The recent reports from Business standard indicate that top IT
services firms are adopting a tiered hiring approach by offering higher
salaries to attract entry-level talent, driven by significant technological
advancements.
Top IT services firms are increasingly adopting a tiered hiring
strategy in which they are attracting entry-level talents at higher salaries,
amid a major technological shift, say HR analysts.
About five years ago, Tata Consultancy Services (TCS), Accenture,
Infosys, Wipro, Cognizant, and Capgemini, among others, were the companies who
had formulated this strategy.
IT services companies were losing talented freshers to MNCs and
differentiating the engineers based on assessments has given them the ability
to financially bucket these grads into different pay packets. This allowed them
to hire highly skilled and in some cases freshers from premier colleges at
higher pay brackets,” said Kamal Karanth, founder and CEO, Xpheno, a specialist
staffing enterprise.
A fresher joining the IT services sector gets anywhere from Rs
3.25 lakh to Rs 3.5 lakh per annum. Freshers who get selected through this
tiered framework can get salaries that range from Rs 6.25 lakh to Rs 12 lakh
per annum.
With the campus hiring in the slow lane, hiring under this tiered
framework has also taken a hit, but campus placement heads and HR specialists
that Business Standard spoke to opined that with artificial intelligence and
new-age technologies in focus, this strategy will now become the core focus
area.A decade ago, most of the engineering hiring done by the IT services was
largely plain vanilla type of hiring. Again from a skill point the projects
that IT services handled were also application development management type that
entailed Java, Testing, SAP or Oracle. This started to change when the buzz of
digitization started. Clients would also say that they do not want the same
plain vanilla engineering talent skill sets. Over the years, software
development also started to undergo changes,” explains S Pasupathi, COO,
HirePro.These firms would pay a higher level of salary for a fresher, which was
Rs 7 lakh. So the top talent started to move there,” said a head of HR
operations in a mid-tier IT services firm.
Neeti Sharma, CEO Teamlease Digital believes that as a strategy,
differential salary at fresher level, even in a slow hiring market has not lost
its relevance.
“Each of these categories under the differential salary comes with
different salary levels, educational level as well as aptitude,” she explains.
“We have seen that people hired through these funnels, the
stickiness of these employees increases. We have seen that the attrition in
this hiring goes down by 8-10 per cent,” she added.
In the case of talent, this works for the freshers as well, since
those who get hired through this route get a clear growth potential for them as
well as a clear career road map.
Though this was launched in 2019-2020, those hired through this
tiered structure formed 20-30 per cent of the total fresher hiring that was
being done by the companies.
Dr. V Samuel Rajkumar, director (career development), VIT Vellore,
says that of the total students hired over the last two to three years, almost
20 per cent were hired through this tiered framework at the campus.
In 2024 Accenture handed 181 offers for freshers from VIT for the
role of Advanced Engineering with a package of Rs 11.89 lakh. In 2023 it was
201 offers, and 289 offers in 2022.
Pasupathi believes that going ahead, as the market opens the focus
will be on hiring through this tiered framework. The ratio of such hiring
already touched a ratio of 30:70, which is likely to change over the years.
Read more at:
https://www.business-standard.com/industry/news/ninja-turbo-or-genc-pro-different-level-of-fresher-salary-hr-analysts-124061400823_1.html