http://www.businessworld.in/businessworld/businessworld/content/Jobs-Good-News-Bad-News.html

A Businessworld-Naukri.com survey on what the job market looks like this year

Amitabh Singh (name changed), 27, lazily reads the horoscope section in a newspaper. He smirks and says, “Even the astrologers
are giving only marital and romance forecasts. No one wants to talk about jobs.” Singh, who worked with Infosys for four years, had to wait for more than six months to get a job at IBM Bangalore. He got a 30 per cent hike in salary, while there was no increment at Infosys.

Earlier in April, the second-largest IT firm froze wage hikes across the board after missing its revenue targets for the fourth quarter as well as the whole of FY12 and giving a cautious, below-industry growth estimate for FY13. Infosys, which added 10,500 people in the last quarter of FY12, said it will hire 35,000 people in 2013.

“The job market will be sluggish till economic growth heads north. The past 4-5 quarters have seen a continuous softening in the Indian economy,” says Sanjeev Bikhchandani, founder and executive vice-chairman of InfoEdge India.

Information technology is facing low demand due to the slowdown in Europe and the US; BPO and export industries have remained muted for the same reasons; insurance continues to reel under the regulatory changes of the past two years; and retail, though better off, continues to be fettered by policy paralysis.

But don’t despair. Demand-driven sectors such as FMCG, healthcare, hospitality and travel and tourism continue to show double-digit growth, which augurs well for hiring in 2012. The e-commerce sector, too, shows  growth potential, even though it creates fewer jobs.

Businessworld and India’s largest job portal Naukri.com analyse data from job postings on Naukri’s website to capture the broad sectoral, geographical and skill-set trends. Here is a snapshot of sectors that are hot in 2012 and those that are not.

Who Is Hiring
Job experts are bullish on sectors such as pharma, FMCG, consumer durables, etc., which tend to be immune to slowdowns, inflationary pressures or global headwinds. The FMCG sector, which attracts maximum discretionary consumer spending, is expected to lead in hiring — it grew 15 per cent in the last quarter of FY12. “This is a recession-proof sector and hence people who moved to sunrise sectors like banking, finance, etc., three years ago are now looking to come back,” says V. Krishnan, executive vice-president, HR, Dabur India. The sector is likely to give 14-15 per cent increments this year. Dabur, for instance, has been growing 29 per cent year on year (it grew 17 per cent in the fourth quarter). It is expected to hire for its research and development and sales and marketing divisions as it gets into newer categories within the skincare and haircare domains as well as for its other
growth verticals such as health supplements and food business, which have been growing at 30 per cent.

The pharma sector, too, is bullish about hiring. For example, Lupin, which hired over 2,500 people last year, expects to add 25 per cent more this year. Divakar Kaza, president of HR at Lupin, expects hiring to go up mainly in R&D and sales and marketing. “We are expecting a patent cliff in 2016-17, which will impact a host of global pharma companies. As a result, these firms are exploring the generics space in emerging economies, such as India, where the consumption levels are high,” says Kaza.

http://www.itsmyascent.com/web/itsmyascent/career-advice/-/asset_publisher/W3x7/content/exit-with-grace

Here's how the exit process can be made easy 

The handing over of the resignation, going through the notice period and transferring of responsibilities is quite an uncomfortable and hectic job for most employees. However, the manner in which one exits a company speaks a lot about the person's professionalism and the importance she/he attaches to the work. It is highly essential that an employee goes through the proper rituals of exit without making things messy or neglected. Let us delve into the established code of conduct in such situations.

How important is the relieving letter of the previous company for the employee being considered for recruitment? Margaret Rodriques, associate manager-corporate HR, Directi answers, "It is very
mportant for the employee to take his/her relieving letter while leaving It doubles up as a proof of employment as well as an experience letter. The organisation in a way certifies that the individual has worked for a specific tenure and left on a positive note. It assures us that the candidate hired is stable and has a good track record with the previous company. There are times when employees resign without giving any notice or leave without any intimation due to various reasons, have loans/recoverable due to the company, etc. Any company would like to safeguard themselves from such candidates."

