IT firms think young to rope in Gen Y
IT companies have started scouring for prospective employees in popular social networking sites and blogs. Animated Bollywood | Business humour
By Chandra R Srikanth, TNN |
CHENNAI: IT companies not only lead the pack in employing a significant chunk of Generation Y but in recent times, they've also started thinking like them. After traversing the traditional campus and off-campus routes, they are now heading towards the road less taken for recruitments. They've started scouring for prospective employees in popular social networking sites and blogs.
Take HCL technologies for example. Currently, 7-10% of their overall hires come from social media such as blogs and networking sites such as LinkedIn, a business-oriented site used for professional networking.
"We have a separate team of recruiters who scan blogs, websites such as LinkedIn and Facebook for hiring purposes. We use social media to recruit more than 100 people a month. Over the next two years, one-third of our total recruitment will come from social media", said Mr Ravishankar B, global head-resource management group, HCL.
This new channel for identifying potential resources is not restricted to the junior level, but involves senior professionals as well. "Around 25-30% of senior hiring comes through social media. It includes portfolios such as group managers and general managers", added Mr Ravishankar.
There are strong signals that the trend is slowly catching up in the IT sector. Wipro, for instance, launched its Innovation Isle in Second Life, a popular virtual world website a month back.
In phase one, Wipro unveiled its virtual offshore development centre (ODC) model campus. Going forward, prospective candidates will be able to submit their resume at Wipro's virtual campus.
IT services behemoth Tata Consultancy Services is also informally using social networks for recruitments. "We have social networks and blogs within our firewalls which provide an online platform for discussion and networking. But we also use social networking sites on an informal level to pick up specialists in particular areas", said Mr K Ananth Krishnan, chief technology officer, TCS.
At the same time, the biggest concern in such a channel is the veracity of the chosen candidate. "It may be a good idea but business is data-based. I don't believe it will catch up in a large way because some of these sites are not reliable", said Mr Ravi BS, head-talent engagement HR, commercial healthcare businesses, Satyam Computer Services.
However, Mr Ravishankar said, "There's actually scope for better background checks because if you have one website with an impressive profile, then you have ten others that give negative opinions about the same. We weave both opinions and make our judgments".
Industry observers opine that social media, though an attractive channel, will only be an additional means of recruitment and will not replace tried and tested means such as campuses, consultants and job portals.
"Organisations are looking at this as an experimental tool. IT companies are at the forefront as their workforce is young, tech-savvy and outgoing. Compared to last year, there is a 15-18% growth in terms of people recruited through this channel", said Mr E Balaji, COO, Ma Foi Management Consultants.
Take HCL technologies for example. Currently, 7-10% of their overall hires come from social media such as blogs and networking sites such as LinkedIn, a business-oriented site used for professional networking.
"We have a separate team of recruiters who scan blogs, websites such as LinkedIn and Facebook for hiring purposes. We use social media to recruit more than 100 people a month. Over the next two years, one-third of our total recruitment will come from social media", said Mr Ravishankar B, global head-resource management group, HCL.
This new channel for identifying potential resources is not restricted to the junior level, but involves senior professionals as well. "Around 25-30% of senior hiring comes through social media. It includes portfolios such as group managers and general managers", added Mr Ravishankar.
There are strong signals that the trend is slowly catching up in the IT sector. Wipro, for instance, launched its Innovation Isle in Second Life, a popular virtual world website a month back.
In phase one, Wipro unveiled its virtual offshore development centre (ODC) model campus. Going forward, prospective candidates will be able to submit their resume at Wipro's virtual campus.
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IT services behemoth Tata Consultancy Services is also informally using social networks for recruitments. "We have social networks and blogs within our firewalls which provide an online platform for discussion and networking. But we also use social networking sites on an informal level to pick up specialists in particular areas", said Mr K Ananth Krishnan, chief technology officer, TCS.
At the same time, the biggest concern in such a channel is the veracity of the chosen candidate. "It may be a good idea but business is data-based. I don't believe it will catch up in a large way because some of these sites are not reliable", said Mr Ravi BS, head-talent engagement HR, commercial healthcare businesses, Satyam Computer Services.
However, Mr Ravishankar said, "There's actually scope for better background checks because if you have one website with an impressive profile, then you have ten others that give negative opinions about the same. We weave both opinions and make our judgments".
Industry observers opine that social media, though an attractive channel, will only be an additional means of recruitment and will not replace tried and tested means such as campuses, consultants and job portals.
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"Organisations are looking at this as an experimental tool. IT companies are at the forefront as their workforce is young, tech-savvy and outgoing. Compared to last year, there is a 15-18% growth in terms of people recruited through this channel", said Mr E Balaji, COO, Ma Foi Management Consultants.
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