The fresher hiring data suggests a dip while demand for professionals with years of experience is on the rise.

Organizations need to innovate and remain flexible with their approach to get the right skill sets.

There is a shift towards impact-focused value creation with a key focus on leveraging technological solutions.

Shift from fixed to a flexible way of working with an increase in job mergers for efficiencies in white-collar jobs

This is more of a correction phase for the automotive sector, while hiring will continue, it will be slow and very specific

Constant change in a business environment and virtual operations make adaptability and communication skills indispensable in future

The sector has demonstrated an increased investment in technological solutions and an entrepreneurial attitude towards change.

A shift towards changing talent needs, upskilling and reskilling directives with managing productivity, and talent engagement in times of work from home.

Gig hiring talent engagement, flexibility in working schedules will be a critical part of the workforce.

With an expanding franchises and increasing focus on technology, the BFSI sector is poised for robust growth.

Increasing confidence about adopting new digital technologies and payment methods backed by an increase in internet penetration is expected to drive growth from the rural economy

Companies in the BFSI space are shifting from cautious hiring to optimistic hiring

With geographical constraints, talent avenues with greater diversity have increased and the gig workforce is expected to surpass the number of permanent hires in the near future

Digital sensitivity and social skills will be a critical part of upskilling initiatives to strengthen adaptability and make workforce future-ready

Cost and Quality are two critical parameters for India's rapid growth

Technology talent is most important for growth

Talent Mobilization will further move from Tier 1/2 to Tier 3 cities

Governance and controls need to be strengthened for scalability

India has experienced a lesser dip in hiring numbers in the financial GICs as compared to other regions across the globe

Hiring in the financial sector continued despite the lockdown

Now is the time to double-down virtual hiring process and other digital solutions

Inhibitions about location, remote working, tech adoption, data security, etc. were overcome

Hiring freshers and building talent will follow suit shortly in the new age economy.

Flexibility or a de-centralized approach is vital for employee attraction and retention

Companies need to innovate to be relevant to the talent market constantly

Accelerated Shift in performance management from time-clocked activity to impact-focused value creation

Digital skills such as data, AI, product management, cloud architects will be in high demand across technology startups.

While the onset of COVID-19 made the business environment volatile, startups in sectors such as Ed-tech, Health-tech, SAAS, and e-commerce continued to attract.

Employee first attitude (wellbeing, communication, internal transfers, etc.) helped not only in employee retention but also in attraction.

Start-ups had to ramp up the workforce as per the requirement while ensuring cost optimization.

India opportunity remains buoyant – the combination of skills offered by the talent in India is a major efficiency booster

Key to sustain growth in the current hypermarket - significant industry-academia partnership to build required skills in fresh talent

Identification and investment in education belts around non-tier 1 cities to tap talent is crucial

Ensuring retention: establishing company culture and a structured training program for freshers and career progression for existing employees always works

Constant communication to boost confidence about job security and focus on health kept the workforce motivated, resulting in a significant drop in attrition

Independent decision making, relationship management, design thinking, consulting mindset are the need of the hour

Innovative and unique partnerships not only for business continuity but also for employee engagement and virtual culture building

Access to expanded talent pool due to the removal of locational constraint

Domestic consumption is high and is fueling manufacturing growth in India

Hiring in the sector is expected to grow steadily in the coming months

Investing in freshers is need of the hour

Companies continue to learn and adopt digitization in talent recruitment and find a flexible way of working that best suited to the organization

Key ask from the government: setting up of more skilling institutes

Collaboration and distribution key to business continuity

Need for digital skilled workers, electronic and data engineers on the shop floor going forward

Access to talent has increased which will push us to re-model our job structure for specialization

Soft skills such as the ability to handle ambiguity, multitasking, flexibility, and virtual leadership are important

Advancement in machinery and technical evolution will impact the count of jobs

The sector looks forward towards a positive hiring intent and increase in hiring with business and employee engagement growth.

Talent pool registered growth in a number of people working from Tier 2, Tier 3 cities but remains inclined towards tier 1 cities

Pharmaceutical Technology looks towards tech innovations which is set to impact drug discovery and development in 2022.

Digital dexterity, agility, and resilience will be the mainstay drivers for businesses to move from business continuity to business growth.

Constant conversation and connection have helped keep the workforce motivated, increase employee engagement and thus satisfaction.

Focus has moved to technology integrated roles, R&D, trials, and approvals.

Talent pool registered growth in a number of people working from Tier 2, Tier 3 cities, interns, women participation.