Attracting the cream of the top talent has
always been difficult, continues to be
difficult and will continue to be difficult in
the foreseeable future. The reason why
this demand supply equation for Talent
has never been balanced is due to the
nature of the industry. It’s primarily a
knowledge based industry, to compete
you need to innovate and innovation is
constantly driving change. A hot and in
demand Technology in the eighties
practically had no demand ten years later.
This results in skills getting obsolete in no
time and people working in this industry
need to be constantly upgrading their
skills in order to survive.
In Wipro, the recruitment is aligned closely to the Strategic plans of every
Business Unit. We have clearly defined what the “Run” business is and what
the “Change” business is. Run business caters to the Services and
Technologies which are established, the talent is typically “available”, the
technology is “trainable” and the delivery output is well defined. Hence the
focus is on getting a good layer of Technologist and Delivery heads to manage
these projects and infuse a lot of juniors who after training work on these
projects. The “Change” business is however a different kettle of fish. Here the
Technology is new, not many know how the demand will shape up and
delivery outputs get defined along the way. Typically the initial pool of talent is
very miniscule and most are self taught or have shown capabilities which
allows an organization to place their bet on them.
n:gage | June 2017