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it companies specialised talent: IT companies eye specialised talent in small drives to future-proof business

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Top-tier IT companies are looking to induct specialists in new technologies through small-scale recruitment drives in a bid to future-proof business.

Tata Consultancy Services and Infosys are rolling out programmes to hire junior and mid-level talent with a focus on specific technology skills. Industry experts see this as an effort to get a lead with good talent ahead of their peers.

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Though they have shunned mass campus recruitments, some top IT firms are planning to enter the job market in anticipation of a growth pickup in the second half of the next fiscal year that starts in April. The early starters will have an advantage with access and cost of top-quality talent, especially in areas such as cybersecurity, artificial intelligence and cloud computing, where there is a huge skill gap currently, staffing firm experts and recruiters said.

“These hiring drives, lasting weeks to months, depend on the volume and urgency of positions. This could signify targeted growth in specific sectors or with clients amid an overall demand decline,” said Krishna Vij, business head – IT staffing at Teamlease Digital. “Alternatively, certain tech firms are also on the verge of futureproofing, proactively acquiring talent in anticipation of an eventual market upswing or in the process of securing new orders,” she said.

Such drives, however, may not necessarily see the massive hiring akin to the campus recruitments that IT companies have done previously. Last month, ET reported that Indian software exporters are likely to end FY24 with one of the lowest intakes of fresh engineers in over two decades at between 70,000 and 80,000.

Small-scale IT hiringETtech

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According to Prasadh MS, head of workforce research and analytics at staffing company Xpheno, hiring is inevitable, especially after reporting a fall in headcount for multiple quarters. “Enterprises have a strategic and tactical need to reclaim and match previously achieved capacity,” he added.

Companies that are getting into hiring now will have a huge lead when the activity picks up later this year, Prasadh said.

The recruitment programmes also come amid the deal pipeline of IT firms getting stronger with the managements referring to large new deals and renewals. This, experts view, will require further manpower given the massive loss of workforce in the past quarters owing to one of the slowest business growth periods for the $250 billion IT sector.

While market leader TCS, in an advertisement, said it was on the lookout “for rockstars, not robots” through a virtual recruitment programme pan India, Infosys has planned a walk-in event at its development centre in Bengaluru’s Electronic City on March 9 to add “next great talents” with three to nine years of work experience to its rolls, ET reported last week.

The TCS advertisement said it was looking for people with three to 15 years of experience in enterprise solutions, cybersecurity, AI cloud, IoT & digital engineering, infrastructure services, business process services, TCS interactive IP and wireless networks.

“Usually, those with 5-15 years of experience are axed and very senior people with domain expertise are retained. The recruitment drive is to fill in those positions and the companies are now recruiting for the bench so that in one year’s time they will start billing customers, although now it will be in smaller batches unlike earlier,” said IT veteran Ganesh Natarajan, a former CEO of Zensar Technologies.

Many global capability centres of MNCs are also recruiting in large numbers and “so IT firms will look to get the right talent with them”, he added.

Over the past one year, GCCs have been tapping top technology talent in India including large hiring from colleges as they expand their functions and bases here. India has a pool of 1.6 million people working in nearly 1,600 GCCs, and the number is expected to increase by 100,000 in FY24, ET reported in November, citing data from Xpheno.

“The TCS statement emphasises that their firm still has a ‘human-first approach to business amid the buzz of bot-ification and Gen AI-fication’ of IT services,” said a staffing firm executive.

“Creating and maintaining a visible hiring funnel is critical from an employer branding and investor relationship point of view,” Xpheno’s Prasadh said, adding: “Keeping the hiring funnel active maintains the necessary connect with the enterprise’s talent ecosystems.”

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