The Indian IT industry has supported global tech solutions for multiple decades. To do so it has relied primarily on talents within the country. However, acquiring good talents has always been an issue. This problem is becoming more complex as the technology landscape changes at breakneck speed like Cloud computing, AI, and Machine Learning. A big part of the problem is the archaic hiring policies and processes of the IT companies.
The hiring policies need to be rethought to align with the growing and complex talent demands. Hiring good talent and being able to retain that talent is the only way companies will remain competitive on the global stage.
This article will explore key issues in current hiring practices and suggest actionable steps to transform them.
Current Issues in Indian IT Hiring Practices
1. Entry Barrier due to Degrees
Most Indian IT companies stress academic degrees as a pre-requisite for hiring. And to top it, many even ask for minimum percentages or grades. This causes many talented individuals to be overlooked and it creates a system of elitism.
2. Incorrect Evaluation and Excessive Testing
Many companies rely heavily on aptitude tests and coding platforms to choose candidates. Most of these tests are half-baked and fail to evaluate real-world problem-solving, communication, and teamwork abilities. Also, none of them can measure the overall personality of the individuals which can be a good fit for different roles.
3. Lengthy Recruitment Processes
Companies sometimes make the hiring process so lengthy that candidates either lose interest or get hired by other companies in the meantime. This bureaucracy often frustrates top talents, reflects poorly on the companies’ internal processes, and prompts candidates to avoid such companies.
4. Unrealistic Job Descriptions
An incorrect JD (job description) itself filters out many fitting and deserving candidates. Often the actual work is far less complex than the skills demanded for in the JD. Often the demands are even unrealistic where they are demanding “10 years of experience” in technologies that have existed for only a few years.
5. Limited Focus on Diversity and Inclusion
The companies often tout their increasing efforts towards diversity and inclusivity. However, it’s more show than action. The representation of women, differently-abled individuals, and people from non-urban areas remains low in many IT firms.
6. Less Focus on Smooth Onboarding
Poor onboarding experience is a major reason for many candidates leaving the job immediately after accepting the job offer. Unclarity of work, minimal support, and mentoring, often leave the candidate feeling alone and unsupported.
The Way Forward: Revamping the IT Hiring Practices
1. Focus on Skill-Based than Degrees
IT is no longer a field where only people with academic degrees can fit. There are millions of tutorials, courses, and books through which anyone can learn and get employable. IT companies should focus on skills, project-based work, coding exercises, and real-world problem-solving aptitude rather than formal degrees. This will open up a big cache of deserving talent.
2. Streamline the Recruitment Processes
Companies need to rethink the entire recruitment process. Despite the tectonic shifts in the technology landscape, the recruitment process is still archaic with minimum changes. The process has to focus on hiring the right talent and not to weed out talent. Limit the number of interview rounds and communicate clear timelines to candidates, spend enough time with them to understand their overall experience and background. Use new-age tools like AI-driven resume screening and video interviews to speed up decision-making.
3. Enhance Company Branding
Build a strong company brand by showcasing its culture, innovation, and career growth opportunities. Transparent communication about work-life balance, benefits, and diversity initiatives can attract top talent and retain them as well.
4. Fix the Job Descriptions
Job descriptions should be properly curated and should have realistic expectations rather than being derived from a boiler plate template. Mention the actual day job, and stay away from jargon. Also, highlight what the candidates can expect in the role from a career path perspective.
5. Make Diversity and Inclusion the Norm
Promote diversity and inclusivity through targeted hiring campaigns, partnerships with tech communities, and upskilling programs for underrepresented groups. Make workplace inclusivity a core part of the company’s mission. The representation should be at ground level for each project so that diverse viewpoints can emerge for every problem.
6. Leverage Data for Hiring Decisions
Use data analytics to analyze the effectiveness of the hiring process and hiring channels, understand the reasons behind offer rejections, and identify patterns in attrition. These insights can provide actionable insights that can help to improve the hiring strategies progressively.
7. Supportive Onboarding Process
Onboarding should focus on making the incoming member one of our own. Conduct relevant and structured training programs, assign mentors, and provide a clear roadmap for the first six months. Check every few weeks to understand how well the new member is settling down and determine if they need additional help.
8. Focus on Long-Term Talent Development
Hiring is not the solution every time there is talent demand. As a long-term solution focus on upskilling and reskilling the internal talent. Along with training also, provide employees opportunities to work on the new projects where they can use those skills. And regularly reward them for going above and beyond the work area. This not only retains employees but also reduces dependency on external hiring.
Last Words
The IT industry must acknowledge that the current hiring strategies have serious issues and its going to have more challenges with the new skillsets. The hiring processes should be more tuned to value the talent and keep them engaged and satisfied. More data-driven approaches, retrospective sessions on hiring failures, and innovative ideas to attract talents should be taken up.
The question is no longer whether change is needed—it’s about how quickly we can implement it. With innovation, adaptability, and agility, the Indian IT industry can continue to support and lead on the world stage.