download complete report (hy-i 2016)

HY-I 2016 1

HALF-YEARLY RECRUITMENT REPORT-I

HiRiNG TRENDS & PROJECTIONS

2016

HALF-YEARLY REPORT-i 2016

HY-I 2016 2


HY-I 2016 3


ContentS

BFSI

RETAIL

MANUFACTURING & ENGINEERING

CoNSUMER DURABLES/FMCG

AUToMoBILE

BPo/ITeS

PRojECTS/ INFRASTRUCTURE

hEALThCARE & PhARMACEUTICALS

IT/TELECoM 9

27

45

15

33

51

21

39

57

Engineers and tech professionals continue to lead demand Engineers gain focus as big ticket

projects take shapeAnalysts, technology and finance -linked profiles grow in demand

Core banking, insurance and IT drive talent demand

Demand jumps for engineers as infrastructure investments grow

Industry likely to grow 12%, talent demand to go up for key functions

More jobs likely in marketing, content and tech specialisations

Sales, R&D and digital marketing roles to see increased demand

Demand up for doctors, medical professionals across specialities

SpeCial foCuS TRAVEL & hoSPITALITY2015 was a tumultuous year for the sector. On one side, there was unprecedented demand for hotel rooms and on the other side, online startups emerged as the new market disrupters. This also meant a change in the way the sector was hiring manpower and the skills it would now need from those wanting to join in

PETRoChEMICALS/ oIL & GAS

6368

Demand up for quality control, engineering and production specialists

HY-I 2016 4


TimesJobs.com is glad to present the ninth edition of RecruiteX — its half-yearly recruitment report. The report provides comparative analysis of the hiring scenario across sectors, functions, specialisations and

locations during the Jul-Dec 2015 period, along with the future outlook of the key sectors of the Indian economy.

Since inception, we have tried to offer insightful reports, converting data to information which is easy to understand and which can have a meaningful impact on the HR fraternity. We have reached more people with every passing year, researched deeply, introduced new features and shared expert insights with the aim to help HR managers and recruiters make better hiring decisions.

Our strength lies in our data and we ensure that the findings are authenticated by industry experts. The experts also share valuable inputs and provide outlook of recruitment trends about their respective industries.

Between July and December 2015, TimesJobs RecruiteX showed a steady growth in demand, suggesting upbeat hiring momentum. Even as the job market for certain sectors, including automobile, infrastructure and BPO/ITeS, remained subdued, demand for experienced professionals with niche skills witnessed a rise. Demand also emerged for digital marketers, content writers and R&D professionals.

Among key sectors, growth is expected to rise in IT/telecom, manufacturing, BFSI and retail, similar to the scenario in Jan-Jun 2015.

E-commerce and startups will continue to grow. With the launch of ‘Startup India, Standup India’ initiative, industry experts predict increased job creation.

We understand that the people we serve are at the core of what we do and our commitment to improve is driven by them. Hence, we express our sincere gratitude to all our experts and readers. Without their contribution and support, this initiative would not have been possible.

With the hope of a promising recruitment year ahead, we wish all our readers a Happy & Prosperous 2016!

We look forward to your feedback on the latest edition.

TimesJobs editorial team

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HY-I 2016 5


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HY-I 2016 6


JOB sentiments in the Indian economy were upbeat during the Jul-Dec 2015 period. The government’s job-creation

initiatives such as Make in India, Digital India, Smart Cities and Skill India have started paying off as hiring activity grew across key sectors in the second half of 2015.

Among the top 10 industries, BFSI and BPO/ITeS topped the recruitment charts during Jul-Dec 2015 beating IT/telecom, which was the top performing sector for the past two years, shows TimesJobs.com RecruiteX data. Both sectors witnessed an overall rise in talent demand of nearly 2 per cent during the second half of 2015, more than the index average for all industries during the period.

The digital revolution seems to have impacted the growth of jobs in BFSI sector, besides initiatives such as relaxation of policies to set up bank branches in rural areas without the Reserve Bank of India’s approval, giving an added push to employment generation in the sector. As predicted in the Jan-Jun 2015 period, the BFSI sector saw increased demand for professionals with online, digital marketing, BIU and strategic abilities.

IT/telecom, manufacturing and healthcare were the other sectors reporting a rise in hiring activity in Jul-Dec 2015.

Among functional areas, demand continued to rise for core profiles. Engineers and technology professionals were sought-after during the period. Sales and marketing professionals also remained in demand, as was the scenario in Jan-Jun 2015.

Demand was high for quality assurance and logistics professionals as well. Product

engineers, design & development engineers, quality engineers, content writers and digital marketers were the other emerging profiles.

In the healthcare sector, there was increased demand for doctors and medical professionals across varied specialities including paediatrics, cardiology, anaesthesiology and physiotherapy. Opportunities also continued to grow in biotechnology, pharmaceuticals and R&D.

Metros ruled the hiring scene during Jul-Dec 2015, taking the maximum job share and seeing heightened hiring activity, especially for middle and senior-level positions. Punjab, Madhya Pradesh, Uttar Pradesh, West Bengal, Kerala and some North-Eastern states also witnessed a rise in talent demand.

Middle and senior-level professionals dominated the hiring scene across industries during the Jul-Dec 2015 period, as was the case in Jan-Jun 2015. The demand for entry-level candidates is expected to grow in engineering, sales, tech support and customer support roles in near future.

With improved hiring sentiments, the year 2016 is likely to witness a surge in hiring. However, innovation will be the key. The creativeness in candidates, leadership qualities, ability to learn and unlearn, adaptability with new and changing trends and technology will be the key differentiators during the recruitment process.

The year 2016 is also going to see a big step forward towards acknowledging the significance of innovation in hiring as focus increases on tapping the passive talent pool, said experts in the Jul-Dec 2015 TimesJobs half-yearly RecruiteX report.

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HY-I 2016 7


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HY-I 2016 8


HY-I 2016 9


THE IT/telecom industry witnessed a growth of 1 per cent during 2015. Between Jul-Dec 2015, July 2015 was the best month in terms of hiring with a 10 per cent rise in talent demand. The Indian information technology (IT) sector is expected to grow 11 per cent per annum to reach $350 billion by

FY 2025, as per NASSCOM. To sustain the momentum, middle and senior-level professionals will see increased demand in the coming months, say experts. As the Digital India and Make in India initiatives along with Internet of Things pick up pace, demand will also rise for entry-level candidates. The Tech Startups Ecosystem has already put India on the global map and will grow more. India will also expand its base of 3,100 tech startups to 11,500 by 2020, as per NASSCOM. In the telecom sector, the user base of smartphones grew to 160 million in 2015, leading to increased internet usage on mobiles. India’s internet economy is expected to touch Rs 10 trillion by 2018, according to a report by Boston Consulting Group and Internet and Mobile Association of India.

Engineers, technology professionals continue to lead demand

IT/TELECoM

KEY TAKEAWAYSn Job share was significant at junior level. However, demand was high at middle and senior level

n Demand was high for core tech, engineering professionals; EDP and MIS roles seek experience

n Opportunities grew in content, digital marketing, quality control, logistics and business development

n Aspiring tech professionals can acquire skills in application programming, which is in demand

n Metros regained the position of IT job hubs with Bengaluru leading the pack

MArKET AvErAgE dEMAnd And induSTrY dEMAnd

93

Jun 15 Dec 15

IT/Telecom

Market average

120

110

100

90

80

97

83

85

Base year Dec 2010 = 100

HY-I 2016 10


n Software specialisation took the largest job share, demand dropped by 2%

n Despite 12% job share, application programming posted 7% drop

n Technical writers saw 2% rise in demand though job share was negligible

n Database administration (DBA) posted 1% rise in demand in Jul-Dec 2015

n Demand was stable for network planning professionals at junior level

n Job share for tech and telecom profiles was 75%; demand dropped by 4%

n Demand for HR professionals was stable in Jul-Dec 2015

n Engineers, the sought-after role in Jan-Jun 2015, saw a 9% drop

n Demand for electronic engineers grew by over 30%; job share was miniscule

n Sales/BD saw 5% drop in demand, reported 2% rise in Jan-Jun 2015

n FunCTiOnAL ArEAJobs in core iT roles

n While metros accounted for 60% of job share, talent demand was sluggish

n Despite maximum job share, talent demand dropped in Bengaluru (1%)

n International locations reported over 30% rise in demand at junior level

n Delhi saw 6% drop in demand; job share was 19% in Jul-Dec 2015

n With negligible job share, Uttar Pradesh saw 5% rise in talent demand

n TOP LOCATiOnSMore opportunities abroad

Share of jobs in top locations

Bengaluru

Delhi NCR

Mumbai

Pune

Hyderabad

Others

23%

19%

12%

10%

8%

28%

n ArEA OF SPECiALiSATiOnSoftware engineers in demand

Share of jobs in area of specialisation

14%

Software engineer

Application programming

Quality assurance/

testing

Database administration

Graphic/web design/

animation

Others

12%4%

3%3%

64%

Share of jobs in top functional areas

4% HR/PM/TD

3% Marketing

2% Cust. service

8% Others

75% IT/telecom

8% Sales/BD

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

software had the maximum share of jobs, electronics specialisation saw the highest demand. While junior-level professionals accounted for the maximum job share, their demand dropped during the Jul-Dec 2015 period. Core technology, telecommunications (IT/telecom) and sales professionals clocked the maximum job share at entry level in the IT/telecom sector. Demand for tech professionals was highest during Sep-Oct 2015, reporting an average rise of 4 per cent. Bengaluru emerged as a hot job hub, being also the home to most tech startups. Talent demand was high in small cities and international locations.

JuniOr LEvEL[ iT/TELECOM ]

Skills in supply chain, product management, e-commerce and managing large format retail will be sought. The economy is getting into an accelerated phase and the obvious result will be increased manpower requirement.

Bhasker Bhandary,Senior Director-Human Resources, Acer India

HY-I 2016 11


n With maximum job share, application programmers saw 13% rise in demand

n System analysts/tech architects reported over 30% rise in demand

n Demand for IT consultants saw 30% rise; rose steadily since Feb 2015

n Customer support professionals saw 11% rise in demand

n Demand for operations roles grew by 7%; job share was negligible

n Tech and telecom profiles had maximum job share, demand up by over 30%

n Sales/BD, with second-highest job share, saw over 30% rise in demand

n Engineers saw 15% rise in demand in Jul-Dec 2015

n Tech writers were sought-after, with nearly 30% rise in demand

n Quality control/assurance profiles saw 19% rise in demand

n FunCTiOnAL ArEAMore jobs in iT and sales

n Delhi NCR had maximum (14%) job postings, demand rose by over 30%

n Bengaluru and Hyderabad too posted over 30% rise in talent demand

n Mumbai witnessed 19% rise in demand with 8% job share

n Among tier II locations, Ahmedabad reported over 30% rise in demand

n International locations posted 21% rise in demand, job share was 7%

n TOP LOCATiOnSHiring up in metros

n ArEA OF SPECiALiSATiOnSystem analysts in demand


Delhi NCR

Bengaluru

Hyderabad

Mumbai

Pune

Others

14%

11%

9%

8%

7%

51%


9%


System analyst/tech

architect

Client server

IT consultant

Channel sales

Others

3%2%

2%1%

83%


8% Marketing

6% Business mgt

5% Engineering

39% Others

29% IT/telecom

13% Sales/BD

WITH increased focus on technology, demand grew for core tech and engineering profiles at the middle level in the IT/telecom sector. Demand surged for system analysts/tech

architects and IT consultants during Jul-Dec 2015. Sales and marketing profiles also saw increased demand during the period. Support functions, including accounting and administration, also witnessed significant rise in talent demand during Jul-Dec 2015. Signalling a new trend, the IT/telecom sector saw considerable rise in demand for tech writers. Demand is expected to rise for digital marketers in future.Unlike the trend in Jan-Jun 2015, where small cities ruled the hiring scene in the IT/telecom sector, metros overtook tier II and III locations as IT job hubs in Jul-Dec 2015. Besides the rise in talent demand, metros also retained a major chunk of jobs at middle level in the sector.

MiddLE LEvEL[ iT/TELECOM ]

Knowledge of emerging technologies like cloud computing,

big data, mobility and analytics along with advanced tools like hadoop and Red Prairie will be

most sought-after by leading companies in the IT sector.

SJ raj, Senior VP-HR, Newgen Software

HY-I 2016 12


n Sales specialistions saw the maximum (over 30%) rise in demand

n Direct marketing specialisation also reported 30% rise in demand

n Application programming had 3% job share but demand dropped by 8%

n Demand for radio frequency (RF) engineers was stable in Jul-Dec 2015

n EDP and MIS specialisation witnessed 12% rise in demand

n IT/telecom accounted for the maximum job share; demand rose by over 30%

n Marketing & advertising profiles also saw over 30% rise in demand

n Engineers with 6% job share reported 19% rise in demand

n Demand for sales/business development profiles grew by 22%

n HR professionals continued to see high demand at senior level with 30% rise

n FunCTiOnAL ArEAdemand for core iT roles

n Metros retained maximum job share; Bengaluru saw over 30% rise in demand

n Delhi NCR and Mumbai also witnessed 30% rise in demand

n International locations took 10% job share; talent demand rose by 27%

n Among tier II locations, Ahmedabad posted over 30% rise in demand

n Among states, Gujarat saw over 30% rise in demand at senior level

n TOP LOCATiOnSMetros seek experience


Bengaluru

Delhi NCR

Mumbai

Pune

Hyderabad

Others

12%

11%

9%

9%

5%

54%

n ArEA OF SPECiALiSATiOn Specialisation in sales sought


3%


RF engineering

Other top mgt

EDP/MIS

GIS

Others

3%2%

2%2%

88%


10% Marketing

6% Engineering

6% Business mgt

44% Others

23% IT/telecom

11% Top mgt

CORE technology and telecommunication roles saw maximum demand in Jul-Dec 2015. Specialisations in EDP (electronic data processing), MIS (management information services or

systems), sales and direct marketing were sought. In sales, channel sales saw heightened demand. Business development was also one of the core functions at senior level. Human resources was another area were senior-level professionals saw increased demand in the IT/telecom sector during the Jul-Dec 2015 period. International locations continued to have a significant share of jobs at the senior level. Contrary to the trend in Jan-Jun 2015, demand also grew in locations abroad by 27 per cent in Jul-Dec 2015. Bengaluru topped the charts with the highest job share and the maximum rise in talent demand at senior level.

SEniOr LEvEL[ iT/TELECOM ]

There should be a good balance to hire and retain employees from different generations. Currently, we have a fairly high percentage of roles suitable for Gen X and Baby Boomers.

dharmendra Sethi,Global Head-Talent Acquisition and Management, Globallogic

HY-I 2016 13


recruitment game-changers The IT industry is going through a transformation phase with changing business dynamics and business models enabled by advances in technology. Using cloud-based portals, multi-screen and video assessments, insights from analytics using business intelligence/data warehouse platforms and wearable technologies allows more accurate access to candidates. We also see growing integration of skills across disciplines such as marketing, sales, procurement and vendor and people management as essential competencies for recruiters in 2016.

in-demand skillsThe industry is asking for capability in digital systems integration and transformation technologies related to Internet of Things along with evolving demand for skills in integrated infrastructure and application management services. Across domains, skills such as user interface design, algorithm design, visualisation,

middleware and integration software, data science and analytics,

mobile development, business intelligence, data engineering and

data warehousing and game development will be in demand

in coming years.

role of technology in Hr

The time frame to recruit is being reduced using

technologies that are now integrated into the fabric

of the selection processes. Digitalisation is leading to automation of tools used for the screening process and increasing capacity for recruiters to invest time in proactive engagement with passive candidates with the help of platforms such as TechGig.com. Social digital networks and specialised platforms will increasingly contribute to sourcing as compared to traditional channels.

Emerging skills for freshersPrimary skills that the industry will look for continue to be functional knowledge, applied innovation, and learnability/adaptability as these will help organisations adopt newer ideas to drive growth. Entry-level talent emerging from colleges is expected to be skilled in emerging technologies and markets such as e-commerce, mobility, digital experience and business process management, analytics and agile development. Compensation trends in 2016Performance management and appraisals will continue to evolve as organisations understand that the normal bell curve is not adequate to enhance employee experience. Compensation trends in the IT industry are aligned to business performance. So these will vary with base salary changes similar to the range provided in previous years and performance bonuses reflecting differentiated contribution by individuals, revenue, growth and profitability in organisations – possibly in the range of 6-10 per cent depending on these factors.

Salary meter (average range) n Junior: Rs 3 lakh per annumn Middle: Rs 8 lakh-14 lakh per annumn Senior: Rs 14 lakh + per annum

Demand for skills in integrated infrastructure, application management

iT/TELECOM inTErviEW Prithvi Shergill Chief Human Resources Officer, HCL Technologies

Skills in digital systems integration and transformation technologies, visualisation, data science, analytics, business intelligence, data engineering and development will be sought.”

HY-I 2016 14


Middle managers trickiest hires for employers in India TimesJobs surveyFor nearly 50 per cent of surveyed organisations, the most challenging task is to get the right managerial/leadership skills while hiring middle managers

Where do middle managers lag behind?

What does India Inc value in middle managers?

Why do organisations

look externally?

Why do organisations look internally?

How are organisations bridging the skill gap in middle managers?