Zarir Baltiwala, senior HR expert, TeamLease tells us the procedures/policies that employees are generally expected to
follow, "All employees are encouraged to have a face to face discussion with their manager before formally putting in their resignation. This allows the manager to have a chance to speak to the employee and give the employee a chance to re-think his/her decision. Once an employee has finally decided to resign, then she/he is required to send a formal resignation letter and serve the full contractual notice period. In exceptional cases, the manager may waive the notice period in full or part. Employees are required to complete a web-based exit interview prior to leaving. In exceptional cases, the exit interview is done face to face by the HR representative."

It is often noticed that employee productivity and efforts largely decrease in the notice period. Chaitali Mukherjee, country manager, India Right Management explains why, "Employee notice period is primarily aimed at ensuring seamless transition of the employee's responsibilities to other employees. Employee productivity does get impacted; however it also depends on the ownership of the employee and reflects a lot on the experience they have had with the current employer. There are employees who serve till the last working day to ensure that things are in order and the employee who takes up the
responsibility doesn't face any challenges. At the same time, there are employees who zoom out from their responsibilities the moment they put in their papers. In case his/her experience has been good, they will do a good job, else they will just tick the box."

Hence, the exit strategy of an employee does speak a lot about him/her. Thus, it is better to walk out gracefully and not carry any grudges along with us.

Whatever be the health of the global market, the hiring outlook in India is bright. So feel a number of recruitment companies, based on studies carried out by them. Recruitment company Manpower’s employment outlook survey for the April-June quarter shows Indian employers expect to hire at a vigorous pace, with 44 per cent of them planning to recruit.

In fact, Indian employers are the most optimistic of all the 41 countries and territories surveyed by Manpower. Namr Kishore, Manpower director, told Financial Chronicle, “Worldwide employer hiring expectations are the strongest in India, Brazil, Taiwan, Peru and Turkey, and the weakest in Greece, Spain and the Czech Republic. A greater percentage of employers in th­ese last three plan to trim payrolls rather than hire.”

Among industry sectors covered by Manpower, employers in finance, insurance and real estate sector (+51 per cent), and services sector (+59 per cent) are the most optimistic about hiring. IT hiring plans are also optimistic. Public sector banks are expected to hire thousands to support expansion plans.

According to another recruiter, Genius Consultants, 52 per cent of Indian companies see moderate to high recruitments in 2012-13. Over one-fifth of companies said they planned to give salary hikes of 20 per cent, while another 36 per cent were readying for raises of nearly 15 per cent.

RP Yadav, chairman and managing director of Genius Consultants, said, “52 per cent believe that both new vacancies and replacement hiring will take place during the year. Only about 3 per cent expect layoffs and another 5 per cent will not hire at all. These are very positive signals,” he said.

Sunil Goel, director of GlobalHunt, said the recruitment scenario will be moderate, “not high” but “not very low” either. “Companies are increasing their headcounts and taking replacements,” he said, adding that recruitments would be slow in companies which built bench strength expecting a huge inflow of business and new projects.”

There are some who think hiring will be sector-specific. In some social infrastructure sectors, significant hiring will take place; in some others like consumer durables and financial services, little recruitment will take place.

Vinay Grover, CEO of Symbiosis Management Consultants, does not see the recruitment climate as positive, though hiring will take place in some sectors. In industries like power, telecom, financial services, consumer goods and consumer durables, he doesn’t see much recruitments. In some consumer durables companies, hiring has dropped from 40 or 50 per month to as low as three or four.

“Some sectors have emerged recession-proof, like education and healthcare. Things are very buoyant in the e-commerce industry too. In these sectors, recruitments are taking place and will take place at all levels,” Grover said.

Goel of GlobalHunt says hiring has been active in automobile, manufacturing, power and energy, healthcare and life sciences, and infrastructure, but slow in telecom, retail, ITes and IT.

Geographically tier I cities are expected to see maximum hirings. Tier II cities will also see demand for human resources, though only in specific sectors.

Headhunting firm TeamLease has projected a three-point increase in its net employment index to 73 in the June quarter. Following two subsequent quarters in which the index dropped, it has since seen a turnaround, according to Sangeeta Lala, senior vice-president of TeamLease.

The index is back to where it had reached in the June and October quarters last year. “This seems to signal that the subdued sentiment has bottomed out and happier times are here again,” she said.

The bounceback is notwithstanding the rather dismal outlook for the broader technology sector. The index for IT stayed at the previous quarter’s level of 76 points, but ITeS lost significantly for the third subsequent quarter. Telecom went down by 4 points. “Therefore it is up to retail, FMCG and financial services to incrementally resurrect the net employment index,” Lala said.

