Five reasons why Companies look to hire Indian Talent
- Tremendous Talent Pool: In 2022-23 alone, 5860 Engineering institutes absorbed 2369831aspiring engineers. The “too many engineers” problem in India translates to a very healthy talent pipeline for companies outside India.
A simple LinkedIn search with the below keywords for profile searches keeping the Location as India fetches the below number of results
- Java: 23,40,000
- Sales: 45,60,000
- Marketing: 53,70,000
The above numbers showcasing the number of potential hires in India are astounding, mainly because only less than 6.5% of the Indian population is on LinkedIn.
The Talent in India is aplenty that international companies can use to their advantage.
- Expected Pay: Average salary candidates expect in India is much less, in some cases even less than 10% of their international counterparts
| India | US | UK | |
| Java Developer | US$ 6259 | US$ 93118 | US$ 58717 |
| Sales | US$ 3568 | US$ 57789 | US$ 39082 |
| Marketing | US$ 3816 | US$ 74464 | US$ 39101 |
Source: https://www.glassdoor.co.in
- Good penetration of English in India allows English-speaking employers to connect effectively with their remote workforce.
Image Source: https://twitter.com/Stats_of_India/status/1514844191670824962/photo/1
- Indians are hardworking: Coming from a conservative culture also makes Indians someone ready to listen and do more of what is expected. Also, they are more disciplined in general.
- Indians are problem solvers, and they love doing it. Besides, Indians are also hungry to acquire new skills. Besides, India produces way too many engineers, which makes it very lucrative for foreign companies to recruit from India.
Can a foreign company hire employees in India?
Absolutely, Yes. Foreign companies can hire and employ Indian employees directly without the need of any 3rd party.
How do companies hire remote Indian Talent?
- Sourcing: Relevant candidates can be found via LinkedIn, Job-boards, OR via Recruitment Companies in India
- Screening & Coordination and engagement during the Interview process: It is better to keep all interview rounds as video interview rounds to ensure that there are no fake candidates in the process. Also, connecting with the candidate on LinkedIn is recommended to ensure that the candidate is exclusively employed with your organization.
- Employee Management: Companies can hire employees directly OR hire them on the payroll of an Indian company.
Here’s a recruiting from India checklist
- Make sure you set up a minimum of two interview rounds (a minimum of one functional interview and 1 HR discussion) with the candidate before making an offer. Make sure that the below questions are covered in the HR Interview.
- How would the candidate manage the time-zone difference (if any and if required)
- Infrastructure: In the case of Work from Home, it is best for HR to confirm that the candidate has the required resources Examples
- Uninterrupted internet connection,
- Laptop as per the configuration required by the company in case the company is not providing laptop on joining,
- Others include comfortable seating (desk/chair), mobile, etc.
- Holidays: It is best to discuss your company’s leave calendar and policy at the start.
- Growth opportunities: The Indian market is booming (especially IT), and if HR can showcase company growth and potential project growth for the employee, it might have a very positive impact on the candidates’ performance
- Mode of salary transfer. It is imperative to communicate in advance about the mode of salary transfer and transfer deductions if any. The tax liability rests with the individual, and HR should ensure that it is also mentioned in the candidate’s offer letter.
- Open a line of communication: The HR interview is a fantastic place for HR to build a rapport with the candidate. Suppose the selected candidate was working with an Indian company earlier. In that case, HR must proactively communicate to the candidate that there might be cultural differences and differences in “how the company works”. Ask the candidate to expect that and make them comfortable to be able to communicate if they face any challenge. A 1, 3, 15, 30, and 90 days feedback could be an excellent idea in this scenario.
Why do Indian employees prefer international organizations?
Disclaimer: Kindly note that the below points are blatant generalizations and might not hold in some scenarios. However, here are the top 4 reasons why Indian employees prefer international organizations
- Better pay: Indian candidates typically expect a 20-30% hike while switching to the Indian market. However, they may expect a 30-50% hike when switching Jobs to a company with an office outside India.
- Work from Home: After covid, as more employers start calling employees back to the office, some of them prefer a Work from Home regime and can easily switch to an international organizations
- Increased Work-life balance: Some Indian companies expect impractical working hours, and their foreign counterparts offer a better work-life balance.
- Exposure & future career opportunities: Working with international employers gives them better exposure and opens up opportunities for several other Jobs.
When not to consider hiring a remote Indian employee
- When your complete team is from a particular geography, a manager from the same culture would understand the team better, and it might be counter-intuitive to hire a manager from a different culture altogether.
- Sales roles where relationships play a significant role: Every culture has nuances that might take some time for outsiders to adapt. For roles that require meeting customers in person, it might be efficient to hire a local candidate.
- In cases where proximity with the team can be more efficient, remote hires might not be the best option.
Have questions related to recruiting from India? Let us know in the comments below and we will be happy to answer them