India’s AI economy alone is forecast to touch $17 billion by 2027, and CEOs across sectors- about 77% of them– expect accelerated growth backed by AI-heavy investments. Complementing this rise, the public cloud market is on track to hit $17.8 billion by 2027, growing at a rapid 23% CAGR. In support of this shift, the Union Budget for 2025–26 earmarked ₹2,000 crore specifically for AI infrastructure and research.

Even with global disruptions, India’s IT–ITeS engine continues to show resilience. Industry bodies expect revenues to cross the $300 billion mark by FY2026 and move toward $350 billion by 2030. This forward movement is being shaped by four forces:

• AI becoming mainstream, not experimental
• Cloud-first engineering becoming a standard expectation
• Global capability centers (GCCs) building deeper tech capability in India
• Digital engineering demand rising across enterprise and government initiatives

Hiring Outlook in the Information Technology Industry

Despite mixed global macros, India’s IT hiring is projected to grow 7% in FY27. The demand stems from:

• Global tech companies expanding their India innovation centres
• A robust domestic talent pool already adept in next-gen skills
• Government-led digitalisation across sectors
• Friendlier business and compliance environments

At the same time, the industry is undergoing a structural reset. Companies are redesigning workflows around AI-first operating models, which is increasing demand for:

• AI/ML engineers
• Data scientists
• Cloud architects
• Cybersecurity specialists

Meanwhile, roles based on repetitive tasks are being rapidly automated.

This shift explains the “twin hiring pattern” in 2025- targeted hiring in advanced skills and selective rationalisation in legacy roles. For instance, TCS’s reduction of around 12,000 roles in July 2025 was widely seen as a necessary pivot toward skill alignment, cost efficiency and AI-driven productivity.

Fresh hiring has not disappeared; in fact, it picked up early in 2025. The sector’s hiring intent touched ~59% in H1 2025, and several companies indicated quarterly hiring spikes across AI, cloud and cybersecurity domains. By 2030, India’s tech workforce is expected to reach 7.5 million, even as job roles evolve due to rapid automation.

IT Hiring Trends

India’s tech landscape is entering a high-velocity growth phase powered by AI adoption across every layer of the industry- from GCCs and hyperscalers to startups and enterprise IT. The surge in AI and emerging tech skills, expansion of digital infrastructure like data centres and cloud platforms, and renewed momentum in startup innovation are collectively reshaping the country’s hiring needs.

With demand for AI-ready talent far outpacing supply, organisations are doubling down on skilling, platform engineering, cybersecurity, and product development. The result: a talent market where AI capabilities are becoming the core engine driving IT growth, digital transformation, and next-gen job creation.

1. AI & Advanced Tech Skills Demand

India’s appetite for AI and emerging tech skills continues to surge. Demand for AI talent is likely to cross 1 million roles by 2026, yet the country faces an AI skill deficit of nearly 53%, making large-scale upskilling a business necessity, not just an HR goal.

2. GCC Expansion & Value Acceleration

India’s GCC ecosystem is set to touch $100 billion by 2030, potentially employing 25 lakh professionals. GCCs are no longer back offices- they’re building product, cybersecurity, platform engineering and AI solutions for global markets.

3. Data Centre Surge

India’s data centre capacity is expected to double to 2,000 MW by 2026. Hyperscalers are driving this push- Google alone has announced a 1 GW, $6 billion facility in Visakhapatnam.

4. Cloud & Digital Transformation

According to NASSCOM, cloud technologies could account for 8% of India’s GDP by 2026, a staggering fourfold jump in five years. The cloud ecosystem is also expected to generate 1.4 crore new jobs.

5. Startup Funding Momentum

In the first half of 2025, India secured $4.8 billion in tech investments third globally behind the US and UK. Funding in AI and deep-tech startups is accelerating the demand for product developers, R&D engineers and startup PM roles.

6. Campus Hiring Bounceback

After muted years, fresher hiring is returning. Top IT firms- TCS, Infosys, HCLTech, Wipro and others expect to onboard 82,000 graduates in FY2026, signalling recovery in entry-level demand.

Check out these trends in detail in our India Decoding Jobs 2026.

India’s New Technology Growth Pillars

India’s technology economy is shifting gears- moving beyond metros, beyond software-only growth, and into a phase led by AI-first startups, a national semiconductor build-out, and fast-advancing talent hubs outside the traditional IT corridors. Together, these forces are rewriting the rules of innovation, job creation, and skill demand in India’s digital industry.

Here’s a deeper look at how these three engines are shaping the next decade of tech careers:

AI & SaaS Startup Growth

Investment into AI-native companies is accelerating, signalling that India is no longer just a consumer of AI but a global builder. With AI funding touching $665M in 2025- a 50% YoY surge and enterprise SaaS investments rising 66%, startups are scaling products, teams, and global ambition simultaneously.

This growth is expanding hiring beyond core software roles into data engineering, AI/ML research, human-centred design, prompt engineering, product strategy, DevOps and R&D. SaaS founders are building with lean teams and shipping faster, and that speed is creating a talent ecosystem where experimental problem solvers are more valuable than traditional coders. India’s next wave of unicorns may not be fintech or e-commerce- they’re just as likely to be AI copilots, cybersecurity platforms, or developer-layer automation products built in a 10-person room in Bengaluru or Kochi.

