TALENT ACQUISITION IS A TREASURE HUNT – NOT A SEARCH
DataQuest|September 2021
A veteran with 26 years of industry experience, Harshvendra Soin, Global Chief People Officer and Head – Marketing, Tech Mahindra, is responsible for leading the company’s HR processes and policies. In an interaction with Dataquest, he talks about the impact of COVID-19 on hiring, the company’s talent acquisition strategy, including from Tier 2 and 3 cities, and transformation of the workforce to meet future needs. Excerpts:
Shubhendu Parth

Reports indicate that tech Mahindra is planning to hire three times more freshers than the normal year. What has triggered this hiring spree despite the pandemic?

The pandemic has accelerated digital transformation projects for businesses, leading to an increased demand for professionals adept in digital or niche technologies. Our biggest focus for FY22 is on building skills and keeping our talent pool brimming with new-age technologies. We continue to hire in focused verticals like artificial intelligence (AI), internet of things (IoT), cyber security, deep tech and space tech, among others, and strengthen our leadership for the technology sector as well. We are also diversifying our talent pool by going global for talent acquisition as well as increasing hiring from Tier 2 Indian cities, especially at the ‘bottom of the pyramid’.

We have also introduced several employee-engagement initiatives to encourage associates to upskill and once they get deployed on projects requiring niche skills, they benefit financially as well.

While the company is focusing on hiring in new technology areas like aI, Iot, and space technology, what are the other key areas for which you may hire from the t-Schools?

In order to enable end-to-end digital transformation for global customers, Tech Mahindra is focused on leveraging next-generation technologies including 5G, deep-tech, blockchain, cyber security, AI and more. While we are keen to build leadership in cognitive technologies such as IoT, automation, blockchain and AI, we are also endeavouring to hire people in the domain of space technology. By charting the full spectrum of technologies and diversifying our fresher talent pools by recruiting science graduates, diploma holders and certified skilled undergrads in various emerging technologies, we are leaving no stone unturned to help the world experience the magical aura of technology.

The company also seems to be focusing on hiring from tier 2 and 3 cities. How employable are talents from these cities in terms of meeting the new-age technology requirements?

Post-COVID generations will see themselves as a set of skills and their career as an experience, rather than a direct path to a title and salary. With organisations accepting hybrid working as the new work paradigm, the people now have the freedom and flexibility to work from anywhere as per their convenience. This is making Tier 2 and 3 cities emerge as future talent hubs because of good skill availability. In tandem with this trend and to strengthen our talent pipeline, we are also hiring expeditiously from Tier 2 cities. I firmly believe that talented human resources can make any city an attractive destination for investment in the IT sector.

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