How do organisations prefer hiring middle managers

Job rotation39%

Leadership skills53%

People management skills30%

Communication skills10%

Domain skills7%

In-house training30%

More authority12%

Education19%

Relevant skills

56% Years of experience

10%

Industry experience

26%

53% - New skills sets

30% - Frequent exits

10% - Brings in new perspective

7% - Need international exposure

25% - Cost-e�ective

44% - Skilled & trained

20% - Well-versed with culture

11% - Helps in retention and engagement

Externally (but within the

industry)

56% In-house

(within the organisation)

36% Externally

(outside the industry)

8%Education & international

exposure

8%

HY-I 2016 15


THE Indian manufacturing industry saw stable hiring trends in 2015, witnessing a growth of 9 per cent in July and 2 per cent in September 2015. India is a hub for foreign investment in manufacturing. Several mobile phone, luxury and automobile brands, among others, have set up or are looking to

establish manufacturing bases in the country, according to a report by India Brand Equity Foundation. The report says impetus on developing industrial corridors and ‘Smart Cities’ would assist in developing a conducive environment for industrial development. To sustain the growth, there is an increased demand for engineers across experience levels, most being at senior level. At entry level, specialisations in production, manufacturing, maintenance, civil and electrical engineering disciplines are most sought-after. To evolve products, candidates well-versed in new technologies will continue to be in demand. Demographical analysis shows that the manufacturing saw active hiring in metros. Metro cities also retained a major chunk of jobs during Jul-Dec 2015.

KEY TAKEAWAYSn Demand was high for engineers, especially in civil, mechanical and electrical domains

n Sales specialisations grew in demand at middle level; quality was the focus at top

n Opportunities in content, project management, client servicing were on upswing

n Skills in managing automated processes likely to emerge as focus areas in 2016

n Metros were the best-performing locations, international locations attracted entry-level talent

Engineers gain focus as big ticket projects take shape

MANUFACTURING & ENGINEERING


Jun 15 Dec 15

100.0

92.5

85.0

77.5

70.0

Manufacturing & Engineering

Market average

83

85


75

75

HY-I 2016 16


n Production/manufacturing/maintenance had biggest job share; hiring rose 1%

n Civil engineers topped demand at junior level with 18% rise

n Mechanical engineers saw 12% rise; electrical engineers reported 3% rise

n Channel sales professionals posted 9% rise in demand in Jul-Dec 2015

n Specialisation in project management witnessed 16% rise in demand

n Engineers claimed over 40% job share; demand rose by 8% in Jul-Dec 2015

n HR professionals saw maximum rise in demand with 16% increase

n IT professionals reported 6% rise in demand; accounting saw 1% rise

n Despite 15% job share, sales/BD posted 13% drop in demand

n Business management, consultants registered 11% rise in demand

n FunCTiOnAL ArEAJobs in support roles

n Despite maximum job share, Delhi NCR posted just 1% rise in demand

n Bengaluru clocked a 3% rise in demand with 11% job share

n International locations reported 8% rise in demand; job share was 5%

n Among other key locations, Hyderabad posted a 4% rise in talent demand

n Despite negligible job share, Vadodara witnessed a 7% per cent rise in demand

n TOP LOCATiOnSBengaluru seeking fresh talent


Delhi NCR

Mumbai

Bengaluru

Pune

West Bengal

Others

19%

15%

11%

9%

7%

39%

n ArEA OF SPECiALiSATiOndemand up for civil engineers


7%

Production/manufacturing/

maintenance

Engineering

Electrical /electronic

Civil

Design engineering

Others

4%3%

3%2%

81%


10% IT/telecom

7% Accounting

5% HR/PM/TD

21% Others

42% Engineering

15% Sales/BD

SIMIlAR to the Jan-Jun 2015 period that saw increased demand for core engineering roles, Jul-Dec 2015 too witnessed heightened demand for the profile. Demand for engineers peaked in August

and November 2015. Civil engineers were most sought at entry level, followed by electrical engineers. Specialisation in channel sales, project management, mechanical engineering and plant maintenance were also sought. HR, technology and business management too saw increased demand for candidates with less than 2 years of experience. Hiring was also up for export/import roles and accounting profiles. With the Make in India campaign, resources who can create or quickly acquire technical competence will be in demand. Metros retained almost 50 per cent job share. Bengaluru clocked maximum rise in entry-level talent demand.

JuniOr LEvEL[ MAnuFACTuring & EnginEEring ]

Candidates at entry level should have an open mind and the right attitude. They should not be restricted or conservative. In a nutshell we are looking for fresh, open-minded employees with the right attitude.

Kunwer Sachdev,Managing Director, Su-Kam Power Systems Ltd

HY-I 2016 17


n Channel sales had maximum job share; demand fell by 10%

n Specialisation in technical sales posted over 30% jump in demand

n Corporate sales reported 8% rise in demand in Jul-Dec 2015

n Production, civil, maintenance engineers reported 30% rise in demand

n Customer support, client servicing saw 17% rise in demand

n Engineers, with biggest job share, saw 26% rise; had fallen 4% in Jan-Jun 2015

n Sales/BD with second-highest job share reported 19% drop in demand

n logistics, supply chain roles continued to witnessed drop (29%) in demand

n IT professionals reported 1% rise in demand; HR profile saw 4% rise

n Content writing emerged as sought-after role, demand rose by 24%

n FunCTiOnAL ArEAEngineers back in demand

n Despite claiming maximum job share, Delhi NCR posted 9% drop in demand

n Bengaluru witnessed 10% rise in demand; 7% rise in Mumbai

n Chandigarh marked a 12% drop in demand; was up 4% in Jan-Jun 2015

n Maharashtra continued to report drop (14%) in talent demand

n Despite 7% job share, international locations posted 6% drop in demand

n TOP LOCATiOnSMumbai and Bengaluru hiring

n ArEA OF SPECiALiSATiOndemand in technical sales


Delhi NCR

Mumbai

Bengaluru

Pune

West Bengal

Others

14%

11%

8%

7%

7%

53%


3%

Channel sales

FMCG sales

Business development

Corporate sales

Technical sales

Others

2%2%

2%2%

89%


8% Accounting

7% Logistics

6% IT/telecom

35% Others

24% Engineering

20% Sales/BD

THE middle level accounted for nearly 30 per cent of the total jobs in the manufacturing sector across domains. Civil engineers remained in high demand at middle level and demand for quality

assurances skills, which were sought-after in Jul-Dec 2014, remained sluggish, as was the trend in Jan-Jun 2015. Demand for specialisation in technical sales grew both in terms of demand as well as job share in Jul-Dec 2015. Production, manufacturing, maintenance and civil engineers too saw heightened demand during this period. Engineers were back in demand. The profile posted highest rise in demand and also retained major job share at the middle level. HR, R&D, customer service and content writers were other sought-after profiles at the middle level in the manufacturing sector. Demand was up in Mumbai and Bengaluru, while Delhi NCR had the maximum job share.

MiddLE LEvEL[ MAnuFACTuring & EnginEEring ]

Cross-functional know-how, understanding of external and internal

customers, problem-solving and decision-making, enterprise, understand

product nuances, loyalty to employer and ability to manage teams will be the

desired competences.

Harsh Kapur Pillai,Founder Director, Terragni Consulting

HY-I 2016 18


n Specialisation in FMCG sales had maximum job share; demand up by 30%

n Quality management experts witnessed over 30% rise in demand

n Production management gained 2% job share; was 1% in Jan-Jun 2015

n Charted accountants and taxation experts reported 30% rise in demand

n Supply chain saw 5% drop in demand; had seen 3% drop in Jan-Jun 2015

n Engineers, with maximum job share, clocked over 30% rise in demand

n Among support roles, accounting and HR saw 30% rise in demand

n Tech profiles posted 30% rise; demand had dropped by 4% in Jan-Jun 2015

n Demand for business management/consultants rose by 12% in Jul-Dec 2015

n Sales/BD function continued to drop (22%); had fallen 1% in Jan-Jun 2015

n FunCTiOnAL ArEAdemand up for engineers

n Metros retained maximum job share; demand up by 30% in Jul-Dec 2015

n Chennai was the only metro to post drop (19%) in demand

n Pune saw 27% rise in demand; Vadodara clocked 12% rise

n Ahmedabad remained the top non-metro city with over 30% rise in demand

n Among states, Maharashtra reported over 30% rise in demand in Jul-Dec 2015

n TOP LOCATiOnSMetros hiring for senior roles


Delhi NCR

Mumbai

Pune

Bengaluru

West Bengal

Others

13%

11%

8%

7%

6%

55%

n ArEA OF SPECiALiSATiOndemand in quality management


3%

FMCG sales

Production management

Total quality management

Purchasing/sourcing

Service and repair

Others

2%2%

2%2%

89%


9% Logistics

7% Top mgt

6% HR/PM/TD

37% Others

25% Engineering

16% Sales/BD

Demand for senior professionals in manufacturing in Jul-Dec 2015 was buoyant. Engineers saw increased job share and demand after the same fell significantly during Jan-Jun 2015. Sales/

business development function continued to report drop. It was a sought-after profile in Jul-Dec 2014. HR, accounting and finance professionals were the top support functions. Technology and business management professionals also saw increased demand at senior level in the sector during the Jul-Dec 2015 period. Specialisation in production management, quality management, purchasing/sourcing and plant maintenance were sought-after at top level. Metros were the job hubs for experienced professionals. Delhi NCR and Bengaluru were top-performing locations. Ahmedabad was biggest gainer among non-metros.

SEniOr LEvEL[ MAnuFACTuring & EnginEEring ]

Senior-level job involves designing, monitoring and developing chemical/ biochemical equipment and processes, ensuring systems are safe and as environment-friendly as possible, evaluating costs, conducting research and preparing production reports.

r nanda,CHRO, Tata Chemicals Limited

HY-I 2016 19


recruitment game-changers With the Indian economy on a growth trajectory, the job market is looking positive. Going into 2016, 76 per cent of the companies surveyed are planning to increase their headcount in the next 12 months as Michael Page’s 2015-2016 India Salary and Employment Outlook report suggests. The focus will remain on hiring the right people in terms of traits and attributes required to perform the desired job. With market dynamics changing, the need for manpower will increase in niche areas. Technology will be the obvious and prime game-changer in recruitment space.

in-demand skillsIn this world of VUCA (volatility, uncertainty, complexity and ambiguity), adaptability is the keyword that companies in our industry will look for at all levels but more so for senior-level recruitments. For middle and junior-level recruitments, the prime focus will be on learning ability. Sales, marketing and human resource are the green avenues in terms of job roles across all levels in the industry. Engineering specialisations will also see

increased demand as Make in India and Digital India initiatives take shape in 2016.

role of technology in HrTechnology will play a prominent role across all levels

of recruitment. Since the focus is on measuring the right levels of attitude,

things such as psychometric test

and core value adherence test find relevance during the recruitment

process. Technology has also played an important role in facilitating ease of communication to candidates. The best example over here is the use of social media. Social will be the sought-after channel to source and screen quality talent. Going forward, focus will also be on employer branding strategies to attract passive talent. Data management has also become an easy task with the advent of different technology platforms. There are advancements on the employee training and development front as well, with the advent of technology.

Emerging skills for freshersThe emerging skill sets can be defined in a single word as ‘PAPPA’ -- Passion, Ambition, Perseverance, Personal Values and Adaptability. Every fresh entrant should imbibe these qualities in unity to aspire for a successful and sustainable career in organisations, be it manufacturing or any other sector.

Compensation trends in 2016There will not be any significant change in terms of the average annual increment in the manufacturing industry. The figure will hover around 12 per cent with a tolerance of plus/minus 1 per cent.

Salary meter (average range) Depending on the qualification and experience of the aspirant, the salary ranges in the sector may vary as mentioned below.n Junior: Rs 3.5 lakh-14 lakh per annumn Middle: Rs 8.5 lakh-25 lakh per annumn Senior: The salary range at this level will depend on the functional exposure and leadership qualities of the person. These two will be the determining factors and hence the range may vary from company to company.

Workforce adaptability key to business success and sustenance

MAnuFACTuring & EnginEEring inTErviEW rajesh Tripathi VP and HR Head, Gujarat Heavy Chemicals Ltd

Corporate culture, learning & development and career growth plan are most critical for employees in our sector, followed by rewards & recognition, salary and work-life balance.”

HY-I 2016 20


New-age job seeker changing job hunt rules TimesJobs survey

46 per cent job seekers, while researching about a company, decide whether they want to work for that organisation while 31 per cent take the decision at the interview stage

job seekers feel that viewpoint/feedback/input from company rating platforms matter the most while taking up a job

39% job seekers say that a bad job posting would give them a negative perception about the company

39%

job seekers feel the level of application process has turned more di�cult

33%

job seekers feel that clearly-de�ned duties and responsibilities of a job posting are most likely to positively impact their decision

77%

job seekers do extensive research on a company using multiple resources before applying

38%

job seekers want to be contacted on personalised

e-mail after submitting a resume/application

54%

job seekers say they would decide

about working for the company while

researching about the organisation

46%

45%job seekers have heard about talent

networks/communities but haven’t used them

HY-I 2016 21


INDIA’S BPO/ITeS industry saw stable hiring in 2015, seeing a 2 per cent growth between July and December. India is the world’s largest IT outsourcing destination, accounting for nearly 67 per cent of the $124-130 billion market. The outsourcing industry in the country employs about 10 million people and its

revenues may touch $225 billion by 2020, according to NASSCOM. Diverse opportunities are available in ITeS/BPO/BPM companies for professionals with different specialisations. Financial, business and system analysis and technical processes are seeking greater volume of professionals. Today, the BPO/ITeS industry is helping other sectors such as IT and consulting to secure a toehold in new businesses. Professionals have huge scope for career growth. However, one must work towards acquiring more knowledge, certification or higher qualifications in Six Sigma, lean and PMP certifications. Metros were the top job hubs in BPO/ITeS, especially for middle and senior-level professionals in Jul-Dec 2015. Entry-level candidates were in demand in tier II and tier III locations.

KEY TAKEAWAYSn Demand was high for financial, business analysts at middle and senior level

n Blended process and telemarketing professionals saw increased demand at junior level

n Opportunities grow in content, marketing, operations, quality control, electronic data processing

n Sales professionals continued to witness high demand at senior level in Jul-Dec 2015

n Metros were the best-performing locations with an average 30% rise in demand

Analysts, technology and finance-linked profiles grow in demand

BPo/ITeS


85

Jun 15 Dec 15

BPO /ITeS

Market average

110.00

101.25

92.50

83.75

75.00

94

83

85


HY-I 2016 22


n Voice process had maximum job share; demand was up by 1%

n Demand for specialists in blended process was up by 10%

n Technical process roles saw 5% rise in demand though job share was miniscule

n Telemarketing specialists witnessed 9% rise in demand at junior level

n Demand up by 23% for back office profiles; corporate sales saw 30% rise

n Customer service/tele calling had maximum job share but demand was stable

n Sales/BD saw 25% rise in demand with 3% job share in Jul-Dec 2015

n Talent demand in quality control rose by over 30% despite low job share

n Engineers witnessed 10% rise in demand; had fallen 9% in Jan-Jun 2015

n Marketing and advertising profile saw 8% rise in demand at junior level

n FunCTiOnAL ArEAJobs in support roles

n Despite maximum job share, demand dropped across metros

n International locations continued to report over 30% rise in demand

n Delhi NCR saw stable hiring; demand fell by 6% in Jan-Jun 2015

n Among tier II locations, Chandigarh topped demand with 8% rise

n Despite small job share, Uttar Pradesh saw over 30% rise in demand

n TOP LOCATiOnSOpportunities abroad


Delhi NCR

Bengaluru

Mumbai

Hyderabad

Pune

Others

36%

13%

13%

7%

7%

24%

n ArEA OF SPECiALiSATiOndemand up for blended process


8%

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

5%5%

5%5%

72%


6% IT/telecom

6% Administration

6% BFSI

16% Others

58% Customer

service

8% Accounting

UNlIKE the trend in Jan-Jun 2015 when the industry saw increased demand for core engineering roles, Jul-Dec 2015 witnessed rise in demand for sales, marketing and quality/process

control professionals. Specialists in voice, technical and blended (voice and other communication channels) processes were sought at junior level. Demand also grew for telemarketing professionals. Demand for customer service/tele calling was largely stable during the last six months of 2015. It peaked in September 2015, registering a 23 per cent jump. Banking, insurance and financial services functions in ITeS companies saw a significant rise in demand, followed by IT/telecom and sales/business development. Metros ruled the hiring scene in ITeS/BPO industry in Jul-Dec 2015. International locations saw increased talent demand at senior and junior/entry level.

