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<ul><li>Post-pandemic, at junior, middle and senior levels, 85-90% of the recruitment is either partially, mostly or <keyword id="16400306" type="General" weightage="20" keywordseo="fully-remote" source="Orion">fully remote</keyword>, says a survey by HirePro. </li><li>Cost and time savings were voted as the biggest benefit of remote recruitment for junior and middle level. </li><li>60-70% organizations believe that their recruitment processes will continue to be partially to mostly to fully remote. </li></ul>The pandemic has changed our lives in a lot of ways — the way we work, travel and so on. According to a study titled ‘e-Recruitment: The New Normal of Recruitment’, by HirePro, a virtual <keyword id="6357342" type="General" weightage="20" keywordseo="hiring" source="Orion">hiring</keyword> platform, the pandemic also changed the way companies hire, with most companies moving towards e-recruitment. HirePro surveyed 279 recruiters, talent acquisition and HR professionals for the report. Only about 10% of recruitment was mostly fully remote before Covid-19 struck.With the onset of the pandemic, recruitment process moved remote with 80-90% of organizations conducting recruitment mostly to fully remote. However, after the pandemic, when things came back to normal, organizations did not go back to the pre-pandemic ways of physical recruitment. For hiring at junior, middle and senior levels, 85-90% of the recruitment is either partially, mostly or fully remote. Only in campus hiring, about one-fourth of organizations continue to have limited to no-remote processes. Cost saving and time saving have been voted the biggest benefits of remote recruitment when it comes to campus hiring. This is followed by process efficiency and wider access to the talent pool. Cost and time savings were voted as the biggest benefit of remote recruitment for junior and middle level as well. For senior level hiring, remote recruitment offers cost and time savings along with wider access to the talent pool. Organizations were able to tap into the otherwise inaccessible talent pool due to geographic and travel constraints. There are several concerns regarding remote hiring. Candidates indulging in malpractices during online assessments and virtual interviews is the major concern for organizations in remote recruitment. This is followed by the lack of human connect. Adoption and usage of remote recruitment tools by the recruiters and hiring managers is the third big concern. Organizations do not foresee going back to the old ways of recruitment. 60-70% organizations believe that their recruitment processes will continue to be partially to mostly to fully remote. In campus hiring as well as senior level hiring, 30-40% employers anticipate limited-to-no-remote recruitment, i.e. the physical form. One thing is certain: remote hiring will remain in existence and continue to take the center stage in recruitment. As companies move towards hybrid mode of working, they’re moving towards a new normal — phygital hiring — the combination of digital and physical hiring. Due to its effectiveness, virtual recruitment has helped many businesses thrive over the past few years. Employers can reap the cost and time benefits from remote recruitment across levels of hiring. SEE ALSO:

Post pandemic, more organizations are moving towards e-recruitment, says a survey by HirePro

In my various interactions with experts from the startup industry over the years, if there’s one crucial point I have come across time and again, it’s that finding and hiring a great team and instilling a strong company culture from day one is critical for the success of a startup. 
 
But it’s not really that easy to pull together a strong team, in fact it’s a tricky situation every startup reels in during their early stages because they need great talent but it comes at a heavy price, and when everything is running on an inch of a budget, they cannot afford expensive resources. This brings me to that one question I have found plaguing the minds of young aspiring entrepreneurs and that is - how will I build a great team when I am running on a shoe-string budget? One never gets the right answer as they set out. There’s just confusion all around. 
 Everyone who is beginning a company applies permutation and combination, but the fact that 18 out of 20 <keyword id="6362513" type="ORGANIZATION" weightage="20" keywordseo="Startups">startups</keyword> fail is testimony to the fact that it’s only the smarter in the race who get it right while others fall out on their way. 
 