Emerging City Clusters

The tech map of India is being redrawn. While Bengaluru, Hyderabad and Pune remain strong anchors, the rise of new tech clusters like Karnataka’s “Silicon Beach” marks a shift toward distributed innovation. The region is targeting 5,000 IT hires in FY 2025–26, reserving 60–70% of roles for fresh graduates. It is part of a larger blueprint aiming to create 2 lakh digital jobs by 2034, with a strong focus on applied engineering, cloud operations, and next-gen development skills.

This decentralisation is reducing hiring cost, improving retention, and unlocking talent that earlier migrated out seeking metro opportunities. As highlighted in India Decoding Jobs 2026- Fourth and Forward – Fuelled by Talent, Tier-2 and coastal cities from Mangalore to Coimbatore and Indore to Mohali are becoming startup landing pads, GCC mini-hubs and specialised R&D zones. The outcome: career opportunity is no longer defined by pin code.

Semiconductor Upsurge

India’s semiconductor mission is more than capex; it’s a workforce transformation. With 10 lakh new jobs projected by 2026, the industry is opening career doors that didn’t exist a decade ago.

The job spectrum spans chip design, VLSI, embedded systems, nanomaterials, AI-hardware optimisation, fabrication engineering, packaging & testing. For engineers who grow beyond software and into hardware-software intersections, this sector could become the biggest wealth-creation engine since IT services in the early 2000s.

The global chip shortage accelerated India’s position and government-backed incentives, private fab investments, and university-level semiconductor curriculum reforms are ensuring this isn’t a one-cycle boom. This is India preparing to power AI hardware for the world.

Key Challenges in India’s IT Industry Hiring

India’s IT sector is approaching a defining growth window- where talent scalability, AI maturity, and organisational agility will determine who stays ahead and who falls behind.

The next five years bring massive opportunity, but also structural challenges around skills, capacity, and workforce transformation. To compete globally, IT organisations must expand hiring and R&D investment while simultaneously upskilling at scale, building distributed talent hubs, and strengthening retention in core markets.

1. Deepening GenAI, Cloud & Cybersecurity Skill Shortfalls

The capability gaps in advanced technology roles are widening each year. India now reports a 90% shortage in GenAI-ready talent, a 55–60% deficit in cloud-native expertise, and a 25–30% shortage of mid-to-senior cybersecurity specialists—gaps that could persist well into 2030. As AI adoption accelerates, this talent imbalance threatens product velocity, transformation initiatives, and competitive differentiation.

2. AI-Driven Restructuring and Workforce Realignment

Generative AI is redefining work models across IT services. Projections indicate that 400,000–500,000 mid-career roles may be restructured or phased out by 2028, particularly in legacy delivery functions. Companies are shifting to leaner, automation-first operating structures, making reskilling in GenAI, platform engineering, cloud architecture, and cybersecurity both urgent and non-negotiable for workforce sustainability.

3. GCC Talent Wars and Compensation Escalation

India’s GCC landscape is now 1,700–1,900 centres strong with 19 lakh professionals is scaling aggressively. States like Karnataka are targeting up to 1,000 GCCs and 3.5 lakh new jobs by 2029, intensifying demand for specialised talent. This expansion is driving compensation spikes, faster attrition cycles, and a race to secure niche roles like R&D engineers, cybersecurity architects, product technologists, and AI developers.

4. Weak Entry-Level Hiring Funnel & Falling Campus Conversions

Despite rising demand for digital talent, entry-level recruitment pipelines are contracting. Campus intake has dropped sharply across top hiring seasons, resulting in fewer trained freshers entering the system just when industry demand is growing toward multi-million scale. The impact will be felt most in Bengaluru, Hyderabad, Pune and other major tech hubs, where volume hiring and early-career workforce supply are critical.

5. Capacity & Retention Strain in Major Tech Hubs

Bengaluru, Hyderabad and other IT corridors are expanding rapidly—but infrastructure, housing costs and attrition are stretching workforce capacity. Karnataka alone targets 1,000 GCCs and 350,000 additional jobs by 2029, which will tighten the talent loop even further. Higher salary inflation, poaching pressure, and decentralised workforce migration may push companies to diversify into Tier-2 hubs to stabilise cost and retention.

How Taggd Helps IT Organisations Win the Talent Battle

Taggd partners with IT leaders to solve hiring complexity at scale- whether it’s closing GenAI skill gaps, building early-career pipelines, or securing niche architects for cloud, cybersecurity and semiconductor roles.

With AI-driven talent intelligence, India-wide sourcing networks, and domain-deep hiring playbooks, Taggd accelerates time-to-hire, improves quality-of-hire, and unlocks access to specialised tech talent across emerging and established hubs. From volume tech roles to high-impact GCC and R&D hiring, Taggd’s RPO solutions for IT hiring helps organisations build future-ready tech teams faster, smarter, and more predictably.

Global IT Hiring Landscape & Where India Stands in 2026–2030

The world is entering one of the most transformative tech decades in history. AI, cybersecurity, cloud computing and advanced analytics are reshaping industries, redefining job roles, and accelerating talent demand. As digital adoption increases across enterprises, nations are racing to secure skilled tech talent and India is emerging as one of the strongest contenders.

