As the new financial year sets in, it is interesting to be prepared for and also be excited about the emerging new trends that will enable employers and employees to find a better balance on the jobs and salaries spectrum.

The recruitment process across sectors has started gearing up. The forecast is based on the insights from the ‘Jobs and Salaries Primer 2021-22,’ the recently launched report by TeamLease Services. It is evident that the Covid-19 turbulence seems to be settling down. Various sectors, more or less, seem to be moving back to pre-Covid levels. Smart staffing gives employers a resilient solution to stand firm against unstable economies and indefinite/unforeseen circumstances like the pandemic. Agility to employ manpower based on the requirements/demands and for the specific roles with particular expertise/specialisation can be very cost-effective and directive. Hiring contract staff, freelancers, gig workers, consultants, and apprentices brings smart staffing to the fore. There is either growth, and if not, stability, sans doute, visible on the ground.

Salary growth is more or less uniformly distributed across a large majority of organisations, with most adapting to multiple modes of work—office, remote, or hybrid—and normalcy is returning to the workplace. Though the ‘back to office’ ask is on the rise, and employers are experimenting with multiple formats using a ‘carrot and stick’ approach, the Hybrid model seems to be the most commonly vouched-for model, at least for now.

Jobs and Salaries: Top paymasters

Ecommerce and Tech Startups, Healthcare and Allied Industries, and IT and Knowledge Services remain the top paymasters, as there is more than 10% salary growth, whereas lower than 10% salary growth are sectors such as, Agriculture and Agrochemicals, automobiles & Allied, BFSI, BPO and ITES, Construction & Real Estate, Educational Services, FMCD, FMCG, Hospitality, Industrial Manufacturing and Allied, Media and Entertainment, Power and Energy, Retail, Telecom.

Highest salary growth in terms of city is observed in Mumbai (9.05%), followed by Bangalore (8.72%) and then Chennai (8.43%). However, Delhi pays the highest salary of about INR 60,700, followed by Bangalore at INR 60,100 and Mumbai at INR 59,200. The job functions with the highest salary are Business Operations Analysts, IT Consultants & Relationship Officers.

Jobs in demand and salary growth

The movement towards pay parity with near equal payouts for permanent and temporary roles is steadily marching on. Despite a marginal 4% drop, pay differentials between permanent and temporary job profiles (less than 3%) stood steady for nearly 37% of profiles across all sectors. The hiring trends seem to have upgraded for the good per se.

The Covid slump has bottomed out, and there is a quick progression visible in about 10 sectors with a 7% to 10% rise in job creation, whereas there is a steady progression in about 8 sectors with a 5% to 7% increase in job creation. 9 out of 17 sectors showcase the creation of new hot jobs, and 6 sectors have rolled out requirements for new upcoming jobs. Employers are placing a premium on super-specialised job roles with growth at 11% to 12%.

Demand for specialisation and expertise is unabated. Sales and IT functions remain critical in leading the phase of returning to ‘normality.’ Blue-collar profiles are also in demand, where the required skills include interpersonal and communication skills, product knowledge, and problem-solving. Some of these roles are that of Logistics Executives, Sales Promoters, Riggers, Warehouse Executives, and telecallers, in which the salary being offered per month is between INR 15,000 and 21,000.

Apart from the blue-collar profiles, some of the other hot jobs include Field Scientist profile from the Agriculture and Agrochemicals, the EV Technical Expert role from the Automobile & Allied Industries, the KYC Analyst role from the BFSI sector, Digital Marketing Manager profile from the Ecommerce and Tech Start-ups, Curriculum Developer from the Educational Services sector, Food Technologist role from the Fast Moving Consumer Goods and the SaaSops Engineer role offered by the Information Technology and Knowledge Services to name a few.

The bigger picture

The worst is over for the Indian labour market. The third wave of Covid receded without a whimper; consumers are up and about, business sentiment is rallying up, employers are suiting themselves to varied configurations of office and remote work, and jobs are being created at a frantic pace. It seems that businesses have bounced back quickly to pre-covid confidence in the job market and salary levels.

Salary increments, bonuses, and the company’s investments in digital tools and skilling programs are all becoming part of new initiatives and policies that will help businesses to stabilise, grow, and at the same time retain talent and fight the ongoing attrition.

Download our latest ‘Jobs and Salaries Primer 2021-22’ to know more about how employers continue to place a premium on super-specialised job roles and more.

