Hiring in <keyword id="3658" type="COUNTRY" weightage="20" keywordseo="India">India</keyword> is around 42 per cent above pre-Covid levels, according to latest <keyword id="6357125" type="DEFINITION" weightage="20" keywordseo="Labour-Market">Labour Market</keyword> by LinkedIn. There was a deep hiring dip in April 2021, corresponding to a second wave of Covid-19 cases in India. Since then, it has been recovering steadily -- compared to the pre-Covid levels in 2019, it was 35 per cent higher at the end of May 2021, and 42 per cent higher at the end of June 2021. This is possibly due to a release of pent-up hiring (which accumulated in 2020 as companies took a more cautious stance towards hiring), the update showed. While competition for jobs is lower compared to 12 months ago, applicants are applying more aggressively. In 2020, the applications per job doubled during the height of global lockdowns. On the contrary, the average applications per job is 0.6 times compared to the same month last year. Meanwhile, the applications per applicant has been slowly increasing and has reached 1.2 times compared to last year. This suggests that the supply of jobs has increased in the market, and also that workers are more actively seeking jobs. In this environment, professionals who upskill will likely have a wider spectrum of jobs available to them, revealed the update. The data also showed that between January 2018 to June 2021, the share of <keyword id="159493" type="PERSON" weightage="20" keywordseo="Gen-Z">Gen Z</keyword>s entering the workforce has increased by over 4.2 times. Compared to people who only have basic or applied digital skills, Gen Z, who have either software/hardware skills or disruptive digital skills, are between 1.3 to 1.5 times more likely to be hired. Further, the update also looked at how job seekers in different industries are adapting to changes and adjusting their jobs search strategy. The hardware and networking sector is at the top of the list this month, but the rate has fallen from 2.9 times last month to 2.5 times this month. Over 75 per cent of those workers who transitioned out of the hardware and networking industry, moved to the software and IT sector in June 2021. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/hr-jobs-tata-vistara-wipro-and-many-more-are-hiring-for-hr-roles/articleshow/85000637.cms">Tata, Vistara, Wipro and many more are hiring for HR roles</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/banking-jobs-hdfc-axis-icici-and-other-banks-are-hiring-across-the-country/articleshow/84666214.cms">Banking jobs: HDFC Bank, Axis Bank, ICICI Bank and more are hiring across the country for various roles</a>

India saw a 42% rise in hiring in June compared to pre-COVID level, according to latest Labour Market report by LinkedIn