Global Hiring Trends: AI Is Redefining the Workforce

The global tech industry is in hyper-growth mode. As per the World Economic Forum, 170 million new technology jobs could be created globally by 2030, delivering a net gain of nearly 78 million roles. The surge is being driven by large-scale AI adoption, data-driven transformation, cloud migration, and rising cybersecurity risks.

What’s Driving Global Demand?

However, the opportunity comes with risk. 40% of current tech skill sets may become obsolete within a few years, and IDC warns that skill shortages could cost the world economy $5.5 trillion by 2026. Nearly 90% of organisations are already facing talent scarcity, pushing 77% of employers to invest in upskilling & retraining, especially in domains like:

• AI engineering & model ops
• Cybersecurity & threat intelligence
• Cloud architecture
• Advanced data science & analytics

Global Big Tech Signals the Next Wave of Hiring

AI-led jobs are forecast to cross 7.8 crore globally by 2030, with digital roles, especially remote-first projected to grow 25% to reach 92 million.

India’s Rising Tech Dominance: A Workforce Superpower in Motion

India stands out as one of the world’s strongest talent engines with 80% of the IT workforce in formal employment- the highest among all industries. Analysts predict 20 lakh new tech jobs by 2030, powered by innovation in:

• AI and Generative AI
• Blockchain and edge computing
• Cloud and cybersecurity
• Semiconductor & advanced hardware manufacturing

India’s IT Talent Outlook: Fast, Skilled & Digital-First

Major IT leaders are shifting to AI-native business models:

• Infosys → AI-first delivery with Topaz + BFS innovation programs
• TCS → Strengthening digital engineering + JLR partnership for SDVs
• Wipro → Expanding semiconductor design through Intel Foundry alliance
• HCLTech → GenAI upskilling + 2030 sustainability alignment
• Tech Mahindra → Aerospace & Defence digital platforms powered by Industry 4.0

Yet, 81% of recruiters struggle to hire for critical tech skills, driving organisations to:

• Increase L&D spending by 10–20%
• Scale AI and cybersecurity training tracks
• Build accelerated fresher-to-engineer pathways
• Expand hiring in Tier-2 talent clusters

India is also turning into a startup powerhouse– unicorn count projected to rise from 120 to 280–1,000 by 2030, potentially contributing $1 trillion to GDP. Fintech alone may create 150 unicorns’ worth $500B.

IT Skill Matrix- Where Hiring Is Hard vs. High-Value

As India accelerates toward a digital-first economy, organisations are expanding tech teams faster than the talent supply can keep up. While capabilities like full-stack development, DevOps, and cybersecurity deliver high strategic value, they are also the most talent-scarce and cost-intensive to hire for.

Emerging roles in GenAI, semiconductor engineering, cloud architecture and platform engineering sit at the top of the priority pyramid, but also rank highest in hiring difficulty, time-to-fill and salary inflation.

This skill matrix maps the real hiring landscape of IT in India: where demand is surging, roles are evolving, and companies must rethink sourcing, training, and retention to stay competitive over the next decade.

Wrapping Up

The next five years will separate technology organisations that hire, build and transform boldly from those who remain reactive. India sits on the edge of its most powerful innovation cycle yet- fuelled by AI-native engineering, cloud infrastructure at scale, deep GCC capability, semiconductor expansion and startup acceleration across non-metro talent hubs.

But growth will only convert to value if companies close skill gaps, deploy AI-first operating models, strengthen university-to-industry pipelines, and diversify hiring beyond legacy corridors.

The opportunity is clear: India is not just participating in the global tech race, it is leading it.

With the right combination of talent intelligence, skilling velocity, and strategic hiring, the country has the potential to deliver the world’s most advanced digital workforce by 2030.

Want deeper insights into IT hiring trends, AI-based workforce transformation, and India’s talent demand outlook?

Download the full India Decoding Jobs 2026 report- complete data, hiring charts, industry forecasts & strategic recommendations.

Download Now- India Decoding Jobs 2026

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Imagine a prosperous business with pride in its brilliant staff and innovative projects. However, employee attrition, a hidden but substantial concern, looms in the background. Despite its success, the company has trouble keeping its top performers, leading to a never-ending hiring and training cycle that depletes resources and stifles development. In the cutthroat corporate environment of today, this scenario is all too often underscoring the urgent need to comprehend staff attrition and take preventative steps.

When discussing employee attrition, various factors include terminations, retirements, resignations, and unplanned incidents. As we know, the excessiveness of anything is nothing but trouble; similarly, excessive attrition can be an extra expense for companies regarding recruitment costs, the loss of institutional knowledge, and team cohesion. However, a standard degree of turnover is inescapable and may even aid in businesses’ success. Organizations must take a proactive technique to address the underlying grounds for attrition and establish an atmosphere encouraging employee engagement, contentment, and dedication. This blog will look at different parts of talent attrition and how to prevent it .

Employee Attrition: Overview

Leaving a company either voluntarily or involuntarily is referred to as employee attrition. It is a way to gauge how frequently workers leave an organization over a given period. Differentiating between voluntary and involuntary attrition is crucial. Employees who willingly leave an organization do so of their own unrestricted choice. However, those who voluntarily leave an organization due to circumstances beyond their authority, such as layoffs or termination, do not.

