The road ahead - TJinsite October 2013

VOLUME-III | ISSUE 11 

OCTOBER 2013 

H I R I N G & B E Y O N D 

www.content.timesjobs.com 

“The key is to analyse 

alternatives and facilitate 

the redundant staff” 

A G RAO, MD 

MANPOWERGROUP 

Pg8 

Recession is the Time to 

Rethink & Replenish 

ABHIJIT BHADURI 

CLO & CHRD 

WIPRO TECHNOLOGIES 

Pg4 

Pg2 

India Inc does 

have reason 

to celebrate! 

LOOK FORWARD 

TO REVIVAL IN 

THE JOB MARKET 

The road ahead 

(India Inc. hopes for a silver lining) 

Find TimesJobs.com’s career articles, expert advise and tips @ www.timesofindia.indiatimes.com, Jobs & Career section

HIRING & BEYOND 



OCTOBER ISSUE 

Cover Story 

IndIa Inc. does have reason to celebrate! 

Despite the economic doomsday theories, our survey indicates that 

we can look forward to a revival in the job market… 

A 

mid the current economic turmoil, 

India Inc is hoping for a revival that 

will set the GDP on track and will 

turn the job market around. According to 

the latest Thomson Reuters/INSEAD Asia 

Business Sentiment survey, while business 

sentiment among Asia's top companies 

weakened in the third quarter, optimism 

returned to India Inc. In the light of this, 

TimesJobs.com undertook a study to explore 

the reasons for India Inc’s upbeat outlook. 

India will be the preferred job 

destination 

According to the survey, despite the 

slowdown; India Inc is positive that India 

will remain a preferred job destination for 

the majority of the workforce. About 37 per 

cent of the surveyed organisations stated 

that more Indians will choose to work in 

India, than abroad, in spite of the 

tumultuous economic conditions. 

IT/Telecom and Manufacturing & 

Engineering industries are expected to lead 

the pack, as far as hiring is concerned. 

BPO/ITeS and FMCG/Retail will follow suit. 

Elaborating on this, Dr. Pallab 

Regus Business Confidence Index 

findings: 

l Companies reporting revenue 

growth in India have increased 

from 63% to 66% while those 

reporting profit growth have flatlined 

at 54% 

The top four efficiency outcomes 

for India are: 

l Improved staff retention (49%) 

l Less fixed office space (43%) 

l Higher return on investment on 

marketing and advertising (42%) 

l Cost effective services providers 

(33%) 

Bandyopadhyay, director-HR, Citrix India 

commented that the risk-taking ability of 

the Indian workforce has gone up. This can 

be judged by the fact that many students 

from premier B-Schools are increasingly 

turning entrepreneurs. And, they want to 

stay in India and start their own business. 

For the international workforce/companies, 

India is an emerging market and good for 

their business expansion plans. Giving 

example of the mobile market, Dr. 

Bandyopadhyay maintained that for mobile 

technology, India is the second largest 

market, only next to the US, and has job 

opportunities in the segment. 

According to Sangeeta Lala, co-founder and 

senior VP, Teamlease, India is at an 

advantageous position as it has an abundant 

supply of job seekers and their skills and 

education are of better quality than the rest 

of the subcontinent. 

Changes in compensation and 

technology 

However, there are things that the slowdown 

will change – one is the way the Indian 

workforce is compensated. Close to 46 per 

The pace India generated early in the last 

decade may have been difficult to sustain 

and like its emerging peers, our country 

is now witnessing a slowdown. Weak 

global cues apart, the home market that 

provided India an element of economic 

invulnerability, has also been (hopefully 

only temporarily) impacted. 

That said, and with some caveats, the long 

term prospects of India remain bullish. It 

continues to be a growing economy which 

is largely internally driven and has a 

burgeoning middle class that produces 

almost a quarter of the world's new 

workers over the next few years. There 

are bound to be skill gaps in this young 

workforce but with the increasing 

obsession with education and the right 

interventions, this shortcoming can be 

overcome. 

 

 

2 

cent of the employers believe that 

compensation design will have more 

variable pay structure and will focus on 

performance driven compensation, pointed 

out the survey. Another 37 per cent predict 

compensation growth will remain average. 

Supporting the survey outcome, Dr. 

Bandyopadhyay remarked that 

organisations are aligning their employees 

to the volatile market ecosystem with 

performance driven compensation 

structure. High performers are rewarded 

and recognised via variable pay component. 