<ul><li>Every year, around one crore candidates register for exams conducted by the Institute of Banking Personnel Selection (IBPS), out of which 60-70% candidates actually appear for it, as per IBPS.</li><li>During the year 2020-21, around 50 lakh candidates registered for various IBPS exams, a lower number of candidates as compared to 2019-20 due to COVID-19 pandemic.</li><li>Some of the important points an aspirant should keep in mind while preparing for bank exams.</li></ul>Banking sector, which plays a pivotal role in supporting the country’s economy, conducts multiple examinations every year to recruit staff for clerical and probationary officer (PO) positions in RBI and SBI. Every year, around one crore candidates register for exams conducted by the Institute of Banking Personnel Selection (IBPS), out of which 60-70% candidates actually appear for it, as per IBPS. During the year 2020-21, around 50 lakh candidates registered for various IBPS exams, a lower number of candidates as compared to 2019-20 due to COVID-19 pandemic, according to data revealed by IBPS. Preparing for bank examinations is not a one week or one month task. It usually requires dedication for a few months in order to crack the exam. Some prefer taking coaching classes while some prefer studying on their own. “Opting to prepare from the coaching centres can be very helpful to the candidates as these coaching centers have a crash course, in which the candidates are trained with shortcuts and tricks for solving the bank exams question papers with speed and accuracy. However, self-study, online consultation etc., also play a very vital role. So, it is also possible for aspirants to crack exams without coaching also,” says Gaurav Tyagi, founder of Career Xpert, a Noida based counselling hub. These are some of the important points an aspirant should keep in mind while preparing for bank exams, according to Ruchir Arora, founder and chief executive (CEO) of CollegeDekho, an online career guidance platform. 1. Study plan Study plan is something, which we all make but end up not sticking to it. For IBPS exams, it is quite essential to make a study plan as it gives you a clear indication of how much syllabus you’ve covered. A study plan can also help you reduce stress levels, which is caused due to exam pressure. 2. Take regular tests An aspirant should always focus on increasing his/her speed and the only way to do that is to take regular mock tests. It will not only increase your speed, but also boost your capability of solving tricky problems in a short span of time. 3. Choose your study material and resources wisely It is always recommended to choose books, study materials for studying which contain appropriate amounts of relevant information. One must use the best and reliable sources for preparing. 4. Work on weak areas An aspirant should know his/her weak areas and give them a little bit more attention than other subjects/areas. 5. Time management Managing time is the most important aspect while preparing or giving the exam. While preparing, one should strategise the amount of time that should be spent on each subject and section. Also, while attempting the exam, one should divide the time for each section to solve the maximum number of questions. 6. Revision A preparation process is incomplete without a proper revision of each subject. For a quick revision, one can make short notes on important topics. Revision will help you memorise your topics thoroughly. The more you revise, the better will be your preparation. 7. Stay positive A negative thought or mindset can drastically affect your exam and your future. Therefore, it is important to stay calm and positive to improve your concentration. One can do yoga and meditation to keep the momentum going on the right track. Lakhs of students appear for the exams, but very few of them manage to qualify. A major reason behind this could be the lack of planning and strategising your preparation. These are some tips on how one can strategise their preparation as per Manoj Sethi, senior course director of T.I.M.E, a coaching institute: <ol><li>Start your preparation early to get your dream job.</li><li>Spend a couple of months on revisiting your basics of quant, reasoning, and English.</li><li>Practise a lot of sectional and mock tests to improve your speed and accuracy.</li><li>Build a section-wise and overall strategy to ace the exam.</li><li>As each section is separately timed, one should follow a pre-defined order of solving the questions for each section to maximise the score.</li></ol>SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/education/news/planning-to-study-in-the-uk-these-are-a-few-scholarships-available-for-international-students/articleshow/85103227.cms">Planning to study in the UK? These are a few scholarships available for international students</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/hr-jobs-tata-vistara-wipro-and-many-more-are-hiring-for-hr-roles/articleshow/85000637.cms">Tata, Vistara, Wipro and many more are hiring for HR roles</a>

Bank PO/clerk exams: These are a few tips and tricks that can help you clear them