According to our Decoding Jobs Sectoral Reports, more than 2 million IT workers are anticipated to leave their employment by 2025, adding to the sector’s already challenging circumstances with attrition rates between 23-25%. Despite organizations’ best efforts, the situation still seems terrible. With the Indian IT sector employing over 5 million people and currently valued at $227 billion, the impending loss of talent raises serious concerns.

Employee Attrition Vs. Employee Turnover

Employee Attrition: Employee attrition is the natural process of employees departing a company over time. Both consensual and involuntary separations are included. Attrition can happen for various reasons, including employee departure for other possibilities, retirement, termination, or layoff. It is a gauge of the pace at which workers leave a business.

Employee Turnover: “Employee turnover” explicitly refers to the frequency employees depart from a company and must be replaced. Typically, it concentrates on voluntarily ending relationships, like resignations. When calculating turnover, it’s common to use a percentage representing the number of departing employees divided by the total number of employees over a given period.

What Causes Employee Attrition?

Attrition rates are rising in the Indian IT industry for a number of reasons. Attrition rates for contract staffing have significantly increased, rising as high as 55% from 49% the year before. Similar turnover rates of between 25 and 30 percent have been observed among permanent hires, indicating a concerning trend. These figures from our Decoding Jobs Sectoral Reports highlight the difficulties the industry has in keeping its skilled employees.

While Accenture does not share country-wise attrition rates, it was 14 percent for the company as a whole last year. Accenture globally has a strength of 674,000 people. Millennial and GenZ employees make up nearly 90 percent of the workforce of Accenture in India. The company encourages employees to set personalized priorities, and the performance management process helps managers focus on these priorities and share continuous feedback. “Our purpose, which is to deliver on the promise of technology and human ingenuity, shapes our overall growth strategy and priorities,” says Lakshmi, C., MD and Lead-Human Resources, Accenture in India, mentioned in our report of Best Companies To Work For.

Following are a few typical reasons for talent attrition:

Lack of Career Advancement: Employees who perceive little room for growth and advancement in their current positions may look for opportunities elsewhere. Attrition and disengagement can occur when a lack of a defined professional path or development opportunities exists.

Inadequate Compensation and Benefits: Employee retention depends heavily on competitive compensation. Employees may be inclined to look into positions with greater pay and perks if they feel their pay needs to reflect their contributions or the market value of their talents.

Poor Work-Life Balance: An unbalanced relationship between work and personal life can cause burnout and employee discontent. Employees may look for opportunities that offer a better balance if an organization frequently requires long working hours or fails to offer flexible work arrangements.

Lack of Recognition and Appreciation: Employees thrive when their contributions are recognized and valued. They may feel underappreciated and disconnected when their efforts go undetected or unappreciated, which can eventually result in talent attrition.

Poor Leadership and Management Techniques: Managers and supervisors are vital to employee retention and happiness. Employees may leave the company due to a lack of proper management, micromanagement, support, or a toxic work environment.

Strategies to Prevent Voluntary Attrition

Equip Managers with Effective Management Skills: Recognise that effective management calls for a specific set of abilities. Develop your managers’ leadership and team-supporting skills by offering thorough training programs. Investing in management training ensures the retention of competent managers, which also lowers worker attrition.

Conduct a Salary Survey and Benchmark Salaries: Conduct a thorough salary survey to assess your pay structure. Make sure that your pay is fair and in line with market prices. Retaining employees is difficult if they believe their pay is below the industry average.

Implement Stay Interviews: Hold stay interviews to show that you genuinely care about the opinions of your staff. Use the information you learned from these interviews to change and improve the organization as needed. Employee retention is improved and prevented by acting on the feedback obtained.

Foster flexibility: By accepting flexible work arrangements like flexible start times or remote working alternatives. Many jobs can be successfully carried out from home, based on the lessons learned from the move to remote work in 2020. By allowing flexibility, employers can increase satisfaction among workers and lower attrition.

Ensure Accurate Job Postings: Create job postings that are true to the position being offered and your organization. Higher attrition rates may result from candidates being misinformed about the requirements of the job or the workplace. Candidates that genuinely want to work for your company are more likely to apply when job advertisements are transparent.

Review and improve the perks and benefits: Make sure your benefits and perk package are consistently reviewed to reflect your staff’s changing demands and preferences. Take into account their demographics and modify the services as necessary. For instance, younger staff members might emphasize perks differently than those with family obligations.

Wrapping Up

Numerous businesses only pay attention to staff turnover rates, which can exclude crucial information. You must be aware of employee turnover at your organization, its reasons, and the best ways to handle skills gaps. According to a recent study, employees typically leave their jobs over issues employers might resolve. Long-term workforce planning techniques can be used to control attrition so that it does not negatively impact your organization by having a clear grasp of the reasons for employee attrition at your company and an overview of your attrition rates.

To increase employee retention, use Taggd’s knowledge to find the perfect fit for various positions. Organisations can boost the possibility of sustained employee engagement and satisfaction with Taggd.

