The prospect of a recession still weighs heavily on the world, but one thing seems to be going unimpeded. It’s a technical process. Indian digital engineering firm Ascendion is gearing up for a software revolution by hiring 1,000 of his engineers by the end of 2023.
“We believe the main constraint is talent as the demand for technology is pent-up. At Ascendion, we see India as a major hub for our digital engineering offerings and are rapidly expanding our presence. Prakash Balasubramanian, EVP and Global Head of Engineering Practice and Delivery, Ascendion, said:
With consumer expectations growing exponentially fueled by rapid technological advancements, the company offers full lifecycle digital engineering with the latest technological capabilities such as AI, cloud, data analytics and metaverse. I claim to be in a position to do so. To keep up with the growing trend and demand, Ascendion is looking for people who can work on immersive technologies such as games and his AR/VR.
Balasubramanian shares with People Matters its top six strategies for hiring during recessions (and other times).
accept gig model
In addition to traditional full-time employment, Ascendion employs a gig worker model.
“The gig worker model allows us to tap into a pool of specialized talent and gives us flexibility when it comes to talent acquisition and resource allocation. We can hire top-notch professionals for missions and time-bound assignments,” says Balasubramanian.
“The gig economy has changed the way we work. For our innovation-forward clients, Ascendion has an execution model that brings together full-time and gig workers into integrated digital engineering project teams,” he said. I will add.
Additionally, to attract a highly talented workforce, Ascendion has a flexible work policy that allows employees to choose where they work. “The flexibility gives us access to an untapped talent pool, such as a mother returning to work after a break. and create an environment with space.”
Focus on Tier 2 and Tier 3 cities
According to Balasubramanian, hiring technical talent from Tier 2 and Tier 3 cities provides access to diverse skills and perspectives.
“These cities are emerging as India’s future tech talent hubs.In addition to regular tech hubs, we are recruiting talent from Tier 2 and Tier 3 cities, where half of India’s workforce is located, We are working on training, we need technologies like Blockchain, Unity, Data Science, AI/ML, DevOps.”
craftsmanship
The world relies heavily on digital technology to manage our money, improve our health, educate our children, navigate the world, all at the tap of a screen. Upskilling alone is not enough to meet rapidly growing engineering needs and models, Balasubramanian says.
“We believe craftsmanship is the key to designing world-class software that impacts human lives and drives business growth. We need to adopt a community of practice (CoP) model that provides mentoring, learning from peers, nurture hands-on projects, and create intellectual property, in addition to rigorous training,” he adds.
Balasubramanian believes that expertise and experience are very important in mastering the art of engineering quality software. We emphasize that expertise comes from formal education, training, and self-study, while experience comes from applying that knowledge in practice.
Their model of practice community, Ascendion Circles, is a key differentiator in attracting and retaining top talent.
“All companies should adopt practices that enable employees to connect with colleagues, receive guidance from experts, work on projects that interest them, share solutions to technical problems, and foster continuous self-improvement. We need to adopt a community model,” he adds.
Balasubramanian also adds that building craftsmanship is an ongoing process. Setting up a community of practice is a great first step. But it takes an engineering culture to foster craftsmanship. Engineering excellence should be promoted throughout the enterprise. The community of practice needs a constant stream of pet he projects and side gigs where engineers can devote time to designing new age solutions.
Mentorship plays an important role in promoting craftsmanship, he says. Most engineers today are lost among different technologies and he doesn’t know what he needs to focus on to build a strong career. Young technicians, influenced by fear of missing out, seek out certifications that are widely available online today. Good mentors can make a big difference in developing engineers and the craftsmen of tomorrow.
Finally, he adds, it’s important to celebrate craftsmanship. Engineers must discover the joys of engineering and continuously innovate to solve modern problems. These achievements should be celebrated consistently throughout the organization.
Campus Recruitment Activities
According to Balasubramanian, campus recruitment activities provide a great opportunity to recruit and develop young talent.
“This should be according to the needs of the organization to its full potential. Moreover, it allows students to grow from the grassroots level,” he adds.
As Ascendion plans to expand its workforce, it aims to make the most of this avenue to create a pipeline of talent for the future. The company plans to partner with leading educational institutions to attract top talent from diverse backgrounds. In doing so, you can tap into the new pool of talent and nurture it according to the company’s culture and requirements.
Utilize employee referrals
According to Balasubramanian, a strong referral program allows companies to quickly fill open positions with talented people who are likely to fit well into the corporate culture. “This also drives employee retention.”
Focus on building a strong employer brand and corporate culture
A strong employer brand and corporate culture differentiates a company from its competitors and helps attract and retain top talent. “It also helps attract reluctant candidates and improve the quality of job applications,” he says.