Employers also give options such as stocks, 

ESOPs and profit sharing to employees, 

which are subject to level of employee and 

the size of the organisation. 

Another change is technology, over 60 per 

cent of the organisations see technology as 

an enabler in faster growth of the economy 

and they are hopeful that it will create new 

job roles, in the future. 

Lala adds that technology will be the fourth 

multiplier of the Indian economy. It will 

help in job creation across segments, 

especially in automation and analytics 

domain. 

‘Long-term prospects of India look bullish’ 

In spite of this economic down-turn and 

major ambiguities around the political 

environment in India, employer hiring 

intentions in the long term should remain 

positive in many sectors. 

Infrastructure, transportation and 

utilities should see continued demand. 

Any improvement in global cues and the 

technological advancements will further 

improve IT and ITeS sector employers’ 

hiring intents. 

We may also see a revival in the employee 

hiring plans in the overall services sector; 

wholesale and retail trade sector. The 

proposal for additional licenses for banks 

and Indian government’s efforts to reduce 

red tape in getting foreign direct 

investment in certain sectors will also 

create positive atmosphere for hiring. 

Shrutidhar Paliwal, Vice President & Head - Corporate Communication and Media Relations – Aptech Ltd




OCTOBER ISSUE 

Highlights 

Well defined job roles will be the game changer 

A 

ccording to a recently concluded survey by TimesJobs.com to 

gauge the changes that the slowdown will bring in the way we 

work, compensate and engage, over 60 per cent of the 

organisations believe that going forward India Inc will increase 

focus on getting hiring right by defining job roles more precisely and 

specifically. Industry experts believe that well defined job roles are 

crucial not only for employees but also for overall organisational 

growth. By clearly defining job roles, organisations set the right 

expectation for the employee. It reduces any sort of confusion and 

misunderstanding at a later stage. 

Another 20 per cent of the organisations believe that companies will 

be forced to think hard about their employer brand, especially in the 

online space, as part of their future strategy. With the war for talent 

intensifying, technology savvy employers are recognising the worth 

of an effective online employer branding strategy. They understand 

that reaching out to a larger talent pool by strong marketing and 

branding strategies is the need of the hour. The focus would be to 

tailor one’s approach to address a different set of audience in both 

the online and offline space and the internal and external context. 

ccording to 66 per cent of the surveyed organisation, in the 

new world of work, companies will have lean teams, with a lot 

Aof focus on productivity. The dynamic business environment 

of today demands high speed process with quality assurance. 

Experts believe that building lean teams is the way forward. Creating 

and managing work process with horizontal focus rather than a 

vertical one is a better technique to get the competitive edge in 

today’s fast moving workplace functions. However, since this concept 

is not very common in India Inc, to implement this approach the 

entire perspective, outlook and business functionalities and culture 

needs to be reinvented. Organisations affirm that all the effort is 

worth the outcome as this is indeed going to boost business 

productivity. The survey also pointed out that approximately 22 per 

cent of the employers see increase in flexible options 

/telecommuting in the future workplace. This trend has been 

catching pace in Indian organisations, lately. Growth of flexible work 

options in the future is much anticipated and desired by the 

workforce and employers, alike. 

O 

ne thing that will not be change in the future is the need for 

skilled professionals. According to the survey, close to 78 per 

cent of the surveyed organisations stated that skills will be 

the most important criterion while hiring a candidate. Other factors 

such as education, experience have become secondary. While skills 

are the primary decisive factor while recruiting, skill deficit will 

continue to pose a big challenge for India Inc in future, revealed the 

survey. Over 50 per cent of the surveyed organisations believe that 

skills shortfall will be a big impediment for themin future. Though, 

29 per cent are optimistic that the scenario will improve, as 

academic and industry partnerships will bear fruit. Another 15 per 

cent feel that things will get better, as government intervention in 

the talent development plan will ensure a skilled workforce. 

 

 

 

3 

What do you believe 

will change in the 

recruitment space 

in the near future? 

Doing more with less will be the focus 

Skills are and will be most desired 

Well defined job roles, 

more focus on getting 

hiring right 

Companies will be 

forced to think hard 

about their employer 

brand, especially in the 

online space 

Nothing will change, 

once the downturn is 

over things will be back 

to the usual 

What will the new world of work look like? 