“The startup culture is fairly aggressive, and at the same time there is lot of ambiguity for employees because a lot of times what startups are trying to solve are hypotheses. Those who join from structured fields like IT feel the heat more than others,” says Rishi Das. 
 Rishi has played an active role in the area of <keyword id="6359973" type="PERSON" weightage="20" keywordseo="recruitment">recruitment</keyword> in India for decades through <keyword id="2817401" type="UNKNOWN" weightage="20" keywordseo="HiRePro">HirePro</keyword>, a recruitment process outsourcing company. He explains to us the hiring culture that has taken shape in the startup industry – “Startups are more centered on founders initially. In the early phase, good talent joins the company only because one of the founders happens to know a resource they need. Others hired for different profiles, are people with average backgrounds who act like extra hands for the startup.” 
 
At this stage, there is a lot of excitement around solving things that have not been done before. Rishi tells us further - “When they raise series A or B funding, there’s a shift from the way things have been working in the company. Because the brand is now becoming more recognized and more money is being pumped in, more professionals of reasonable caliber start joining the company.” 
 
Say for example, in finance function, there were managers before but after funding, senior finance members from renowned companies have joined in. 
 
“At this time, a lot of people who were working with the founders since the beginning days now start working with people who have been hired later, and a healthy conflict ensues where lot of adjustments have to happen because the organization goes through metamorphosis,” says Rishi. 
 As the startup grows further to a size of a <keyword id="6354742" type="COMPANY" weightage="20" keywordseo="Flipkart">Flipkart</keyword> or <keyword id="541988" type="COMPANY" weightage="20" keywordseo="SnapDeal">Snapdeal</keyword>, functional heads in departments like Finance, HR, Operations, Technology start joining in. Since, this lot comes from very structural environments for a long period of time, they start bringing very significant changes to the company. This leads to a cultural change, work is now more structured, and the environment turns more professional. 
 
Concluding his point, Rishi tells us the inevitable that every startup founder in the country must know and has to undergo – “When startups are mid-sized or small, they have to do everything on their own to gain competitive edge. For instance, Flipkart did logistics in-house but as they are growing e-cards, it may now take off as a different venture. Lots of changes start happening in terms of enhanced processes, systems, policies. Those who adapt fast stay, those who don't move out. A lot of outsourcing happens as the organization becomes mature to work with a set of external partners.” 
 
IT industry has already gone through this to be where it is today, and it took this sector more than a decade to evolve, whereas startups are undergoing the same curve except that they have moved faster, thanks to the money being pumped into the sector. As things are moving, it seems like the Indian startup industry is very much here to stay!

This is what really unfolds inside the office of every Startup as it evolves into a Bigger Company

Even as there’s lot of excitement around <keyword id="6362513" type="ORGANIZATION" weightage="100" keywordseo="Startups">startups</keyword>, a lot of people who join the new kids on the block drop out of this career too soon. Experts have identified several reasons that are making people opt out and they say the reasons attributed are no less than bizarre. 
 
“There is hardly any clarity” <keyword id="208380" type="PERSON" weightage="100" keywordseo="Rishi-Das">Rishi Das</keyword>, whose company <keyword id="2817401" type="UNKNOWN" weightage="100" keywordseo="HiRePro">HirePro</keyword> hires talent for various other companies, says startup is all about lack of clarity. When a person decides to pursue a role in a startup, they ought to know what’s coming their way. However, it’s surprising, he says, to see that the uncertainty, lack of predictability, which is very inherent in startups, is often confused with the organization’s incompetence or immaturity. 
Why this happens – “When you work in structured IT companies or come from an FMCG company into a startup, you are used to working in a structured way, something the startup won’t offer. So, at one time you want the excitement of working in a startup, but when you see unflexible timings or having to work outside of your roles, people choose to opt out of it,” says Rishi. 
 
“No Work-life balance” 
In structured companies, they have predictable work life schedule. By the time, employees are in their mid-30s, they have friend circles and families and are used to a certain lifestyle. Howeverm when these people end in startups, they have to sleep in office just to make things happen. 
 