“While tier I cities will see maximum number of hirings, tier II and tier III would not see much. Cities like Mumbai and Delhi will see
sector-specific hiring growth in construction, BFSI and pharma, while Bangalore will see more hiring in retail and IT,” she said.

Where companies are seen to be generous is in giving raises. “Companies across sectors will have to offer decent increments to offset inflation, still be competitive and retain talent. Some automobile multinationals, for instance, seem well set to announce a phenomenal 36 per cent raise,” Grover said.

Kishore of Manpower said, “Between 12 and 15 per cent hikes are expected, but this may vary from sector to sector.”

However, IT is not likely to see any big wage hikes. Infosys, the second largest IT company, has frozen wages this year. TCS, the largest company, has increased wages by only 8 per cent, or less than the rate of consumer price inflation.

“Knowledge-intensive industries, which are traditionally known to offer very high average increase, have slowed down, thanks to increased wage cost and reduction in margins,” said E Balaji, managing director and chief executive officer of Randstad India.

He said many organisations were considering double-digit increase, primarily because of the double-digit inflation that prevailed for much of 2011, which impacted every individual.

Balaji said the variable compensation is expected to be in the range of 20 per cent to 25 per cent for senior management with middle and junior management getting a variable compensation of 13 per cent to 16 per cent and 8 per cent to 10 per cent respectively.

TeamLease MD Ashok Reddy said, “As of now, there are uncertainties. But we don’t expect to see it impact hirings.”

Despite the wage freeze, Infosys is expected to hire at least 35,000 while TCS will recruit 50,000 this financial year. In the IT sector the hiring will be largely to offset high attrition.

http://www.business-standard.com/india/news/retention-ratesin-it-despite-modest-increments/473000/

So what if the likes of Infosys announce increment freeze, retention rates have still gone up in the Information Technology (IT) sector, especially for higher skilled talent. According to the Salary Primer 2012 by TeamLease Staffing Solutions, profiles like business analyst (BAN) and program manager (PRM) have delivered significantly higher, longevity scores despite being rewarded lesser than the last year.

"Attrition rates have dipped across several industries – and for specific profiles – and touched 3-year lows. Select profiles within healthcare, retail, FMCG and agriculture/agrochemical have longevity scores that have now overshot 93 per cent. On the skills front, while IT gets away with lesser increments than many other industries, it still manages to retain top-of-the-line talent. The IT
industry's comparatively higher salary structure, couFpled with a not-so-ebullient market ensures this works," the report states.               
 
Yet, despite the IT sector registering modest increments, Bangalore, the largest hub of the industry, is a leader with the highest median salary growth in last one year.
 
"Bangalore has been holding the reins for about 3 years in succession now. With a median salary growth rate of 8.6 per cent - incrementally higher than last year's – Bangalore seems in no mood to give up on its top position. Mumbai (8.1 per cent), Delhi (7.7 per cent) and Chennai (6.8 per cent) stay their courses as well," according to the report.

In fact, the biggest salary at junior / middle levels, drawn this year was Rs 142,000 per month by a SAS Programmer in IT-Bangalore. The profile received an increment of 14 per cent year-on-year (y-o-y), across geographies. The overall hiring in the IT sector grew by almost 20 per cent y-o-y, with a continued upward trend.

As per the report, the sector also managed to retain top talent without having to increment salaries by a large margin. "The IT industry is currently in a win-win situation. The slowdown in market has made employees consider the old adage of 'one in hand is worth two in bush'. Moreover, with employees staying back, the IT companies have been saving up on otherwise additional costs they would have had to incur on continuing certain projects," says Rajiv Vaishnav, vice president, National Association of Software and Services Companies (NASSCOM).

The other sector to get away with modest increment is retail. "The marginally higher increment the retail industry pays here is paid back in gratitude with a significant increase in longevity," Salary Primer 2012 states.

However, contrary to IT and retail industry, not rewarding its higher talented profiles cost the FMCG industry in terms of increased attrition. "Thankfully, the attrition rates are well under 10 per cent in most cases and the industry can, perhaps, look at a more equitable reward structure," the report adds.