Companies will have lean 

teams, with a lot of focus 

on productivity 

Flexible options - 

telecommuting 

Companies will continue 

to have a hire and fire 

policy




OCTOBER ISSUE 

Guest Column 

‘Recession is the time to rethink and replenish’ 

hile watching the movie Bhag Milkha Bhag I started to notice how the runners use the 

time between the sprints. They use this time to prepare themselves to win the next 

Wevent. They use the down time to rest their muscles, catch their breath and rethink their 

strategy and approach to competition. The best of the runners use the lean period to prepare for 

the next race. 

An erstwhile leader in consumer electronics was forced to rethink its business model during the 

last downturn. They used the stagnant market in TV and audio-visual segments to rethink 

themselves as a health and well-being company instead. Today more than 40% of their revenue 

comes from the healthcare market. They used the downturn to gain a large market share of this 

rapidly growing segment. To truly take advantage of the opportunities in this new segment, they 

have to rethink their talent portfolio too. They have to evaluate which skills will have to be 

brought in from outside and which ones will be easier for the current employees to learn. 

While organisations and individuals get distressed when there is a slowdown, this is actually a 

time that can help us get the first mover advantage when the markets open up. Peaks and troughs 

in business cycles need different approaches. 

Abhijit Bhaduri 

Chief Learning Officer & Head of CHRD 

Wipro Technologies 

Abhijit Bhaduri works as 

the Chief Learning 

Officer for the Wipro 

group. He lives in 

Bangalore, India. Prior to 

this he led HR teams at 

Microsoft, PepsiCo, 

Colgate and Tata Steel 

and worked in India, SE 

Asia and US. He is on the 

Advisory Board of 

Wharton's prestigious 

program for Chief 

Learning Officers that is 

run by the University of 

Pennsylvania. He is an 

adviser on Social Media 

usage for SHRM in India. 

He is among the top ten 

HR influencers on Social 

Media according to 

SHRM, India. Abhijit is 

the author of two works 

of fiction. His most 

recent book about hiring 

is called Don’t Hire the 

Best. 

What can 

organisations do? 

Rethink the business 

model: Consumer behaviour 

changes during recession. 

Research shows that during 

slowdowns, consumers’ 

spending habits change. 

People eat out less often, but 

their spending on 

entertainment increases 

significantly. 

Some industries do better 

during recession eg the 

insurance industry. Softer 

business growth may shrink 

the market for some products 

it also opens up new market 

with vast untapped 

opportunities. These markets 

need new business models 

and products and services 

that are custom made for 

these pockets. 

Rethink competition: When 

the business model changes, 

the competitive landscape 

may change. The 

organisation may now need to 

think of a different set of 

competitors. These nontraditional 

competitors could 

prove to be far more lethal 

than the traditional ones. 

A leading MNC snackmanufacturer 

found itself 

conceding market share in 

some states to local producers 

with significantly smaller 

distribution costs. Their sales 

and marketing team could not 

handle the guerilla marketing 

tactics that these local players 

were adept in. 

Rethink your talent 

portfolio: During the 

recession, hiring slows down. 

This is the ideal time to 

revisit your talent pool. What 

skills do you not have enough 

of ? What are the skills that 

are not as relevant in the new 

environment? It is a good 

time to identify skills that are 

in short supply for the new 

marketplace. 

Many firms use this time to 

hire talented people who may 

have been laid off or are 

shaky about continuing with 

their current employer. This 

is a time to invest heavily in 

developing the talent pipeline. 

You may be able to leverage 

the slowdown to tie up with a 

top notch academic 

institution or professor who 

would have turned up their 

nose in better times. 

What can 

individuals do? 

Rethink your career: The 

career opportunities that 

arise when the economy is on 

a fast track are different from 

those that show up during 

times of slowdown. 

The new markets and 

consumers may provide a 

great opportunity for you to 

become an entrepreneur. 

Once the economy picks up 

pace, so will your new 

venture. That also means that 

career opportunities will 

probably emerging in nontraditional 

sectors. 

If you have a skill gap, the 

employers may be more 

willing to invest in bridging a 

small gap to make you a 

perfect fit. This maybe the 

best time to find your dream 

job. Before you jump ship 

remember that during 

slowdown, the employers give 

you a shorter runway before 

they expect you to start 

delivering results. 

Replenish your skills: Use 

the time to invest in building 

your career. Take the course 

that you always wanted to and 

sharpen your skills. The new 

market realities will create 

new career tracks that did not 

exist before. 

A few years back, a career in 

analytics was less 

mainstream. Today there are 

many more employers who 

are looking for people with 

degrees in statistics or 

operations research and are 

prepared to offer them 

attractive career 

opportunities. 