“Not everyone can adapt to meetings happening 11 at night. I have seen people living in the office for a whole week, because let’s face it, it’s a crazy job with crazy goals and if you want to achieve them, it has to come with some sacrifice,” says Rishi. 
 
“Promoters are interfering” 
Like it or not, every promoter is a beast even as they form both the strength as well as weakness of a company. 
 
“Most people who have worked in structured environments are not ready to take the whims and fancies of the promoter. Usually, the senior management faces this challenge. Promoters have different styles of working, they may be micro-managing, they may have their own biases and it can be seen as extremely interfering. When they experience such problems, people get disenchanted and decide to make their way out,” says Rishi.

Bizarre reasons why most employees decide to opt out of their startup jobs

<ul><li>A <keyword id="69007" type="General" weightage="20" keywordseo="world-economic-forum" source="Orion">World Economic Forum</keyword> report says that AI-based language models such as the now popular ChatGPT, have the potential to enhance productivity and output in the workplace. </li><li>Low-skilled workers can benefit from <keyword id="15777223" type="General" weightage="20" keywordseo="generative-ai" source="Orion">generative AI</keyword> technologies, leading to increased job satisfaction.</li><li>Imperative that workers acquire new skills to adapt to the changing landscape, says the report.</li></ul>With the launch of ChatGPT in November 2022, generative artificial intelligence (AI) has been the topic of discussion in corporate boardrooms, and living rooms alike. The World Economic Forum’s report, ‘Top 10 <keyword id="63664" type="General" weightage="20" keywordseo="emerging" source="Orion">Emerging</keyword> Technologies of 2023’, released on June 26, has also listed generative AI as one of the top emerging technologies and also explores the question about job displacement due to the new <keyword id="6355118" type="General" weightage="20" keywordseo="technology" source="Orion">technology</keyword>. The report defines generative AI as a technology that ‘can synthesise what it has learnt from gigantic data sets to create, and intuit new information in novel ways.’ In other words, generative AI has the ability to produce fresh, and unique content by analysing data patterns. This is achieved through the utilisation of intricate algorithms, and techniques that draw inspiration from the functioning of the human brain. <cmsannotation type="cmsannotation" annotationid="Can generative AI complement human workers?" comment="subhead" text="Can generative AI complement human workers?">Can generative AI complement human workers?</cmsannotation> AI-based language models such as the widely adopted ChatGPT, and its future iterations have the potential to enhance productivity, and elevate the quality of outputs in the workplace, the report says. By taking on tasks like generating ideas, and providing editing assistance, these models can redefine human roles, shifting the focus from initial drafting to more refined stages. Particularly, low-skilled workers can benefit from generative AI technologies, leading to increased job satisfaction, and a boost in self-confidence. Yeshab Giri, Chief Commercial Officer, Staffing, and Randstad Technologies, Randstad India, an HR services company, says that automated coding can make the job of coders more efficient and allow them to focus on tasks that are highly complex and subjective in nature. Similarly, AI tools can automate repetitive data entry tasks, and assist with research, enabling humans to focus on more complex, and creative aspects of their <keyword id="11018" type="General" weightage="20" keywordseo="jobs" source="Orion">jobs</keyword>. In the financial industry, AI tools can help with data analysis, providing analysts with faster and more accurate insights. <cmsannotation type="cmsannotation" annotationid="Will generative AI replace humans?" comment="subhead" text="Will generative AI replace humans?">Will generative AI replace humans?</cmsannotation> The big question is whether generative AI will also replace workers, especially those doing simple repetitive tasks. The WEF report mentions that it is crucial to acknowledge the likelihood of job displacement due to generative AI. “The worry that AI, and automation would result in job losses in certain areas is justified. Automation, and AI are changing the job market, and some jobs may eventually become obsolete as a result. These are likely to be those at the lower end of the creativity spectrum repetitive tasks,” says S. Pasupathi, Chief Operating Officer, HirePro, a technology platform for enterprise recruitment. He says that in their current state, AI models are unable to fully replace a broad spectrum of occupations due to the distinct skills, and capabilities that human intelligence offers. Occupations that necessitate creativity, empathy, physical agility, critical thinking, problem-solving skills, interpersonal interaction, emotional intelligence, as well as roles prioritising safety and security, cannot be effectively substituted by AI. “Jobs that rely on human emotions, intuition, and decision-making processes are less likely to be replaced by AI models in general,” says Pasupathi. <cmsannotation type="cmsannotation" annotationid="Importance of up-skilling and reskilling" comment="subhead" text="Importance of up-skilling and reskilling">Importance of up-skilling and reskilling</cmsannotation> The report says that to ensure widespread sharing of the advantages brought by technological innovation and to enable workers to thrive in the evolving job market, it is crucial to implement policies, and programs that aid them in <keyword id="3554713" type="General" weightage="20" keywordseo="upskilling" source="Orion">upskilling</keyword> and reskilling. By supporting workers in their endeavours to acquire new skills, they can adapt to the changing landscape, and effectively leverage the benefits of technological advancements. “It is important to view AI technology as a tool, and understand its capabilities to enhance your own skills. It is essential to focus on enhancing soft skills, like strategic planning, and subjective problem-solving to be able to feed AI-tools with the most relevant inputs for them to perform efficiently,” says Giri.