JuniOr LEvEL[ BPO/iTeS ]

The industry has emerged as one of the largest private sector employers in India with a workforce of over 3.1 million. Career opportunities are limitless, be it operations, training, recruiting, hR, workforce management, account management, IT or analytics.

rajiv Ahuja,SVP-Operations, Convergys India, China & Malaysia

HY-I 2016 23


n Financial analysts reported over 30% rise in demand; job share was 3%

n Back office professionals claimed 2% job share, demand was up by 30%

n Customer support saw 30% rise in demand; was 11% up in Jan-Jun 2015

n Demand for operations roles was stable; grew by 7% in Jan-Jun 2015

n Quality assurance posted 28% rise in demand in Jul-Dec 2015

n BFSI profile had maximum job share; demand was up by over 30%

n IT/telecom, with second-highest job share, too reported over 30% rise

n Quality/process control saw 4% rise; demand was up by 19% in Jan-Jun 2015

n Tech writers saw 8% rise in demand, reported 30% rise in Jan-Jun 2015

n With 8% job share, demand for customer service profile fell by 3%

n FunCTiOnAL ArEAFinancial and tech profiles sought

n Delhi NCR and Mumbai had maximum job share, demand up by over 30%

n like Jan-Jun 2015, Bengaluru and Hyderabad saw over 30% rise in demand

n Pune witnessed 23% rise and Chennai saw a 21% rise in Jul-Dec 2015

n Among states, Uttar Pradesh saw 9% rise in demand; job share was negligible

n International locations posted 17% rise in demand; job share was 4%


n ArEA OF SPECiALiSATiOnFinancial analysts in demand


Delhi NCR

Mumbai

Bengaluru

Pune

Hyderabad

Others

16%

16%

13%

8%

8%

39%


3%

Financial analysis

Back office

Customer support

Banking general

Other banking/Insurance

Others

2%2%

2%1%

90%


12% Sales/BD

8% Cust. service

5% Quality control

32% Others

22% BFSI

21% IT/telecom

THE BPO/ITeS industry today offers services to global businesses across multiple industries such as banking & financial services, healthcare, insurance, retail and travel & hospitality. Thus, there

are huge opportunities for job seekers. With BFSI and analytics verticals growing, jobs opportunities in analytics and big data crunching and data mining are expected to rise, especially at middle level. Financial analysts and system analysts are in great demand. Among support functions, sales/business development saw significant a rise in demand. Content writers also emerged as a sought-after profile in the industry. Talent demand at middle level was high in metros and big cities with Delhi NCR and Mumbai topping the charts. Delhi NCR was the best performing location during the Jan-Jun 2015 period with over 30 per cent rise in talent demand.

MiddLE LEvEL[ BPO/iTeS ]

Apart from the necessary technical skills, a candidate should be proactive

and intelligent, agile and credible. Leadership skills, managing day-to-day challenges, sense of responsibility and

the willingness to take risks are also desired.

Anupam Jauhari,Vice President & Global Head (HR), Infogain

HY-I 2016 24


n Business/systems analysts had highest job share; demand was up by over 30%

n Project leads/managers too posted over 30% rise in demand in Jul-Dec 2015

n Corporate planning and strategy posted 25% rise in demand at top level

n Demand for EDP and MIS specialisation peaked in Aug and Oct (30%)

n Risk/credit/economic analyst saw 30% rise in demand; job share was miniscule

n IT/telecom accounted for the maximum job share; demand rose by over 30%

n Banking, insurance, financial services also saw over 30% rise in demand

n Business management and consultants posted 20% rise in demand

n Demand for sales profiles grew over 30%; was 22% up in Jan-Jun 2015

n After seeing increased demand since July 2014, HR profile witnessed 1% drop

n FunCTiOnAL ArEAdemand for iT and BFSi roles

n Metros retained maximum 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 LOCATiOnSMetros calling experienced staff


Delhi NCR

Mumbai

Bengaluru

Chennai

Pune

Others

17%

15%

11%

9%

9%

39%

n ArEA OF SPECiALiSATiOnBusiness analysts in demand


6%

System analysis

Project leader

Other finance

EDP/MIS

Risk/credit

Others

6%2%

2%1%

83%


10% Sales/BD

6% Top mgt

5% Cust. service

37% Others

23% IT/telecom

19% BFSI

SIMIlAR to the trend in Jan-Jun 2015, demand continued to rise for finance-linked roles at senior level, including banking, insurance, finance and accounting and also for IT/telecom-related profiles.

Customer service/tele calling profile, which claimed the top position with 38 per cent job share in Jan-Jun 2015, witnessed a drop in job share as well as in demand which fell by 3 per cent. Most of the jobs were posted for business/systems analysts and project leads in Jul-Dec 2015. Operations, customer care roles witnessed a significant rise in demand. Channel sales specialisation was also sought at senior level. Delhi NCR, Mumbai, Bengaluru, Chennai and Pune accounted for over 60 per cent of total jobs for senior roles. On an average, these locations reported nearly 30 per cent rise in demand for senior-level professionals during Jul-Dec 2015.

SEniOr LEvEL[ BPO/iTeS ]

Senior-level professionals with a deep understanding of packages like Calypso, Pega and TIBCo will have a competitive edge over their counterparts in the today’s competitive jobs market. These packages are widely used on a large scale in the financial services sector.

Faisal Husain,Co-founder and CEO, Synechron

HY-I 2016 25


recruitment game-changers The use of social media for employer branding and targeted talent acquisition coupled with the uses of technology for evaluating candidates will completely transform the hiring processes in 2016 and beyond. Engaging with candidates online, remote interviews via video conferencing and the use of analytics in hiring parameters will be the key aspects of an organisation’s hiring strategy in the coming years. Focus will grow on passive candidates and technology-enabled tools and channels will provide the needed assistance in tapping into this talent pool.

in-demand skillsThe business process services (BPS) industry has seen a major shift in the customer expectations and thereby in its business construct as well. The emerging trend is to add significant value or significant direct business impact beyond cost arbitrage by combining technology, business processes and analytics. Therefore, a significant number of transactional tasks are likely to get automated. There will be

an increased demand for operational and functional expertise. At junior levels, there would be an element of fungibility across industries and processes, as they mature and acquire specific skills. Subject matter expertise, strong operational knowledge and technology would be the key differentiators at the middle and

senior levels in the BPS sector.

role of technology in HrThe human resource function has been significantly impacted by the

advent of technology, especially in the area of recruitment. The uses of

cloud, technology, automation and data

analytics are going to be the key game-changers in HR as a whole and specifically, in recruitment. Investments in technology to increase agility and enhance candidate experience will gain ground in the times ahead. Though technology has made recruiting more efficient, professionals with skills to manage the new-age hiring tools and practices are the need of the hour.

Emerging skills for freshersCritical skill sets in the BPS sector include domain knowledge, a flair for technology and analytical ability to draw inferences and take appropriate decisions. While at the entry level the industry would still continue to hire mostly graduates from all areas, at the lateral level, specific industry and domain knowledge are important. For example, at entry level, the BPS sector would need commerce graduates for financial services process. However, it is more likely to laterally hire subject matter experts with relevant industry experience for a role that demands utility specialists in the ‘KYC settlement’ space.

Compensation trends in 2016The appraisal trends in the industry are going to be very progressive one which would primarily focus on objective setting, development plan and future plans. There would be continuous feedback mechanism instead of the traditional annual appraisal approach. Compensation will also be linked more to competencies, niche skills and their criticality to business.

Salary meter (average range) n Junior: Rs 3 lakh per annumn Middle: Rs 8 lakh-14 lakh per annumn Senior: Rs 14 lakh+ per annum

Mix of technology, business acumen and analytics required in future hires

BPO/iTeS inTErviEW Putul Mathur General Manager-Human Resources, Wipro BPS

At junior level, there would be an element of fungibility. Subject matter expertise, strong operational knowledge and technology would be the key differentiators at the middle and senior levels.”

HY-I 2016 26


What is the key reason for income

disparity among employees at the same

level

Majority employees face income disparity at same levelJobBuzz surveyNearly 40 per cent respondents feel there is salary disparity since talent hired from outside is being paid more while 35 per cent said disparity was due to favouritism by bosses

90%

employees feel they are paid

di�erently despite being at the same level in the same

pro�le

REAS

ON FO

R DI

SPAR

ITY

External hires40%

Favouritism35%

Experience25% 57%

Level of income disparity?

18% 34% 27% 21%

64%employees feel it is more than 30%

76%

Are you satis�ed with the income disparity between

you and your reporting manager ?

employees say no

72%employees feel gender-based income disparity is 10-30%

What is the income disparity between you and your manager?

of employees in IT, ITeS and

healthcare sectors feel there is income

disparity in their organisations

90%

say the disparity is below 10%

feel the disparity is below 10-20%

say the disparity is below 20-30%

feel the disparity is more than 30%

say there is no income disparity between male and female employees in the same role & level

HY-I 2016 27


THE Banking, Financial Services and Insurance (BFSI) was the top-performing sector in terms of hiring during the second half of 2015. It saw a growth of 2 per cent during Jul-Dec 2015, July 2015 being the best month in terms of hiring with a 9 per cent rise in talent demand. Rising incomes are expected to

increase the need for banking services in rural areas and drive growth. The projected manpower requirement of BFSI workforce by 2022 is 8.5 million. To meet the demand, BFSI Sector Skill Council of India has been set up to enhance skill development across the sector. Currently, there is demand in core banking, insurance and financial services roles. With digital revolution in full swing, demand for IT professionals is also on the rise, especially at senior level. Metros claimed most jobs in Jul-Dec 2015 in BFSI. Talent demand is expected to grow in small towns too with the relaxation in branch licencing policy by the RBI, allowing banks (which meet certain financial parameters) to set up new branches in tier II to VI centres without prior approval.

KEY TAKEAWAYSn Despite maximum job share, demand at junior level was lower compared to middle, senior levels

n Demand for financial analysts to grow in coming months, especially in insurance industry

n Opportunities to emerge in wealth management with projected requirement of 1 lakh professionals

n Demand for functions like legal, treasury management, technical valuation, corporate finance

n Metros will continue to host most jobs; demand will rise in small cities as banks expand rural operations

Core banking, insurance and IT drive talent demand in the sector

BFSI


79

Jun 15 Dec 15

BFSI

Market average

100.00

92.50

85.00

77.50

70.00

8783

85


HY-I 2016 28


n General banking segment had maximum job share; demand fell by 3%

n Among top five functions, corporate sales saw maximum rise (8%) in demand

n Direct/commission sales posted 9% rise in demand in Jul-Dec 2015

n Financial analysts reported drop (1%); demand in book-keeping was stable

n Demand rose for insurance advisors (6%), cost accounting (4%), analysts (7%)

n Core banks, insurance, finance roles had maximum job share; demand stable

n Demand rose 4% for sales/BD professionals; rise was 7% in Jan-Jun 2015

n Accounting and front office were the top functions to see demand drop (2%)

n IT professionals reported 3% rise in demand at junior level

n HR and logistics saw 1% rise; demand in HR rose 10% in Jul-Dec 2015

n FunCTiOnAL ArEAdemand up for sales profile

n Mumbai claimed maximum job share; demand dropped by 3%

n Bengaluru saw highest (3%) rise in entry-level demand in Jul-Dec 2015

n Delhi NCR posted 1% rise; talent demand was stable in Pune

n Hyderabad with 5% job share saw 3% rise in demand

n Uttar Pradesh emerged as top hiring state with 12% rise in demand

n TOP LOCATiOnSBengaluru hiring freshers


Mumbai

Delhi NCR

Bengaluru

Pune

West Bengal

Others

24%

16%

10%

8%

6%

36%

n ArEA OF SPECiALiSATiOndemand up in corporate sales


5%

Banking general

Channel sales

Corporate sales

Other accounting

Financial analysis

Others

5%4%

3%3%

80%


18% Accounting

9% IT/telecom

6% Administration

13% Others

33% BFSI

21% Sales/BD

SIMIlAR to Jan-Jun 2015, most of the jobs were for core roles in banks, insurance and financial services followed by sales/business development and accounting/finance in the Jul-Dec 2015 period.

The maximum rise in demand was reported for sales/business development and IT professionals. Among specialisations, corporate sales and direct/commission sales saw a significant rise in demand. Demand also rose for personal/ retail banking and relationship/account servicing verticals during Jul-Dec 2015. Bengaluru topped junior-level demand during the period while Mumbai held maximum job share. Delhi NCR retained the second position in terms of job share. However, talent demand grew by just 1 per cent. Pune, which made an entry into top 10 locations in Jan-Jun 2015, kept back 8 per cent of the job share, but growth in talent demand was stable.

JuniOr LEvEL[ BFSi ]

India currently needs close to 100,000 qualified wealth managers. For freshers, there are lots of job opportunities in the wealth management domains such as banking, NBFC, life insurance and capital market.

Subhash Menon,Chief-HR and Learning, Angel Broking Pvt Ltd

HY-I 2016 29


n Sales specialistions saw the maximum (over 30%) rise in demand

n Direct marketing specialisation also reported 30% rise in demand

n Application programming had 3% job share but demand dropped by 8%

n Demand for radio frequency (RF) engineers was stable in Jul-Dec 2015

n EDP and MIS specialisation witnessed 12% rise in demand

n Banks/insurance/financial services topped job share, demand rose by over 30%

n Sales/BD with second-highest job share also posted over 30% rise in demand

n Marketing professionals reported a 2% rise in demand in Jul-Dec 2015 period

n IT professionals continued to see rise in demand of nearly 30% jump

n HR saw 6% rise but demand fell in customer support and accounting roles

n FunCTiOnAL ArEAJobs in core banking, sales

n Corporate, channel and direct/commission sales saw over 30% rise in demand

n Direct marketing with 3% job share saw 2% rise in demand in Jul-Dec 2015

n Software engineers saw 30% rise in demand at middle level

n Demand was up in client servicing (14%) and personal/retail banking (8%)

n Insurance, equity and insurance analysts posted 30% rise; job share negligible

n TOP LOCATiOnSSales specialisations sought

n ArEA OF SPECiALiSATiOn Specialisation in sales sought


Mumbai

Delhi NCR

Pune

Bengaluru

Hyderabad

Others

11%

9%

8%

7%

5%

60%


4%

Corporate sales

Channel sales

Direct/ commission

Sales

Direct marketing

Banking/insurance

Others

4%4%

3%3%

82%


13% IT/telecom

8% Marketing

5% Cust. service

23% Others

26% BFSI

25% Sales/BD

WHIlE the middle-level job share dropped in Jul-Dec 2015 compared to Jan-Jun 2015, demand grew across core and support roles and specialisations. Similar to the first half of

2015, maximum jobs at this level were for core specialisations in banking, insurance and financial sectors. Sales/business development and IT followed with 13 per cent to 25 per cent job share. Talent demand was significantly high across the three mentioned functions at middle level in Jul-Dec 2015. Demand slumped for customer support, logistics and accounting roles. There was high demand across sales specialisations during Jul-Dec 2015 period. Software engineers also saw considerable demand rise at middle level in the BFSI sector. Metros topped both in terms of job share and talent demand.

MiddLE LEvEL[ BFSi ]

This is a competitive sector that demands speed, hard work, planning,

foresight and rigorous execution. Sales jobs are most sought in

terms of volume of hiring while actuarial, underwriting & analytics are

sought for their expertise.

Shailesh Singh,Director & CPO, Max Life Insurance Co Ltd

HY-I 2016 30


n Demand rose by over 30% for application programmers; job share maximum

n Database administration (DBA) with 6% job share saw 30% rise in demand

n Channel and corporate sales reported 30% rise; had risen 4% in Jan-Jun 2015

n Demand for system analysts peaked in August; overall rise was 30%

n General banking saw 15% rise while relationship management grew 12%

n IT/telecom had maximum jobs at senior level; demand was up by over 30%

n Core banking, insurance, financial services roles saw 19% rise in demand

n Sales/BD posted 22% rise in demand; was up by 3% in Jan-Jun 2015

n Marketing function reported over 30% rise in demand in Jul-Dec 2015

n Accounting & finance continued to witness drop in demand (8%)

n FunCTiOnAL ArEAdemand for tech professionals

n Bengaluru claimed the maximum job share; demand rose by over 30%

n International locations with second-highest job share saw 28% rise in demand

n Chennai, Pune reported 30% rise in demand in Jul-Dec 2015

n Delhi NCR was the only metro to report drop in demand (17%)

n Maharashtra saw over 30% rise in demand; Mumbai reported 4% rise

n TOP LOCATiOnSBengaluru, Chennai top job hubs


Bengaluru

Pune

Mumbai

Chennai

West Bengal

Others

19%

8%

7%

7%

6%

53%

n ArEA OF SPECiALiSATiOnApplication programmers sought


8%


Project leader

Database administration

Channel sales

Corporate sales

Others

6%6%

6%3%

71%


12% Sales/BD

11% Marketing

5% Top mgt

33% Others

27% IT/telecom

12% BFSI

DURING Jul-Dec 2015, the industry posted maximum jobs for IT professionals at senior level unlike Jan-Dec 2015 when most jobs were for core banking, insurance and financial services roles. Sales

and marketing too posted increased talent demand at top level in Jul-Dec 2015. Accounting professionals however posted drop in demand, similar to the trend in junior and middle level. According to experts, demand at senior level is typically for people with proven leadership skills and potential to be the company brand ambassadors. Application programming, project leader/ project manager, database administration (DBA), channel and corporate sales specialisations are most sought at senior level. Maximum jobs and demand rise was in Bengaluru in Jul-Dec 2015. Except Delhi NCR, all metros saw rise in senior level talent demand. Demand rose significantly in Pune too.

SEniOr LEvEL[ BFSi ]

Candidate with 10-15 years of experience and proven managerial skills will be looked for senior mid-management roles. With new banking licences, payment banks, NBFCs and hFCs will see demand for corporate and zonal level profiles.

Anshul Bhargava,Chief People Officer, PNB Housing Finance Ltd

HY-I 2016 31


recruitment game-changersIn order to meet the aspirations of Gen Y, there comes a natural shift in the way the recruitment process is getting implemented at the grassroots level. Today, robust recruitment tools not only streamline the process but also ensure on-the-click dynamic statistics. This enables effective decision making for the recruiter, leaving almost no room for wrong hires. It starts from creating multiple and varied sources for the hiring funnel like social media hiring, job portals, etc. to ensure the right fit by assessment tools. leveraging the usage of IT and making hiring a seamless activity is now a dream come true. Also, this generation requires job clarity and all the minute details related to the job. Hence, job descriptions need to evolve and continuous improvisation is necessary.

in-demand skillsInsurance in India is still a push product. Compliance orientation across levels is the minimum expectation. Insurance sector needs more feet on the street and back office support jobs at the junior level. Middle management

would comprise skills and roles of specialist nature such as

actuarial, underwriting, risk management and customer service being the priority. At top level demand will be for proactive leadership with a vision to long-term sustainability to meet all stakeholder expectations.

role of technology in Hr Technology is today opening untapped sectors for sourcing candidates. Social media, for example, has a larger reach and is an ideal platform for recruitment which was unheard off previously. Job portals such as TimesJobs.com are empowering the recruiter in selecting the most effective candidate. Also, with tools to facilitate on-boarding and handholding of the new joinee till the time he/she gets acquainted with the organisation, the human resource department gets ample time to work on developmental areas. Nonetheless, proper handholding, face-to-face interaction and a personal connect, at least in the induction phase, are some things that technology cannot replace, at least not in the near future.