Writing content for the web 

was not a career option a few 

years back – now it is. Take 

advantage of the slowdown to 

get certified because once the 

recession is over, you won’t 

have this luxury. 

While the majority of 

individuals and organisations 

think of the slowdown as a 

time to wait and watch, there 

are a few who use this time to 

emerge stronger than ever. 

4




OCTOBER ISSUE 

Social Chatter 

Is there a silver lining for India Inc in the global 

slowdown? 

Most of the top business leaders 

(Domestic /Foreigner) are concerned about 

these 3 things, which will usher India Inc. 

to the next phase of growth: 

l Availability of low cost skilled human 

resource. HR is a major component of the 

cost of production/service. That's why 

even foreign companies are eyeing India 

l Improving democracy. A democratic 

institution makes better 

policies/decisions in transparent way 

l 2014 Lok Sabha election. Indian 

leadership really needs a change. A 

change will bring fresh energy 

Alok Singh Chauhan 

Business Development & 

Marketing professional 

Social 

Media 

Chatter 

lWhile it may look messy 

and directionless, in the 

eyes of insiders, for outside 

friends, India Inc is an 

oasis of stability 

lDiversity and surprises 

may pull out the rabbit 

from that magical hat. Mass 

self motivation is 

prescribed 

Thomas AW, Strategic Director & 

Chief Motivator at Stone Mirror 

Institute of Contemporary 

Management Studies 

No, nothing much to rejoice yet, but 

certainly some reasons to feel better - 

that the government is finally waking up 

to the fact that it needs to pro-actively 

support investments, manufacturing, 

infrastructure, deficit control, etc. if the 

government continues to be steadfast in 

this new resolve, not just India Inc but all 

of us will have a lot to rejoice; a lot of our 

capital and demographic advantages will 

be put to use and not be frittered away. 

Pankaj Maheshwari, 

Head - Corporate 

Coverage - North India 

Credit Agricole CIB 

Yes, the government has been 

indecisive for the past 3 years in 

certain issues. However the 

fundamental of the Indian Economy 

based on strong domestic demand due 

to demographic advantage, agriculture 

growth and better controlled financial 

institutions will give us reason to 

cheer. This slowdown is a good time to 

penetrate to rural markets, expand 

capacities. Labour reforms, decreasing 

bureaucratic control and incentive 

system for government employees to 

work will help to grow further. 

To me it is a matter of 

perspective, yes every 

industry is stagnating and 

unable to grow, thanks to the 

policy paralysis, the only 

action that got taken is now 

burning in AP. If I were to 

look for the silver lining the 

only one I can see is that 

elections are around the 

corner, hopefully they will 

come with a conscience. 

Shyleswari Mohan, OD Consultant 

Ajatshatru Kaushal, 

PGPX (Strategy and 

Data Analytics) 

5



Industry can train for technical skills; 

academia should focus on soft skills: 

Hyderabad Meet 


OCTOBER ISSUE 

Events 

EVENTS 

CALENDAR 

U 

nderstanding the need to 

address campus 

recruitment and 

engagement in the current 

scenario, TimesJobs.com in 

association with ICBM-SBE 

hosted a panel discussion in 

Hyderabad focused on ‘The 

Campus Code 2013: Decoding the 

New Age strategies’. 

The panel included Nimish 

Gupta, global head – learning 

and development, Tech 

Mahindra; Sadras Raghunadhan 

Sriram, head-human capital, DE 

Shaw India Software; Dr. Murali 

Padmanabhan, senior director 

and global head learning & 

leadership development, 

Virtusa; PM Nanjappa, senior 

VP-HR, Advanta Ltd; Dr. K 

Panduranga Rao, group head- 

HRD & administration, IVRCL; 

Joy Dupati, head-talent 

acquisition; Hitachi Consulting; 

Sanju Patra, head-talent 

acquisition, Ramky 

Infrastructure and professor S. 

Zaraar, director & principal, 

ICBM SBE. 

Starting the discussion, Dupati 

of Hitachi Consulting stated, “In 

our company, we have defined 

critical business factors such as 

communication, initiative, 

adaptability, ownership which 

are common for entry level as 

well as lateral talent. These 

factors are essential for our 

company’s DNA.” 

