IT giants Infosys, TCS and Wipro hired over 20,000 employees in the January-March quarter, with improving business conditions propelling their recruitment plans.
According to human resources experts, IT and IT-enabled services are expected to see a huge jump in hiring this year and major companies in the sector have already set the pace.
The three IT companies put together have made net additions of 20,014 employees (taking into account attrition) in the January-March quarter.
IT giant Infosys hired as many as 9,313 employees in the quarter, but the net addition after taking into account attrition was 3,914, according to the company's financial statement for the period.
The hiring increased the total workforce of the company and its subsidiaries to 1,13,796 employees at the end of March this year.
Another IT major Tata Consultancy Services took on board a net 10,775 employees in the last quarter of 2009-10 fiscal. TCS' total employee strength has soared to 1,60,429 at the end of the last fiscal.
The hiring momentum picked up from the third quarter of the last fiscal, when TCS had made 7,692 net additions, compared with just 320 recruitments in the previous quarter.
Besides, Wipro made net additions of 5,325 employees in the Q4 FY10, taking its total strength to 1,08,071.
According to a recent survey by staffing firm TeamLease, Indian companies are increasingly upbeat about their hiring plans across almost all sectors in April-June period this year, led by an improving business outlook.
HR experts predict companies in the IT & ITes sector would hire 1,50,000 professionals in the fiscal year 2011.
Sunday, April 25, 2010
Aricent to hire 1,000 people for new software line in India
Telecom software company Aricent plans to hire 3,000 people globally during the current fiscal out of which it will hire 1,000 people over the next four months in India to develop new products to cater to the increasing demands from customers.
"With recovery in the economy, the company is seeing strong demand from telecom operators to create the next generation of telecom products and services. To meet this, we need to ramp up our product line," assistant Vice-President, Talent Acquisition, Aricent Inderjit Sen said.
Out of the 1,000, almost 300 people would be based in the company's Chennai centre, he said adding they would be doing high-end software solution for telecom clients.
Aricent is owned by Kohlberg Kravis Roberts & Co., Sequoia Capital, The Family Office, and Flextronics Canadian Pension Plan Investment Board.
Last fiscal, Aricent had hired 3,000 people globally across its several centres.
The company said its customer list of 550 globally include Bharti Airtel, Cisco, Panasonica, Samsung, LG and Telefonica. Aricent has become a strategic supplier to the world's leading communications equipment manufacturers and service providers.
Aricent's products and services span the entire communications ecosystem including user experience design, consulting, research and development, testing and integration for devices and infrastructure, as well as operational and billing systems.
"With recovery in the economy, the company is seeing strong demand from telecom operators to create the next generation of telecom products and services. To meet this, we need to ramp up our product line," assistant Vice-President, Talent Acquisition, Aricent Inderjit Sen said.
Out of the 1,000, almost 300 people would be based in the company's Chennai centre, he said adding they would be doing high-end software solution for telecom clients.
Aricent is owned by Kohlberg Kravis Roberts & Co., Sequoia Capital, The Family Office, and Flextronics Canadian Pension Plan Investment Board.
Last fiscal, Aricent had hired 3,000 people globally across its several centres.
The company said its customer list of 550 globally include Bharti Airtel, Cisco, Panasonica, Samsung, LG and Telefonica. Aricent has become a strategic supplier to the world's leading communications equipment manufacturers and service providers.
Aricent's products and services span the entire communications ecosystem including user experience design, consulting, research and development, testing and integration for devices and infrastructure, as well as operational and billing systems.
Tuesday, March 2, 2010
How to ask for a salary hike?
Tuesday, March 2, 2010
0
How to ask for a salary hike
Despite putting in a number of years at an organisation and holding on to your job when others quit, you have been passed over for promotion.
Should you ask for a bigger role and a raise? What’s the best way to go about it?
Most of us try to avoid asking for a promotion or raise. But it is worth mustering the courage, as the rewards are worth it.
But before you present your case, here are a few questions you ought to ask yourself:
Does your performance speak for itself?
If the answer is yes, you have a chance. Present all your achievements since you started working in the organisation. Showcase how these achievements are noteworthy and need recognition in the form of a promotion and raise.
The best time to ask for one is immediately after a recent major achievement, where you have displayed exemplary behaviour (cost cutting, clinching a major account, process improvement or improved productivity).
But remember that your past performance, ability to perform under pressure and meet tight deadlines also enhances your chances for a promotion.
