Redefining the talent hunt process for IT industry

Jul 28 2014, 11:04 IST
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In the last two decades, finding a job as a software developer was a hugely attractive proposition for most engineers and even for several non engineers. In the last two decades, finding a job as a software developer was a hugely attractive proposition for most engineers and even for several non engineers.
SummaryIn the last two decades, finding a job as a software developer was a hugely attractive proposition for most engineers and even for several non engineers.

Ever since IT companies started hiring in large numbers from the early part of the last decade, many of them have adopted the model of visiting campuses and scouting for talent from the colleges. Invariably most companies have their preferred list of colleges they visit each year based on parameters such as priority assigned to them during the placement phase, quality of students that match their requirements and the offer to joining rates as well as the attrition rates experienced by them. Similarly each of the colleges also assign priority to the companies based on parameters such as relative company brand value, previous years’ track record of placement opportunities provided to them, compensation and nature of jobs offered and so on and so forth.

While the number of recruitments and the colleges being tapped have increased substantially over the years, what is noteworthy is that the placement approach has not changed much over the last decade and the same process is followed year after year for hiring candidates for software developers position by the corporate recruiters and the training and placement officers (TPOs) in the colleges. There are several new factors that have come into play that determine how the software industry functions and it would be interesting to delve into some of them that impact the dynamics of talent hunt by the corporates.

In the last two decades, finding a job as a software developer was a hugely attractive proposition for most engineers and even for several non engineers. And companies want the brightest amongst them and use their academic credentials as one of the key parameters for eligibility in addition to aptitude tests. Over the last decade, there have been several changes sweeping through the software development firms on the one hand and the aspirations of the engineers on the other.

In the software development environment, with software development processes maturing and significant automation interventions entering into the coding processes as well as varied demands of the customers emerging in terms of technology, device centric applications and developments on account of virtualisation and cloud there is a sea change taking place in the nature of requirements for talent pool by the software industry.

The industry’s demand for coders also is not likely to increase in keeping with the expansion of the business as a result of some of these trends. The profile of talent pool required is getting sharply divided—those

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