most FMCG and Healthcare companies are running their operations remotely and the demand for IT and IT-enabled roles are still prevalent. 

Functional areas: Almost all functional areas recorded no growth in talent demand. TimesJobs research revealed that recruiters were presently seeking talent for these profiles mostly – Content Writers, Digital Marketing Professionals, R&D Professionals and Logistics Managers.  

Location-wise: Among the metro cities - Delhi-NCR, Kolkata, Bengaluru and Mumbai - noted a dip in talent demand. Only Chennai recorded a mere 1% growth in talent demand in April 2020. 

Among other cities, Pune and Jaipur, each recorded only 2% growth in talent demand. All other cities saw no improvement in talent demand.  

Experience-wise:  The talent demand for Freshers and professionals with less than 2 years of work experience, saw 1% growth in April 2020. All other experience categories noted a dip in talent demand. 

Hiring Activity Registers Decline of 62% in April 2020 as Compared to April’ 2019: Naukri JobSpeak

IT-Software, Pharma/Biotech/Clinical Research and Insurance Industries see a lesser decline in hiring activity as compared to other key industries.

The Naukri JobSpeak Index for April’ 2020, at 951, marks a decline of 62% in hiring activity as compared to April’ 2019 at 2,477, led by the nation-wide lockdown due to the COVID-19 crisis. 

Naukri JobSpeak Index (M-O-M)

The April’ 2020 decline in hiring is led by industries like Hotel/Restaurant/Travel/Airlines (-91%), Auto/Ancillary (-82%), Retail (-77%) and Accounting/Finance (-70%). The job market across cities registered a double-digit dip in hiring. The decline was led by metros wherein Delhi declined by 70% followed by Chennai (-62%), Kolkata (-60%) and Mumbai. (-60%). There was an across the board decline in hiring at varied experience levels with the entry-level experience bands (0 to 3 yrs exp) witnessing the sharpest decline of 67%. 

Referring to the report, Pawan Goyal, Chief Business Officer, Naukri.com said, “The disruption caused by the COVID-19 pandemic continues to impact the hiring activity leading to a 62% decline in April’ 2020.  While Hotel / Restaurant/Travel/Airlines have been significantly impacted, industries like IT-Software/Software Services, Pharma/Biotech/Clinical Research and Insurance have been less impacted. To help jobseekers and recruiters facilitate career progression and hiring in these tough and uncertain times, we, at Naukri, have recently launched the ‘Step-Up’ initiative. For recruiters, in critical industries like Medical, Healthcare, Pharma and Telecom, our very first offering is a free bouquet of hiring services. On the jobseeker front, we are prioritizing access and discovery of recently ‘laid off & immediately available to join’ jobseekers to the recruiters. Also, there is a complete guide on career progression during these tough times with upskilling courses, hiring insights, CV assessment tools etc.”

Key Highlights of Naukri JobSpeak for April 2020 vs April 2019

Hiring Trends - Industry

Besides de-growth in hiring in Hotel/Restaurants/Travel/Aviation by 91%, other key industries that showed a decline in hiring activity in April’ 2020 versus last year same time were - Auto/Ancillary (-82%), Retail (-77%), Accounting/Finance (-70%), BFSI (-67%), BPO/ITES/CRM/Transcription (-60%) and IT-Hardware (-60%).

However, hiring activity in Pharma/Biotech/Clinical Research (-54%), IT-Software/Software Services (-49%) and Insurance (-42%) was less impacted as compared to other industries in April’ 2020.

Hiring Trends – Functional Area

New jobs for professionals in the Ticketing/Travel/Airlines, Hotel/Restaurants and HR/Administration sectors witnessed a dip of 95%, 89% and 78% respectively. Functional roles in Purchase/Supply Chain (-70%), Marketing/Advertising (-69%), Sales/Business Development (-69%) and Accounts/Finance (-68%) also witnessed a steep decline. 