AI (Artificial intelligence) works in major areas such as testing soil. Checking the proper environment for the crops is extremely important and also equally critical.

Furthermore, there are many special factors that affect and reflect farming and agriculture. These result in the cultivation of the crops or adversely in the destruction. What plays a pivotal role is the information available at the required time, such as weather forecast, soil quality, water quality, and seed quality.

An upgrade in farming tools and equipment goes hand in hand. When knowledge of agriculture, digital technology, and the agri-workforce blend together in the right direction the result will be a revolution in the way the agriculture sector functions and the lives of the farmers look ahead.

Water, rain, and harvesting go together. The quality of soil, content, and minerals in water becomes the most critical phase in farming. Quality and categorization of seeds and soils is the most essential factor. Adding to this would be the pesticides and fertilisers. All these could be automated fully or partially, aiding the farmers and the farming.

AI-enabled planting and weeding, automated irrigation, and harvesting all are a boon to India as it is formerly an agriculture-facing country.

Workforce strategies are essential for tech-driven agri-businesses as it makes it true for “two eyes make one sight”. Some of the key points include:

• Formalisation
• Knowing the pain points
• Supply Analysis
• Demand Analysis
• Gap Analysis
• Solution implementation
• Staffing Management

In terms of the scale of output, productivity, value addition, and their linkages with the global value chain, achieving the full potential of this sector would require Indian companies to improve their competitive strength vis-à-vis their global counterpart. Growth of the tech-driven agribusinesses can move up drastically with workforce strategies, and hence the requirement for manpower is going to be at an all-time high. Along with the automation and technology in the foreground, Smart Staffing solution providers have a major role to play in this journey in terms of providing skilled labour, bulk labour in a short span, along with digital workforce solutions, all at one spot.

Current scenario

Some large companies that were adamant initially saying they didn’t see remote working as a permanent company strategy, but most of those companies today are making a reverse on their earlier statements. Similarly, many large firms are encouraging flexible working policies. In this situation employees are encouraged to hold a collaborative, ‘in-person team meet’ twice or thrice a week, in the office for discussions and choose the rest of the days to work from home or remotely.

While work from home and hybrid working options have been a great solution during 2020 and 2021, employers and employees are looking forward to back to office models and are planning on similar lines. With the situation under control and mass vaccination drives led by organisations – the offices are getting ready to breathe afresh.

Firms are opening their offices completely or gradually asking their employees to return while complying with the Covid-19 norms. After 18 months of ‘work from home’, employees’ return is gaining momentum across tech firms in India. Ever since the country went into lockdown, offices remain closed, and the luxury of working from home has become the new norm.

Initiatives by employers

• Employer’s initiatives have dealt with several concerns of its workforce, by being open to flexible working hours, allowing working in smaller teams instead of assigning individual tasks, giving time for task completions instead of last minute deadlines. 
• Hybrid work sets out to be a game-changer to allow employees to break the monotonous routine, do away with frustrations and challenges that one might be facing during work from home and yet function back from the comfort of home, on alternative days.
• Companies placing emphasis on mental health in their return to office initiatives and cultivating an inclusive and flexible workplace will have a positive influence on the overall growth story.
• Skilling, upskilling and reskilling programs have added value for returning employees and also attracting employees to work from the office.
• Usage of digital solutions put up by the company have helped employees get maximum benefits such as virtual onboarding, online daily punch in and out, request for leave, reimbursements and safety and security features. These software solutions and hr solutions have been helping employees in case of remote working or hybrid options. 
• Monthly awards, quarterly bonus, salary increment, team outing, team lunches and fun meetings are few of the perks that attract the employees to come back to office for work.

Silver lining in the work from home and back to office battle

 

While work from the office is the talk of the town, however, future-readiness of organisations for a hybrid world is largely in focus. From a recent survey by TeamLease where 17 sectors participated, 76.78% want to offer employees the option of a preferred work model in their future work plan, 5.05% intend to stay a virtual-only organisation, but a good 21.42% didn’t see or don’t see any change in their workspace status quo. But at the same time, 43.46% of HR leaders surveyed said their employees want to return to work. 100% work from home can never become a reality however, the tug of war between work from home and work from office will continue for a while. A hybrid work model seems to be the win-win behind this ongoing battle.

Also read: 13 Reasons Why: New E-commerce Rules Haunt Businesses

In India, the PLI scheme can help generate employment while staffing solutions such as TeamLease can help in workforce management.