Are you ready to take on additional responsibilities?
Promotion means additional responsibilities not only towards your job, but towards organisation building too.
The expectation levels will also increase the moment you move to the next level. What was exceptional performance in the last role would be considered average in the new role.
As you move ahead in your career, remember that there is no scope for complacency.
Is there a position that you can fill in?
Companies do not offer promotions merely to satisfy employees. There must be a vacancy available. Organisations do not create positions to fulfill your desires.
Even if they do so, within a couple of months you will realise that you are still stuck doing the same old routine tasks.
However, if you have been creating value additions, been efficient and well informed, there is a possibility of you being given an opportunity to do something different, where you create something from scratch, perhaps even a new department.
This is your true test of performance, potential and perseverance.
How to raise the topic?
Be very sure of what you want, why you want it and what makes you fit for the role. Do not show dissatisfaction at your current state of affairs.
Present a positive picture by mentioning that you wish to contribute more towards the organisation’s growth. Presentation with valid, relevant data would make your boss realise your potential.
Perceived potential for growth matters a lot. Keep statistics handy during the discussion; showcase your contribution and achievements.
Not getting the deserved raise
You have worked hard and feel the raise you have got does not match your investment in the firm. Will the threat to quit, work? This is common in many organisations.
But, it’s unethical and has a very slim chance of working. Do not lose hope, keep performing and adding value, and always remember to showcase your achievements. Do not stop enhancing and upgrading your knowledge and skills. It will come in handy during the next discussion (or in a new job).
Remember; do not hound your boss with constant reminders. It would be a good idea to track your performance through objective performance management, setting goals and tracking achievements will give you the benefit. It is not said without reason, tough times never last, tough people do.
Despite putting in a number of years at an organisation and holding on to your job when others quit, you have been passed over for promotion.
Should you ask for a bigger role and a raise? What’s the best way to go about it?
Most of us try to avoid asking for a promotion or raise. But it is worth mustering the courage, as the rewards are worth it.
But before you present your case, here are a few questions you ought to ask yourself:
Does your performance speak for itself?
If the answer is yes, you have a chance. Present all your achievements since you started working in the organisation. Showcase how these achievements are noteworthy and need recognition in the form of a promotion and raise.
The best time to ask for one is immediately after a recent major achievement, where you have displayed exemplary behaviour (cost cutting, clinching a major account, process improvement or improved productivity).
But remember that your past performance, ability to perform under pressure and meet tight deadlines also enhances your chances for a promotion.
Are you ready to take on additional responsibilities?
Promotion means additional responsibilities not only towards your job, but towards organisation building too.
The expectation levels will also increase the moment you move to the next level. What was exceptional performance in the last role would be considered average in the new role.
As you move ahead in your career, remember that there is no scope for complacency.
Is there a position that you can fill in?
Companies do not offer promotions merely to satisfy employees. There must be a vacancy available. Organisations do not create positions to fulfill your desires.
Even if they do so, within a couple of months you will realise that you are still stuck doing the same old routine tasks.
However, if you have been creating value additions, been efficient and well informed, there is a possibility of you being given an opportunity to do something different, where you create something from scratch, perhaps even a new department.
This is your true test of performance, potential and perseverance.
How to raise the topic?
Be very sure of what you want, why you want it and what makes you fit for the role. Do not show dissatisfaction at your current state of affairs.
Present a positive picture by mentioning that you wish to contribute more towards the organisation’s growth. Presentation with valid, relevant data would make your boss realise your potential.
Perceived potential for growth matters a lot. Keep statistics handy during the discussion; showcase your contribution and achievements.
Not getting the deserved raise
You have worked hard and feel the raise you have got does not match your investment in the firm. Will the threat to quit, work? This is common in many organisations.
But, it’s unethical and has a very slim chance of working. Do not lose hope, keep performing and adding value, and always remember to showcase your achievements. Do not stop enhancing and upgrading your knowledge and skills. It will come in handy during the next discussion (or in a new job).
Remember; do not hound your boss with constant reminders. It would be a good idea to track your performance through objective performance management, setting goals and tracking achievements will give you the benefit. It is not said without reason, tough times never last, tough people do.
Wednesday, January 6, 2010
How to turn downtime into job offers
Wednesday, January 6, 2010
0
If there is one thing that most unemployed job seekers have in abundance, it is time. And yet many of them misuse it.