Emerging skills for freshersSkills such as digital marketing, customer centricity and convergent skill sets with multiple specialisations are the need of the day. Integrity and at the same time adaptability to accept quick change would be the skills that will help this industry move forward.

Compensation trends in 2016Compensation and benefits are market-driven and performance-oriented. On an average, compensation would be revised to 10-15 per cent per annum in the industry, basis the above-mentioned parameters. Robust discussions on KRAs and emphasis on regular feedback instead of an annual review mechanism is the trend ahead.

Salary meter (average range) n Junior: Rs 6 lakh per annumn Middle: Rs 16 lakh per annumn Senior: Rs 25 lakh+ per annum

Industry seeking young talent with skills in digital marketing

BFSi inTErviEW varsha Mondkar HR Head, SBi Life insurance

At middle level, skills and roles of specialist nature such as actuarial, underwriting, risk management and customer service will be in demand in the BFSI sector. At the junior level, support roles will be sought.”

HY-I 2016 32


how long have you been working with your current employer?

Why are you thinking of quitting your startup job?

0-6 months

6-12 months

12-24 months

More than two years

Would you leave your startup job for an established company?

5% 30% 38% 27%

Job security is a concern

14%

Not able to maintain work-life balance

30%

Getting more salary in big company

43%

Status concern (being part of a big organisation is considered prestigious)

5%

Don’t see any growth (no career path in the

long run)

8%

Why did you take up a startup job?

54% 23% 20% 3%Thrill of building a

new ventureHigher salary

Flexible work culture

ESOP

No12 %

Yes88 %

Taking up multiple roles

(multi-tasking)

Do not want to put in long hours (maintaining

work-life balance)

What were your concerns before taking up the offer?

8%29%

Risk of venture failing (what if the company

sinks)

63%

Most startup employees willing to shift to big companiesJobBuzz survey

The discontent appears widespread among junior and senior-level professionals, 75 per cent of whom said they wanted to move to an established organisation

HY-I 2016 33


THE Indian consumer durables/FMCG industry saw stable hiring trends during Jul-Dec 2015. In the first three months of the second half of 2015, the industry posted a 3 per cent rise. However, because of a sluggish market, talent demand started to drop from October. While July saw maximum rise of 8

per cent in demand, November reported highest drop (10%). With the 7th Pay Commission recommending an average 23.55 per cent hike in salaries and pensions, consumers will have additional $15 billion in their hands. The increased spending is expected to boost growth prospects of the sector. Consequently, manpower demand will also increase across key job roles with sales, engineering and logistics leading the pack. In the latter part of 2015, sales and related specialisations saw maximum demand. Experienced professionals in quality assurance were also in demand. The industry is expected to grow 12 per cent in 2016 reaching $49 billion, says a Nielsen report. According to KPMG, the Goods and Services Tax is likely to bring the most significant changes in 2016.

KEY TAKEAWAYSn Significant demand rise across key domains, including engineering at middle and senior level

n Entry-level professionals saw heightened demand across sales specialisations

n Premium selling skills, relationship management, sourcing skills are the emerging areas

n Digital marketing, R&D, technology support roles likely to see huge demand

n Metros were top job hubs; talent demand rose in international locations too

Demand to increase for key functions as sector picks pace in 2016

CoNSUMER DURABLES/FMCG


83

Jun 15 Dec 15

FMCG

Market average

100.00

92.50

85.00

77.50

70.00

8786

85


HY-I 2016 34


n FMCG sales claimed maximum job share; demand rose by 15%

n Retail sales saw 26% rise in demand; job share was 3%

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

n Supply chain management witnessed 22% rise in demand in Jul-Dec 2015

n Quality assurance saw 16% rise in demand; job share was negligible

n With maximum job share, sales/BD posted highest (15%) rise in demand

n Engineers with second-highest job share saw 2% rise in demand

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

n HR professionals saw 5% drop; was in-demand profile in Jan-Jun 2015

n Marketing profile saw 2% drop similar to the trend in Jan-Jun 2015

n FunCTiOnAL ArEAHiring up in sales

n Delhi NCR had maximum entry-level job share, demand was up by 1%

n Mumbai posted maximum (4%) rise among metros in Jul-Dec 2015

n Hyderabad saw 6% rise in demand, was 13% up in Jan-Jun 2015

n Among non-metro locations, Ahmedabad posted 4% rise in demand

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

n TOP LOCATiOnSMumbai seeks freshers


Delhi NCR

Mumbai

West Bengal

Bengaluru

Pune

Others

20%

14%

9%

8%

7%

42%

n ArEA OF SPECiALiSATiOndemand up for sales specialisations


7%

FMCG sales

Channel sales

Corporate sales

Retail sales


maintenance

Others

5%4%

3%3%

78%


9% Marketing

8% Accounting

8% Administration

30% Others

29% Sales/BD

16% Engineering

DEMAND was huge across sales and its specialisations at entry level in the consumer durables/FMCG industry during the Jul-Dec 2015 period. Sales professionals not only grabbed maximum

share in jobs at entry level but also posted highest rise in demand. Production, manufacturing, maintenance specialists continued to report increased demand, similar to Jan-Jun 2015. Demand was also there in supply chain, logistics, quality control and purchasing/sourcing function. like in the first half of 2015, hiring declined for IT/telecom and marketing profiles. Together, top metros such as Delhi NCR, Bengaluru, Mumbai and Chennai accounted for nearly 50 per cent of entry-level jobs. Mumbai beat Chennai to emerge as the most active metro for entry-level hiring. Hyderabad too reported increased hiring activity in Jul-Dec 2015.

JuniOr LEvEL[ COnSuMEr durABLES/FMCg ]

Companies are looking for professionals with cross-functional skills and experience, strong domain knowledge and problem-solving approach. Demand for quality and regulatory, security and app developer profiles is going to grow.

deepak Shetty,Senior Director-HR, Philips Innovation Campus, Bangalore

HY-I 2016 35


n Mid-level jobs, FMCG and channel sales saw over 30% rise in demand

n Corporate and retail sales too posted over 30% rise in demand

n Demand in operations was up by 10%; IT saw 7% rise in Jul-Dec 2015

n Demand rose by 30% in production/manufacturing/maintenance

n Production management posted 12% rise in demand; job share was negligible

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

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

n Demand for marketing grew by 22%, was down by 2% in Jan-Jun 2015

n IT professionals saw 12% rise in demand; 8% rise in customer support

n Business management/consultants posted 9% rise in demand

n FunCTiOnAL ArEAActive hiring across domains

n With over 30% job share, metros posted 30% rise in demand in Jul-Dec 2015

n Chennai reported 4% rise in demand; it had fallen in Jan-Jun 2015

n Hyderabad with 5% job share also posted 30% rise in demand

n Pune saw 20% rise in demand; Ahmedabad posted over 30% rise

n Gujarat (except Ahmedabad and Vadodara) saw 20% rise in demand

n TOP LOCATiOnSdemand rise in metros

n ArEA OF SPECiALiSATiOnJobs in FMCg, channel sales


Mumbai

Delh NCR

Bengaluru

West Bengal

Chennai

Others

11%

10%

7%

6%

5%

61%


8%

FMCG sales

Channel sales

Retail sales

Corporate sales

Sales/BD

Others

7%6%

4%4%

71%


8% Logistics

6% Marketing

5% IT/telecom

25% Others

44% Sales/BD

13% Engineering

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

and IT. Quality control, front office roles and content writers also reported significant rise in demand at middle level in the consumer durables/FMCG sector. Similar to junior level, sales specialisations and production/manufacturing/maintenance roles saw huge demand for talent. Hiring was also up for software engineers, purchasing/sourcing profiles, relationship management and material management verticals. Unlike the trend in Jan-Jun 2015, when none of the metros posted increased hiring, Mumbai, Delhi, Bengaluru and Hyderabad emerged as top hiring locations at middle level. These locations claimed considerable job share and an average rise of over 30 per cent in demand.

MiddLE LEvEL[ COnSuMEr durABLES/FMCg ]

Demand for data analysts, digital marketers and brand managers will be on the rise. Sales, marketing and

brand management roles will also be in demand. Soft skills will act as game-

changers since they are often found lacking by hiring managers.

Ameet naik,Head HR, Metro Shoes Ltd

HY-I 2016 36


n Production/manufacturing/maintenance, with top job share, rose by over 30%

n Core engineering specialisation and quality assurance saw 30% rise in demand

n Institutional sales too posted 30% rise in demand; job share was 2%

n Material management saw 27% rise in demand in Jul-Dec 2015

n Demand in operations grew by 9%; job share was negligible

n Engineers accounted for maximum job share; demand was up by over 30%

n Sales, logistics, quality control and IT too posted 30% rise in demand

n Demand for marketing professionals was up by 15% in Jul-Dec 2015

n Business management, consultants saw 12% rise in demand

n Customer support role reported 10% rise in demand at senior level

n FunCTiOnAL ArEAdemand for core iT roles

n Delhi NCR has maximum job share; witnessed 4% rise in demand

n Mumbai, Chennai and Bengaluru saw over 30% rise in demand

n Demand in international locations also grew by 30% in Jul-Dec 2015

n Among tier II locations, Ahmedabad clocked 14% rise in demand

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

n TOP LOCATiOnSHiring up in big cities


Delhi NCR

Bengaluru

Pune

Mumbai

West Bengal

Others

18%

10%

9%

9%

8%

46%

n ArEA OF SPECiALiSATiOnHiring in production, quality


9%


maintenance

Engineering

Sales /BD

Quality assurance

Institutional sales

Others

5%3%

3%2%

78%


10% Logistics

8% Quality control

5% IT/telecom

24% Others

29% Engineering

24% Sales/BD

DEMAND for senior-level professionals increased across top functions and locations unlike Jan-Jun 2015. Along with claiming a major job share, demand also grew for sales, business

development professionals and engineers in Jul-Dec 2015. logistics, supply chain, IT and quality assurance roles also reported heightened demand at senior level. By area of specialisation, demand for production/manufacturing/maintenance reported maximum growth while FMCG sales specialists were most sought in Jan-Jun 2015. Engineering specialisations also recorded growth in demand, unlike the scenario in the first half of 2015. Recovering from the subdued talent demand in Jan-Jun 2015, metros posted a rise in talent demand with Bengaluru topping the charts. International locations also saw significant talent demand at senior level in the industry during Jul-Dec 2015.

SEniOr LEvEL[ COnSuMEr durABLES/FMCg ]

Looking at the current positive outlook of the economy, our focus will be on targeting quality resources through focused search such as headhunting and social networking for senior and critical positions.

Satyendra Malik,Head HR, Intex Technologies

HY-I 2016 37


recruitment game-changersThere will be a complete shift in the nature, process and skill requirement of the hiring process in 2016. More opportunities within the organisations will open up for younger people who demonstrate high performance and potential. Use of social networks has already become a favourite of recruiters. Moreover, emphasis will be laid on employee referrals, for this has become a tested method of hiring the right talent and also helps in engaging the employees. Apart from the knowledge and skill required for the job, employers will give more importance to people with the right attitude who will culturally align with the organisation. Also, the rehiring trend will pick up considering the many advantages it offers. The challenge largely is no longer about finding talent. It is about engaging them and building the kind of relationship needed to transform a passive job seeker into an active candidate.

in-demand skillsAt all experience levels and job roles, going beyond skills, we have started looking at

right behaviour. It is necessary to have right people with us who are right in attitude. There will always continue to be a demand for value creators, who are into marketing, sales and

research professions in the FMCG sector. There has always been a

demand for quality people in the packaging division. Year 2016 will see a different approach to marketing, with digital marketing,

visual merchandising, advertisements and,

to a major extent, packaging picking up pace.

role of technology in HrTapping talent anywhere anytime will become a trend in HR. There is a huge demand on reducing the turnaround time in recruitment. Technology is going to enable and significantly reduce the time taken in the recruitment cycle by challenging traditional processes. Companies will adopt CRM for talent acquisition to run targeted campaigns, nurture leads and develop passive candidates. Interviewing will go virtual because even small, emerging companies will face the challenge of managing multiple teams spread across multiple locations and functions.

Emerging skillsets for freshersNew entrants must fundamentally have speed of execution, understand and anticipate shifts in consumer needs, have the ability to understand consumer behaviour, big data analytics, brand behaviour insights and interpretation, conceptualising and building significantly winning and differentiated products with commercial acumen.

Compensation trends in 2016A salary increment of an average 12 per cent can be expected, which can go up to 22 per cent for high performers. Marketing and packaging development will take a major pie. Thoughts are going around on the need to relook at the traditional appraisal system and replace it with the continuous evaluation process, thereby eliminating the need for the bell curve.

Salary meter (average range) n Junior: Rs 4 lakh per annumn Middle: Rs 15 lakh per annumn Senior: Rs 30 lakh per annum

Marketing, package development will be best paid profiles

COnSuMEr durABLES inTErviEW S ramachandran Vice President-Human Resource, CavinKare Pvt Ltd

Apart from the knowledge and skill required for the job, employers will give more importance to candidates with the right attitude and those who will culturally align with the organisation.”

HY-I 2016 38


Trust and respect most wanted traits of good manager JobBuzz surveyFor 33 per cent employees, trust and respect are top attributes of an ideal manager followed by honesty and transparency. What they do not like in their bosses is sternness and favouritism

60%

Employees don’t feel respected by the manager at work

What do employees seek in their manager?

Who would you prefer as your boss?

65%

Employees prefer young boss (aged between 25 and 40)

Why young bosses are preferred?

20%Domain

knowledge

3%Lively/fun,

good looking

5%Empathetic

nature

39%Trust and respect

33%Honesty and transparency

46% �nd them more

understanding

than older/

experienced

bosses

33% feel they are more practical

21% choose them

because they are

friendly/fun and

easy to work with

11% Over friendly/cool

27% Insecurity/lack of con�dence

33% Stern and stubborn

29% Favouritism /play favourites

What employees don’t want in their manager?

HY-I 2016 39


THE Indian infrastructure sector saw a 1 per cent drop in hiring activity during Jul-Dec 2015. Talent demand was stable between July and September 2015, with demand peaking in September with a 10 per cent rise. Infrastructure sector is a key driver for the economy and enjoys full focus of the government.

Of late, it has witnessed major investments from international investors. Many Spanish companies are keen on collaborating with India on infrastructure, high-speed trains, renewable energy and developing ‘Smart Cities’, according to a India Brand Equity Foundation report. The World Bank has approved a $650 million debt funding for a part of the eastern arm of the Dedicated Freight Corridor (DFC) project in India. The rolling out of long-stuck projects worth Rs 4 lakh crore till November 2015 has increased the manpower demand. There was heightened demand for engineers across experience categories. Sales, business development, logistics and quality control were also the sought-after profiles in Jul-Dec 2015 in the infrastructure sector.

KEY TAKEAWAYSn Engineers ruled the hiring scene across experience segments in the infrastructure sector

n Opportunities in manufacturing, production, design, construction, quality control to continue rising

n Tech professionals saw good demand at junior and senior level, software was the focus

n HR professionals can seek opportunities at junior level; demand rises in procurement too

n Metros top job hubs; small cities too saw heightened hiring as halted projects restarted

Demand jumps for engineers as infrastructure investments grow

PRojECTS / INFRASTRUCTURE


55

Jun 15 Dec 15

Projects/ Infrastructure

Market average

100.00

85.00

70.00

55.00

40.00

85

83

52


HY-I 2016 40


n Production/manufacturing/maintenance topped job share; demand rose by 2%

n Demand rose by over 30% in electrical, plant maintenance, oil & gas profiles

n Demand rose 30% for mechanical engineers; saw 16% drop in Jan-Jun 2015

n Design engineers reported 5% rise; quality control posted 19% rise

n Taxation specialisation saw 20% rise in demand; 1% increase for CAs

n Engineers had nearly 60% job share; demand was up by 12% in Jul-Dec 2015

n HR professionals saw over 30% rise in demand in Jul-Dec 2015

n Sales/BD saw 20% rise in demand; was up by 10% in Jan-Jun 2015

n IT professionals saw 11% rise in demand; was up by 12% in Jan-Jun 2015

n Accounting & finance the only top function to report drop in demand (1%)

n FunCTiOnAL ArEAHr profile tops demand

n Delhi NCR claimed maximum job share; posted over 30% rise in demand

n International locations too reported over 30% rise in entry-level demand

n Mumbai registered 13% rise; demand was up by 6% in Bengaluru, Pune

n Talent demand rose in Chennai (16%), Hyderabad (6%) and Ahmedabad (4%)

n Among states, Gujarat (except Ahmedabad and Vadodara) clocked 16% rise

n TOP LOCATiOnSJobs in delhi nCr


Delhi NCR

Mumbai

Pune

Bengaluru

Chennai

Others

17%

13%

7%

6%

6%

51%

n ArEA OF SPECiALiSATiOnHiring for core specialisations


8%


maintenance

Electrical/ electronic

Engineering

Plant maintenance

Oil & Gas

Others

6%5%

4%3%

74%


6% Sales/BD

6% Quality control

6% Accounting

17% Others

58% Engineering

7% HR/PM/TD

UNlIKE Jan-Jun 2015 when junior-level candidates saw demand mostly for technical profiles, Jul-Dec 2015 saw a rise in demand across tech and non-tech profiles. New initiatives and the ‘Smart

City’ project are pushing up demand for engineers. Procurement saw increased demand at junior level and will continue to rise. Demand also grew for HR professionals at junior level. Sales, business development, quality control and IT were the other key functions to see increased demand at junior level. Specialisations in production, electrical, mechanical and plant maintenance were sought. Demand also rose for quality assurance, control and design specialists at junior level. Most jobs were in metros with Delhi NCR, leading the job share and growth in talent demand. There was significant demand in international locations for junior-level candidates during Jul-Dec 2015.