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Recent months have seen a flurry of headlines announcing massive layoffs in the tech industry — sparking fear, uncertainty, and disruption for those affected.

Started by the Big Tech companies laying off thousands of employees globally mid-2022, the ripple effect soon reached India, with over 130,000 employees already out of their jobs until now.

While the cloud of layoffs is yet to completely pass, and no one can definitively predict when it will– there is a palpable concern among employers and employees to know how the job market in India will shape up in 2023 amid these unprecedented times. Taggd has addressed these concerns in the latest report of Decoding Jobs 2023 which navigates the job market in India 2023.

How Will The Layoffs Impact Shape Up In 2023?

The scale of the layoffs is at a level that is reminiscent of the unforgettable 2001 and 2008 layoffs. While the situation is grim, the trends do not indicate that it will turn out like those two periods. However, the impact of the layoffs will bring out several changes in the job market.

1. No rapid hiring:The quick-scale hiring approach that leading IT firms adopted during the pandemic to meet the rapid surge in client-side demand is a trend whose time is up. The demand curve has almost flattened and companies are spending every penny after careful consideration. Hiring in 2023 will be the old school way– calculative and for the long run.
2. From an employee to employers market:The heightened demand-supply gap during the past few years (amid a growing economy) had shifted the hiring advantage in favor of employees. However, the slew of layoffs and a relatively weak economy has shifted the balance of power in favor of employers.
3. Expansion of talent pool:The sudden layoffs have flooded the talent pool with skilled tech talent, several highly trained too, which will help reduce the demand-supply gap, and help find high-quality talent more easily. However, the availability of highly trained employees in niche skills like AI/ML/DevOps continues to remain a challenge.
4. Non-tech companies to emerge as potential tech employers:The rising focus on digitalizing process flows coupled with a growing demand for IT functions in conventionally non-tech sectors like automobiles, telecom, BFSI, and manufacturing, will see non-tech companies emerging as potential high-value employers of tech talent.
5. Realignment of talent pipelines for tech companies:Fundamentally sound tech companies will see 2023 as the right time to capitalize their strong cash flows to realign their talent pipeline for the long run with highly trained skilled talent without facing intense pressures of market cannibalization.
6. Replacement hiring:Talent, especially at the mid and senior levels, will face the pressure of being replaced with lower cost new hires from the suddenly large talent pool hungry for jobs, or with internal entry-level hires that the company has nurtured at more competitive compensations.

Will 2023 Be Better than 2022?

India continues to remain the fastest-growing economy globally, and is set to buck the overall bleak hiring trend indicated by most economies for 2023. The government’s strong focus on encouraging FDI and building India as the global business hub is panning out positively, and 4 out of 10 employers in India expect to see a 20% uptick in hiring in the coming year, with 7 in 10 IT companies expected to increase their workforce in Q1 2023.

2022 was a year of correction and rationalizations, and the job market will grow in a better direction in 2023 driven by a rising focus on employee wellness in terms of job flexibility, diversity, and wellness, and a rising demand for talents with skills in the field of AI, ML, DevOps, cloud computing, process engineering, and data analytics.

Taggd, India’s leading digital recruitment platform, is revolutionizing the hiring process for companies in 14+ industries. Visit Taggd to learn more about our end-to-end recruiting solutions!

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The IT and ITes industry in India constantly faces the challenge of finding the right talent pool. The industry and government are jointly taking several educational initiatives to bridge the talent gap. A prominent focus area to achieve this goal is to promote the share of women in India’s IT workforce.

According to NASSCOM, women contribute only 34% of the total IT workforce at present. The gender gap is evident, and companies are proactively introducing steps to encourage the share of women in their companies.

But what’s the realization that has prompted tech companies and IT recruitment companies to introduce this welcome move of improving their hiring practices in favor of women?

In this blog, we will provide a glimpse of how women can be the answer to the dearth of quality IT talent, and provide insights about the aspirations and needs of women working in the IT sector.

How Can Women Close the Talent Gap in IT?

IT is a diverse field that requires advanced problem solving skills with an innovative and leadership mindset. According to a Pew Research Center report, women rank higher than men on the leadership spectrum.

With the IT space witnessing rapid changes in terms of technology, it is imperative that the workforce upskills itself. Women are more open to upskilling, and a survey found out that almost 94% of the participating women believed and were open to upskilling to progress in their jobs.

Women can fill crucial shortages and skills gaps in the IT sector. That’s evident. Their share of the talent pool is also bound to significantly increase as the number of women in B.Tech courses has seen a 2x uptick over the past five years.

This gives tech companies an opportunity to hire more female talent and train them with the specific skills required for the job. But, what do they want and what can companies do to hire and retain them?

What are Women in Tech Looking for?

As per Taggd-Business Today Best Companies to Work For Survey 2022, the perceptions and aspirations of India’s women workforce is looking for:

• Learning & Development Opportunities

Women want to continuously develop their skills so that they can remain competitive in this ever-evolving IT industry. According to Taggd’s Women in IT report, 53% of women working in tech companies ranked training opportunities as one of the top five incentives offered by their organizations.

• Flexibility

Flexible work arrangements and a good work-life balance are important factors for women in tech. Women conventionally have more domestic responsibilities, which can make it difficult for them to work in the traditional 9-5 job or a rigid work from office setup. As per our report, about 43% of the women preferred working from home, while 42% preferred hybrid work mode.