This is understandable. Someone who has just lost a job may be accustomed to a workplace with its schedules and deadlines, and its expectant bosses and co-workers. If you fail to finish an important assignment, you’ll hear about it.
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Compare that with post-layoff life. You can assign yourself tasks, but no one will come after you if you don’t finish them. When you get up in the morning, it can seem as if a long clean carpet of time is ahead of you, but then you may decide to go to the gym, have a leisurely lunch, take a nap, check out "Roadies" on TV & "Big Switch," and then you’re ready to make dinner.
Or you may engage in a whirlwind of sending e-mail messages, Orkuting, Googling, calling and appointment-making, only to realize that very little of it got you closer to finding a job.
"Having no structure is the biggest enemy to being organized and being focused," said Julie Morgenstern, a productivity consultant in New York and author of "Time Management From the Inside Out."
Job seekers should create specific work hours and a time map along with minideadlines. Like many other experts, she recommends treating job hunting like a full-time job.
Looking for a job involves so many steps that trying to define and prioritize them can be overwhelming, said Kimberly Bishop, chief executive of a career management and leadership services firm in New York.
"I don’t think that there’s ever a time that the job search process is easy," Bishop said. Because it is not something people tend to do on a regular basis, few people are truly skilled at it, , but "being prepared and having a plan and a process brings confidence."
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To begin, Bishop said, set aside a physical space for job hunting and devote from several days to a week solely on laying the groundwork for your search, .
Too often, Bishop said, people fling themselves into making appointments and arranging interviews before they even have their resumes updated or know what kind of jobs they should realistically seek.
Prepare resumes, write sample cover letters, assemble your references, and put together samples of your work, . Compile an inventory of your skills, accomplishments and honors – Bishop calls this a "success folder" – ready to be shown or recounted during interviews.
"Once the job hunt gets started, it’s so easy to become overwhelmed with just the management and organization of the paperwork," Bishop said. So create files, either paper or computer ones, to keep track of where you have applied and where you have had interviewed, .
You don’t want to have a recruiter or a human resources manager call you and find yourself saying: "Who did you say you were again? You say I applied there?"
After this initial preparation it’s time to get started in earnest. Morgenstern suggests dividing the day into three compartments: preparation and research, meetings, and follow-up. "Mixing it up" this way can stop you from obsessing about things and from being paralyzed by perfectionism, . It is energizing and keeps you balanced, she added.
Bishop echoed this sentiment, saying it is dangerous to spend too much time on any one thing. Some people spend all their time in front of the computer sending unproductive e-mail messages and applying for jobs for which they aren’t qualified, (and that wastes the hiring manager’s time, too). Other people spend all day at networking meetings and informational interviews without doing the concrete work that leads to an actual application or an interview, .
.
Of course be flexible (don’t turn down a job interview to do research!), but Morgenstern put forth this sample day of varied activities: From 9 to 11, do background research on companies that you will be applying to or interviewing with. Research unconventional industries that may fit with your skills. Take an online career assessment test. Generate a list of contacts for networking purposes. Look up networking organisations.
Try to schedule a meeting every day, or five meetings a week, . "These benchmarks keep you from becoming complacent or depressed" and keep you connected with the outside world, . Between 11 and 2 or 3, you might meet with a friend or former colleagues or a career counselor for lunch or coffee.
Then go home and do follow-up work, . Send a thank-you e-mail message to the person you had lunch or coffee with and forward any articles or leads that you may have mentioned. Send your thank-you notes that day, . Do not put that off.
End every day by planning the next one, plus the two days after that, . This "three-day arc" puts your job search in context and enables you to pace yourself, .
"People are energised by getting things done,". "Energy then begets more energy and more productivity." That begets confidence.
Then, when you’re calling people on the phone or meeting with them, you radiate confidence and increase your chances of being hired, .
Domestic market to drive hiring in 2010
The domestic market is expected to spearhead hiring activities in 2010, unlike in recent years when recruitment was led by outsourcing requirements. With domestic companies getting their act together to cash in on the "recovering market" opportunities , there is already a significant amount of buoyancy reported in hiring.
Bhanushree R, director in TMG Talent Management Group, says there was a 50% increase in recruitment billing revenues during the October-December quarter. ‘‘ January has already shown a 20% increase on this. It is clearly an indication of the kind of job numbers that are going to come during the first calendar quarter itself and beyond. Desi companies are also busy inducting talent to strengthen their management,'' she says.