The scheme encourages domestic and local production to create micro jobs and the motto of putting India to work by TeamLease works with a cause that can align with this. The scheme also encourages for foreign companies to find suitable staffing in India and hiring solutions formalisation can help get better employee management, engagement & DE & I initiatives to be effective.

Along with higher production, smart staffing and workforce management what is also essential is safety and security. With automation, the clause of people, process and technology gets easily and better satisfied. With automation not only will the textile industry produce better and faster, but will aid the human resource of the industry, the employees to be having safer working conditions and increase in efficiency.

Skill level workers could reduce, however high skilled workers, upskilled workers can be engaged for better results and directional outcomes. There might be higher investment however, since the focus of PLI schemes and the need of the hour of the textile industry is to grow higher, in the long term, the investment for automation is definitely worth it.<br?

With the digital upgrade, recruitment, the workforce payroll, real time attendance, software solutions support, automated integration can update and smoothen the way the textile industry works and delivers, which for 2022-2023 is a much needed area to lookout for.

With an aim to develop several globally competitive champions and as a global industry led by MMF in textiles, automation and smart staffing can bring success to the PLI backed Textile Sector.

At a deeper level:

8: Lack of Definition: Lack of uniform definition of e-commerce, since buying/selling goods online are generally considered as e-commerce/internet commerce, even though the final delivery is largely offline.

9: Ease of Doing Business: The restrictions include a gamut of compliances, which, by increasing the regulatory burden, can reduce the ease of doing business for startups on online platforms.

10: Entry Barrier: Free trade practices that enabled startups to easily enter the e-commerce trade arena would cease to exist.
11: Burden on Sellers: The burden will eventually trickle down to the sellers, affecting the top line.

12: Agreement Rejig: Any company that currently has a common beneficial ownership agreement or is associated with an e-commerce company will not be allowed to be listed as a seller on that platform and might have to shift. This could result in building a whole consumer base from scratch involving costs and/or losses

13: Increased liabilities: For online e-tailers for all trade carried out on their platforms.

Business Impact and Probable Outcome

Although these New Rules are a welcome step in ensuring the welfare and protection of the interests of consumers using the various e-commerce platforms, these new rules will also put significant limitations on the consumers’ ability to purchase products at discounted prices and pay a premium for faster delivery.

For the platforms, the dawn appears gloomy as businesses have a host of things to comply with as per the rules laid out. There are thus multiple pointers that the businesses are worried about.

On the Lookout

As mentioned, the new rules have a flip side of the coin to look out for, and these are quite haunting. Unless the concerns are answered, it is difficult to migrate everyone onto a new ecosystem without turbulence.

However, we must welcome these changes as the rules and not as the ruler. With a positive growth outlook for the E-commerce industry, it’s necessary to take stock of the drivers of growth, as they are the implicit rulers of the industry. These new rules are a stepping stone for the regulatory norms surrounding this industry to bridge the gap between brick-and-click marketplace models.

Key Trends & Concerns:

• • The industries, where possible, offered remote working options
  • There are now hybrid models of work adopted
  • Some industries and sectors are looking at employees coming back to the office
  • Changing variables in the processes, methodology, research, and fieldwork
  • Uncertainty with the level of skilling up of the employees
  • Lack of social contact due to a long remote working environment
  • Digital software solutions are a need, however, not all industries have ramped up in investing in these critical tools
  • Lack of balance between the three aspects of the framework – People, Process, Technology
  • The people, which is the human resource, are leveraging the technology, but not to its full extent yet
  • Physical, mental, financial, and social aspects of an employee’s well-being; are not balanced out well
  • Processes that can include gig workers, contractual workers, and apprentices equally
  • Technological support and digital tools can make work more productive, qualitative, and even quantitative. Areas not yet explored horizontally and vertically

Factors that will support the momentum:

‘Back to office’ is trending. This will push more manpower hiring and hiring of employees from Tier 1 and 2 cities. The workforce also would see hybrid and remote working options being offered by some specific sectors.

New rules, laws, and regulations can change the way the processes will take place. Technology will bring a formal, long-lasting solution aiding people and processes and will pull those aspects out of a makeshift arrangement.

Blue-collar jobs have been back in demand. Women workforce hiring is equally seeing a rise. The migration of workers is taking place again and workers are coming back to their workplaces. Focus on regional skills, local languages, and being digital savvy is in focus in the hiring process. The attrition rates are going down across sectors, especially in the emerging sector.