According to Salary Primer, as industries get smarter at hiring and rewarding the right talent, the diversity and sheer number of profiles getting rewarded with double digit salary growth have zipped up. "There is increased prevalence of industry-city clusters where this incidence occurs – healthcare in Bangalore, automotive in Delhi and hospitality in Mumbai and Goa are prime examples. Power and energy beats 10 per cent salary increments across four cities and three distinct profiles," the report highlights. Meanwhile, the average salary difference between temporary and permanent jobs has also come down from 15 per cent a few years ago to four per cent. "With even more parity forged across industries, cities and profiles, temp and perm jobs are seen to be fast converging on salaries," the report adds.

http://www.financialexpress.com/news/higher-salaries-challenges-lure-workforce-to-temping/944237/0

New Delhi: Higher salary, challenging work profile and increasing importance of temporary jobs is leading youngsters to leave their
permanent jobs in the corporate sector and join temping or staffing companies.
 

Asha D’ souza, for one,  recently left her job at Accenture to join Synova, a consulting company that also helps big organisations with temporary staff. “I got a 30% salary hike after joining Synova, which would not have been possible if I joined another company with the same profile. I was looking for a different working profile, that too with different companies,” says D'souza.

After six years of working in three permanent jobs, Dsouza realised that temping was a good option to make her career more challenging, of course coupled with bigger bucks.

Salaries of temporary workforce in India are booming and the gap between packages of temps and permanent staff is shrinking. Sangeeta Lala, vice-president, TeamLease Services, India's largest staffing company, says: “Two years back, there was 12-15% salary difference between temps and permanent staff of companies. But now it has come down to 4-5%. While the temporary salaries have been increasing at 14-15% year-on-year, permanent staff has been experiencing a 10% average salary hike.”

The temporary staffing team at Teamlease has reached 70,000 employees from 58,000 in 2008. Usually such companies like Teamlease, Manpower, GTL, Synova keep shifting their staff from one organisation to another whenever the concerned client needs workforce. HR experts confirmed that all big companies like IBM, Maruti Suzuki, Bharti Airtel, ICICI have been increasing their temporary staff salaries in recent times.

Aparna P Ranadive, head, human resources and administration (HyperCITY), agrees: “The salary range of temporary staff varies, and it could be at par with that of permanent employees, at some levels in the hierarchy, especially at the lower end of the pyramid.”

Basudev Mukherjee, executive director, Indian Staffing Federation (ISF) says: “The size and scope of the staffing industry is at a very nascent stage. Today, the organised temping industry has 6 lakh employees and it stretches across manufacturing, consumer durables, retail and the automobile sector. Internationally, temps get higher salaries than in India and follow policy of equal work and equal pay.”

Some companies believe that they have to spend the same to hire talent, whether temporary or permanent.

Ashu Malhotra, senior vice-president , human resources, Tulip Telecom, adds: “We have temporary staff for many projects like the West Bengal government call centre work, which has 1,700 employees and the NIC Vidhan Sabha project employing 1,300 people. It is a misnomer that temporary staff salaries are low. If you hire any talent today, you have to pay him as per the market standards.”

Other sectors like retail or telecom might pay temporary staff as high as permanent staff. Sectors like IT might even pay temps more. Poornima B, president, Synova Innovative Technologies, says: “We feel that the IT sector pays temporary staff even higher as it needs niche talent for specific jobs and would not like to hire them permanently. Typically, temporary staff would be paid a lakh higher than permanent staff in the IT sector.”

http://timesofindia.indiatimes.com/business/india-business/Temporary-job-pay-fast-matching-salary-of-staff-on-rolls/articleshow/12859263.cms

MUMBAI: Salaries for temporary jobs are fast catching up with that of permanent ones as more organizations look to hire temporary staff. The average salary difference between temporary and permanent jobs, across the top 10 temp jobs in the 0-3 years work experience, has narrowed down to 4%, according to findings of an annual salary survey shared exclusively with TOI. The temporary job market grew at 10% and hired 82,000 new employees in the last one year, said  Teamlease, a staffing firm.

The survey conducted among junior-to-mid  level employees said the healthcare sector will see the highest growth in  salaries at an average of 19% across profiles and cities and that the biggest  increase in salary this year was given to a project coordinator in the
IT sector  in Chennai at 41.2%. Temporary jobs have largely been perceived as low-skilled  and low-paid in India, but in the last few years there has been a significant  change in the way employers as well as employees look at these opportunities.