• Equal Opportunities

Despite having the same qualifications and experience, women tech professionals often earn less than their male counterparts. As per the findings of Skillsoft’s report, 47% of the women said they believed that men were more likely to be promoted than women, even when they had the same skill level.

• Women in Leadership Roles

Women are often the minority in leadership teams, creating a feeling of isolation. According to our report, 47% of women say that more women in leadership positions at tech companies would inspire them to pursue tech-related roles. 

Top Fields Preferred by Women in IT

• Data management
• Programming languages
• Application development
• Cloud computing

Best Practices for Hiring Women in Tech

• Companies should set clear diversity goals to help create a more diverse workplace.
• Using women-friendly platforms to hire candidates can allow companies to increase the pool of qualified women candidates..
• Companies should review their policies and introduce changes that will make working easier for women.
• Hiring from non-tier one cities can also increase the pool of women’s talent.

How can Taggd Help in Closing the Talent Gap?

Taggd can help you close the talent gap by providing you with access to a pool of qualified and talented women IT professionals.

We offer a proprietary digital recruitment platform that connects companies with pre-screened, pre-interviewed, and ready-to-hire talent. Taggd has a database of over one million active candidates, including women IT professionals, who are looking for opportunities to work with leading companies.

We understand the importance of diversity in the workplace and are committed to helping companies create a more diverse workforce. If you’re looking to hire women in tech, Taggd can be a valuable resource. With its large talent pool recruitment and powerful search capabilities, you can bridge the talent gap efficiently.

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In this hyper-competitive hiring landscape, it can take a lot of work to keep up with the latest job trends and succeed in finding talent. Be it understanding the ever-evolving candidate aspirations, finding the right talent pool, pitching the correct company image, or, knowing which recruiting tactics work best for your industry– the list goes on.

Staying ahead of the curve is not an edge anymore; it’s an underlining necessity. A well-designed recruitment process is vital for both employers and candidates.

Finding the right candidate for the job is paramount for maintaining the quality of hire and, consequently– the company’s top and bottom lines. On the other hand, an end-to-end recruitment process not only ensures maximum hiring efficiency but also guarantees a fulfilling candidate experience by communicating the company’s culture and role expectations in a transparent manner from the get-go.

Given the complexity and nuances involved in recruitment, it’s best to collaborate with specialists. Taggd’s been in the thick of white-collar hiring across 14+ industries and has established itself as a prominent name in the RPO space in India. But, what’s the recipe that helps us find the right match for you?

The Taggd Way of Finding the Right Candidates

Taggd is a cutting-edge Human x AI-powered platform that is changing the way of recruitment. We believe in finding candidates and matching them with the right job and company. Our unique approach takes into account a variety of factors to ensure both are satisfied with the outcome.

For employers, Taggd offers access to a vast pool of talent to hire candidates for jobs. We also provide valuable insights into the latest trends in the job market, be it in auto or IT hiring, that helps you maintain your competitive edge while hiring quality talent in such highly-cannibalized markets.

For candidates, this means having access to exclusive jobs that match their skills and goals. Taggd also offers an enriched profile that contains interview feedback, assessments, video resume, identity checks, and more. These features are also beneficial for passive candidates to stand out from the crowd and make them more noticeable to potential employers.

In addition, our Taggd Score Model evaluates a candidate’s skills, experience, and suitability for a particular role. This allows talent acquisition teams to filter profiles and hire candidates faster.

What makes us a unique recruitment platform and how to find candidates for jobs?

• We provide AI-powered stack ranking to help you find the best match 50% faster.
• A fair evaluation of all the candidates for a diverse and unbiased workforce.
• Easily downloadable candidate profiles that are comprehensive and verified.
• Employers get a 360° profile view and 70% improved candidate data sufficiency.
• Employers get a 360° profile view and 70% improved candidate data sufficiency.

For candidates, we offer the following:

• Transparency in every step of the recruitment process.
• Suitable job recommendations based on candidate profile.
• Taggd Candidate Enriched Profile curated for every individual.
• Comprehensive feedback to candidates on their suitability for a particular job.
• The Career Circle Community for industry insights and facilitate career growth.

Given its rich background in the hiring industry, Taggd has grown to be one of the top recruiting companies in India. We help companies in optimizing hiring resources and in recruiting talent by providing them access to promising and potential candidates from a pool of 1 million+ candidates.

We have taken AI hiring to the next level — changing how companies hire talent by making the process more efficient, transparent and engaging.

With expertise in 14+ industries and an experience in dealing with over 100 clients, Taggd can serve as the answer for your end-to-end recruitment needs.

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“India Inc is bouncing back – faster, stronger, and more confident than ever.” 2022 Is The Year That Employers Are Finding Themselves More Prepared to Face Challenges. Check out the top sectors where hiring talent appears to be at an all-time high in 2022.