Software’s and digital solutions focusing on core HR processes, employee on-boarding to exit, and features such as face recognition are in focus. Features such as corporate learning, wellbeing and performance management, Engagement & culture, diversity, inclusion & transparency, analytics & planning, workplace productivity are gaining attention.

The arrival of 5G technology, the focus on bringing in drones technology in various industries, the usage of automation in processes, the EV infrastructure being welcomed, the set-up for construction and real estate have gained momentum. These are a few of the many that are under the radar or re-emerging sectors which will directly make it essential to revisit the talent strategies for FY’23.

Conclusion:

A revisit of the talent strategy will ensure a formal audit of the existing process of the People, process, and technology framework. Data-driven improvements can take place bringing efficiency and effectiveness.

The optimization of the performance of the talent lies in workforce management. These structures will have a dynamic shift and would see the human capital needs meeting up by the industries. Not just the employees who need the job, but employees who are skilled, talented, and employable would take the spotlight.

Retention of this workforce will increase the pool of talent within the industries, which will be productive and lucrative for the emerging sector, in the long run.

Know more about how emerging businesses can benefit from the right balance of talent:

Key Takeaways of New Rules

There are increased responsibilities for the e-commerce platforms towards their consumers and tightening of restrictions on e-commerce trade. Any enterprise that is associated with an e-commerce company will NOT be allowed to be listed as a seller on that platform. For example, Amazon cannot list Appario (a subsidiary of Frontizo, a JV unit of Amazon & Patni Group) as a seller, as they’re associated.

Other than this, here’s what platforms need to take care of:

1. Requirement for a company outside India (or a company having an office/branch/agency outside India), to be controlled by an Indian resident

2. Appoint a nodal officer/alternate senior designated functionary to ensure adherence to the rules and provisions.

3. The amendments to the rules seek to ban flash sales, raise compliance needs, and fix liability on platforms for the failure of the sellers registered with them.

4. Add details of the country of origin for all products listed and recommend local alternatives for all imported goods.

5. List out the terms and conditions that deal with their relationships with the sellers.

6. Maintain a record of all the sellers whose offerings have repeatedly violated trademarks, copyrights, or the Information Technology Act.

7. No misleading advertising and promotions to consumers

8. Data needs to be updated within 72 hours with reference to the inventory of goods.

9. Certain restrictions and obligations when it comes to the pricing of their products, returns, late deliveries and false customer reviews.

10. No cancellation charges can be imposed unless similar charges are payable by the Platform due to the said cancellation.

What to Expect

In the longer term, the new rules will bring in a change in a way that solves the concerns that were lingering before the New rules came into force. Despite the uncertainty, the new rules are looking out for a better future for the e-commerce industry.

These New Rules are a welcome step in ensuring the welfare and protection of the interests of consumers using the various e-commerce platforms.

Since November 2021, the rules have been notified by the ministry, and this wave of the new e-commerce rules has come in just in time when we observe exponential, consistent growth of startups and small businesses. Online platforms have provided a much-needed shift from a B2B mindset to a B2C one, getting into a digital ecosystem beyond the geographical limits.

This blog is a precursor to another blog of the series, titled ‘13 Reasons Why: New E-commerce Rules Haunt Businesses: Flipside of the Coin.’ Watch out for more in this space.

Some of the solutions to the problem:

• Women want to be in a formalised working environment. The workforce in blue collar jobs, labour and marginalised communities of women to be given opportunities.
• More women Entrepreneurs are needed that will create more opportunities for all but especially women.
• To recruit more women, the job postings should be more inclusive.
• Initiate schemes for skilling, upskilling, and reskilling for women returning back to work along with psychological support.
• Strategic need to have a DE&I policy in place; ensure the execution to nurture a diverse, resilient workplace.
• Creating women’s workforce support bodies, and awareness programs that can bridge the wider gap between the problems and solutions.
• Flexible working options and gender equality policies will be encouraging. 

As it was famously said, “When you educate a man, you educate a person, but when you educate a woman, you educate an entire generation.” The same applies to empowering women to find their footing in organised employment. We think the saying, in this case, would go like this, “When you employ a man, you empower a person, but when you employ a woman, you empower the many generations.”