"The narrowing of salaries between temporary and permanent  jobs is because organizations are becoming picky in terms of the
quality of  temps that they hire. The process of hiring is also pretty rigorous as compared  to a few years back," said Sangeeta Lala, senior VP & co-founder, Teamlease  Services. Another reason for companies opening up to the idea of temporary  workforce is to do with that fact that the longevity of permanent staff is  reducing, she added.

A few years ago, the difference in salaries of temporary and permanent staff would have been around 10-15% but today an insurance agent permanently employed by a company gets Rs 11,000 per month while his counterpart in the temporary industry draws Rs 10,500  per month.

Sectors including banking, financial services and insurance  have been traditional recruiters of temporary staff in their sales force but now  FMCG, retail, telecoms and IT industries have also started looking at getting  temporary employees on board. This started happening after the financial crisis  of 2008.

"In Western countries, employers pay a premium for temporary  staff as there is less security and greater risk involved. Also, these jobs are  taken by people as it gives them flexibility to work for a few days in the week  and pursue other things. That change in terms of attitude towards temporary jobs  has still to happen here in India," said E Balaji, CEO of Randstad, a  recruitment firm.

The Teamlease survey said overall hiring grew by 18.3%  across India Inc with an increased prevalence of industry-city clusters. So  while healthcare industry took prevalence in Bangalore, the automotive sector  grew in Delhi and hospitality in Mumbai and Goa. In Bangalore, the IT sector  continues to drive rewards with a 16% median salary growth rate. The number of  clusters with above 8% increment growth rates has increased to 11, from the  previous year's 6, the survey said. 

Bangalore topped the chart as the  city to have got the best increments for three years in succession with a median  salary growth of 8.6% - incrementally higher than last year's. The IT sector  continues to lead the charge with a 19.5% increase in hiring, slightly better  compared to last year. With longevity rates as high as 91.2% for highly skilled  profiles like program managers, IT scores on the retention front as well. The  survey findings are based on salaries between December 2009 and June 2011 across  65,000 associates employed in the organized job market in the  junior-to-mid-level profiles.

Raj Kuruhuri, 24, has been working for e-commerce start-up BuyThePrice.com for over a month now. Kuruhuri, who graduated from IIM-Indore this year, opted to join the online deals site that started only in late 2010, rejecting offers from major technology players. The meteoric rise of the e-commerce segment in the last one year is driving sharp minds from the country’s premier B-schools and engineering colleges to be a part of the sunrise industry.
 
This year, Snapdeal made over 20 offers across IIMs and 75 at IITs, e-tailer of books and electronics Flipkart hired 120 graduates from IITs and 23 from IIMs and other top B-schools. Online fashion store Myntra hired seven IIT graduates, five from ISB, and two from the IIMs this year. Naaptol, which was among the first-timers at the IIM campuses this year, made 15 offers across leading
management schools, including Narsee Moonjee and ISB, all of which were accepted.

Industry experts point out that it is the prospect of bigger responsibilities and faster growth that are driving the graduates to look for opportunities in the e-commerce space. “I was looking at various sunrise sectors, but I was particularly interested in e-commerce because of the pace at which it is growing. What worried me about joining an established firm, is that I feared getting lost amongst 150,000 other employees, without ever knowing what my work was actually amounting to,” says Kuruhuri.

In his one-month stint with BuyThePrice, Kuruhuri has laid his hands across departments, including sales, operations, promotions and category development. “This in a big firm would be unimaginable. Also, the people you work with drive a lot of passion into you, because their lives are built around their organisations,” he says.

This year, of the total 423 offers at IIM-Bangalore, 4% were from the e-commerce firms. The first-timers among the e-commerce companies this year at IIM campuses include RedBus, Valyoo Technologies, Via, and Naaptol.

“We went to the IIMs for the first time this year. A total of 15 offers were made across the top-tier B-schools, all of which were accepted. Average salaries for IIM grads was R12 lakh, others were R6-9 lakh. We hired 10 IIT graduates with a package of about R6-9 lakh as well,” says Naaptol.com e-commerce head Sachin Singhal. The company has a staff strength of 1,500 and is adding 70 people every month.

According to an IIM-B report, the e-commerce sector this year was represented by Flipkart, InfoEdge, Snapdeal and Amazon. Flipkart recruited six students offering senior manager profile in sales and marketing, and supply chain.

