In 2023, Hiring to be More Niche and Demand-Based : Pankaj Khanna, Coforge BPS

The Head of Revenue Assurance and Head HR at Coforge BPS, Pankaj Khanna, in his column talks about the company’s response to Covid-19, including implementing a digitised employee experience, adopting an employee-first approach, offering virtual engagements and restructuring learning events. 

COVID Challenge – Digitisation without losing on retention

Driven by our philosophy of ‘Coforge is People, Coforge is Growth’, our rich legacy of a learning culture and our ‘People-First Approach’ form the foundation of an attractive employer brand.

In 2020, as the pandemic dawned upon us, we were cognizant that employee wellness and engagement parameters would have to be implemented differently and quickly. With the topmost priority being employee safety and health, our IT and HR teams worked seamlessly to ensure online access globally with re-defined processes. 

Other key challenges were creating a digital employee experience while maintaining employee retention rates and satisfaction. 

Also read: Rebuild, Realign, Revamp: Organisations Recouped After the Pandemic To Reshape 2023

Rebuilding organisation to overcome challenges

Under the ambit of employee engagement, the first step was to digitise the employee experience. We revamped our entire new hire assimilation program (onboarding) to a more user-friendly and convenient tool that helped reduce the time an employee and HR personnel spent completing the essential documentation. 

We also developed an in-house talent acquisition and onboarding process integrated with background checks, IT system access, and project deployment.  ‘iCATS’, as a solution, can make the talent acquisition process seamless and efficient. The software uses AI/ML to analyse talent information and patterns and identify appropriate recruitment marketing initiatives. 

We consciously moved away from learning events to creating contextual “Anytime-Anywhere” learning experiences and journeys. Our learning system was transformed into an agile function that can readjust learning priorities based on changing business needs. We created customised micro-e-learning modules that helped employees catch up on their learning. 

Virtual engagements became key, and it was necessary to drive “connects” online- Coforge A Day, Holiday Fest, Reward & Recognition (R&R) felicitations, and Town Halls with global leaders.

Talent landscape 2023

In 2023, we expect hiring to be more niche and demand-based rather than the surge of generic hiring we witnessed in the last two years. After a long phase of the Great Resignation phenomenon, we can finally see a reduction in attrition rates with ongoing announcements of a reduction in the technology workforce.

 With the government focusing on sustainability in line with its G20 goals, we can also see the technology and other technical workforce moving into new business domains like EV & clean energy.

We also developed an in-house talent acquisition and onboarding process integrated with background checks, IT system access, and project deployment.  ‘iCATS’, as a solution, can make the talent acquisition process seamless and efficient. The software uses AI/ML to analyse talent information and patterns and identify appropriate recruitment marketing initiatives. 

Tips to keep in mind for candidates in 2023

Candidates should consider investing in upskilling or reskilling programmes rather than depending on organisations to support them. Building a robust online presence will also help candidates bag the right opportunities and network with the right people. Social media and online networking zones will be used rigorously to determine the antecedents of the candidates. 

Gaps in employment will not come under scrutiny, and neither will hurt jobseekers. Confidence and assertive communication on skills being brought to the table will be key in hiring discussions.

Also read: Need ROI on Org’s Training Investments? Digital Assessment Tools Can Be A Game-Changer

Training is in!

As an employee joins our organisation, the first step is the integration exercise, where the new employee must go through a three-day senior leader assimilation programme. 

Under this, our senior leadership from across the business level comes and talks to the new joiners, meets up with them, and understands their priorities, to help develop transparency in the system. 

This is followed by a six-month intensive training programme covering various technologies, including RPA, AI, machine learning, customer experience, workflow, and orchestration.

We have an innovation-first culture here at Coforge and focus on attracting talent to work on the latest emerging technologies for our customers. 

Diversity & Inclusion agenda 

With people from approximately 45 nationalities working for us, over 27% are women. We are focused on prioritising every employee’s needs and providing the best employee experience possible. 

To enable women’s participation in our workforce, we have launched initiatives like ‘Reach for the Sky’, ‘Breakthrough for Career Resilience’, ‘A Fine Balance’, and ‘MoMentoring’. Besides crèche accessibility for each location in India, it offers a holistic development environment for kids. 

Gaps in employment will not come under scrutiny, and neither will hurt jobseekers. Confidence and assertive communication on skills being brought to the table will be key in hiring discussions.

Also read: Birlasoft’s Deepak Dobriyal on How Pandemic Led the Organisation to Introduce Benevolent Fund in 2022

Flexibility is not a discriminator anymore

In this post-pandemic era, “work from home” has now evolved into “work from anywhere, and companies are building capabilities around making it feasible for all employees to work from quite literally anywhere—home, traffic, airport, and so forth. 

Flexibility around how, where, and when people work is no longer a discriminator. As offices have opened, we, like many other organisations, have adopted a hybrid workplace model. 

At Coforge, we establish a positive work environment while building a company culture that helps boost employee morale to stay productive and engaged. 

We motivate our employees by planning social, cultural, and athletic activities, recognising and rewarding employees periodically and on time, allowing time off work to balance their personal lives, etc.  We also encourage a cheerful, lighthearted, and fun atmosphere in the workplace. 

About the author: Pankaj is the Head of Revenue Assurance, at Coforge and Head of HR, at Coforge BPS. He leads the global staffing functions, which comprise workforce management, talent acquisition, and campus recruitment programmes. He has over 32 years of experience in HR and revenue.