Some other recruiters too report an over 50% upturn in hiring during the last one month. Staffing firm TeamLease reports a quantum increase in the number of active positions at around 4,000 currently, as against just 800 positions around June last year. It had over 10,000 active job positions prior to the Lehman collapse in 2008.
Ashok Reddy, managing director, Team-Lease Staffing Solutions, says unlike in the past, the current hiring is not driven by outsourcing or global markets. ‘‘ It's the domestic market that is responsible for the current spurt in hiring. It is going to be a sustained, well-rounded growth. Recruitment volumes will pick up across verticals like telecom, manufacturing , FMCG, retail, BFSI, IT and government ,'' he says. Traditionally, about 85% of hiring by IT companies is to meet outsourcing demand, but now, domestic demand is playing a significant role.
A lot of senior sales and customer-facing positions are getting filled. IT infrastructure, storage and security are the hot domains in the technology space.
Bhanushree R, director in TMG Talent Management Group, says there was a 50% increase in recruitment billing revenues during the October-December quarter. ‘‘ January has already shown a 20% increase on this. It is clearly an indication of the kind of job numbers that are going to come during the first calendar quarter itself and beyond. Desi companies are also busy inducting talent to strengthen their management,'' she says.
Some other recruiters too report an over 50% upturn in hiring during the last one month. Staffing firm TeamLease reports a quantum increase in the number of active positions at around 4,000 currently, as against just 800 positions around June last year. It had over 10,000 active job positions prior to the Lehman collapse in 2008.
Ashok Reddy, managing director, Team-Lease Staffing Solutions, says unlike in the past, the current hiring is not driven by outsourcing or global markets. ‘‘ It's the domestic market that is responsible for the current spurt in hiring. It is going to be a sustained, well-rounded growth. Recruitment volumes will pick up across verticals like telecom, manufacturing , FMCG, retail, BFSI, IT and government ,'' he says. Traditionally, about 85% of hiring by IT companies is to meet outsourcing demand, but now, domestic demand is playing a significant role.
A lot of senior sales and customer-facing positions are getting filled. IT infrastructure, storage and security are the hot domains in the technology space.
Thursday, December 31, 2009
10 New Year's resolutions for job seekers
Thursday, December 31, 2009
0
Job seekers often encounter three major roadblocks to success: poor marketing, poor networking, and poor mind-set. Now, an expert has offered 10 New Year's Resolutions aimed at overcoming those obstacles.
Andy Chan, vice president for career development at Wake Forest University, said that adopting these 10 resolutions could help refresh and rejuvenate the job search, and get the New Year off to the best start possible.
Roadblock 1 - Poor marketing
"Many people don’t realise that the way they are marketing themselves just isn’t working, and they never get any feedback. The best way to get feedback is to ask for it from people who do a lot of hiring," said Chan.
1. I will ask friends or acquaintances who manage and hire people to evaluate my cover letter and resume and give me real feedback - even if it hurts to hear it.
2. I will ask these same friends to conduct a practice interview with me and give me "tough love" feedback.
3. When I find an attractive job on the Web, I will apply immediately (with a tailored cover letter and resume) and search for friends and colleagues who could act as referrals to help me network into the organization.
Roadblock 2 - Poor networking
"We make the assumption that if we apply on the Web, it will get us in the door. But the truth is, if your experience doesn’t line up perfectly with the job, the likelihood of getting seen is low. That’s why networking is important. People hire people; they don’t hire paper," Chan said.
4. I will be thoughtful about when to send my resume, and I will not send my resume to everyone I know.
5. I will be specific about the type of work and organizations, including names of target organizations that I find most interesting.
6. I will network 80 per cent of the time and use the Web 20 per cent of the time.
Roadblock 3 - Poor mind-set
"A lot of people are looking at jobs through a narrow lens. But as the old Rolling Stones song says, ‘you can’t always get what you want.’ You may need to focus first on what you need and get the ideal job later," Chan said.
7. I will be open to exploring many options because an interesting opportunity may exist beyond what I can see on the surface.
8. I will re-examine what my real financial needs are so that I can be more open to opportunities that may pay me less than what I want.
9. I will evaluate opportunities by recognizing that this job can be a stepping stone to another job (inside or outside the company) - especially as the market improves.
10. Although I might want to quit and do a job search full-time, I am more attractive to employers when I am employed.
Andy Chan, vice president for career development at Wake Forest University, said that adopting these 10 resolutions could help refresh and rejuvenate the job search, and get the New Year off to the best start possible.
