ANSR is a market leader in enabling organizations to build, manage and scale global teams through the Global Capability Center (GCC). ANSR provides full lifecycle services including GCC design, setup, and operational enablement. For over 16 years, companies across sizes, industries and markets have leveraged his ANSR expertise to build global business and technology teams.
ANSR’s unique and differentiated “GCC-as-a-Service” is delivered on a “pay-as-you-grow” basis with no capital expenditures, significantly reduced “time to value” and global Neutralize the known risks associated with a distributed setup. team. In an exclusive interview with Bizz Buzz, Vikram Ahuja, Ph.D., MD, ANSR, CEO and co-founder of Talent 500, said in an exclusive interview with Bizz Buzz, Telangana has access to a large talent pool to serve its diverse needs. He said there is a lot of government support to facilitate. Domain-specific industries.
What about the Indian recruitment industry? how big is that? What are your predictions for its future?
India is often touted as the most promising market for tech talent. The country currently has a tech workforce of 5.4 million people, and 290,000 new jobs will be created in FY23. With a digitally-skilled workforce at 36%, the industry remains the leader in AI skills penetration (overtaking the US to become the world leader in AI-enabled markets) and AI/ML and second for big data analytics talent. pool. The Global Capability Center (GCC) division currently employs over 1.4 million people and this number is expected to reach the 3 million mark by 2025.
Post-pandemic Indian industry has been hit hard by global recessionary trends and ominous controversy that some multinationals have resorted to downsizing for some reason ?
Talent demand in the GCC industry has grown 12-15% over the past three years, double that of IT services companies. Despite a global hiring slowdown, the GCC continues to hire in roles such as cloud, data engineering, AI, information security, RPA and blockchain. In addition, GCC has emerged as the employer of choice for him for three main reasons. First, employees have the opportunity to work with cutting-edge technology that shows measurable impact. Second, GCC reflects the corporate culture, meaning employees enjoy the same work-life balance and benefits. Additionally, job security has become a top priority for tech workers, given the recent layoffs. GCC is increasingly seen as a more stable option compared to start-ups and service companies, offering technology professionals a sense of security and stability in today’s uncertain job market.
What do you think about the future of talent in Andhra Pradesh and Telangana? Any plans for Telugu speaking countries?
According to our recent survey, Hyderabad has emerged as a close competitor to Bangalore in terms of percentage of technical job seekers. Hyderabad is already based in Telangana, and Hyderabad will emerge as India’s Silicon Valley after Bengaluru.
Tell us a little bit about ANS research on the recruitment industry. What were the findings of a survey of 1,200 working professionals in Hyderabad?
We conducted the largest post-pandemic expert survey to understand hiring trends in the post-pandemic world. Conducted by Talent500, ANSR’s network of over one million professionals, the survey received 10,000 responses (12% from Hyderabad) and asked how tech professionals in India see the job market in 2023 and beyond. We provide a comprehensive analysis of how
This research is very important in today’s world where the talent market is moving from employer-driven to candidate-driven. The study found that organizations need to invest more effort in candidate acquisition and retention, leveraging new recruiting strategies that meet current demand.
Key takeaways from this study include:
1. Despite recession fears, the number of qualified candidates looking for work remains high. With the recent trend of large companies laying off thousands of employees, an overwhelming number of professionals are seeking new opportunities. Rumors of a recession, fears of layoffs, and a possible recession are forcing employed professionals to keep looking for more jobs. Sixty percent of her surveyed candidates are actively looking for a job, while 28 percent are not and 12 percent are open to exploring new opportunities.
2. Be aware that in the midst of the talent war, professionals are actively seeking and gathering information online, and how candidates perceive your company is more important than ever. is paying In an increasingly virtual world, an organization’s online reputation matters a lot. Candidates now research everything from company culture to compensation benchmarks online. Therefore, building a strong employee brand online using multiple channels such as YouTube, GitHub, Instagram, and of course his LinkedIn should be a daily priority. Survey results show that 93% of participants turn to LinkedIn when looking for new opportunities.
3. Attracting top talent requires a clear hiring lifecycle. Candidates today are very cautious and demand relevance and transparency in order to be properly prepared as they move through the hiring process. Prior access to information is explicitly sought, and ambiguity is seen as a red flag at any stage of the recruitment process. Most candidates struggle at multiple stages of the hiring process, whether it’s finding a referral, negotiating a salary, or even the first step of finding a new job opportunity.
4. Engagement between offer acceptance and start date is key. Hiring top talent is competitive, difficult, and often a long process. Therefore, the candidate retention process begins immediately after acceptance of the offer. Employers are now responsible for retaining candidates who have been offered and accepted. The period between offer acceptance and start date is very important. This period will require continued engagement with the candidate to discourage post-acceptance intentions.
5. Workplace flexibility is a powerful force in retaining top talent. The recent global mobility and mobility of the workforce has created a massive demand for distributed talent. To attract and retain top talent, organizations developed offers that offered higher prices than their competitors. It’s no surprise that workplace flexibility remains the number one requirement for most candidates and is often a determining factor in job offers. A staggering 89% of professionals want to work in a flexible and hybrid work culture, according to the survey.
According to you, what is the new motivation for setting up GCC in Hyderabad? Is it real estate or talent?
Hyderabad’s ecosystem is very vibrant. There is also a lot of government support. It is true that business has become easier and bureaucracy has been reduced. Support for startups is also substantial. However, the most attractive proposition for multinationals to set up a center in Hyderabad remains top technical talent.
Infosys and Amazon have announced plans to launch operations in Andhra Pradesh’s largest city, although Visakhapatnam does not have a large corporate presence. How do you see its future potential?
Compared to Tier 1 cities, Tier 2 cities have lower manpower and infrastructure costs, which contributes to optimizing total operating costs. The state government encourages organizations to locate the GCC in Tier 2 cities through favorable policies and programs. Key services provided by his GCC in Tier 2 cities include Finance & Accounting, Human Resources, Supply His Chain & Procurement, Engineering, R&D & Quality, Digital Cloud & Automation Services.
Do you think workplace flexibility is the new trend post-pandemic? What about the excitement in India?
In this war for talent, companies must find ways to attract talent while retaining their current workforce if they want to gain and maintain a competitive edge. And the ability to offer flexibility to employees can be a deciding factor. Currently, his 3 out of 4 Indian workers are keen to take advantage of flexible work opportunities, which represents his 74% of the workforce. One of the biggest benefits of flexible location working models is access to a larger talent pool. No longer restricted to hiring employees for the purpose of having them come into the office every day, companies now have the option to hire previously inaccessible skilled people anywhere in the world. rice field.
How is India impacted in the global market from a GCC perspective?
India is the GCC capital of the world, home to over 55% of the GCCs established worldwide. India’s 1,500 Gulf states currently employ 1.3 million people. As every business becomes a technology company and seeks to accelerate their digital transformation efforts, they are looking to India’s rich technology talent pool to enable this transformation. By 2026, more than 500 GCCs are expected to be added to India’s existing 1,500 GCCs.
What is the current employment landscape in Hyderabad and how is it expected to grow in 5 years?
In addition to excellent government support, securing top technical talent remains the most attractive option for multinationals setting up centers in Hyderabad. Within the next five years, if not earlier, Hyderabad will emerge as India’s Silicon Valley, second only to Bengaluru.
What kind of people with what core skills will be in high demand?
GCC is looking to hire niche skills such as AI/ML, blockchain, data analytics, natural language processing, cloud and cybersecurity.