JuniOr LEvEL[ PrOJECTS/inFrASTruCTurE ]

We expect new entrants to do their homework on macroeconomic indicators, knowledge of the industry and on the possible application of their academic knowledge in the roles being offered. It is also essential to have technical and managerial competency.

Aman Attree,HR Head, Hindustan Powerprojects

HY-I 2016 41


n Most jobs were for project managers at middle level; demand was up by 30%

n Electrical engineers saw 30% rise in demand; was down 4% in Jan-Jun 2015

n Plant maintenance saw 24% rise in demand; had fallen by 4% in Jan-Jun 2015

n Civil engineers saw over 30% rise in demand; was up by 7% in Jul-Dec 2015

n Channel sales saw 9% rise in demand; demand dropped by 2% in supply chain

n Engineers claimed more than half the job share; demand up by 21%

n Sales/BD clocked 22% rise in demand; drop fell by 3% in Jan-Jun 2015

n Quality/process control saw 17% rise in demand in Jul-Dec 2015

n Demand for IT professionals rose 1%; had fallen by 4% in Jan-Jun 2015

n Marketing professionals saw 5% drop; demand stable for accounting profile

n FunCTiOnAL ArEAdemand in sales, engineering

n Delhi NCR posted over 30% rise in demand; had fallen by 3% in Jan-Jun 2015

n Demand rose in Mumbai (29%) and Bengaluru (25%) at middle level

n Pune saw 17% rise in demand; job share dropped from 8% to 5%

n Chennai posted 9% rise in talent demand; Hyderabad was 13% increase

n International locations reported 11% rise in demand during Jul-Dec 2015

n TOP LOCATiOnSMetros top middle level demand

n ArEA OF SPECiALiSATiOnJobs in project management


Delhi NCR

Mumbai

Bengaluru

Pune

Chennai

Others

14%

12%

6%

5%

5%

58%


6%

Project management

Oil & gas


Civil

Mechanical

Others

5%4%

4%3%

78%


7% Logistics

4% IT/telecom

4% Quality control

18% Others

53% Engineering

14% Sales/BD

MIDDlE level accounted for nearly 40 per cent of the demand in the infrastructure sector in Jul-Dec 2015, 20 per cent lower than the share in Jan-Jun 2015. Demand surged for engineers,

sales, business development and quality assurance roles in Jul-Dec 2015. Among specialisations, project management, electrical, civil, mechanical and design verticals saw a considerable rise in demand at middle level. With increased focus on technology, demand continued to grow for software engineers at the middle level in the infrastructure sector, but their job share was negligible in Jul-Dec 2015. Unlike Jan-Jun 2015 where tier II locations overtook metros in talent demand, Delhi NCR, Mumbai and Bengaluru were top-performing job hubs in Jul-Dec 2015. International locations took maximum job share at middle level; demand was also up by 11 per cent.

MiddLE LEvEL[ PrOJECTS/inFrASTruCTurE ]

Positions in the functional areas such as procurement, tendering,

project management and quality assurance will be in demand to fill the deficit on account of increased flow of transmission projects and

succession planning.

Mohit Saxena,Head HR, Sterlite Grid

HY-I 2016 42


n Project management, manufacturing engineers claimed maximum job share

n Demand in project management, manufacturing, electrical rose by over 30%

n Technical sales also posted over 30% rise in demand in Jul-Dec 2015

n Mechanical engineers saw 30% rise in demand; had fallen 5% in Jan-Jun 2015

n Direct/commission sales profiles saw stable hiring activity in Jul-Dec 2015

n Engineers had over 50% job share; witnessed over 30% rise in demand

n Sales/BD too reported over 30% rise in demand in Jul-Dec 2015

n Demand for quality control, logistics functions peaked (30%) in Sep-Oct 2015

n Demand rose for management (23%), IT (30%) and marketing (30%) profiles

n HR, the only function to rise in Jan-Jun 2015, again posted a jump (5%)

n FunCTiOnAL ArEAJobs for engineers

n Metros claimed nearly 40% job share; posted over 30% rise in demand

n International locations saw 30% rise in demand; had fallen 1% in Jan-Jun 2015

n Despite minor job share, Chhattisgarh, Jharkhand saw 15-20% rise in demand

n West Bengal led in job share; Gujarat posted over 30% jump in talent demand

n In non-metro locations, Ahmedabad had 3% job share; demand rose by over

n TOP LOCATiOnSMetros regain momentum


Mumbai

Delhi NCR

Chennai

Pune

Bengaluru

Others

13%

11%

10%

7%

6%

53%

n ArEA OF SPECiALiSATiOndemand in engineering specialisations


5%

Project management

Engineering/manufacturing

Industrial/utility


Oil & gas

Others

5%3%

3%3%

81%


7% Quality control

5% Top mgt

4% Logistics

16% Others

51% Engineering

17% Sales/BD

DEMAND across core and support domains was significantly high at senior level during Jul-Dec 2015, similar to the trend in Jan-Jun 2015. The government’s impetus to infrastructure will

bring opportunities to middle and senior-level executives since they will be needed to spearhead new and ongoing projects which were stuck for a while. Engineers will be in high demand. Sales, quality and logistics roles have seen considerable rise in demand and the trend is expected to continue. Demand is high for marketing, business management, IT and accounting professionals at senior level. Profiles with specialisation in project management, manufacturing, industrial, electrical and civil engineering are also in demand. International locations continued to have significant job share at senior level. Mumbai led in job share as all four metros saw over 30 per cent rise in demand.

SEniOr LEvEL[ PrOJECTS/inFrASTruCTurE ]

The power sector is technology and capital intensive in nature, requiring large number of specialised manpower. A good understanding of the commercial arrangements and power trading system is also critical in order to make commercial decisions.

Aman Attree,HR Head, Hindustan Powerprojects

HY-I 2016 43


recruitment game-changersIn the infrastructure sector, a spurt in hiring of core discipline engineers with spectrum ranging from design, review engineering to project construction, execution as well as requirement of good project planning professionals is anticipated. There is also likely to be an increase in requirement of quality engineers. As far as the process of hiring goes, there is going to be greater tilt towards hiring through mobile apps at the field construction level with knowledge and outsourced IT partners playing a good role in enabling quick ramp up of manpower. At the junior and middle level, there will be continued trend of using social media, professional media, referrals, job portals and in a limited manner the press media being used.

in-demand skillsEngineering, design, project planning, project management, project execution, financial understanding, financial planning financial management, contract awarding, contract execution and contract management, liaising with local and government authorities and man management will be sought after in senior and middle level roles. Agility, flexibility and quick cultural adaptability will be the desired soft skills. Given the tech savvyness of the younger generation, those who leverage IT & software for greater efficiency will have an edge, at junior

level. Though there will not be a great increase in fresher hiring, be it the engineering or MBA graduates, there will be increased requirement of junior management professionals in the bracket of 3 to 6-7 years with their mobility in terms of location being the need of the hour.

role of technology in Hr Greater use of technology in recruitment such as the steady inroad of social media, now mobile apps in hiring of semi-skilled, skilled workers is forcing paid service job portals to be highly price competitive. There are recourse to cost effective, time saving and convenient based – recruitment and selection modes coming in such as video recorded interviews, Skype’s and video-conferencing replacing the conventional modes. It has been playing an active role in circulating vacancies internally and employees responding to it through offering referrals or themselves advancing their candidature.

Emerging skills freshersOn the soft skills front – thinking on the feet, resilience, adaptability & flexibility, a good command over business communication as well as a flair for communicating across rank and file, good interpersonal skills, dependability will be desired. On the functional/domain side – conceptual clarity of fundamentals as well as a notion of applicability of the concepts, data analysis, ability to simplify tasks through application of IT, some legal acumen pertaining to the construction and infrastructure industry will be sought.

Compensation trends in 2016It is going to be in single digit say 8 per cent to 9 per cent at best. The sector is going through a difficult phase and may take a year or two to recover.

Salary meter (average range) n Junior: Rs 7 lakh-8 lakh per annumn Middle: Rs 15 lakh-18 lakh per annumn Senior: Rs 30 lakh+ per annum

Amid recuperation, demand grew for engineers, quality assurance specialists

PrOJECTS/inFrASTruCTurE inTErviEW deepak Bharara Chief Human Resource Officer, Lanco infratech Limited

Though there will not be a great increase in hiring of freshers, there will be increased requirement of junior management talent in the 3-7 year experience bracket with mobility in terms of location.”

HY-I 2016 44


Company reviews, celebrity CEOs new job in�uencers JobBuzz survey

Nearly 60 per cent junior-level employees value peer reviews, 26 per cent value social footprint and 14 per cent take note of the CEO’s celebrity status

When taking the �nal call for job o�er whose opinion matters the most?

Company reviews

Family

Peers/friends

46%

34%

20%

OPINION MATTERSJOB INFLUENCERS

TRADITIONAL37%25%

LocationSalary

COMPANY REVIEWS

36% Work culture

28% Salary

20% Interview questions

INFO

RMATION

employees in IT, ITeS & healthcare

sectors value peer reviews

68%

employees inlarge size organisation

value CEO

54%

What parameters are missing in most compnay websites?

What is the information you seek the most while evaluating a company?

20%

26% 14%

Appraisal process

Team structure

Interview process

What is the best source to know about a company?

37% Web search

24% Company rating

20% Social network

SOURCEOFINFORMATION

NEW -AGE48%

35%

Peer reviewsCEO

30% Rewards & recognition

HY-I 2016 45


THE Indian retail sector saw stable hiring trends during Jul-Dec 2015. While the first three quarters of 2015 witnessed a 3 per cent rise in hiring activity in retail, there was a drop of 3 per cent in the subsequent quarter. Talent demand peaked in July with 7 per cent rise. November saw the highest drop

in demand at 11 per cent. India is set to emerge as a sourcing hub for retail chains, given its cost competitiveness. With increased internet penetration, online retail can reach $1.7 billion at a compound annual growth rate of 10 per cent in next three years, according to a KPMG report. By 2020, India will need around 56 million skilled workers in the retail sector, currently estimated at $435 billion and expected to witness a CAGR of 18.1 per cent over 4-5 years, according to National Skill Development Corporation. Sales specialisations, marketing and business management roles saw increased demand in the Jul-Dec 2015 period. Demand for content writers, image editors, engineers, technology leads and logistics professionals is expected to rise in 2016.

KEY TAKEAWAYSn Sales specialisations grew in demand at the middle level and senior level

n Software engineers saw more opportunities at entry level in Jul-Dec 2015

n Demand expected to increase for tech specialists, buyers, merchandisers, product designers

n Middle level could see heightened demand for logistics, finance and marketing professionals

n Metros likely to rule hiring scene with increased demand in tier II locations too

More jobs likely in marketing, content and tech specialisations

RETAIL


52

Jun 15 Dec 15

Retail

Market average

100.00

85.00

70.00

55.00

40.00

85

83

53


HY-I 2016 46


n Despite maximum job share, retail sales witnessed 1% drop in demand

n Software engineers topped demand at junior level with 16% rise

n Demand for purchasing/sourcing role rose by 5% in Jul-Dec 2015

n Chartered accountants and relationship managers saw 8% rise in demand

n Specialisation in store management, merchandising saw 1% rise in demand

n Sales/BD with maximum job share posted 2% drop in demand

n Content writers saw 6% rise in demand; job share was negligible

n Electronics engineers posted over 30% rise in demand

n Demand for legal professionals went up by 6% in Jul-Dec 2015

n IT professionals posted 5% drop in demand; was up by 4% in Jan-Jun 2015

n FunCTiOnAL ArEASupport roles lead demand

n Despite maximum job share, Delhi NCR posted 4% drop in demand

n Mumbai and Bengaluru witnessed stable hiring in Jul-Dec 2015

n International locations reported over 30% rise in entry-level demand

n Among tier II/III locations, Chandigarh reported 30% rise in demand

n Punjab saw 19% rise and Uttar Pradesh clocked 14% rise in demand

n TOP LOCATiOnSSmall towns, foreign locations hiring


Delhi NCR

Mumbai

Bengaluru

West Bengal

Maharashtra*

Others

25%

22%

10%

9%

5%

30%

n ArEA OF SPECiALiSATiOndemand up for software engineers


8%

Retail sales

Corporate sales

Channel sales

Merchandiser

FMCG sales

Others

3%3%

3%3%

80%


9% Marketing

8% HR/PM/TD

8% Administration

38% Others

27% Sales/BD

10% Accounting

WHIlE junior/entry level accounted for the maximum job share during the Jul-Dec 2015 period, talent demand was sluggish. Specialisations in software, merchandising, purchasing/

sourcing, logistics and facilities management were sought. Hospitality, legal and law professionals, content writers and electrical engineers were in demand at entry level. Sales and IT, the preferred functions during Jan-Jun 2015, saw drop in demand in Jul-Dec 2015. Customer engagement, relationship management, networking, selling and delivery skills will continue to be the sought at junior level. Mumbai and Bengaluru were the only top locations to report stable hiring. Pune, the favoured job hub in Jan-Jun 2016, posted a drop in demand. Tier II and III locations and international cities kept up the hiring momentum, otherwise jaded at entry level.

JuniOr LEvEL[ rETAiL ]

Companies have projected 3-5 lakh new jobs, an increase of 15-20% in head count and average pay hike of 10-12% that can go up to 30% for certain roles and sectors.

Paramjit Anand,Executive Director, Acreaty Management Consultant Pvt Ltd

*Except Mumbai and Pune

HY-I 2016 47


n Retail sales had maximum job share; demand fell by 4% in Jul-Dec 2015

n Specialisation in channel sales most sought, posted an increase of 10%

n FMCG sales reported 4% rise in demand in Jul-Dec 2015 at middle level

n Specialisation in operations saw 1% rise; demand peaked in October

n Production/manufacturing/maintenance saw 8% rise in demand

n Sales/BD had highest job share, but demand dropped by 5%

n IT profiles too claimed significant job share; demand fell by 3%

n Demand for HR professionals was up by 3%; content writers saw 1% rise

n Despite negligible job share, demand for legal professionals grew by 24%

n Demand for engineers continued to drop (4%), had fallen 3% in Jan-Jun 2015

n FunCTiOnAL ArEAJobs in sales and iT

n Despite taking maximum job share, Mumbai posted 2% drop in demand

n International locations clocked maximum (16%) rise in demand at middle level

n Delhi NCR posted 6% rise; demand was sluggish in Jan-Jun 2015

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

n Hyderabad saw 3% rise; was best-performing location in Jan-Jun 2015

n TOP LOCATiOnSglobal hiring strengthens

n ArEA OF SPECiALiSATiOnHiring for channel sales


Mumbai

Bengaluru

Delhi NCR

West Bengal

Maharashtra*

Others

12%

10%

9%

7%

5%

57%


3%

Retail sales

Channel sales

Operations

FMCG sales

Counter sales

Others

2%2%

2%2%

89%


10% Engineering

10% Logistics

8% Marketing

41% Others

20% Sales/BD

11% IT/telecom

MIDDlE level accounted for nearly 30 per cent of total jobs in the retail sector across domains and locations. In Jan-Jun 2015, the share was 60 per cent. Channel sales specialists continued to

see increased demand in the Jul-Dec 2015 period, as was the case in Jan-Jun 2015. Human resources professionals were in demand at middle level in the retail sector. The job share of IT professionals in the retail sector at middle level, which dropped to 3 per cent in Jan-Jun 2015 from 18 per cent in Jul-Dec 2014, rose in the second half of 2015 to 11 per cent. Demand was stable for marketing professionals in the Jul-Dec 2015 period. It peaked in November 2015 by 15 per cent. Delhi NCR was the best-performing metro at middle level while overall, international locations clocked the maximum rise in talent demand.

MiddLE LEvEL[ rETAiL ]

Tech, product, marketing are the sought roles and will be in

demand for the next decade, as the e-commerce segment grows

bigger in times ahead. other skills are niche and requirements

would depend on the domain.

