Startup Observer.com
  • Home
  • Industries
  • Innovation
  • outsourcing
  • Business
  • Finance
  • Headlines
  • Opinion
  • News
Home Business An opportune time for IT employees to look for their dream job and focus on the long term
Business

An opportune time for IT employees to look for their dream job and focus on the long term

by maria December 8, 2021
December 8, 2021
gawdo

By: Rishi Agrawal, Global Delivery Head & SVP – Application, Automation and Analytics Services, 3i Infotech 

Recently, I got a panic request from one of a technical professional who has worked with me, for an urgent job change without any salary hike. While reviewing his profile, I saw that he has recently switched his job around three months back and changed two jobs in last one year with almost 3X salary, so I discussed with him about his reason for the change again. Based on this discussion and few incidents recently, I thought of writing my point of view with recommendation and guidance around the current IT employment situation. Recently, there has been a rush to hire technical resources as freshers and lateral hiring across all levels & roles with expertise in technology, digital technologies e.g., cloud, AI, Machine Learning, deep learning, data science and analytics etc. 

I started my career 21 years back during the dotcom bubble. Then onwards, I have seen multiple cycles of ups and downs in the demand for technical and technology-based experts which has gone for years. But now we could see a complete swing of opportunities in last 3-4 months where salaries and expectations are skyrocketing due to a gap created during the pandemic.

Now, remote working/work from home is stabilised and corporates are ready to track productivity across the globe with significant increase in skilled / lateral manpower to start executing all available work and also build the right business continuity, to make sure there will be no disruption due to any future pandemic wave. Hence, there is a significant increase in salary for junior resources to augment/build the team. The instances resulting from these changes include:

  • Employees have started getting multiple offers and counteroffers are increasing multifold
  • Projects which are in progress are impacted severely due to cost factor and rotation of employees. Hence, project managers need to explore ways to reduce the cost
  • All contingencies and buffers of the engagements are exhausted from higher CTC
  • Now with high CTC, productivity expectations have also increased manyfold, which means employees need to perform better
  • Considering above points, below are some of the suggestions for the employees, both experienced and freshers
    Select right company: With multiple job opportunities in hand, every employee has the option to choose the right company
  • Along with salary, employees should look into other details to make sure they have the capabilities to deliver
  • With higher salary comes higher expectations, so employees have options to select best suited opportunity in line with their capabilities and continue to be star performers

As the hiring demand increases and continues to grow, here are some recommendations for employers: 

  • Provide a career growth and job clarity to employees, instead of giving counteroffers with salary hike. Companies need to spend to create their brand value, career growth opportunities and project activities, to make sure they hire the right candidates for long term
  • Avoid using fail-fast strategy on employees: Sometimes organizations hire buffer candidates and if they don’t meet the expectations, they are asked to leave. Instead, candidates must be assessed thoroughly and made sure they are given enough time to perform
  • Short notice period: 4-6 weeks of notice period is a good time for knowledge transition. Also, during notice period, many employees are non-productive as they spend time to complete HR formalities
  • Right references: If candidates work with a company for longer duration, they build good references. There is no point having references if candidates have spent less than one year in a company
  • Faster onboarding: Most of time the onboarding process is very long with many steps involved. It starts with HR onboarding, followed by practice/BU and project team. It is good to show a collaborative approach while onboarding candidates. But it is also important to have quick discussions with relevant teams
  • Clear job role and description: This is the most important area in finalising the right candidate. Many a times, JDs have content which doesn’t match with candidates. The hiring team focuses only on keywords and not on actual job role, profile and work. There should always be a discussion with the team that the candidate will join, to make set the expectations right before onboarding
  • Job location: As work from home and remote work has become a reality, at present no has clear roadmap for future of work. The HR should discuss with the employees on back to office plan, so that it doesn’t impact business continuity post pandemic

Every employee should understand their capabilities, interest, and passion to work with full dedication, build their competency to justify their salary hikes, instead of considering it as a market driven opportunity and fall short of their deliverables. In short, this is a good time for employees to decide on their future, look for their dream job and focus on the long term.

www.gawdo.com
Share on FacebookShare on TwitterShare on Linkedin
0 FacebookTwitterPinterestEmail
previous post
Cricket-England skittled for 147 as Australia captain Cummins shines
next post
Five Steps to Mastering Performance Management for SMEs in 2022

You may also like

EHL partners Emirates to take new hospitality strategy...

June 28, 2022

Celonis and EcoVadis outline sustainable procurement partnership 

June 27, 2022

How can retailers launch an effective marketplace platform?

June 24, 2022
Editorial & Advertiser disclosureEditorial & Advertiser disclosureOur website provides you with information, news, press releases, Opinion and advertorials on various financial products and services. This is not to be considered as financial advice and should be considered only for information purposes. We cannot guarantee the accuracy or applicability of any information provided with respect to your individual or personal circumstances. Please seek Professional advice from a qualified professional before making any financial decisions. We link to various third party websites, affiliate sales networks, and may link to our advertising partners websites. Though we are tied up with various advertising and affiliate networks, this does not affect our analysis or opinion. When you view or click on certain links available on our articles, our partners may compensate us for displaying the content to you, or make a purchase or fill a form. This will not incur any additional charges to you. To make things simpler for you to identity or distinguish sponsored articles or links, you may consider all articles or links hosted on our site as a partner endorsed link.
gawdo.com
https://www.gawdo.com
  • About us
  • Advertising & Terms of Use
  • Contact Us
  • Privacy Policy

@2021 - All Right Reserved.


Back To Top
Startup Observer.com
  • Home
  • Industries
  • Innovation
  • outsourcing
  • Business
  • Finance
  • Headlines
  • Opinion
  • News
We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. By clicking “Accept All”, you consent to the use of ALL the cookies. However, you may visit "Cookie Settings" to provide a controlled consent.
Cookie SettingsAccept All
Manage consent

Privacy Overview

This website uses cookies to improve your experience while you navigate through the website. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may have an effect on your browsing experience.
Necessary
Always Enabled
Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.
Non-necessary
Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.
SAVE & ACCEPT