However, new jobs for professionals in the IT-Software (-51%), BPO/ITES/KPO (-54%), Pharma/Biotech/Healthcare (-57%) and Teaching/Education (-56%) sectors were less impacted as compared to other sectors in April’ 2020.

Hiring Trends - Experience

Hiring across experience levels was also impacted in April’ 2020. The hiring for entry-level executives (0-3 yrs. exp.) and senior-level executives (4-7 yrs. exp.) saw a dip of 67% and 62% respectively. The middle management roles (8-12 yrs. exp.) roles declined by 55%, senior management roles (13-16 yrs. exp.) declined by 53% and leadership roles (16+ yrs. exp.) declined by 50%.

Hiring Trends - City

Recruitment across cities saw a double digit dip during the month of April’20. Some of the hiring trends observed across key cities are as follows -

• Delhi/NCR: Hiring activity in the capital city witnessed a decline of 70%.  The Hospitality and FMCG industries saw a dip in hiring by 96% and 81% respectively. Recruitment activities across all experience levels saw a negative growth. The demand for professionals in Hospitality (-97%), Accounting (-78%) and Banking (-64%) sectors marked a substantial negative growth. 

• Chennai: Recruitment activities in Chennai dropped by 62%. The demand for professionals in the Hospitality, IT-Hardware and IT-Software industry saw a decline of 98%, 81% and 62% respectively. Hiring across all experience bands saw a double-digit decline with hiring for the entry level executives (0-3 yrs exp) seeing the sharpest decline of 70% in April’ 2020.
  
  


• Kolkata: The city saw a dip of 60% in recruitment activity. The Hospitality (-99%) and Auto/Ancillary (-89%) industries contributed to the downfall in industry hirings. All experience bands recorded a negative growth. The demand for professionals in the Hospitality and Accounting sector saw a decline of 91% and 77% respectively.
  
  


• Mumbai: Recruitment in Mumbai decreased by 60% in April’ 2020. Hiring in the Hospitality and Auto sectors saw a dip of 94% and 84% respectively.  The recruitment activity across experience levels saw a dip of an average 61%. The demand for professionals in roles across the Hospitality and Banking sectors decreased by 96% and 70% respectively.
  
  


• Hyderabad: Hiring in Hyderabad decreased by 57%. Hospitality (-94%), Auto (-86%) and Accounting (-79%) industries contributed to the overall decline in industry hirings. Hiring across experience levels saw a dip of an average 51%.The demand for professionals in the Hospitality and Accounting sector witnessed a decline of 91% and 77% respectively. 

• Bangalore: Overall hiring activity in Bangalore witnessed a drop of 57%. There has been a dip in hiring across all experience levels. Hiring in the Hospitality and Accounting sectors saw a decline of 91% and 74% respectively. The demand for professionals in the Hospitality, Banking and IT-Software sectors saw a steep decline of 89%, 66% and 56% respectively.
  
  

• Pune: The city saw a dip in recruitment activity by 55%. The Auto/Ancillary (-88%) and Hospitality (-78%) sectors contributed to the downfall in industry hirings. The demand for professionals in the IT-Hardware and Pharma industries recorded a decline of 74% each. Amongst experience bands, Pune saw a negative growth across experience levels of an average 48%.
  
  

Methodology

The Naukri JobSpeak is a monthly Index which calculates and records hiring activity based on the job listings on Naukri.com website month on month. The objective of Naukri JobSpeak is to measure the hiring activities in various industries, cities, functional areas and experience levels. The data is compiled from the website wherein jobs posted by clients on Naukri.com are considered. Thus, the job speak index includes jobs that might be for replacement hiring. December 2008 is taken to be the base with an index value of 1,000 and the subsequent monthly index is compared with the data for December 2008. The jobs analyzed for the monthly Index are qualified on the basis of white-collar, urban, belonging to organized corporate sector jobs with the main focus on service industries. The report shows hiring trends across industry sectors, geography, experience level, and functional areas. More than 76,000 clients use Naukri.com, leading to the high reliability of data. The report does not cover gig employment, hyperlocal hiring or campus placement. Over a long period of time, the Naukri JobSpeak was impacted by the increase in the Naukri traffic share, internet penetration, Naukri pricing strategy and job listing drives.