Hari Tn,Head-HR, BigBasket.com

*Except Mumbai and Pune

HY-I 2016 48


n Specialisation in operations had maximum job share; demand fell by 11%

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

n FMCG sales posted 13% rise in demand; job share was miniscule

n Demand for financial analysts reported 30% rise in demand

n Demand in production grew by 4%; administration saw 3% rise

n Engineers had maximum job share; witnessed 1% drop in demand

n Marketing professionals clocked 15% rise in demand in Jul-Dec 2015

n HR function saw 21% rise; demand was up by 10% in customer support

n Despite low job share, content writers emerged as hot profile with 30% rise

n IT professionals posted 3% drop; demand fell by 7% in Jan-Jun 2015

n FunCTiOnAL ArEAMarketing professionals sought

n International locations had maximum job share; demand rose by 13%

n Mumbai saw maximum (18%) rise in demand at senior level

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


n Bengaluru, the top hiring location in Jan-Jun 2015, saw 7% drop in demand

n TOP LOCATiOnSMumbai hiring for senior roles


Mumbai

Delhi NCR

Bengaluru

West Bengal

Chennai

Others

12%

7%

7%

5%

5%

64%

n ArEA OF SPECiALiSATiOndemand in sales specialisations


3%

Operations

Top Mgt

Sales/ BD

Production

Marketing/brand/product

Others

2%2%

2%1%

90%


9% Sales/BD

7% Logistics

7% IT/telecom

48% Others

16% Engineering

13% Top mgt

HIRING for specialisation in channel and institutional sales was the focus at senior level in the retail sector in Jul-Dec 2015. Demand for corporate sales profiles also continued to rise.

Supply chain, warehousing, material management and plant maintenance professionals saw heightened demand in the retail sector. Demand for financial analysts grew significantly at top level in the last six months of 2016. Similar to Jan-Jun 2015, support roles witnessed maximum demand at senior level during Jul-Dec 2015. Marketing professionals were most sought at senior level in the sector. Hiring was also up for HR and customer support roles also. Engineers retained major chunk of job share. However, demand registered a drop. While international locations had the maximum job share, Mumbai posted highest rise in demand at senior level in Jul-Dec 2015.

SEniOr LEvEL[ rETAiL ]

Senior level determines the objectives, policies and plans of the organisation, hence requires core expertise in technical skills, behavioral skills, decision making, problem solving and leadership skills.

Sushma Sahai, HR Head, Baggit

HY-I 2016 49


recruitment game-changersWe expect an increase in overall hiring as most of the e-commerce players are set to expand and a number of new players are lined up for launch in 2016. Besides, the other thing to look out for would be the entry of Indian business houses like Tata and Reliance into the e-commerce domain. Their entry into the e-commerce segment would definitely do two things -- increase the hiring numbers from the market and increase cross movements within the industry. We expect business development, technology, operations and logistics to be the hot spot in terms of recruitment.

in-demand skillsSkills are role-linked across levels. At junior level, the demand will be for content writers, image editors, assistant buyers and engineers. Thus, knowledge of fashion and e-commerce domain skills will be sought. At the middle level, buyers, sourcing managers and technology leads will be most sought. Resource management and planning and optimising skills will thus be essential. At senior level, logistics, technology and branding roles will witness increased demand and

hence skills in forecasting, business development, market sense and

leadership will be valuable.

role of technology in HrWith changing demographics

of workforce and given the nature of the industry that

we operate in, technology has enabled HR processes to be more effective and efficient. It has reduced the cycle time, increased the acceptability and

reduced the overall cost.

Recruitment is one HR process that has benefitted the most from it. Technology has played a major role in various sub-processes of recruitment. These are: Hosting the vacancy: External and internal job portals, personalised mails and messages and social media platforms like Facebook have increased the reach at reduced cost and reduced the turnaround time.Screening the candidates: Social network analysis has become a valid way of analysing a candidate’s profile.interviews: Skype and video calls, etc. are convenient for candidates and employers and reduce cost and save time.Selection: Online tests — in-house or by a vendor — are effective, low on cost and convenient.Nowadays, organisations have an end-to-end integrated recruitment process that ensures distributional, procedural and, most importantly, interactive justice to candidates.

Emerging skills for freshersBesides being good at their respective functional skills, fresh entrants to the e-commerce industry should have the ability to work in a dynamic culture, be exceptional at out-of-the-box thinking and resource management

Compensation trends in 2016We expect an optimistic appraisal trend in e-commerce industry with average increment expected in the range of 10-15 per cent. Top performers can expect something around 20-25 per cent hike.

Salary meter (average range) n Junior: Rs 3 lakh per annumn Middle: Rs 8 lakh-14 lakh per annumn Senior: Rs 14 lakh+ per annum

Hiring to increase as big retail houses foray into e-commerce

rETAiL inTErviEW Abhishek Kumar Head HR, abof.com (Aditya Birla Online Fashion Pvt Ltd)

Entry of Indian business houses like Tata and Reliance into the e-commerce domain will increase the hiring numbers from market and also increase the cross movements within the industry.”

HY-I 2016 50


How Indian organisations hire for global positions TimesJobs survey

For 40 per cent companies, the essential tools in hiring for global roles are job portals, for 30 per cent it is referral programmes, 58 per cent prefer sourcing talent internally

in recruiting for global pro�lesESSENTIAL TOOLS40% 30% 21%

Job portals

Referral programmes

Social networking

45% Sourcing talent

37% Lack of domain & soft skills

plan to �ll global positions by developing talent from within the company

51%

feel signi�cant technology investments would be the focus area to manage the future of global workforces

44%

BIGG

EST C

HALL

ENGE

IN HIRING GLOBAL WORKFORCE

How do you perceive your company’s workforce to change in the near future?

52% 28%

More local talentMore part time, temporary or contract workers

What approach you use when building international management team?

Sourcing internally with global exposure58%

Sourcing internally without global exposure29%

Sourcing externally without global exposure

13%

feel uncertain or volatile economic growth is the biggest challenge to grow in global market

62%

10% Dissatisfaction with salary

20% More o�shore workers

HY-I 2016 51


INDIA’S automobile industry saw a stable hiring trend during Jul-Dec 2015. July witnessed the maximum rise in talent demand (12%) while August and November saw sluggish hiring activity. September and December again reported a 4 per cent and 2 per cent rise in talent demand. Currently, job opportunities are immense for

engineers, R&D and sales professionals. Specialisations in channel, retail, corporate, technical sales and logistics are in demand. Experts say auto will be the key industry to watch out for in 2016. A Department of Industry Policy and Promotion report says the industry attracted FDI worth $13.48 billion from the year 2000 to 2015. The Indian auto industry is one of the largest in the world with an annual production of 23.37 million vehicles in financial year 2014-15, following a growth of 8.68 per cent over 2013-14. The sector also has the potential to generate up to $300 billion in annual revenue by 2026, create 65 million jobs and contribute over 12 per cent to the GDP, as per the Automotive Mission Plan 2016-26.

KEY TAKEAWAYSn Demand was high for sales specialisations, especially channel, retail and corporate sales

n Expert predict 80% jobs in technical and 20% in other areas in auto sector

n Opportunities in sales will grow; role of R&D engineers will be big and strategic

n Digital marketing will see huge demand as companies move to online platforms

n Metros will see higher talent demand, especially at middle and senior level

Sales, R&D and digital marketing roles to see increased demand

AUToMoBILE


87

Jun 15 Dec 15

Automobiles

Market average

100.00

92.50

85.00

77.50

70.00

85

83


HY-I 2016 52


n Production/maintenance topped job share; demand fell by 10%

n With 2% job share, channel sales reported 3% rise in demand

n Retail sales saw 30% rise in demand; job share was miniscule

n Chartered accountants and audit and risk profiles saw over 30% rise

n Specialisation in taxation witnessed 14% rise in demand

n Engineers clocked 35% job share but their demand dropped by 9%

n Accounting & finance saw 2% rise in demand with 7% job share

n Content writers emerged as sought-after profile with over 30% rise

n HR professionals saw 12% demand drop; rose the highest in Jan-Jun 2015

n IT profiles saw 16% drop as opposed to 24% rise in Jan-Jun 2015

n FunCTiOnAL ArEAHiring rises for core roles

n Delhi NCR had the biggest entry-level job share but demand fell by 13%

n International locations reported 8% rise in demand; job share was 2%

n Demand slumped by 14% in Mumbai; saw 19% rise in Jan-Jun 2015

n Meghalaya and Sikkim boosted hiring in north-eastern region with 30% rise

n Despite negligible job share, Bihar posted over 30% rise in talent demand

n TOP LOCATiOnSdelhi creates maximum jobs


Delhi NCR

Pune

Mumbai

Bengaluru

Chennai

Others

22%

14%

12%

11%

7%

34%

n ArEA OF SPECiALiSATiOndemand up for sales specialisations


8%


maintenance

Engineering

Design engineering

Corporate sales

Channel sales

Others

5%4%

3%2%

78%


7% Accounting

7% HR/PM/TD

7% Quality control

29% Others

35% Engineering

15% Sales/BD

UNlIKE the trend of the Jan-Jun 2015 period, demand for talent grew across support functions during Jul-Dec 2015, while core functions reported drop in demand. Specialisations in sales saw

significant rise in demand at junior level. Human resources professionals who reported strongest hiring in Jan-Jun 2015 saw a double-digit drop in demand. Accounting and finance was the only top function to see a rise in demand. Chartered accountants (CAs) were in demand at the junior level. Specialisations in audit and risk and taxation was also sought-after at the entry level in the automobile industry. Delhi NCR, Bengaluru, Mumbai, Chennai and Pune accounted for over 60 per cent of entry-level jobs in the industry. International locations and some north-eastern states saw increased demand for junior-level staff in the sector during Jul-Dec 2015.

JuniOr LEvEL[ AuTOMOBiLE ]

Freshers must be abreast with the latest technologies in the auto sector. Since the sector is now looking at electric and even olar-powered vehicles, education/ industrial training in these verticals will be desired.

nishant Arya,Executive Director, JBM Group

HY-I 2016 53


n With 3% job share, channel and retail sales reported over 30% rise in demand

n Corporate sales too witnessed 30% rise in demand with 2% job share

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

n Specialisation in audit & risk and taxation saw 14% rise in demand

n Software and quality assurance engineers saw over 30% rise in demand

n Sales claimed highest job share and saw maximum rise in demand (over 30%)

n IT/telecom with 9% job share saw 8% rise in demand

n Demand for vehicle engineers saw 3% drop; fell by 11% in Jan-Jun 2015

n Quality control profile saw 2% rise; fell by 12% in Jan-Jun 2015

n Demand for electronics engineers grew by 17% in Jul-Dec 2015

n FunCTiOnAL ArEASales most sought profile

n Delhi NCR and Mumbai had maximum job share, demand fell by 5-6%

n Hyderabad reported 4% rise, Ahmedabad saw 2% rise in demand

n Pune continued to see a drop (4%); was 11% down in Jan-Jun 2015

n Unlike Jan-Jun 2015, demand grew in international locations (10%)

n Among states, Tamil Nadu (except Chennai) reported 3% demand rise

n TOP LOCATiOnSHiring up in tier ii locations

n ArEA OF SPECiALiSATiOndemand up in channel sales


Delhi NCR

Mumbai

Pune

Bengaluru

Chennai

Others

11%

10%

9%

7%

5%

58%


3%

Channel sales

Sales/ BD

Retail sales

Corporate sales

Engineering/manufacturing

Others

3%3%

2%1%

88%


9% IT/telecom

8% Accounting

7% Logistics

41% Others

21% Sales/BD

14% Engineering

DESPITE claiming a marginal share in the total number of jobs posted in the sector, demand for middle-level talent in the automobiles/auto ancillaries industry was better than entry-level

professionals who clocked the maximum job share. Sales specialisations were most sought at this level during Jul-Dec 2015. With customer and consumer preferences going through a phenomenal change, skill sets of sales professional have also undergone changes. Capabilities in quality, cost, delivery and response time are some of the top desired skills for sales professionals in the automobile sector. Similar to Jan-Jun 2015, demand for middle-level talent remained sluggish across major metros and states. Tier II and III cities and international locations posted a rise in demand for middle-level candidates during the Jul-Dec 2015 period.

MiddLE LEvEL[ AuTOMOBiLE ]

Customer support roles in the auto sector are going to be in high demand.

The sector will continue to attract people with fair degree of technical/

product knowledge and a very high level of customer-centric soft skills.

rajeshwar Tripathi,Chief People Officer (Automotive & Farm

Equipment Sectors), Mahindra and Mahindra Ltd

HY-I 2016 54


n Channel sales with the maximum job share posted 30% rise in demand

n Technical sales saw maximum rise (over 30%) in demand

n Project management role saw 29% rise in demand

n Financial analysts witnessed 17% rise in demand at senior level

n Demand in plant maintenance grew by 7%; job share was negligible

n Sales/BD accounted for the maximum job share; demand up by over 30%

n IT profiles reported 30% rise in demand; job share was 6%

n Despite second-highest job share, vehicle engineers saw 2% drop in demand

n HR professionals saw 4% rise in demand; job share was miniscule

n Electronics engineers reported a rise of 30% in demand in Jul-Dec 2015

n FunCTiOnAL ArEAdemand in sales and iT

n Metros had maximum jobs; Delhi, Mumbai saw over 30% rise in demand

n With 6% job share, Chennai saw 5% and Bengaluru 3% rise in demand

n Despite significant job share, demand fell by 4% in international locations

n Among tier II locations, Vadodara posted 12% rise in demand

n Among states, West Bengal had the maximum jobs; demand rose by 17%

n TOP LOCATiOnSMetros the top job hub


Delhi NCR

Pune

Mumbai

Bengaluru

Chennai

Others

14%

8%

7%

6%

6%

59%

n ArEA OF SPECiALiSATiOnHiring for technical sales


4%

Channel sales

Sales/ BD

Top mgt

Institutional sales

Operations/customer care

Others

3%2%

2%2%

86%


12% Top Mgt

7% Accounting

6% IT/telecom

42% Others

20% Sales/BD

13% Engineering

SENIOR professionals with more than 10 years of experience were mostly in demand across sales, sales-related specialisations, IT and business development roles during the Jul-Dec 2015 period. While

logistics and supply chain profiles witnessed 13 per cent drop in demand, experts predict the demand to pick up pace at senior level in the coming months. Other key functions such as marketing, accounting & finance continued to report a drop in demand as was the case in Jan-Jun 2015.Business management and quality control saw stable demand during the period. Hiring activity in major metros and cities recuperated in Jul-Dec 2015, with Delhi NCR clocking over 30 per cent rise in demand for senior professionals in the automobile sector. Gujarat (except Ahmedabad and Vadodara) also posted more than 30 per cent rise in talent demand.

SEniOr LEvEL[ AuTOMOBiLE ]

There is a huge scope for automobile startups in India. The industry is full of attraction and glamour and thus one should always be looking at the top line and bottom line.

Pankaj dubey,Country Head & MD, Polaris India Private Limited

HY-I 2016 55


recruitment game-changersIn the automobile and automobile components sector, 2016 will see heightened hiring. Despite some discontinuous growth and the current uncertainty over diesel automobiles, the overall year-on-year growth in the sector will not be negative. Talented and skilled professionals will see no dearth in demand from automobile companies. For HR, talent acquisition and retention will continue to be the key challenges and thus will be at the top of HR agenda for the current year. Hiring will not slow down. However, the sector will be very choosy in terms of talent and look for right skills for the right job.

in-demand skillsIn tyre companies, technology, sales/

marketing and tech support functions will be in demand. Automobile and automobile component companies are very brand conscious. Thus, opportunities for creative marketing people are immense. Also, some roles in automobile manufacturing will be in demand. This is mainly because, in addition to

automobiles manufacturing, India has also become a tyre

manufacturing hub. large manufacturing capacities are set up in India by Indian and global tyre manufacturers. There is a competition for talent and it will continue to be so. Since the sector is strong in ERP in all operations, we need system/software support in all support services and for that skilled

software professionals are

required. Besides, demand will also be there for senior-level profiles in logistics and supply chain. SCM/logistics too will offer big opportunities in this sector.

role of technology in HrTechnology has helped in making recruitment speedier. Besides job portals, in-company technology assistance on SAP and other platforms have made talent sourcing easier. Online tests and assessments have reduced time lag in hiring. Screening process for candidates has been made easier with the advent of technology in the hiring process. However, personal interaction with potential talent is inevitable, especially for senior leadership positions

Emerging skills for freshersManufacturing, technology, sales, marketing and HR are the areas where fresh talent is regularly inducted. Also, chartered accountants and cost accountants are in demand at the entry level. Mechanical, electrical, instrumental and electronics are currently the sought-after engineering specialisations in the automobile sector.

Compensation trends in 2016Online PMS is the ‘in thing’ now. Annual goal-setting exercise and periodical performance assessment has also become the norm. Annual compensation revision will be in the band of 11-14 per cent. Exceptional and out-of-the way salary hike for excellent performers in strategic positions will also be in practice in 2016.

Salary meter (average range) n Junior: Rs 8 lakh-35 lakh per annumn Middle: Rs 35 lakh+ per annumn Senior: Rs 1 crore+ per annum

Talent demand to grow across core and support functions

AuTOMOBiLE inTErviEW vijay deshpande Vice President & Head HR, JK Tyre & industries Limited

Talented professionals will remain in demand. Talent acquisition and retention will contin-ue to be the big HR challenges and thus the focus areas. Hiring will be on the rise, but companies will hire cautiously .”

HY-I 2016 56


Gen Z prefers kick-starting career with large organisations TimesJobs survey

Startups could be a rage but over 60 per cent young professionals prefer starting their careers with large organisations since they see long-term advantage in it

Which organisation would you prefer to start your career with?

61%Large

39%Small to Medium

employees from tier I & II locations opt for large organisations

90% employees in IT/telecom,

internet/dotcom companies opt for small

to medium organisations

90%

If large why? If small/medium why?