According to Dr. Padmanabhan 

of Virtusa, skills can be taught 

and a good quality candidate is 

Key Takeaways 

l During selection, 

academia should 

assess candidates’ 

suitability 

l Academia should 

have a department to 

teach soft skills to 

students 

l To engage Gen Y, 

companies needs to 

focus on social 

acceptability of the 

job 

l Companies should 

sensitise managers 

and HR to deal with 

GEN Y 

l Business ethics 

should be part of 

academic curriculum 

l Students are looking 

for career path; not 

just job roles 

one who can become quickly 

independent and productive. 

Campus hires take at least 6 

months to 1 year to be 

productive. “And, when freshers 

are injected into a project team, 

the overall team productivity 

comes down by 40% as it 

requires huge effort to train and 

supervise them.” 

6 

What is the disconnect between 

academic outcome and what 

industry wants? According to 

Dr. Rao of IVRCL, universities 

are producing resources by the 

book, without understanding 

their suitability keeping in mind 

industry need. And, this creates 

a divide between the talent pool 

available and industry 

requirement. 

Should academia produce talent 

according to industry? To this 

end Dr. Padmanabhan replied 

that industry-academia 

collaborations are essential, 

however academia also has to 

fulfill its larger purpose of 

giving education for academic 

excellence. They can’t just 

produce talent for industrial 

jobs, so they have to be slightly 

more conscious while tailoring 

curriculum according to 

industry needs. 

Adding to this, Raghunadhan of 

DE Shaw India software 

commented that technical skills 

should be imparted by the 

academia and industry can train 

resources according to their 

specific requirement. The 

intervention is required in soft 

skills and cultural orientation of 

the students. And in the current 

scenario, where there is interindustry 

talent exchange, 

changing curriculum as per 

industry trend might not be 

appropriate. 

Another big challenge is 

assessing the cultural 

adaptability of young graduates 

Upcoming Events 

NHRDN Annual 

Conference 2013 

21st – 23rd November, 

2013 

Swabhumi, The Heritage 

Plaza, Kolkata 

Organised by: NHRDN 

Contact: Dhananjay Singh 

Tel: +919810621191 

dhananjay.singh@nationalhrd.org 

and how soon they will start 

contributing to the organisation, 

said Nanjappa of Advanta ltd. 

“When we hire students from 

campuses, we want to train 

them and retain them for a 

reasonable period.” 

“More than technical skills, we 

look for a candidate who can 

adapt to a challenging work 

environment and is ready to 

work in remote locations. Today, 

students are not ready to take 

such jobs and hence move to 

other sectors”, said Sanju Patra, 

head-talent acquisition, Ramky 

Infrastructure. 

Underling another major issue 

in entry level talent, Gupta of 

Tech Mahindra highlighted that 

candidates lack basic knowledge 

that cannot be taught at the 

industry level. ‘There are three 

basic skills which we look for 

technical, behavioural/ 

leadership and domain 

expertise.” 

TimesJobs.com’s View: The 

actual relationship between the 

industry-academia should start 

before the placement season and 

continue beyond it. This connect 

should not be only limited to 

designing curriculum, but 

should move to training the 

faculty, pinpointing employable 

skills and together, mentoring 

students to make them 

productive and job-ready. Both 

stakeholder need to understand 

the expectations of GEN-Y. This 

would ensure a sustained 

industry-academia connect.




OCTOBER ISSUE 

7




OCTOBER ISSUE 

Expert Speak 

‘The key is to analyse alternatives & facilitate redundant staff’ 

Do you anticipate job revival in the near 

future? 

There is a huge demand supply gap in the 

hiring industry. In the coming 6 months 

India Inc’s hiring plans are expected to pick 

up but at a slower rate. There is a scope for 

improvement in the net business outlook. 

The talent from tier II and tier III cities 

seems to attract great jobs ahead, specially 

engineers and MBA’s. The focus remains to 

hire fewer but better quality personnel. 

The private insurance segment, public and 

private banks, franchising industry, mining 

industry are likely to rise and create great 

opportunities from last year, as big players 

will eye more business in India.We do expect 

the Indian economy to do better in the 

second half of the FY14, attributed to the 

growth of the core sector, exports and credit 

to some sectors. 

Flexible staffing is gaining momentum in 

the world due to complex business 

situations in the fast changing world. Just in 

time hiring model is being adopted by firms 

depending on the number of projects and 

their size. 

From this point, how do you foresee the 

future of the job market in India? 

Hiring will surely see an upswing in the last 

quarter of 2013 as most economies are 

coming out of slowdown and the demand 

from domestic as well as international 

markets would create many job 

opportunities. After remaining mostly 

stagnant in 2012 due to global economic 

slowdown, Indian job market is expected to 

grow only at a modest pace next year, 

although still better than other countries. 