BFSI Job Marketing Will Continue To Grow This Year

Global In-House Centres in India are Hiring Specialized Talent This Year

Hiring in Internet Business is Continued To PickUp The Monument

The Indian IT Industry Has Seen Considerable Growth Since Mid-2021

The EV- Focused Auto Industry Showed One Of The Highest Hiring Intents, Have a Look

The Hiring Outlook Is Expected Pick Up After A Long Gap In Manufacturing Sector

Conclusion

With the ongoing talent war in 2022, the crunch for talent, and the high rates of offer dropouts, employers are forced to hire from various segments. The infographics above give a good understanding of  talent hiring  in different sectors. Also Download the Decoding Jobs India Compendium covers the key hiring trends, best practices, and challenges that shaped the talent landscape in 2021 and remain dominant in 2022.

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India Inc wholeheartedly reinvented itself during the COVID times and rapidly realigned its operations and processes to come out of the lull posed by the first lockdown.

With that phase far away in the rear-view mirror, the consensus among all industry participants is that they are adequately equipped to face similar challenges in the future without significant disruptions and that the focus should now only be on growth – Rapid growth. To meet that goal, the industry is vigorously emphasizing hiring candidates who are skilled and flexible-minded.

The 2020 hiring freeze was a black swan event, and once businesses came out of the initial shock of the first-of-its-kind lockdown, hiring and recruitment saw an immediate uptick. In FY 21-22, the effect of a low base year and pent-up demand saw hiring increase by 34% to reach stable levels.

In FY 22-23, we estimate a 31% YoY hiring growth rate across key sectors, which signals that the economy is marching on the right track and is set for a bright future in the coming years.

What are the top sectors with the maximum hiring activity?

In our Decoding Jobs Industry Sectoral Report for 2022prepared in association with the Confederation of Indian Industry (CII) and Sunstone Eduversity, we have analyzed the hiring activities in all key sectors and presented their hiring outlook based on multiple parameters.

Based on the findings of the report, the top five sectors expected to see the maximum hiring uptick in 2022 are:

1. Internet businesses
2. IT/Tech
3. Automotive
4. BFSI
5. Pharma/Healthcare

What are some prominent hiring trends this year?

There have been some positive trends that hint at organizations looking to strengthen themselves by building a dynamic workforce selected from a wide talent pool. Below are some insights:

1. Remote working: Companies are moving towards offering more flexibility, with an average of 23% of the workforce expected to work from home across all sectors in 2022.
2. Gender diversity: There is upward growth in hiring women across all designations to make the workspace more inclusive, with 2022 expected to see an estimated 36% increase in women hiring.
3. Contractual hiring: The landscape is witnessing a refreshed mindset, with a significant increase in the hiring intent of gig workers across key sectors, such as BFSI (from 19% in 2021 to 29% in 2022) and global in-house centers (from 7% in 2021 to 17% in 2022)
4. Tech and non-tech skills: Companies are increasingly looking for a balanced mix of soft and technical skills. Preference is also being given to employees who are eagerly willing to upskill, adopt tech-related skills, and switch to new roles quickly.

What is the outlook for Q2 2022?

Q1 saw companies going all out to hire talent in bulk. Like the first quarter this year, the year-on-year growth will be visible across most of the key sectors in Q2 as well.

With a significant portion of annual hiring capacity already achieved in the first quarter, we expect to see an overall 20-25% hiring dip in Q2 vis-a-vis Q1.

However, some sectors might prove to be outliers as they are experiencing a renewed surge in demand, such as automotive and ancillary services, cybersecurity, hospitality, education, and real estate.

You can also Join Career Circles so you can find the latest updates and insights to help you elevate your profession! 

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The pandemic-induced lockdown has given further impetus to digitization and technology, due to which the demand for tech candidates increased, and so did the pressure on tech recruiters. In this competitive market, tech recruiters need to have a strategic hiring process using the best practices.

If you’re an IT hiring manager or recruiter, here are a few practices to source quality technology candidates.

Sourcing through communities

Tech-focused online communities such as Career Circles , We-Ace, Techmakers, etc., which focus on bringing together professionals from similar skill groups, have access to some of the finest talents available.

That’s not all – to find niche tech talent, there are communities like GitHub where you can find developers and their work. Communities like these are an excellent opportunity for employers to find their next hire and for employees to really explore what they’re looking for.

Exploring Social Media Hiring

Social media is an amazing tool to attract the best talent and engage with them in meaningful conversations. LinkedIn is a proven market leader in social media hiring. In addition to posting jobs, LinkedIn Live is a great place to stream live videos to know your audience and engage with them. Talent Acquisition teams can host casual discussions for the potential to showcase the office space and culture, or even get hiring managers to speak about how to get hired for different roles, and what kind of skills are they looking for.

LinkedIn isn’t the only social media platform for recruitment. Facebook, Twitter, and even WhatsApp and Instagram can also act as resourceful social media platforms for hiring talent.

WhatsApp, for instance, is a great way to get hold of candidates who are otherwise difficult to reach. The biggest advantage of social media is that it is instant and is used by individuals constantly throughout the day.

Read here to see how recruiters have utilized social media to attract quality talent. 

Curated Questions to Refine Quality

Recruiters and hiring managers can discuss among themselves to identify candidates with no-compromise skills and good-to-have skills. Most importantly, incorporating questions related to the ‘must-have’ skills of your organization’s demands can greatly impact recruiting the apt talent.