56%Advantages of having worked with an established brand goes a long

39%Valuable learning and experience

5%Build strong and in�uential network

53%More scope for growth and learning

27%Work closely with top management

20%Variety, early responsibility and �exibility

Nearly 90% of those employed with small/medium organisations or startups are willing to leave their jobs for large organisations

HY-I 2016 57


THE healthcare industry witnessed a 1 per cent rise in talent demand Jul-Dec 2015. Hiring was largely stable in September and October. Experts say there are vast opportunities in R&D and medical tourism. Demand for production, maintenance, quality assurance and control roles is also increasing. Core

medical, health, biotechnology and pharmaceutical specialisations saw significant demand. Paediatricians with over five years of experience saw huge demand. In the coming months, demand for doctors, nurses, medical professionals, sales professionals and technology experts is expected to rise. Opportunities for healthcare professionals across experience levels are also gaining ground abroad. Back home, Delhi NCR and Bengaluru rule the healthcare job market. India is now a land of opportunities for players in medical devices. The overall Indian healthcare market today is worth $100 billion and is expected to grow to $280 billion by 2020, a compound annual growth rate of 22.9 per cent, according to a report by the India Brand Equity Foundation.

KEY TAKEAWAYSn Demand was high for doctors and medical professionals across specialities

n Paediatrics, cardiology, anaesthesiology and physiotherapy were sought-after specialisations

n Opportunities continue to grow in biotechnology, pharmaceutical and R&D

n Technology professionals were in demand at middle and senior levels

n International locations claimed maximum job share for experienced professionals

Demand up for doctors, medical professionals across specialities

hEALThCARE & PhARMA


84

Jun 15 Dec 15

Healthcare & Pharma

Market average

100.00

92.50

85.00

77.50

70.00

8583


88

HY-I 2016 58


n Healthcare sales, pharma had maximum job share, demand fell by 2-5%

n Demand for nursing rose 10%; job share was 2%

n Specialisation in analytical chemistry reported 11% rise in demand

n Demand for radiologists was up by 28%; job share negligible

n Medical transcription emerged as desired role with 30% rise in demand

n Sales/BD with 19% job share saw 5% drop in demand

n Demand for doctors, medical professionals fell by 3% despite major job share

n Business management saw 11% rise in demand in Jul-Dec 2015

n Medical writers witnessed 4% rise in demand at entry level

n Customer service/tele calling reported 2% rise in demand

n FunCTiOnAL ArEAdemand for support roles

n Despite maximum job share, demand dropped in Mumbai by 2%

n International locations continued to witness rise in talent demand (17%)

n Delhi NCR with 16% job share reported 2% drop in demand

n Among tier II locations, Indore posted 15% rise in demand

n Tamil Nadu (except Chennai) saw 5% rise in demand in Jul-Dec 2015

n TOP LOCATiOnSJob grows in foreign lands


Mumbai

Delhi NCR

Bengaluru

Hyderabad

West Bengal

Others

19%

16%

13%

8%

6%

38%

n ArEA OF SPECiALiSATiOnHiring across core verticals


4%

Healthcare sales

Medical/ pharmaceutical

Clinical research

Medical representative

Quality Control

Others

4%3%

2%2%

85%


18% Pharma/R&D

6% Engineering

6% IT/telecom

32% Others

19% Sales/BD

19% Doctors/nurses

WHIlE junior level took the maximum job share, talent demand was steady to negative during Jul-Dec 2015. None of the top ten functional areas reported a rise in demand.

Sales, business development, doctors, nurses, medical professional and biotechnology, pharmaceutical and R&D profiles together accounted for nearly 60 per cent of the total job share at the junior level. Customer support, business management and consultants were in demand during the second half of 2015. Specialisations in nursing, pharmaceutical research and analytical chemistry witnessed a rise in demand at the junior level. Tier II and III locations reported increased talent demand at junior level in Jul-Dec 2015. Besides, akin to the trend in Jan-Jun 2015, international locations added more jobs and continued to attract entry-level talent

JuniOr LEvEL[ HEALTHCArE/PHArMA ]

Clinicians need to embrace technology, stay abreast of new medical developments and use these to increase efficiency. The ability to work in diverse teams and good communication skills is also critical.

rohit MA,Managing Director, Cloudnine Hospital

HY-I 2016 59


n Biotech and R&D with 2% job share saw 4% rise in talent demand

n Surgeons reported a 24% rise in demand in Jul-Dec 2015

n Demand for gynaecologists also grew by 24%; job share was minuscule

n Physiotherapists posted over 30% rise in demand in Jul-Dec 2015

n Quality assurance saw 25% rise; demand for anaesthetists grew by 14%

n Doctors, medical professional had maximum jobs, demand was up by 1%

n IT/telecom with second-highest job share too reported 1% rise in demand

n Quality/process control saw 2% rise; was stable in Jan-Jun 2015

n Accounting & finance reported 5% rise in demand; job share was 4%

n Sales/BD posted 1% rise, was up by 2% in Jan-Jun 2015

n FunCTiOnAL ArEAJobs for doctors, medical staffers

n Despite significant job share, demand was stable in Delhi, Mumbai, Hyderabad

n Bengaluru reported 2% rise in demand; job share was 7%

n Among non-metro locations, Indore posted 10% rise; job share was negligible

n Among states, Uttar Pradesh posted 14% rise in demand in Jul-Dec 2015

n International locations saw 8% rise in demand during Jul-Dec 2015

n TOP LOCATiOnSHiring up in Bengaluru

n ArEA OF SPECiALiSATiOn demand up across specialisations


Delhi NCR

Mumbai

Bengaluru

Hyderabad

West Bengal

Others

11%

9%

7%

7%

5%

61%


2%

Biotech/R&D

Critical care

Radiology

Pediatrics

Medical

Others

2%2%

2%2%

90%


9% Engineering

6% Sales/BD

6% Pharma/R&D

39% Others

29% Doctors/ nurses

11% IT/telecom

THERE was demand across various medical specialisations at the middle level during Jul-Dec 2015. While doctors, nurses and medical professionals clocked the maximum job share at middle

level, the rise in demand was insignificant. Similarly, IT professionals claimed a high job share in the sector in Jul-Dec 2015 but demand was subdued. There was demand for accounting, finance, front office and quality control professionals in the sector. In analysis by area of specialisation, demand grew for surgeons, research scientists, medical writers, counsellors, medical imaging and direct and technical sales experts. Job share increased in international locations and so does the talent demand during the Jul-Dec 2015 period. Delhi NCR too claimed significant job numbers but talent demand was low. Bengaluru was the best performing metro at middle level.

MiddLE LEvEL[ HEALTHCArE/PHArMA ]

There is a shortage of 64 lakh skilled professionals in healthcare. At middle

level the dearth continues in pharmacy, radiology and laboratory executives.

Apart from functional skills, empathy, anticipatory skills and emotional

quotient would be of significance.

Kalappa KB,Vice President-HR, Columbia Asia Hospital

HY-I 2016 60


n Despite claiming maximum job share, surgeons saw 2% drop in demand

n Paediatrics, anaesthetists reported over 30% rise in demand

n Cardiologists too witnessed 30% rise in demand in Jul-Dec 2015

n Medical imaging posted a 25% rise in demand; job share was negligible

n Demand grew for ophthalmologists by 17% during July-Dec 2015

n Doctors, medical professionals had maximum job share, demand rose 2%

n Biotechnology, pharmaceutical and R&D posted over 30% rise in demand

n IT profiles saw 12% rise at senior level; had fallen by 7% in Jan-Jun 2015

n Accounting & finance saw 8% increase in talent demand in Jul-Dec 2015

n Quality control saw 5% demand drop; was most sought-after in Jan-Jun 2015

n FunCTiOnAL ArEABiotech, r&d profiles sought

n Metros retained maximum job share; Bengaluru saw over 30% rise in demand

n Delhi NCR and Mumbai also witnessed 30% rise in demand

n International locations took 10% job share, talent demand rose by 27%

n Among tier II locations, Ahmedabad posted over 30% rise in demand

n Among states, Gujarat saw over 30% rise in demand at senior level



Mumbai

Delhi NCR

Bengaluru

West Bengal

Ahmedabad

Others

9%

9%

6%

5%

4%

67%

n ArEA OF SPECiALiSATiOnPaediatricians, anaesthetists in demand


4%

Surgery

Top Mgt

Pediatrics

Anaesthetist

Factory head

Others

2%2%

2%2%

88%


9% Engineering

6% Administration

4% Pharma/R&D

43% Others

28% Doctors/nurses

10% Top mgt

WHIlE job share at senior level fell significantly in the healthcare/pharmaceutical industry during Jul-Dec 2015 period, the demand was high for core as well as support roles.

Doctors, nurses and medical professionals claimed the maximum job share with paediatrics and anaesthesiology being the sought-after specialisations. Cardiologists, too, witnessed considerable rise in demand from July 2015.Biotechnology, pharmaceutical and R&D were the other key in-demand functions in the healthcare sector during Jul-Dec 2015. Among support roles, IT, front office, business management, accounting and tech writers saw a considerable rise in demand. Delhi was the biggest employment generator in the healthcare segment in Jul-Dec 2015. International locations continued to witness upbeat hiring for senior level healthcare professionals and also clocked the maximum share of job postings.

SEniOr LEvEL[ HEALTHCArE/PHArMA ]

healthcare as a sector has always been a difficult sector for hiring because of the talent crunch. hiring in healthcare is nested skill sets with core specialisation at leadership to drive the right focus.

dr rajani Tewari,Group Head-HR, Wockhardt Hospitals

HY-I 2016 61


recruitment game-changersThe hiring process will continue to evolve. While prerequisites such as educational qualification and experience will remain important, the focus will move to functional and behavioural competencies. With expectations going up from patients on the quality of care, there will be higher emphasis on getting people with right skills. Apart from technical skills, a gamut of behavioural skills such as patient centricity, empathy, good communication and listening skills are essentials for healthcare professionals. The interviewer will attempt to assess these competencies through behavioural interviewing technique, psychometric tests and assessments while hiring.

in-demand skillsIn the healthcare sector, for frontline, the important job roles will include that of nurses, resident doctors, paramedics and front office executives. Key skills required, adding on to functional competencies at these levels, would be of customer service, communication skills, teamwork, conflict resolution and the ability to ‘get the job done’. At senior levels, the industry will

require senior clinicians, nursing team leaders and senior leaders in healthcare space. Organisations

will have to build a pipeline of healthcare business leaders to facilitate their organisation’s growth. These individuals will be expected to be experts in their respective domains and possess

excellent leadership skills, be visionaries and have the drive to motivate their teams to achieve set goals of the organisation. Good analytical skills and eye for detail would also be of

extreme importance at the senior level.

role of technology in HrIn today’s scenario, technology will define how HR management will operate over the next decade. Recruitment and social media is going hand-in-hand. It has a pivotal role when it comes to recruitment for key positions. Organisations are increasingly implementing ERP solutions to simplify, standardise and optimise the recruitment process. In our industry that sees high recruitment, especially for nursing, features of ERP that help in tracking recruitment are the need of the hour.

Emerging skills freshersApart from basic functional knowledge and skills, fresh entrants should possess a professional outlook, effective communication skills and customer service attitude combined with an orientation to providing high quality patient care. Interpersonal skills, zest to learn, thinking innovatively, courage, aptitude for service and quench for knowledge and self-enhancement will also be valued.

Compensation trends in 2016Healthcare industry is growing at a tremendous pace owing to its strengthening coverage, services and increasing expenditure by public as well private players. Salary trends will continue to follow the trajectory of past years. Compensations will be constantly benchmarked for key roles – doctors, nurses, pharmacists and patient care professionals. Performance increases will be increasingly linked to skill levels and performance outcomes. Appraisal process will focus on key processes that affect patient experience and clinical outcomes.

Salary meter (average range) n Junior: Rs 3 lakh-5 lakh per annumn Middle: Rs 20 lakh-30 lakh per annumn Senior: Rs 35 lakh-60 lakh per annum

Need to create pipeline of healthcare business leaders

HEALTHCArE/PHArMA inTErviEW rajiv Kapoor Chief People Officer, Fortis Healthcare Ltd

Organisations will increasingly invest in building the talent pipeline, tapping new talent markets in tier II cities, internship programmes and internal career growth programmes.”

HY-I 2016 62


Use of crowdsourcing

Crowdsourcing the hiring process picks pace TimesJobs surveyOf 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-I 2016 63


THE Indian petrochemical industry witnessed an average 1 per cent rise in talent demand between July and September 2015. Hiring was largely stable in the latter half of 2015. Demand for talent peaked in September by 9 per cent while it dropped by 11 per cent in August 2015. The country’s petrochemical

industry is estimated to reach $100 billion by the end of this decade, according to Associated Chambers of Commerce and Industry of India (ASSOCHAM). Petrochemicals contribute 30 per cent to India’s $120 billion worth chemical industry, which is likely to grow at a CAGR of 11 per cent and touch $250 billion by 2020, says the ‘Indian Petrochemical Industry: An Overview’ report by ASSOCHAM. In terms of employment, the Jul-Dec 2015 period witnessed better hiring trends, especially at middle and senior level compared to Jan-Jun 2015 when demand was muted. Overall, talent demand was high for engineers, sales, business development, quality control and logistics professionals. Most jobs were in metros and international locations.

KEY TAKEAWAYSn Engineers’ job share was almost 50%; demand was up at middle and senior level

n Though junior level claimed maximum job share, demand fell across key roles

n Unlike Jan-Jun 2015, middle and senior level saw highest demand in most profiles

n Among specialisations, oil & gas, production, maintenance and quality saw highest demand rise

n Mumbai had highest share at junior and senior level; international locations had most junior-level jobs

Demand up for quality control, engineering and production specialists

PETRoChEMICALS/ oIL & GAS


75

Jun 15 Dec 15

Petrochemicals/ oil & gas

Market average

100.00

90.00

80.00

70.00

60.00

85

83


73

HY-I 2016 64


n Despite maximum job share, production/maintenance saw 4% drop in demand

n Corporate and channel sales posted over 30% rise in demand

n Quality assurance specialists posted 7% rise in demand at junior level

n Software engineers, with negligible job share, saw 17% rise in demand

n Charted accountants were also in demand with 3% rise in Jul-Dec 2015

n Engineers with over 50% job share posted 15% drop in demand

n Sales/BD was the only top function to report rise (over 30%)

n Customer support, with low job share, saw over 30% rise in demand

n Core oil & gas verticals posted 16% rise in demand in Jul-Dec 2015

n Business management and consultants saw 10% rise in demand at entry level

n FunCTiOnAL ArEAdemand for sales profile

n Despite maximum job share, demand dropped in Mumbai by 13%

n International locations witnessed 6% rise in demand at entry level

n Chennai posted highest drop (19%); demand was up by 10% in Jan-Jun 2015

n Pune saw a 13% drop; had posted 10% rise in Jan-Jul 2015

n Talent demand rose in Uttar Pradesh by 4%; Gujarat saw 19% drop

n TOP LOCATiOnSdemand up in international locations


Mumbai

Delhi NCR

Chennai

Pune

Bengaluru

Others

17%

13%

6%

6%

6%

52%

n ArEA OF SPECiALiSATiOnQuality assurance in demand


8%


maintenance

Oil & gas

Engineering


Plant maintenance

Others

5%5%

3%3%

76%


8% Sales/BD

6% Quality control

6% HR/PM/TD

19% Others

53% Engineering

8% Accounting

MUCH like in the Jan-Jun 2015 period, engineers took up most of the share of total job postings at the junior level in the petrochemical/oil & gas industry during Jul-Dec 2015 too.

However, their demand fell significantly during the same period. Demand was highest for sales/business development professionals during Jul-Dec 2015. Specialisations in manufacturing, quality assurance, corporate and channel sales were sought at the junior level in Jul-Dec 2015. Akin to the trend in Jan-Jun 2015, demand fell for production/manufacturing/maintenance specialists in the petrochemical sector despite maximum share in job postings at junior level. In top ten locations, Mumbai claimed maximum job share but did not register growth in talent demand. International cities were the only top locations to report rise in talent demand for junior-level candidates.

JuniOr LEvEL[ PETrOCHEMiCALS/OiL & gAS ]

With increasing global collaboration and greater-decision making, the need is for a global mindset. Intellectual curiosity, ability to adapt and sensitivity to different cultures is important for success in a global company.

Suri rajagopal,Vice President-HR, India Operations, Shell

HY-I 2016 65


n Oil & gas specialisation clocked maximum job share, over 30% rise in demand

n Channel and corporate sales too reported over 30% rise in demand

n Project management, with 3% job share, saw 30% rise in demand

n Supply chain/logistics reported 23% rise in demand in Jul-Dec 2015

n Demand for plant maintenance was 30% up; fell by 3% in Jan-Jun 2015

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

n Quality assurance profile also saw over 30% rise in demand

n Demand for sales/BD grew by 30%; job share was 20%

n IT was the only top function to report drop in demand (3%)

n logistics saw a 4% rise in demand; marketing posted 7% rise

n FunCTiOnAL ArEAJobs for engineers

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

n All four metros posted over 30% rise in demand during Jul-Dec 2015

n Hyderabad reported 20% rise in middle-level talent demand

n Among tier II locations, Vadodara was the only location to report drop (6%)


n TOP LOCATiOnSHiring increases in metros

n ArEA OF SPECiALiSATiOndemand up in core oil & gas vertical


Mumbai

Delhi NCR

Gujarat*

Pune

Chennai

Others

14%

11%

6%

6%

5%

58%


4%

Oil & gas

Channel sales

Project management

Corporate sales

Engineering

Others

3%3%

3%3%

84%


6% Logistics

6% Quality control

4% IT/telecom

24% Others

40% Engineering

20% Sales/BD

MIDDlE-lEVEl professionals accounted for nearly 34 per cent of the total job postings in the petrochemical/oil & gas sector during Jul-Dec 2015. Demand was high across core

specialisations, functions and locations, unlike the scenario in Jan-Jun 2015. Demand however dropped for IT, business management and customer care professionals. In area of specialisation, most jobs in middle level were for core oil & gas engineers. Production/manufacturing/maintenance, channel and corporate sales also saw equivalent increase in demand in Jul-Dec 2015. While international locations claimed the most number of jobs at middle level, metros clocked highest rise in demand during the specified period. Among states, talent demand increased the most in Gujarat (except Ahmedabad and Vadodara). Vadodara was the only key location to witness drop in demand.