If we fail at the inclusion of women in the workforce, we will be losing on economic growth and sustainable development, Let’s #BreaktheBarrier with a better platform, numerous opportunities for women as we celebrate International women’s day and bring into practice what we preach.

Here are a few tips to notice and keep the impact of these ugly possibilities in check.

Tip 1: Make the Funding Last

Being flush with funds after a long time of counting pennies can be a huge relief. Sometimes, too much of a relief that can lead to a feeling of having achieved the final goal and splurging on any and every idea. Getting the funding is hard, but not the hardest part of being a startup, especially if the solution is valuable in the market and differentiated from what already exists. It is better to be slow and steady than fast and furious in the startup race circuit. Look at Five Star Finance, which achieved Unicorn status with only USD 200 Mn in funding and took 37 years to reach here.

Tip 2: Prioritise Fund Allocation

So, if you have gotten funding, stop and think about what the critical elements are that need to be funded to stretch the money as far as possible. After all, given enough time, all good ideas can reach their full potential. Spending too much, too fast, on too many non-critical elements is a cardinal sin for a startup. Most of the startups get this step wrong because they start believing that their funding proves that they know better than the market. See how Snapdeal floundered without a clear focus on the critical elements for success. Also, Hike was erstwhile hailed as the youngest startup to get Unicorn status but it lost its path in a labyrinth of features, which reinforces the need to get the basics right.

Tip 3: Focus on Speed of Scale

If anything is critical at a startup, it is the acquisition of new customers at a pace faster than the market and competition. This is one of the critical elements that funding has to be pumped into. A deep dive into the cost of acquisition is pivotal for consistent progress. Look at how Amazon is still in this mode of growing their audience base at the cost of never having shown a profit to date, but no one is complaining because they are way ahead of the competition and still increasing the gap.

Tip 4: Think and Stay OpEx

Being flush with money is empowering, but funding money is not real money. The funding is a loan from your own future, so be ready to answer to your future self if you don’t think through every expense. Hence, it is a good idea to spend as little as possible on a recurring basis rather than making large one-time capital expenditures that can deplete the funds faster and shorten the runway that is required for a startup to grow its wings. We are yet to see how the series of acquisitions by BYJU’s scripts their exit story.

Tip 5: Never Lose Flexibility

It is important for a startup to experiment. After all, every startup is an experiment in itself. So, before the startup forms a reasonably resilient structure, it will have to try out different bones and joints to find its core, particularly in terms of recruitment. This flexibility can be in terms of the number of seats required, employment to be provided, the kind of skill sets needed in every phase of its early life, or even the kind of HR tools and processes. Most startups appreciate the benefits of contract staffing for managing the manpower needs as per employment seasonality in growth cycles.

Conclusion

While this nuclear explosion of startups and unicorns in India seems promising, the future may come with a looming risk of apparent congruence. The startup ecosystem, especially in the e-commerce space, is driving the growth engine for job creation and has bolstered at least 650,000 lakh jobs. What’s more? We are creating new benchmarks for ourselves.

Having been a startup ourselves that went for IPO not so long ago, we have always worked closely with the startup ecosystem and are currently serving over 20 Unicorns from only one of our business units. With this evolving experience of working with multiple startups and unicorns across industries, we have seen and solved their challenges from up close. We have seen the exhilarating feeling when one piece of the puzzle fits into place and have been party to the pain when a simple overlooked idea causes a disruption down the line.

TeamLease offers end-to-end people supply chain products and solutions that help startups to add & augment flexible staffing to their business at a low-cost opex model, making them nimble and responsive to the fast-changing market requirements. Our belief is that every startup needs a fighting chance, and in providing it, we want to become their partner of choice for staffing and employment-related offerings and grow with them.

Growing demand:
E-commerce companies in India reported sales of $4.1 billion across platforms in the festival season of October 2021 (driven by increased demand for smartphones). Of the total sales, 55 percent were generated from Tier II cities, suggesting untapped demand in the underserved areas of India.

Policy support:
The government guidelines on allowing 100 percent FDI in B2B e-commerce as well as the automatic route in the marketplace e-commerce model offer a positive business environment.

Increasing investments:
E-commerce and consumer internet companies in India received more than $4.32 billion from private equity and venture capital players, which will further support and consolidate the industry.