Generative AI tools and productivity: WEF report says up-skilling is the need of the hour

<ul><li>Pan-India, average rents increased 7% in the October to December quarter, QoQ. </li><li>The rental housing demand increased 8.5% and the supply decreased 17% in 2022 </li><li>There was a higher renting activity initially in 2022 as migrant workforce returned to their work locations. </li></ul>The average home rents went up by 13.5% in 2022 as offices opened up and migrant workers returned to their places of work, says a Magicbricks report. Rental housing demand increased 8.5% and the supply decreased 17% last year. When there is high demand and less supply, rents go up. “The pan-India average rent continued to inch up in 2022, displaying improved strength of the rental housing market in the country,” the report said. For October-December 2022, pan-India average rents increased 7% QoQ while rental demand decreased 18.1% QoQ says Magicbricks Rental Index. The report observed that in 13 major cities, there was a higher renting activity in the initial quarters of 2022 as migrant workforce returned to their work locations, exhausting the existing inventory. The Covid-19 pandemic had led to thousands of migrant workers leaving their cities to go back to their own cities, towns and villages as jobs had dried up. The increase in rent was 12.6% in Gurgaon, 9% in Noida, 8% in Hyderabad in the December ending quarter as compared to the earlier quarter. At the lower end, rents went up by 1.6% in Chennai, and remained flat in Kolkata and Delhi at 0.8% and 0.6%, respectively. The report also observed that NCR registered the maximum dip (26.6%) in rental demand, followed by Mumbai (13.9%), Kolkata (12.3%) and Chennai (6%). All cities tracked by Magicbricks observed a decline in availability of rental units, except Mumbai and Thane that witnessed a QoQ growth of 2.9% and 1.9%, respectively. Greater Noida witnessed the maximum decline in availability (16.1%) while Ahmedabad observed the least decline (1.7%). Sudhir Pai, CEO, Magicbricks, says, “The Indian rental housing market recovered steadily during the first two quarters of 2022, with rental demand peaking during those months. With the start of the new financial year, one can expect the rental demand to pick up again and increasing home-loan Ahmedabad observed the least decline (1.7%).rates and economic uncertainty may also encourage prospective homebuyers to defer their purchase decisions and opt for rental homes.” Since last May the RBI has raised the repo rates six times which has meant that h<a href="https://www.businessinsider.in/personal-finance/news/how-you-can-handle-the-higher-home-loan-emi-burden/articleshow/97725816.cms">ome loan interest rates have gone up</a> from 7% to 9.5%. “The current global economic scenario of rising interest rates that can temper buying demand, geo-political tensions and the increasing number of lay-offs in the global IT industry could potentially have a mixed impact on Indian real estate markets,” Pai said. SEE ALSO <a href="https://www.businessinsider.in/personal-finance/news/how-you-can-handle-the-higher-home-loan-emi-burden/articleshow/97725816.cms">Don't be in a hurry to prepay but plan EMIs better, say experts as home loan burden set to rise</a> <a href="https://www.businessinsider.in/careers/news/post-pandemic-recruitment-is-either-partially-mostly-or-fully-remote-as-per-report/articleshow/97698791.cms">Post pandemic, more organizations are moving towards e-recruitment, says a survey by HirePro</a>