Companies feel that there aren’t many experienced people in the e-commerce space yet, and supply and demand are not proportionate. “The obvious place to look for is these colleges, where they may not be experienced in the field, but are definitely bright enough to work in it,” adds Sachin.

Recruiters point out that the age profile of the candidates from top B-schools are between 25-30 years and they look for jobs that offer areas to explore. They have a huge appetite for learning and start-ups give them that opportunity.

Notwithstanding the global recessionary trends, 2011 witnessed a resurgence of the e-commerce sector. The largest investments in the space till date came last year when Snapdeal.com raised $40 million from Bessemer Venture Partners and Fashionandyou.com raised $40 million from a group of investors led by Norwest Venture Partners and Intel Capital. In all, in 2011, this space saw 32 investments.

“In the last one year, the sector was successful in attracting a lot of funding from major VC/PE players that equipped the e-commerce players to pay heavy cheques to get talents from top management and engineering institutes. Money, and at the same time chance to do something new and exciting attracts these candidates,” said Sangeeta Lala, senior vice-president (sourcing), of staffing company TeamLease Services.

Average salary offered by an e-commerce company to an IIM graduate varies between R12-15 lakh. While at IITs it is between R7-10 lakh. “Salaries for tech and management freshers have been in the range of R12-15 lakh annually plus ESOPs and other benefits. For laterals, compensation was adjusted accordingly. At ISB it was in the range of R20-25 lakh because of lateral hires,” says Myntra.

“This year, we have made about 20 offers across IIMs and 75 in IITs. We have hired from top-tier schools for functions across marketing, sales, operations, product management, and vendor management. This year for the first time we visited IIM campuses,” said head of marketing at Snapdeal.com Sandeep Komaravelley. Snapdeal, which currently has 1,200 people, started its operations in February 2010.

However, some are of the opinion that it is not always that start-ups can match the offers of other big players but try to match them with benefits like ESOPs. “Start-ups can’t always match salaries quoted by the biggies, but we do tend to make up with perks like ESOPs. This has more to do than providing a monetary value. It instills a sense of entitlement, and ownership, and in many ways makes people want to do better,” says Buytheprice.com founder and CEO Ranjith Boyanapalli. The firm made two offers in IIM, Indore and Ahmedabad this year and both were accepted. Operational for two years now, the company currently has about 70 employees.

http://business-standard.com/india/news/hiring-outlook-for-q1-rebounds-teamlease/163145/on

Retail and FMCG sectors lead the growth track

India Inc's employment outlook for the first quarter of this fiscal has made a turnaround after two subsequent quarters of sluggishness, with retail and FMCG sectors leading the growth track, a study said.According to staffing company Teamlease for the first quarter of this fiscal, the overall net employment outlook index made a smart turnaround to recover lost ground. The index gained by 3 points and stood at 73.

This seems to signal that the subdued sentiment has bottomed out and happier times are here again," Teamlease said.
 
In the January-March 2012 quarter, the overall net employment outlook index lost a lone point to settle at 70.

In the preceding October-December 2011 quarter there was a dip of 3 points in the employment outlook index, which stood at 71, from 74 in the July-September quarter.

"While the previous two quarters had seen a fall in most of the sectors, the current outlook is quite positive. Retail and FMCG seem to be leading the growth, backed by strong intent to hire at junior [1-3 years of experience] levels," TeamLease Services Senior Vice President Sangeeta Lala said.

Attrition rates, when computed between the previous quarter and the entire year, show a downward trend which may be a welcome news for most industries, Lala added.

In the April-June quarter, retail and FMCG segment made a modest but significant 3-point increase in the index. However, infrastructure, healthcare and pharma sectors stayed at their respective 4-quarter low levels.

Financial services notched up a couple of points, while manufacturing and engineering witnessed a loss. Interestingly, the bounce back occurred notwithstanding the rather dismal outlook for the broader tech sector (IT, ITeS and Telecom), the report said.

It further noted that metros are the favoured recruiting ground for employers, while tier-II and tier-III cities/towns do not seem to be able to break out of their stagnation.

The net business outlook index also increased by 1 point, and no respondents reported a decrease in business sentiment.

TeamLease releases the Employment Outlook Report every quarter after a survey conducted with HR managers and senior management of leading companies in India. The latest study covered 620 companies.