New e-commerce and social commerce start-ups are coming up to fulfil the e-commerce and online shopping demand in Tier-2 and Tier-3 cities. It’s also opening up opportunities for cottage industries and entrepreneurs in a big way, and this includes the most marginalised sections and women. All this is creating an inclusive ecosystem of jobs in India for both highly qualified and skilled professionals, as well as those with minimal qualifications.

Apart from logistics and warehousing jobs, the requirements of user analytics, data mining, and cybersecurity functions, the e-tail industry is in dire need of specialised and customised e-commerce centric products and services to fulfil these requirements.

This transformation calls for skilled IT and ITeS professionals, data scientists, warehouse workers, supply chain managers, delivery persons, customer service executives, and call centre operators. The market is teeming with jobs for people right from software product development to web architects, user interface designers, analytics experts, and data miners, among others.

Along with the increased demand for skilled and unskilled blue-collar workforce in logistics, warehousing, and supply chain,E-tail is also generating growth in allied industries like fintech, marketing, and advertising, amongst others. The sector has had a significant impact on entrepreneurship and start-up culture and is helping SMEs, handicraft workers, artisans, and women earn a livelihood.

E-commerce players are experimenting with various kinds of engagement models including temporary and contractual employment during peak season, as well as permanent positions for more professional services.

This is leading to a transformation in the lives of blue-collar workers, helping people build careers from a range of varied skills.

The future of e-commerce:
The e-commerce industry has been directly impacting micro, small, and medium enterprises (MSMEs) by providing means of financing, technology, and training and has a favourable cascading effect on other industries as well. The Indian e-commerce industry has been on an upward growth trajectory and is expected to surpass the US to become the second largest e-commerce market in the world by 2034.

The growth in the e-commerce sector will also boost employment, increase revenues from exports, increase tax collection by exchequers, and provide better products and services to customers in the long-term. Smartphone usage is expected to rise 84 percent to reach 859 million by 2022. The e-retail market is expected to continue its strong growth; it registered a CAGR of over 35 percent to reach ₹1.8 trillion. Over the next five years, the Indian e-retail industry is projected to be around 350 million shoppers, propelling the online gross merchandise value to $100–120 billion by 2026.

Disclaimer: This article was first published on The Hindu BusinessLine. No changes to the content has been made.

The recent Employment Outlook Report for Q3 FY22 by TeamLease Services has indicated a 61% intent to hire for this industry in the ongoing Q3 (Oct-Dec 2021). Here are a few key shifts in the employment outlook for the sector:

• Temporary workforce demand during the pandemic increased by almost 30% – 33% as per reports with the constant need for more staff both physically and virtually.
• Other than traditional skill sets, the pharma industry is also keen on recruiting candidates with technical competencies in IT, AI, Cybersecurity, and allied sectors.
• Ensure a high-quality skilled workforce to optimise manufacturing.
• Skilled-based jobs as health tech professionals that will develop the working and operations of the telemedicine network are on the rise.
• Almost 20 – 22% hiring demand for doctors & nurses, virtual & homecare facilities across speciality & super speciality segments as per reports. The largest growth is expected in the patient care segment.

For more insights, download the free version of the TeamLease Employment Outlook Report for Q3 FY22.

• Hiring Needs and Patterns – Witnessing an 8% jump in FMCG Sector’s intent to hire for this quarter at 59%, the top cities like Delhi and Bengaluru leading in hiring for Sales Roles extensively. WFH Profiles for Business Continuity is a bleak option for this sector but with the ebbing of the second wave, the outlook is positive as festivities galore.
• Adoption of Digital Tools Processes by organisations – Pandemic forced digital literacy enabled and enforced positive outlook plus adoption of technology shifts for operational management. At TeamLease, 55% Hirings during FY21 were done through digital mode.
• Demand for Sales Roles –  As per Jobs & Salaries Primer 2021, Salary Growth for Brand Manager was recorded at 8.34% followed by Business Coordinator profiles. While it has been seen that demand for sales roles in the FMCG Sector has touched a high of 34% for Q3.
• A surge in Upskilling and Training initiatives by organisations – Around 84% of respondents echoed that the upskilling initiatives have helped them get a better job/position.
• Adoption of Formalisation GAPS – The industry is moving towards Channel Salesforce Effectiveness with formalisation to watch out for GAPS – Ghost employees elimination, Attrition reduction, Productivity enhancement through tech, Statutory Compliance in light of the imminent rollout of labour codes.

For more insights on hiring intent, download the full version of TeamLease Employment Outlook Report for Q3 FY22.