Roadblock 1 - Poor marketing
"Many people don’t realise that the way they are marketing themselves just isn’t working, and they never get any feedback. The best way to get feedback is to ask for it from people who do a lot of hiring," said Chan.
1. I will ask friends or acquaintances who manage and hire people to evaluate my cover letter and resume and give me real feedback - even if it hurts to hear it.
2. I will ask these same friends to conduct a practice interview with me and give me "tough love" feedback.
3. When I find an attractive job on the Web, I will apply immediately (with a tailored cover letter and resume) and search for friends and colleagues who could act as referrals to help me network into the organization.
Roadblock 2 - Poor networking
"We make the assumption that if we apply on the Web, it will get us in the door. But the truth is, if your experience doesn’t line up perfectly with the job, the likelihood of getting seen is low. That’s why networking is important. People hire people; they don’t hire paper," Chan said.
4. I will be thoughtful about when to send my resume, and I will not send my resume to everyone I know.
5. I will be specific about the type of work and organizations, including names of target organizations that I find most interesting.
6. I will network 80 per cent of the time and use the Web 20 per cent of the time.
Roadblock 3 - Poor mind-set
"A lot of people are looking at jobs through a narrow lens. But as the old Rolling Stones song says, ‘you can’t always get what you want.’ You may need to focus first on what you need and get the ideal job later," Chan said.
7. I will be open to exploring many options because an interesting opportunity may exist beyond what I can see on the surface.
8. I will re-examine what my real financial needs are so that I can be more open to opportunities that may pay me less than what I want.
9. I will evaluate opportunities by recognizing that this job can be a stepping stone to another job (inside or outside the company) - especially as the market improves.
10. Although I might want to quit and do a job search full-time, I am more attractive to employers when I am employed.
Thursday, November 26, 2009
IDBI Fortis to double headcount
Thursday, November 26, 2009
0
IDBI Fortis Life Insurance Company is planning to double its employee strength to fuel its expansion plan by 2010. IDBI Fortis national
head-marketing and product development Amish Tripathi told ET that the company is plans to add new branches to expand its business horizon.
“Currently, we have 35 branches with 1,000 on-roll employees and 7,500 agents across the country. We plan to open 65 more offices doubling our employee strength,” he said.
IDBI Fortis Life Insurance Company is a 48:26:26 joint venture between IDBI Bank, the Federal Bank and the Belgian insurance group Fortis. Mr Tripathi said the company would leverage on the extensive branch network of IDBI and the Federal Bank in the country for deeper penetration.
“There are around 1,300 branches of IDBI and the Federal Bank in the country with more than 10 million customers. We want to tap the business potential existing with the bank customers. Currently, 60% of our premium income comes from the bank tie-up route,” he said.
Mr Tripathi said the company has clocked a 27% growth in the first year premium and a 74% growth in gross premium as on September this fiscal with a premium business worth Rs 318 crore.
“At the present growth rate, we expect to break even in our seventh year of operation,” he said.
IDBI Fortis launched its operations in March 2008 with an initial capital of Rs 200 crore. Later, it infused Rs 250 crore more this year to boost its expansion plan. “Our capital base is adequate to carry on with our expansion drive,” he said.
head-marketing and product development Amish Tripathi told ET that the company is plans to add new branches to expand its business horizon.
“Currently, we have 35 branches with 1,000 on-roll employees and 7,500 agents across the country. We plan to open 65 more offices doubling our employee strength,” he said.
IDBI Fortis Life Insurance Company is a 48:26:26 joint venture between IDBI Bank, the Federal Bank and the Belgian insurance group Fortis. Mr Tripathi said the company would leverage on the extensive branch network of IDBI and the Federal Bank in the country for deeper penetration.
“There are around 1,300 branches of IDBI and the Federal Bank in the country with more than 10 million customers. We want to tap the business potential existing with the bank customers. Currently, 60% of our premium income comes from the bank tie-up route,” he said.
Mr Tripathi said the company has clocked a 27% growth in the first year premium and a 74% growth in gross premium as on September this fiscal with a premium business worth Rs 318 crore.
“At the present growth rate, we expect to break even in our seventh year of operation,” he said.
IDBI Fortis launched its operations in March 2008 with an initial capital of Rs 200 crore. Later, it infused Rs 250 crore more this year to boost its expansion plan. “Our capital base is adequate to carry on with our expansion drive,” he said.
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