MiddLE LEvEL[ PETrOCHEMiCALS/OiL & gAS ]

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

to fall in oil prices. Demand will be for process, structural and

electrical design engineers, technical sales, geologists, QA

and procurement specialists.

Sunil goel,MD, Global Hunt

*Except Ahmedabad and Vadodara

HY-I 2016 66


n Production/maintenance had maximum job share; demand rose by over 30%

n Quality control professionals also witnessed over 30% rise in demand

n With 4% job share, demand in plant maintenance went up by 30%

n Electrical, civil and oil & gas engineers saw 30% rise in senior level demand

n Demand in packaging and storage went up by 11-15% in Jul-Dec 2015

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

n Sales/BD with second-highest job share also saw over 30% demand rise

n Quality assurance and logistics demand rose to 30% in Jul-Dec 2015

n Business management and consultants saw 26% rise in demand

n Marketing profiles posted 14% rise; IT saw 30% rise in demand

n FunCTiOnAL ArEASenior engineers sought

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

n Delhi NCR, Chennai and Bengaluru clocked over 30% rise in talent demand

n With 7% job share, international locations posted 30% rise in demand

n West Bengal continued to top state-level demand; Punjab saw 14% rise

n In tier II locations, Vadodara saw 30% rise; demand rose 11% in Chandigarh

n TOP LOCATiOnSMost jobs in metros


Mumbai

Delhi NCR

Chennai

West Bengal

Kerala

Others

14%

11%

8%

7%

7%

53%

n ArEA OF SPECiALiSATiOnFocus on production and quality


5%


maintenance

Plant maintenance

Civil


Quality control

Others

4%3%

3%3%

82%


9% Qulaity control

4% Top mgt

4% Logistics

22% Others

44% Engineering

17% Sales/BD

ENGINEERS, sales/business development, quality control and logistics professionals saw considerable rise in demand at the senior-level in Jul-Dec 2015. Engineers had over 40 per cent job share.

The second-highest job share was claimed by sales/business development. In fact, demand for business development and marketing professionals across levels will continue to rise, since companies are in an expansion mode, say expert. In specialisation, production/manufacturing/maintenance, plant maintenance, electrical/electronic, civil, quality control and mechanical topped the demand scene at senior level in Jul-Dec 2015. The maximum number of jobs for senior talent was in Mumbai, followed by Delhi NCR. Demand was up across metros and international locations. Among states, West Bengal posted a considerable rise in job share and talent demand.

SEniOr LEvEL[ PETrOCHEMiCALS/OiL & gAS ]

overall hiring trend will be sluggish considering the global slowdown. Retention trend will be stronger at mid-senior level. Increased activity will be seen in companies focussing on LNG gas exploration. Production profiles will see downturn in demand.

Amar ganeshan,Director-Global Solutions, Kelly Services

HY-I 2016 67


recruitment game-changers Companies will move more towards digitisation and technology. Application Tracking System (ATS) is widely used by most organisations. More focus would be on the quality of hiring and a way of measuring it and not just filling up the numbers. Companies will rely on independent due diligence/reference checks while selecting candidates. And lastly, the use of psychometric tools is likely to go up. Organisations will continue to look at a good blend of technical and behavioural skills, especially for their leadership roles. In order to be competetive grooming and developing talent will be rewarding. Social media, employee referrals will be the preferred hiring channels.

in-demand skillsAt the junior level and middle level, in the petrochemical sector operations and technical roles will be in demand. For these roles, companies will rely more on campus hiring than lateral recruitments. For senior roles, skills such as business acumen, stakeholder management, a strategic bent of mind and cultural fitment will be important in addition to domain

knowledge.

role of technology in HrIn recruitment, technology is playing a big role. Application Tracking System (ATS) is being used in a big way. This software simplifies the recruitment lifecycle by automating the hiring process. The application enables the electronic handling of recruitment needs. Recruiters are also using social media in their overall recruitment channel mix. The usage of social platforms will

grow in the times ahead as more and more organisations use these for talent sourcing and talent acquisition. Video interviewing has already made significant in-roads in the hiring system. The virtual interviewing softwares are already becoming popular. Technology is enabling organisations to build a cost-effective, time-effecrtive and resourceful approach to sourcing and screening talent. For final hiring decisions, organisations still has to rely on traditional methods than new-age tools.

Emerging skills for freshersBeing a diversified industry, demand for skills and competencies in the petrochemical/oil & gas sector varies from nature of role and job profile specific to each business operation. However, analytical skills, teamwork, aptitude and attitude will help differentiate quality talent at the entry level. Among sought-after domains, specialisation in manufacturing, quality assurance and skills will be in demand.

Compensation trends in 2016The increase in compensation will be, by and large, in line with previous year in the petrochemical sector. It will see approximate average increase in the range of 10 per cent. Regarding appraisal trend, there will be sharper focus on bell curve and output-based appraisal. High performers will be paid better.

Salary meter (average range) The expected average salary increase across experience levels in the petrochemical/oil & gas sector is given below:n Junior: 10 per cent to 2 per centn Middle: 9 per cent to10 per centn Senior: 8 per cent to 9 per cent

Operations and technical roles at entry level to see increased demand

PETrOCHEMiCALS/OiL & gAS inTErviEW Suresh Bose Head-Group HR, Vedanta

At junior level and middle level, operations/technical roles will be in demand in the petrochemical sector. For these roles, companies will rely more on campus hiring than lateral recruitments.”

HY-I 2016 68


2015 was a tumultuous year for the travel and hospitality sector. On one side, there was unprecedented demand for hotel rooms and on the other side, online startups emerged as the new market disrupters forcing companies doing business the traditional way to rethink strategies. This also meant a change in the way the sector was hiring manpower and the skills it would now need from those wanting to join in

SPECiAL FOCuS

HiRiNG AND iNNOVATiON AMID DISRUPTIoN TRAVEL & hoSPITALITY INDUSTRY

THE way to pull customers as well as talent in this sector was always branding and service quality and given the appetite of Indians for travel today along with increased arrival of foreign tourists, the sector, experts say, is entering its most buoyant and

innovative phase. According to TimesJobs data on hiring trends in the travel and hospitality industry, functions in hotels and

restaurants took nearly 50 per cent of total job share followed by sales/business development, HR and training, reservation/travel agents and IT software. Professionals with up to five years of experience are most sought-after, followed by those with up to 10 years of experience. The overall talent demand went up by 4 per cent in September and October 2015. Core domains in the industry reported 7 per cent rise in demand in October.

HY-I 2016 69


HOSPiTALiTY On A HigH

In October 2015, demand for hotel rooms grew 20 per cent in terms of occupancy and revenue per available room -- the highest in five years, said a STR Global report. 2015 also saw massive consolidation of the industry with Marriot International buying rival Starwood Hotels and Resorts in a $12.2 billion deal, creating the world’s biggest hotel chain.

n HiRiNG TRENDS The hiring requirements in hospitality

industry will also shoot up amid this unprecedented growth, say recruiters.

“Hiring has picked up in the last few months and will continue to do so in 2016. Each of the large hotel chains in India too has added new properties. New hotels are coming up near and inside airports, not only in metro cities but also in tier 2 cities. As many as 10,000 rooms would be added in the next five years. Dubai 2020 expo will also drive employability (from India) in the future. Dubai currently has 82,000 rooms which they intend to double by 2020,” said Prasanna Soparkar, Managing Director of Core Integra that provides manpower to top hotel chains.

A big part of the hiring activity (over 30 per cent) in the segment is being driven by international hotels, shows TimesJobs data.

Rohit Dar, General Manager, Jaipur Marriott Hotel, said that 2015 was “interesting for talent acquisition in the hospitality industry overall.”

“The reason I say this is because the industry saw dynamic changes at every step of recruitment process,” he said.

For sourcing talent pool, Dar said a lot of recruitment needs are fulfilled by networking sites and word of mouth with Marriott associates acting as brand ambassadors. Campus recruitment is also the focus to find young talent.

With this, expectations from potential associates have also changed, he said.

“Gen Y is well-connected and aware of the best practices that different employers have to offer. The candidates have become much more selective in associating themselves with a brand,” he said.

But some hoteliers still see a huge gap in available travel facilities and what travellers want. There is also an urgent need to brand India a tourist destination globally.

“The long term outlook for the Indian tourism and hospitality continues to be positive highlighting a huge growth potential. According to the Ministry of Tourism, the industry saw a phenomenal growth of 1073.8 per cent in tourist arrival facilitated by the introduction of the e-visa scheme to 113 countries. The cascading effect of this on the hospitality sector has resulted in an increase in the occupancy ratios and average room rates. While the government has implemented several schemes and policies, there lies a huge gap in terms of travel facilities, infrastructure, hotels and recreational outlets. It is imperative to market brand India globally to create a huge impact and attract high-end international tourists,” said Ankur Bhatia, Executive Director, Bird Group.

n SKiLLS iN DEMAND Dar said hotels will continue to look

for “the age-old skills in our business.” These include the ability to empathise with people to understand their needs and ability to communicate effectively will continue to be in demand. “Multi-tasking is the way forward.”

Prasanna Soparkar pointed out that the functions hotels will continue to look for will include Food & Beverages, Hosekeeping, Front Office, Outdoor

Catering and Sales, especially in the travel industry. But there will always be the burden of training. “Most of the hotel management diploma/graduates are not job ready. Hence they will have to retrained by the hotels.”

n THE BiG CHALLENGES “Hiring in 2015 was difficult due to lots

of new properties opening in India, and to get the right candidate to fulfill the job description is a difficult task. The trend in 2016 seems to speak the same language as in 2015 as more and more properties opening globally in new financial year,” said Vandana Rani, HR Head, Mosaic Hotels Noida.

Today candidates are looking for companies with the right culture

and an environment that supports their long-term

career aspirations.

rohit dar,General Manager, Jaipur Marriott Hotel

Jul 15 - Dec 15MARKET AVERAGE D

EMAN

D

Base Year Dec 2010:100

67 6770 70

72

68 67

HY-I 2016 70


“Most of the hospitality sector employees want to change the industry as the fatigue levels are very high and also due to erratic work schedule,” said Prasanna Soparkar.

For Dar, the lack of quality and skilled people across departments and positions is a bog challenge. Higher levels of service orientation amongst hotel management graduates and hotel associates make them ideal candidates in sectors where customer service plays an integral role, he said.

n STARTuP STORiES The last one year saw the rise of startups

in the budget hotel segment.

OYO Rooms, ZO Rooms, Treebo and Axis Rooms were among the many new ventures aiming to organise and cash in on the budget hotel segment. And with these ambitions have also come the need for right talent to drive and scale the business, and each offers its own culture.

Sidharth Gupta, cofounder, Treebo brand of budget accommodations, calls these new ventures as “digital hotels”.

He said budget hotels were currently unorganised and fragmented and run by people who did not necessarily have the understanding of what it took to give a good experience to customers.

“With companies like us bringing in a lot of professionalism to the way the business is run, we see that in a couple of years down the line, there will be a continuous organisaiton in the industry. In the budget category, so far no brand existed,” Gupta

told TimesJobs.com.The startup ecosphere is dynamic and

disruptive where one needs to be available 24×7, Paavan Nanda, cofounder, ZO Rooms, told TimesJobs. Since the teams are smaller, employees don’t just get hired for one specific role, he said.

“The roles range from sales to marketing to copywriting to hiring. Hence, it will be difficult to zero down to the set skill sets but it’s must to have a ‘do or die’ attitude. We look for this passion in our potential employees. Sense of responsibility and attaining closure is indispensible. Whoever aims to create a niche for himself in the startup space must have a flexible mindset and the ability to multitask.”

Then there is the challenge of getting and retaining senior talent.

Abhinav Sinha, chief operating officer of OYO Rooms, said in an interview: “Some of the early surprises that hit experienced professionals when they join a startup is the flat structure, roles not limited to the job description and solving problems not necessarily yours. Team members who are successful are those who understand these things quickly.”

“The common cultural shock experienced professionals face in startups is that young people with limited experience handle large responsibilities. This is quite the opposite of large companies where seniority decides the size of your role and responsibility,” he told in an interview to TimesJobs.

“In our organisation the one thing we focus strongly is inculcating in the employees the ‘culture of getting things done,” Ajay Shrivastava, VP-engineering and chief culture ambassador, OYO Rooms, said at a recent TimesJobs boardroom discussion.

These new hotel chains are also facing employer branding issues. Saumya Singh, chief people officer, Zostel, taking part in a TimesJobs boardroom discussion, said the biggest challenge for a startup is working on creating a powerful employer brand equity which is in essence different from brand equity.

“Selling the vision of the company and getting them to work for the brand is where all the work needs to be done. There are times when you need to spend 45 minutes trying to tell candidates about the company’s vision and the growth prospects for him or her,” she said.u

Oyo, ZO Rooms, Treebo and Axis Rooms are among

the many new ventures that are today aiming to organise and cash in on

the budget hotel segment

48% jump in demand for sales/BD profiles, job share highest

Demand for F&B profiles stable, job share highest at junior level

Pay scales in hospitality have not matched

other industries. Hence employees explore options

of working abroad or working on cruise liners.

Prasanna Soparkar,Managing Director, Core Integra

HY-I 2016 71


The talent pool did not have opportunities and their growth used to be

slow in traditional hotels. We are able to offer them

a good growth path.

Sidharth gupta,Cofounder, Treebo hotels

gOOd TiMES FOr TrAvEL BuSinESS

Besides hospitality, its boom time for online travel portals and aggregators too.

“Online travel has historically been the leader of the e-commerce sector across the world, and is no different in India. It is still the sector of commerce with the highest ATVs and the highest frequency of transactions throughout the year,” said Aloke Bajpai, CEO and cofounder of travel search engine Ixigo.

“The sector is more mature now with established leaders in various segments such as OTA (online travel agency), meta-search and reviews. Startups have shaken up the space a bit already in a short span of a couple of years. I do expect more and more innovation coming from some of the smaller and younger companies in our space. The biggest transformation has been in how businesses are realigning themselves around mobile as it is becoming increasingly obvious that it’s the battleground where the next winners will get created,” he said.

n HiRiNG TRENDS However, among online travel

aggregators, especially startups, hiring will be muted in 2016, said Bajpai.

“For online, e-commerce and mobile technology related jobs, hiring was pretty strong in 2015, aided by large-ticket investment rounds into startups in the first half of the year. We expect the market the cool off a bit next year, and do not anticipate the same kind of pace of hiring in 2016 as we witnessed in 2016. Indeed 2015 may have been a year where many startups over-hired without having a proven business model. We expect 2016 to be a year where some sanity returns to the startup jobs market,” he said.

Travel aggregators like Yatra are hiring from other industries also such as hotels, airlines or e-commerce firms.

“Individuals with domain expertise are being hired for roles ranging from product design, product management, contracting, business development, vendor management and tech development,” Pragya Kumar, head-HR, Yatra said at a High-Tea career chat session on TimesJobs.

Earlier, at a TimesJobs boardroom dialogue, talking about lure talent away

from startups, she said: “There is a need to develop an innovation culture to attract the right talent.”

n SKiLLS iN DEMAND Another startup that aggregates hotels

says it has been creating new roles. “Stayzilla is one of the fastest growing

companies and has created a lot of new roles that people would love to be part of. Few that I would like to highlight would be product management, RND, online marketing, digital marketing, branding and PR. All of them have unusual role to play,” Anitha Ravindra, HR head, Stayzilla, said at a High-Tea career chat session on TimesJobs.

Bajpai of Ixigo said engineers, mobile developers, product managers, designers, backend developers, devops and technical architects will also be in strong demand in the industry.

There was also an increase in demand of content, data and sales resources since most companies expanding rapidly also had large sales and ops teams, he said.

For 2016, Bajpai anticipated a strong demand for newer roles such as data scientists, growth hackers, content marketers and user interaction designers.

n THE PATH AHEAD In terms of the startups trying to take a

pie of the travel and hospitality business, the road ahead will see consolidation and the market getting more organised. This will spur established hotels to innovate in technology and service as customer expectations will only go up, say experts. It will also increase the demand and supply of trained manpower for an industry in need for thorough professionalism.

Engineers, mobile developers, product

managers, designers, backend developers,

DevOps and technical architects will be in

strong demand

Increased talent demand in travel and hospitality in Delhi NCR, Mumbai

Demand up for ticketing/reservation/travel agent profiles

HY-I 2016 72


nOTES

HY-I 2016 73


nOTES

HY-I 2016 74


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.com and a clear acknowlegement to TimesJobs.com. The views expressed by experts are

personnal and do not necessarily reflect those of their companies or TimesJobs.com. The salary range mentioned in the interviews indicates industry 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, Girish Bindal,

Neha Singh Verma and Sourabh Gupta **********

Chief Designer, Visualiser & Infographics Sadhana Saxena

**********

Illustrations Anirban Bora

**********

Data Warehouse Sanjay Biswas

HY-I 2016 75


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