<ul><li>The National Association of Software and Service Companies (<keyword id="6372077" type="ORGANIZATION" weightage="20" keywordseo="nasscom">NASSCOM</keyword>) is urging the US administration to shorten the duration of <keyword id="6358066" type="UNKNOWN" weightage="20" keywordseo="h-1b-visa">H-1B visa</keyword> suspension to 90 days.</li><li>It believes that US President <keyword id="6354484" type="PERSON" weightage="20" keywordseo="Donald-Trump">Donald Trump</keyword>’s extension of the H-1B visa freeze is “misguided and harmful” for the US economy keeping companies from accessing the talent they need from overseas.</li><li>However, India IT giant <keyword id="43217" type="CITY" weightage="20" keywordseo="Tech-Mahindra">Tech Mahindra</keyword> doesn’t believe that Trump’s visa freeze will have much of an impact on the company in the near or medium term. </li></ul>The nodal Indian tech lobby, the National Association of Software and Service Companies (NASSCOM), has urged the US government to shorten the duration of the H-1B visa suspension to 90 days and to rethink US President Donald Trump’s stated plans to change laws to restrict immigration and increase the cost of the visa. NASSCOM — which represents Indian IT services giants like Tata Consultancy Services (TCS), Infosys, and HCL Tech — believes that Trump’s extension of the H-1B visa freeze will be “misguided and harmful” keeping companies from accessing the talent they need from overseas. The Trump administration ruled that H-1Bs or L-1s, as well as other visa types, will not be allowed to enter the United States after June 23, with very few exceptions, <a href="https://www.businessinsider.in/politics/world/news/trump-signs-a-proclamation-halting-h1b-work-visas-and-other-temporary-visas/articleshow/76520775.cms">until the end of the year</a>. “Lengthening these burdensome restrictions on U.S. companies that are trying to recover from the economic fallout of the COVID-19 pandemic will only serve to harm our economy,” it said in a statement. “Study after study from the Federal Reserve, National Academy of Sciences, General Accounting Office, National Foundation for American Progress, Pew Research Center, CATO, Brookings Foundation, PPI, top academics, business groups and others all reveal the immeasurable value nonimmigrants have and will bring to America,” the NASSCOM statement added. <div type="Article" hostid="261" msid="76522530" title="Google’s Sundar Pichai, Facebook and Amazon — here’s how American companies reacted to Donald Trump’s H1-B visa freeze" mstype="2" mssubtype="0"></div> Indian IT firms, like Tech Mahindra, Tata Consultancy Services (TCS), Infosys and others have been increasing their local workforce in the US over the last few years as denial rate of initial employment has been in an upwards trajectory. <div type="image" title="h1b (4)" msid="76524580" hostid="261" caption="&amp;lt;p&amp;gt;Denial of initial employment&amp;lt;/p&amp;gt;"></div> And therefore, the Indian IT majors have increased local hiring in US in recent years.“From a near or medium-term perspective, we don’t see much of an impact because of the current situation and travel restrictions,” Tech Mahindra CFO, Manoj Bhat told Business Insider in a statement. "Since April of 2017, we have hired about 9,100 people as of March 2019. This has actually helped us in strengthening our business model and becoming less dependent on visas for talent or ability," said Infosys COO UB Pravin Rao during the company’s annual general meeting (AGM) last year. Wipro, in its annual report, pointed out that its local employee base in the US has hit nearly 70% in 2020. The North American country is its largest market contributing nearly 59.1% to the company’s total revenue. TCS, on the other hand, hasn’t disclosed how many employees it has hired in the US but experts estimate that it’s close to 40,000 of its total headcount of 448,464 people. “The numbers are substantial and it has gone up year-on-year…In last few years, TCS has created more than 20,000 jobs in the US," Milind Lakkad, global head of HR at TCS told <a href="https://www.livemint.com/companies/news/tcs-continues-localisation-in-us-to-hire-1-500-employees-by-this-fiscal-11576119389690.html">LiveMint</a> in December 2019. SEE ALSO: <a href="https://www.businessinsider.in/tech/news/googles-sundar-pichai-facebook-and-amazon-heres-how-american-companies-reacted-to-donald-trumps-h1-b-visa-freeze/articleshow/76522530.cms">Google’s Sundar Pichai, Facebook and Amazon — here’s how American companies reacted to Donald Trump’s H1-B visa freeze</a> <a href="https://www.businessinsider.in/politics/world/news/trump-signs-a-proclamation-halting-h1b-work-visas-and-other-temporary-visas/articleshow/76520775.cms">Trump signs a proclamation halting H-1B work visas and other temporary visas</a>

Donald Trump's H-1B visa ban incites a sharp reaction from India's tech lobby

The <keyword id="46964" type="ORGANIZATION" weightage="100" keywordseo="IT-sector">IT sector</keyword> in India is considered among the most undiscriminating sectors when it comes to gender. But the reality is that the salary difference between men and women is almost one-third. 
 According to industry body <keyword id="6372077" type="CITY" weightage="100" keywordseo="Nasscom">Nasscom</keyword>, this is because fewer women get promoted to supervisory roles. Typically, a male employee earns a gross salary of Rs 359.25 an hour, whereas a female employee earns only Rs 254.04. With more number of career breaks in their job profile, the negotiating capacity of women in the labour market declines, as per the ‘Monster Salary Index India IT Sector Report 2014,’ The report was released at the Nasscom HR Summit, 2014, in Chennai. 
 
