Career in India

Ankur Tandon is a marketeer by Skill, Passion & Profession. Leads the team on content marketing & works like a lead catalyst in Marketing function. #GrowthHacking

CareerBuilder India talks to Mr. Robin Scaria, Head BP HR, LBS, India and Middle East Capgemini in #CB HR Talk. Mr. Scaria shares his views on the career preferences of the Gen Y and the Gen Next, upcoming HR industry trends and strategies to cope up with the same, and lot more. Here is the direct interview.

Will change of government benefit employers & employees?

With the change of government, there is a lot of positive vibes, there are a lot of multinational companies, which are looking into investing in India, which is a good news. But that also brings up challenges, because there are issues with regard to skill availability with the kind opportunity that we foresee in the future, and that’s where we probably need to really put our heads together and see how we could, as a HR professionals can take up the steps in the context of this conversation, and could actually contribute to this front. How could we as a nation be-ready to fulfill that demand which we foresee is coming. Hence, I see that demand as an opportunity and also as a concern that we would have to address in the coming future.

According to you, which domain will flourish the most in the near future?

So, I think the sector that definitely I think will flourish is the infrastructure and I do also see lots of investment happening in the BFSI sector also. And this will also have a related impact with the ancillary sector such as IT, and the other sectors which are going to have direct or indirect beneficiary change, so definitely there is some larger expansion happening, so one thing leading to another is definitely going to happen, and that’s something which we have to be prepared for. We are into a very big time, and by 2025, India is going to be in at least the top 3 countries in the world, that’s going to drive the global economy, and we are already seeing that change now because, if we look at the countries, consolidation of economy and contribution towards GDP, India has one of the highest contribution, in fact now, the whole world is looking at India in terms of its contribution and where it can actually make its money. So, we are in for Big times.

Do you think work culture will change soon?

One thing that we also need to realize is that there is going to be major change in the way work is going to be undertaken in the future. Careers in the future are not going to be in the way which we know, and which we have seen it this far. The way I see it is that in the future, there are going to be 5 major career destructions that are going to happen. No individual at any point of time is going to end up retiring doing the same work. He would undergo or would majorly take up challenge in his life at least 5 times and is he is going to take major changes with regards to what he or she is going to do. So, you would probably startup as an engineer, end up as a musician and that’s why the world is going. And probably I think, that’s the way we need to probably keep ourselves ready and adaptive as that’s going to be the change then what’s going to be our tactics in terms of keeping ourselves in open as an employer and that’s probably enables skill building in the organization, so technology is enabling growth of learning because today what was considered to be scarce in the past by the virtue of non-availability of resources is now just available on the tap of the fingertip. So, with that set, I think it’s going to be imperative that given that knowledge is going to be granted, skilling is not going to be a challenge for the new generation, the challenge will remain for us as professionals as in how ready are we to adopt the new changes.

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What according to you is the next big thing for HR professionals?

In my submission, predictive analytics is the next big thing. What we have done so far has given us the success that we have achieved so far. But that’s not going to assure us future of what we are going to see in the next few years. That’s definitely going to call for very different mindset, very different skills of HR professionals. Being comfortable with data, with statistics, the ability to look through the ambiguous data, that’s the data which is going to come here, and it is a critical skill that an HR professional is going to need to survive. And I also do see the major change happening the way HR is been handled up untill now. Today, up until now, you would always have students from the social sciences background moving into HR. I am seeing a major change today, we have a lot of technologists who are moving into the HR and vice-a-versa. So, you should also have the realization that in future there will be an expectation that HR will be expected to move into the business and take up that business responsibility. So, I think, there are good numbers of examples in the industry today, Dr. Santrupt Misra, is a live example of how an HR professional could move into the business in a very seamless fashion and actually has set an example for many of us at this set point of time. So, I have definitely seen major change happening in the HR industry.

What difference do you find in Gen X and Gen Y?

I think this question has been answered million times uptill now. And am sure there is lot of data on the net which can give you a better answer on this. However, my view has definitely changed in lot of values. These two generations are been born in very different times. Gen X, largely grown in the time of scarcity when the nation was going through lots of changes, as probably seen in the liberalization of the country. Gen Y relatively grown up or brought up, or born into an environment of plenty and hence the struggle of self security was never a concern as opposed to all the Gen X had to encounter. And so, very different times these two generations have grown up and that’s definitely a reflection of how they carry themselves out and that’s where it goes back to earlier when I said that it’s regards to the new generation, the Gen Y or Gen C as a call them. This way, by the virtue of growing up in the very secured environment, in the environment where things are available by granted in terms of information, in terms of better economic status. People will venture out to do something very radical in their lives. They will no longer take up a view with regard to I am going to retire in the given area. You will definitely see a lot of disruptions in terms of how careers are going to maneuver in the future. That’s going to be a major game change for us. And we have to be ready for that.

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Does technology play a major role in the process of talent hiring?

I definitely see that impact happening across, because it’s more to adapting the workforce that you are trying to target. Coming back to the point, target is definitely the Gen Ys and the generations that are going to follow, and they are the most technology savvy generation we have come across so far, and so, with that’s said, it’ll more come up as a necessity than more as an innovation by any other reason. And hence, I do believe that today, recruiters or an Hr organizations, or even CEOs are realizing that it’s very very important for them to wake up to the a new technology trends and look at how they can leverage to social in a very strong way to connect to the prospective employees. And that’s actually a survival game, as I would call it, rather than as a fashion. I think, it’s definitely a necessity of the day.

Has going through social media profiles before hiring talent already become a regular practice?  

This point of time, if you look at this whole generation wave with regard to becoming social savvy has only begun in the last few quarters if we actually look up at the trend of how much the intensity of focus has already been invested by the organization. So, that is definitely going to be a challenge, but my confidence remains that we can overcome that because our current practical experiences on the ground is that there are definitely issues concerning what people tend to project themselves on a media basis what we got to realize them, and there are definitely deviations in the system, but I do believe that they will always be minor abbreviations with regards to larger good, but that should not really defuse our enthusiasm in what we should do and that should keep good work going and I am sure that’s going to be an area which is going to acquire some level of thinking as to how do we really ensure authenticity of data that we see on such mediums.

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What is the significance of Social media recruiting?

There are two parts to be answered. One part definitely by the design of the generation that we are dealing with are social savvy, so we don’t have to really invest anything on that-that’s happening by design. As per organization readiness, as I said a few moments ago, we are still in the process of adapting ourselves, and I don’t think we have really achieved the maturity zone that we should. I think, the realization has threatened the good news. The challenge that remains is how fast can we adopt and how fast are we able to move into the zone and how can we connect with the generation because we still have a lot of entrepreneurs and the organizations where the acceptance of change is relatively slower. But I am sure that this definitely does not exist to the larger organizations which are the basically the buildings up of the Gen Y or the Gen next. But Then again, as I have said, the intensity has already started few quarters ago, we are on the zone, and the good part is that we are going to be there very soon.

Do you think mobile is the next most important recruiting tool?

When you say mobile, you are talking about mobile applications or mobile related applications, and definitely we you would look at it then that’s going to be a very critical tool in the process, because that’s where the generation shift is moving on. I mean, now people are gradually moving in a fast way from PCs and laptops and that’s definitely the generation of the X and the generation of the past. The new generation is definitely much more mobile and much more savvy, much more technology enabled, and hence been adaptive with regards to the newer technology is concerning the mobile and mobile related technology, it’s going to be a game changing for many of the organizations. And I think your thought is very right, an organization has to be very well aware not only of the changing values but also be aware of what are the tools and processes that the new generation adopts and be more comfortable with.

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