Demand-supply mismatch pushes home rents across India by 13.5% in 2022: Magicbricks

India has become a hotbed of <keyword id="6362513" type="ORGANIZATION" weightage="20" keywordseo="Startups">startups</keyword>, and even as it's a good time to plunge into the entrepreneurial journey, not everything you may need on the way will be at your disposal. 
 
In clear words, there are pertinent skills gaps this industry is facing, and if you want to be sailing smooth, you either figure out ways to get the talent you need by hook or crook, or you create them if they do not exist. 
 
What led to the skills gap in startups 
 
The answer is the nature of jobs and the complexity of the products being created by most startups. A lot of the problems startups are solving today are meant to help the masses and therefore the kind of technology needed for this is unprecedented. 
 <keyword id="208380" type="PERSON" weightage="20" keywordseo="Rishi-Das">Rishi Das</keyword>, founder of Hirepro - a company in the recruitment space, tells Business Insider - "On the tech side, if you want 3 lakh dealers and you want 4 lakh shipments, such massive amounts of complexities have been not handled in India before. The kind of tech platform that you have to build to meet these standards is unprecedented. These are fairly new concepts in the Indian background and India lacks the talent." 
 
Moreover, a lot of startups are B2C, so they have lots of emphasis on end user interfaces. They also want to ramp up real fast. 
 
"You are a startup but you want to reach 4 million shipments. On the logistics side, what does that mean - You will obviously go to a Fedex or a Bluedart. Even though they are the best at what they do, most of these companies still have not handled such big numbers. They must have done for documents but not for perishable items or electronics which startups are delivering at home. The speed at which startups want to go, they don’t have people who can handle it." 
 For these reasons, talent is being imported because Indians are not prepared to handle such complexities. Only the tech freaks from countries like the US, Rishi says, have the competency to deal with these issues. Talent, therefore, is getting imported in emerging tech areas. Startups who have the money are pulling in crucial talent from companies like <keyword id="6355629" type="CITY" weightage="20" keywordseo="Google">Google</keyword> and <keyword id="10387" type="CITY" weightage="20" keywordseo="Microsoft">Microsoft</keyword>. 
 
At the same time, a lot of times startups are also creating a lot of new roles. “For example, home delivery is a way of life and it has led to Biking becoming a career. Eight years back, no one would have thought that it will become a huge aspect critical to the functioning of startups. Everyone knew driving, but biking was never considered as a career for blue collared folks as it is now, says Rishi. 
 
Rishi concludes – “The skills gap arose as a result of the nature of jobs and complexities involved. Wherever you needed high end talent, that is imported and wherever you need talent at the bottom of the pyramid, you build it.”

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Post pandemic, more organizations are moving towards e-recruitment, says a survey by HirePro

Anagh Pal

This is what really unfolds inside the office of every Startup as it evolves into a Bigger Company

Anushree Singh

Bizarre reasons why most employees decide to opt out of their startup jobs

Anushree Singh

Generative AI tools and productivity: WEF report says up-skilling is the need of the hour

Anagh Pal

Demand-supply mismatch pushes home rents across India by 13.5% in 2022: Magicbricks

Anagh Pal

A big challenge Startups are facing, and how they are dealing with it

Anushree Singh

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