Try and analyze the candidates at the initial stage by adding 5-10 questions to refine the quality. Distinct questions for every skill family and every requirement can be identified to fine tune the refining process and to provide a quality profile.

Post-Offer Activities

Once hired, the selected candidates can be integrated into the respective roles. Building strategic check-ins with new talent helps in engagement and motivation by connecting them with HMs and buddies. Furthermore, creating some excitement towards the company and its work environment is a brilliant way to discuss its selling points and advantages.

Conclusion

Sourcing and recruiting technology candidates need not be intimidating or frustrating. It is fun, challenging, and inspiring with the right understanding of the different job search platforms and the talent available out there. The above tips and innovative ways can be helpful to find the right fit and fill your hiring and recruitment funnel with competent candidates.

To know more about best practices and key hiring metrics that matter, download the Decoding Jobs India Reports 2022.

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As a highly in-demand requirement for career professionals, dotnet (.net) is a domain that is increasing in importance with each passing day. Today, dotnet (.net) is adopted by most companies in India for software development, making it a highly sought-after skill to possess.  

In this session of Career Circle, Taggd’s Chief Digital Transformation Head, Mr Vishal Bharadwaj, took the initiative of having a riveting conversation with industry experts, Mr Neeraj Persai, Microsoft Practice (Digital Apps), Wipro, and Ms Srishti Lal, Head of  talent acquisition for Wipro Technologies to understand what companies like Wipro look for while sourcing talent and hire candidates for job, at junior and senior-level positions, in the dotnet (.net) space.  

You can also watch the session here.

Dotnet (.net)’s Role in India’s IT Industry

As part of the dotnet (.net) industry, we are constantly coming up with new patterns and practices to execute projects efficiently. In this regard, technical qualities and capabilities are essential – not just from the perspective of the existing talent community, but also an understanding of its potential. Companies like Wipro are highly focused on resource grooming – this helps candidates understand, assess, and learn. So, we are here to help people understand the space dotnet (.net) is headed, and the challenges associated therewith. In terms of hiring professionals, some of the main hurdles lie in evaluating how well a candidate knows their fundamentals, and how ready they are to take on an evolving role in this space.

What are some basics a candidate should know for a dotnet (.net) interview?

When we screen candidates for jobs in the dotnet (.net) space, we thoroughly examine people’s attitudes. A person’s attitude towards technology, how they understand the overall requirement, and their business perspective, is highly key. We look for people from a talent community who try to achieve a holistic requirement implementation. Secondly, we also evaluate how effectively a person undertakes problem-solving, which means that individuals should ideally be keen on doing more analysis which helps them come up with more problems and, therefore, apply more skills. Finally, we also look for the thirst to be technically proficient – so if a person is constantly learning new things and adapting those into their implementation, they will have the upper hand over their peers.

Conclusion

In a constantly developing world, it is important for dotnet (.net) professionals to upskill, understand an organisation’s culture, and contribute to it in a dynamic manner. Since learning is a continuous exercise, employers focus on IT by hiring professionals from a talent community that indulges in upskilling. You can find dotnet (.net) opportunities at Wipro Technologies, at multiple locations across India here. You can also Join Career Circles so you can find the latest updates and insights to help you elevate your profession!  

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Did you know that 72% of working Indian women reject roles that disallow flexible working? Or that 70% of women have considered quitting their jobs due to the lack of flexible policies?  

The current gap between demand and supply of talent is about 21% in India. In order to bridge this gap, companies today are eager to increase diversity hiring, as a result of which the share of female employees has been on an upward incline. Companies like Vedanta Limited, Tata Steel, TVS Motor Company, MG Motor India have all increased their share of women hires, especially in the wake of automation and the need for leadership. Now, more than 50% of the companies in India are actively hiring women to meet the talent shortage in the market, employers are increasing modifying internal policies to keep up with the changing needs.  

What Indian Women in Workforce Want?

What Indian Women in Workforce Want?  According to the Taggd-Business Today Best Companies to Work for Survey 2022 flexibility is a key ask of today’s workforce, particularly evident in the cohort of women workforce. Be it the type of work, timings, quality, or the location, supporting the flexibility needs of employees is the need of the hour. 

As per the report, 42.66% of women prefer working from home, and 41.61% prefer a hybrid mode of working that affords them greater flexibility. In fact, more than half women respondents said they would take a job that gave them the freedom to choose the work assignments and timings over better compensation, growth opportunities, or other reasons. The findings also highlight that nearly 40% of working women in India prefer to work at companies with greater clarity of shared organisational and business goals. This is closely followed by 21% of women looking for growth and learning opportunities.  

Moreover, according to the recent Linked Consumer Report findings, given flexibility at the workplace, women are more likely to (a) move ahead in their careers at a faster pace,

(b) enjoy a better work-life balance,

(c) have better mental health; and

(d) retain their jobs for a longer period.  

Making a difference 

Taggd as a digital recruitment platform has worked with several companies to identify gender gaps and opportunities for flexible working. From helping companies make their working hours, locations and CTQs more flexible to identifying and creating a robust ‘return to work’ women talent pool, Taggd has been instrumental in expanding organizations talent pool and truly #MadeADifference by tapping bridging the gap between women talent and the workplace.  

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