About Naukri.com

Naukri.com, India’s No. 1 job site and the flagship brand of Info Edge introduced the concept of e-recruitment in India. Since its inception in 1997, Naukri.com has seen continuous growth while outperforming its competitors in every sphere. Info Edge was the first internet company to be listed in India. The site enjoys a traffic share of over 70% as per similar web. Naukri.com is a recruitment platform that provides hiring-related services to corporates/recruiters, placement agencies and job seekers in India and overseas. It offers multiple products like Resume Database Access, listings and Response Management Tools. With more than 5,25,000 jobs live at any point and over 60 million CVs, Naukri.com serviced over 76,000 corporate clients. The company operates 56 offices in 42 cities in India and overseas offices in Dubai, Riyadh, Abu Dhabi and Bahrain.

Naukri.com offers FREE bouquet of Services to Critical Industries and Jobseekers under the newly launched ‘Step-Up’ Initiative

As the global COVID-19 pandemic continues to spread, much of the world’s population remains in lockdown, subject to stringent stay-at-home orders. Welcoming the new normal has not been easy. The present scenario has compelled businesses to realign, re-invent, and reflect at their initiatives to help stakeholders overcome the situation with optimism.

With this thought, Naukri.com, India’s No. 1 job site launches the Step-Up initiative. The initiative is conceptualized with a single-minded vision of not letting the recruiter and jobseeker community be bogged down by this crisis but emerge stronger. The Step-Up initiative takes form through a microsite hosted on Naukri.com platform that aims to facilitate hiring and career progression via host of special features/ offers launched especially to help recruiters and jobseekers in these tough and uncertain times. 

Naukri.com stands in solidarity with the critical industries like Medical, Healthcare, Pharma and Telecom, which are at the forefront in our fight against this global pandemic by launching a free bouquet of offering that comprises of Job listings on Naukri site and personalized hiring drives to attract talent. 

These are just the first of many other features that are in pipeline like express access to laid off/ immediately available jobseeker pool, hiring insights, Webinar with industry experts and many more. 

Commenting on the initiative, Pawan Goyal, Chief Business Officer, Naukri.com said, “At times of crisis, a small first step can spur powerful revolution and it is with this spirit that we have launched a plethora of initiatives for recruiters and jobseekers under ‘Step-Up’. For recruiters, our very first offering is the free bouquet of hiring services to recruiters in critical industries like Medical, Healthcare, Pharma and Telecom as we stand with them shoulder to shoulder in these tough times and there are many more in pipeline. On the jobseeker front, we are prioritizing access and discovery of recently ‘laid off & immediately available to join’ jobseekers by the recruiters. Also, there is a complete guide on career progression during these tough times with upskilling courses, Hiring insights, CV assessment tools etc.”

On the jobseeker front, Naukri.com will highlight and boost profiles of jobseekers who have been recently laid off or are available to join immediately to recruiters thereby improving the chances of shortlisting. Under the Step-Up initiative, there will be a live tracker highlighting companies and industries that are currently hiring along with active jobs to apply to. 

Naukri.com has also curated some useful content around WFH productivity, job search, upskilling courses etc. to help jobseekers navigate these times. In addition to the above, there is an interesting section on hiring insights on the Step-Up microsite that includes trending keywords from recruiters and insights that will help jobseekers advance their careers during this global pandemic. 

About Naukri.com

Naukri.com, India’s No. 1 job site and the flagship brand of Info Edge introduced the concept of e-recruitment in India. Since its inception in 1997, Naukri.com has seen continuous growth while outperforming its competitors in every sphere. Info Edge was the first internet company to be listed in India. The site enjoys a traffic share of over 70% as per similar web.