Although the sectoral data might vary, the 

engineering, BFSI, social media industry, 

aviation industry are the key sectors which 

might see a bloom. Despite the economic 

weaknesses and ups and downs, job growth 

will continue. 

Which profiles would be in demand? 

Which positions will be most sought 

after – fresher/mid-level/top 

management? 

l The top Indian IT majors, who together 

account for a combined workforce of over 

650,000, are now focusing on lateral and 

specialised hiring even while recruiting 

fresh graduates. The IT sector will focus 

on hiring for niche skills in the tough 

market, such as SAP, Cloud computing, 

Big Data, Oracle. 

l Demand is also strong for corporate 

restructuring experts and mortgage 

repossession negotiators. 

A G Rao, Managing Director 

A G Rao joined 

ManpowerGroup India in 

December 2012 as 

Managing Director. Prior to 

joining ManpowerGroup, 

AG was Executive President, 

Enterprise Business & 

Technology - Tata 

Teleservices, India. In his 

role in Tata Tele, he was 

responsible for planning, 

implementation & 

operations management of 

pan-India telecom networks 

as CTO and Head of 

Enterprise Business Unit. 

l High-end healthcare contracts are 

creating demand for actuaries, medical 

coders, US registered nurses, medical 

writers and biostatisticians. 

l Rise in demand for profiles like strategic 

sourcing which are sector agnostic and 

asset reconstruction managers in BFSI. 

Salaries for asset reconstruction 

managers have doubled as demand has 

shot up. 

l In times of a slowdown, the job of an asset 

reconstruction manager becomes 

important as they work with 

nonperforming loans/assets to recreate 

value. 

l In the social media domain, the hot jobs 

would be Search Engine Optimisation, 

Social media specialist/strategist, Mobile 

application developer, Social business 

analytics and Digital campaigns manager. 

l Other positions in demand: 

- Product managers 

- Consultants 

- Usability specialists 

- Online marketing specialists 

- Software developers 

- Process architects 

- Community managers 

- Multi-channel project managers 

- Sales and customer support roles 

Freshers: Employers are keen to provide 

internship, and graduates are expected to 

take those assignments even if they are not 

paid because at the entry level, experience 

and exposure to the workplace is a 

significant payback. Social-media is 

demanding young blood to manage their 

social media strategies. 

Profiles most suited for freshers as stated by 

top employers: Research associates, 

Trainees, sales executives etc. Some of the 

categories of jobs for freshers in India also 

include administrative jobs, sales and 

marketing executives, jobs as probationary 

officers in banks, technical support 

executives and customer support executives, 

business/research analysts and medical 

transcriptionists. 

Mid level Executives: Senior software 

developer, Senior engineer, Senior 

development specialist, Technical lead, 

Project lead, Manager IT, Business 

development managers, Relationship 

managers in Financial services. 

Top level Executives: Demand for women 

for top level positions is rising. 

Positions include: AVP, VP, Product head, 

Director, and Chief manager etc. 

What will be the three key trends/ 

changes anticipated in the recruitment 

space, in the near future? 

l With a fresh batch of hopefuls awaiting 

job opportunities every year, job seekers 

will have to be both, competitive and 

qualitative in order to secure 

employment. Quality of hire is top 

priority for Indian employers. Social 

professional networks, employer branding 

and data driven decisions are among the 

top recruiting trends for coming months. 

l Considerable emphasis would be on 

hiring local talent due to current macroeconomic 

scenario, rupee v/s dollar 

strength and the rise in expat salaries. 

This means that the rupee depreciation 

may trigger exploring of local talent 

which can fit into the roles earlier 

earmarked for expats. 

l Most companies will not consider a 

reduction in workforce, they will decrease 

their hiring efforts by growing internal 

talent. Lateral hiring to be considered 

internally through promotions as well as 

from the industry in new areas. Campus 

hiring is likely to be lower than FY2012. 

Disclaimer: Information provided in this newsletter shall not be reproduced, published, re-sold or otherwise distributed in 

any medium without the prior written permission of TimesJobs.com and a clear acknowledgement to TimesJobs.com. 

Contact: TJinsite, TimesJobs.com, Plot No 6, Sector 16A, Film City, Noida. Write in to editorial.timesjobs@gmail.com 

Copyright ©2013 Times Business Solutions Limited. All rights reserved.

The road ahead - TJinsite October 2013

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