"The information is factual but that does not mean that there is a disparity," said Nasscom president R Chandrasekhar. He said the IT sector had 65% of women at the entry level, while the mid-management and senior management had 27% and 9%, respectively. 
 
Chandrasekhar also pointed women find it harder to accumulate tenure due to family obligations. "Women are paid equally when they come back, but due to the break, their bargaining power is less at times." 
 Tata Consultancy Services, one of the largest recruiters in the country, said it does not discriminate on the basis of gender. "<keyword id="6357150" type="CITY" weightage="100" keywordseo="TCS">TCS</keyword> is an equal opportunity employer. As per the Tata code of conduct, we do not discriminate on the basis of gender, religion, ethnicity and culture," said a TCS spokesperson. Around 32.7% of the employees at TCS are women. 
 
Sucharita Palepu, the global head of people policies and practices at Tech Mahindra, said, "Tech Mahindra's compensation philosophy is to pay for 3 Ps - Position, Person (based on qualifications, experience and skills) and Performance and this philosophy is applied uniformly to associates from both genders." she said.

Female Employees In IT Sector Paid 33% Less Than Their Male Counterparts

<div class="image-container float_right" style="width:400px"><div class="image"></div>Vivek Prakash/Reuters</div>BANGALORE/MUMBAI, March 25 (<keyword id="76338" type="CITY" weightage="60" keywordseo="Reuters">Reuters</keyword>) - <keyword id="3658" type="COUNTRY" weightage="60" keywordseo="India">India</keyword>'s IT outsourcers are promoting "mini CEOs" capable of running businesses on their own, while trimming down on the hordes of entry-level computer coders they normally hire as they try to squeeze more profits out of their staff.
The shift by Infosys Ltd and others is symptomatic of a maturing industry that wants more revenue from its own intellectual property instead of providing only labour-intensive, lower-margin <keyword id="6363148" type="TECHNOLOGY" weightage="60" keywordseo="information-Technology">information technology</keyword> and back-office services.
For young graduates who see the $108 billion IT industry as a sure pathway to modern India's growing middle class, the transformation is unsettling.
Dozens of industry aspirants who were recruited on campus by No. 4 player HCL Technologies recently protested outside its offices in several cities. They were offered jobs in 2011 before graduating last year but have not yet been given joining dates - or paychecks.
"Dear H.R. You were also a fresher... once," read a sign carried by two protesters in a photo in The Hindu newspaper.
HCL's December quarter profits and revenues rose while staff numbers shrank - a rare trick in an industry that has long aspired to break the linear relationship between headcount and revenue growth.
Just 20 percent of the 5,000-6,000 campus recruits offered HCL jobs in 2011 have been taken on board since graduation last summer, and HCL said it made no offers in 2012 to students who would graduate in June 2013.
Slower growth, fewer people leaving, greater demand by customers for experienced staff, and increased productivity through automation and software have put pressure on all recruits, according to HCL, which said it expects to accelerate bringing entry-level staff on board from August.
"It's not that the demand doesn't exist. It exists for different skills," said Ajay Davessar, HCL's head of external communications.
"Typical roles which a student thinks, 'I'll just go there and start coding, and have a good life,' are being tested to reality... Any applicant, be it fresher or senior, will have to have flexibility in applying the skills elsewhere."
FEWER 'CODING COOLIES'
<keyword id="6358815" type="COMPANY" weightage="60" keywordseo="tech">Tech</keyword> Mahindra Ltd, the No.5 player, is naming 100 of what it calls mini-CEOs who will be given broad latitude to run their parts of the business.
"We're moving towards a situation like the developed economies, where we're asking the people to be more deep," said Sujitha Karnad, who heads human resources at Tech Mahindra.
"We want more solution architects to be here. We don't want the coding coolies anymore, that's clear," Karnad said, employing a term commonly used in India in association with menial labourers.
While plenty of Indian back office work such as technical support, processing insurance claims or staffing call centres will remain labour-intensive, software services firms are looking to move up the value chain, which means relying less on the time and toil of staff.
