Recruiting in India
Employee Recruiting, Hiring & Retention in India:
Recruiting in India especially top talent, requires presenting the company image in such a way that it’s attractive for potential candidates. You’ll want to think about your name, brand, image, and what the company can do for employees. If your company has a foreign name, you should have an advantage over local companies when it comes to recruiting in India. For example, because of regional diversity in India, the foreign company names give pan-India feel to potential candidates. It is still a challenge to find good local hires willing to work for local Indian companies.
It is important for you to know why Indians work for foreign companies for two reasons:
1) They know US and European companies have relatively better work culture
2) They have heard foreign companies have better benefits; more vacation, more development opportunities, and even better salaries.
Beware because, in good economic times, Indian employees will change jobs much more frequently. Especially if they don’t see opportunities to grow inside the organization, and by the growth we mean “promotion” to the next level position with a higher sounding title and more money. Before you even start hiring employees in India, you will already want to think about a succession plan for them. In Europe, further development opportunities, like training or learning programs are considered a perk. They are in the India, too, but it’s not a perk that furthers loyalty to the company. Money is one of the only true retention factors.
Recruiting young people in India:
Traditionally, Indians were driven by a sense of duty, loyalty, or a sense of security. In contrast, the three things that motivate young generation are 1) Promotion/money 2) Fear of being fired and 3) if they like the person or people they work with. In fact, in the current environment there is no job security in the India and everyone knows it. They have fear in the back of their mind – all the time – that they could at any minute lose their job. Losing their job leads to losing their home, car, etc. This is confusing for foreign employers, because this fear dictates how employees interact with their boss, other colleagues, customers, etc.
As long as you have a solid value proposition, know your target market, and know your ideal employee, recruiting in India is the easier task, hiring will work all right. For a company entering into a new market like India, working with a local partner would be a good strategy too. Retention is the toughest to be successful at because it requires meeting emotional, rational, and tactical needs of Indian employees.