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leadcap.net
Understanding Non-Technical Skill Priorities in Entry and Mid Level Recruitments
leadcap.net
PRELUDE TO RESEARCH
30 lakh graduates join the Indian job market every year but only about 5 lakh are considered employable (NSDC)
Over 80% of engineering graduates in India unemployable (Aspiring Minds Report 2016)
Only 3% engineers have suitable skills to be employed in software or product market, and only 7% can handle core engineering tasks (Aspiring Minds Report 2016)
52% of Indian employees remain somewhat dissatisfied in their jobs (Dale Carnegie India)
Growing skills gap in India is estimated to be more than 25 crore workers by 2022 (NSDC)
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Objectives: To understand important attributes for hiring entry level and mid level employees
Sample: 75 HR Heads, CHRO etc.
Interview method: Online & Telephone Location: Across India primarily metros
Analysis: Entry level vs. Mid level
RESEARCH OVERVIEW
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WHAT’S NEW WITH THIS
• Considers companies with 50+ full time employees
• Combines hard and soft skills• Covers all levels of hiring including senior
management / board
Other Global/India
Survey
• Included companies with 10+ employees (startups)
• Only soft skills• Major focus on entry level hiring• Captures new attributes like commitment,
ability to learn, responsibility, set goals etc
MTHR LeadCap Survey
leadcap.net
• More than two third respondents were top executives or heads of business units / regions / divisions• One third of the participating companies belonged to IT / consulting industry• Average no of employees in participating companies is 345
Key Insights
20%
3%
17%
11%
26%
23%
< 50 50–150 151–500 501–1,000
1,001–5,000 > 5,000
Q9.Level Q11a. What is the approximate number of employees in your company? Q11b.Type of the company
NO OF EMPLOYEE
RESPONDENT PROFILE
9%6%
19%
4%7%
34%
10%
6%5%
BFSI Constuction Manufacturing Education
Logistics Consulting/IT Healthcare/Media Hospitality
Other
TYPE OF THE COMPANY
23%
10%
19%2%
45%
2%
Top Executive/Owner Middle Management & AdvisersSenior Executive/Board Member Fuctional staffHead of Business Unit/Head of RegionOther
LEVEL
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• 15% companies surveyed were MNCs• Mumbai/MMR, Bengaluru and Pune are top 3 cities covered
Key Insights
12.Company domicile? 14.Postal Code/City?
85%
15%
India Multinational
COMPANY DOMICILE
RESPONDENT PROFILE
1%
30%
4%
5%1%3%
10%
45%
1%
Ahmedabad Bengaluru Chennai Delhi/NCRHyderabad Kolkata Pune Mumbai/MMROther locations
CITY
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KEY HIGHLIGHTS
Ability to learn, responsibility and
commitment are top 3 important attributes
considered while hiring for entry level candidates
For mid level – communications, credibility and ability to set goals are
top 3 attributes considered
A majority stress on hard skill for entry level while
they stress on soft skills for mid level hiring
Education system, quality of engineering / technical colleges and quality of
faculty / teaching are rated poorly by almost three
fourths of HR professionals
leadcap.net
• Ability to learn, responsibility and commitment are top 3 important attributes considered while hiring for entry level candidates
• For mid level – communications, credibility and ability to set goals are top 3 attributes considered
Key Insights
IMPORTANT ATTRIBUTES – HIGH
1. From the following list, please select the ten most important attributes that are required for a typical entry level and middle level employee. Rank them from 1 (most important) to 10 (least important). 2. What is the middle level of these qualities that you look out for, when you are recruiting a employee in your company? 1-Low, 7-High
ENTRY LEVELMIDDLE LEVEL
Ability to learn Responsibility
75%
Commitment
63% 68% 5.50
Communication Enthusiasm Analytical skill
44%46%51%
Collaboration Discipline Attention to detail
42% 39%41%
Communication Credibility Ability to set goals
74%86%100%
Ability to achieve goals Commitment Flexibility
62% 54%74%
54%
Reliability Ability to learn
43%
Collaboration
43%
3.43 3.36
3.31 3.20 3.06
7 6.71 5.80
5.805.2 5.03
5.03 4.61 4.61
6.42 4.62
3.92
Weighted average on 7 point scaleTotal percentage
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COMPARISION WITH OTHERS
Rank
1 Communication Problem Solving Communication Communication
2 Well Organized Coordination Interpersonal skills Ability to learn
3 Team Player People Management Adaptability Responsibility
4 Always Punctual Critical thinker Problem Solving Commitment
5 Critical thinker Negotiation Emotional Intelligence Credibility
6 Social Quality Control Creativity Enthusiasm
7 Creativity Service Orientation Proactivity Analytical skill
8 Interpersonal skills Decision Making Leadership Ability to set goals
9 Adaptability Active Listening Time management Ability to achieve goals
10 Friendly personality Creativity Discipline Flexibility
Relevance: Global Market Indian Market
Source: MTHR LeadCap Survey - Future of Jobs Report, World Economic Forum – India Today - Linkedin
NEW
ATTRIBUTES
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• A majority stress on hard skill for entry level while they stress on soft skills for mid level hiring
Key Insights
59%
41%
More importance to hard skills like subject or domain knowledgeSoft skills like team work and communication
Q3. While selecting an entry level candidate, which one do you give more importance to – hard skills like subject knowledge or soft skills like team work and communication?
IMPORTANCE TO SKILLS
44%
56%
Entry level Middle level
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4%
26%
37%
19%
10% 1%
Poor Somewhat poor Neither good nor bad
Somewhat Good Good Excellent
• Education system, quality of engineering / technical colleges and quality of faculty / teaching is ratted poorly by almost three fourths of HR professionals
Key Insights
Q4. How well does the education system meet the needs of a competitive economy like India?Q5. How do you assess the following? Quality of engineering / technical schools in India? Quality of faculty and teaching 1 is extremely poor and 7 is excellent
1%4%
31%
37%
21%
6%
Extremely poor PoorSomewhat poor Neither good nor badSomewhat Good Good
QUALITY OF ENGINEERING / TECHNICAL QUALITY OF FACULTY AND TEACHING
1%12%
22%
37%
25%
3%
Extremely poor PoorSomewhat poor Neither good nor badSomewhat Good Good
EDUCATION SYSTEM IN INDIA
EDUCATION SYSTEM IN INDIA
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Organizations- 1. Include new age skills while framing HR policies / new talent acquisition strategies 2. Match new skills to overall company culture, vision etc.
Line Managers-Evaluate /Interview candidates based on new skills
HR Head /Managers / Recruiters-1. Ready reckoner / guideline while hiring new talent 2. Update existing guidelines
Job Seekers/ Students- 1. Match themselves with Industry demand 2. Acquire skills which are missing
Colleges / Institutions-1. Impart necessary training to ensure they meet industry
demand 2. Benchmark themselves with industry requirements
and assess gaps
Skill Development Org- Develop training programs which would boost the new age skills and reduce skill gaps
DIRECTIONS FOR IMPLEMENTATION
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Q&A