Growth in revenue per employee across the industry could expand to 5 percent a year in the next two years from about 3 percent over the past five, said Forrester Research principal analyst Frederic Giron. The growth rate is likely to accelerate from around 2015 as intellectual property-based work accounts for a growing share of the total, he said.
India's IT services industry grew in large part because of the availability of cheap skilled labour, an advantage that is eroding as wages and other costs in India rise.
In years past, it was cost-effective for IT companies to hire new graduates by the thousands and keep a portion on the "bench" awaiting deployment on a client project.
But budget-constrained clients now demand shorter lead times. IT vendors that might have hired people six months in advance of an expected contract are now working with a one- or two-month window, said Surabhi Mathur Gandhi, senior vice president at TeamLease, a staffing consultancy.
Traditionally, about 30 percent of Indian IT services industry staff are on the bench at any given time, often in training, as they await deployment to client work.
In the December quarter, about 70 percent of Infosys staff and less than 65 percent at No. 3 provider Wipro were deployed on billable projects. At Tata Consultancy Services , the largest Indian IT services company, the figure was 72 percent, within what Ajoyendra Mukherjee, its human resources head, calls the comfort range of 70 to 74 percent utilisation.
"I think we can push it up to 75, 76," he said.
Another IT services company, iGate Corp, envisions a future where just 10 percent of staff sit on the bench, said Srinivas Kandula, its human resources head, who predicts that the size of its bench will shrink by 2 or 3 percentage points a year over the next five years.
BACK-UP PLAN
Shorter benches mean a smaller share of hiring is direct from campuses, as seasoned professionals moving from a competitor would be less willing to wait to be deployed and firms are reluctant to pay them to do so.
Companies are also binding hires, especially experienced ones, with three-month notice periods and no-buy-out clauses, compared with one-month notice periods previously.
Among top-tier companies that are most actively trying to push non-linear growth where revenues are not constrained by the size of the work force, about 70 percent of employees are experienced staff, up from 60 percent in 2008, said Rajiv Srinivas, an associate director at Tech Mahindra, who expects that to rise to about 90 percent in the next two or three years.
At Infosys, while the net quarterly addition of employees fell from 4,906 people in the March quarter last year to 977 in the December quarter (excluding an acquisition), lateral recruitment held steady at an average of about 4,300 staff per quarter through December, meaning the percentage of campus hires was much lower.
"Earlier, the focus was more on career ... You get into a job, you start learning, and slowly acquire knowledge over a period of time," said Sunil Gupta, who joined Infosys as vice president of quality about six months ago from the Indian unit of CGI Group's Logica Plc.
"Today the value of a professional is judged by how quickly you're learning, how quickly you're adapting yourself and changing along with the environment," he said.
For young Indians who saw IT as a ticket into the middle class, the change means that career path is becoming less clear. Those who do break in and build valuable skills will remain in demand, but the days of young IT staffers brandishing five or more competing offers are over.
Yet that hasn't necessarily translated into slower wage growth. Mercer LLC expects industry salaries to grow 12 percent this year, the same as in 2012. As India's economy diversifies, graduates have more attractive career options, including at multinationals with a growing India presence, such as Google Inc , which means IT vendors must fight to stay attractive.
"We see IT companies as a back-up," said S. S. Jayaram, a final-year engineering student in Bangalore who says he chose a job in India with Mu Sigma Inc, a fast-growing U.S.-based data analytics company, over offers from IBM and TCS. (Editing by Emily Kaiser)
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India saw a 42% rise in hiring in June compared to pre-COVID level, according to latest Labour Market report by LinkedIn

IANS

Bank PO/clerk exams: These are a few tips and tricks that can help you clear them

Vaamanaa Sethi

Donald Trump's H-1B visa ban incites a sharp reaction from India's tech lobby

Prabhjote Gill

Female Employees In IT Sector Paid 33% Less Than Their Male Counterparts

BI India Bureau

The $109 Billion Indian IT Industry Is Going Through A Massive Shift

Reuters