Some of the significant elements of the findings, the report said, include 69 per cent of organisations in the country were focused more on employer branding than they were five years ago. Seventy six per cent of HR professionals said the war for identifying the right talent was getting “fiercer”. About 79 per cent of HR professionals feel that the biggest challenge faced across companies was in keeping pace with rapidly evolving “technology” to enhance “workforce productivity and performance”. On the recruitment strategy undertaken by companies, the study report said about 62 per cent of HR personnel recruit middle and senior level officers from the external marketplace more often than it was practiced five years ago. “While 10 per cent of workforce across the companies comprise temporary employees, HR professionals look for right aptitude for a job, skills related to the position and personality and cultural fit before deciding a candidate..”, the report said. Seventy per cent of HR professionals “face challenges” of managing multi-generational workforce, while 76 per cent feel that in order to remain competitive there has to be higher percentage of temporary employees over the next five to 10 years than what was practiced currently.
“Seventyeight per cent of HR professionals have responded that organisations have to create greater flexible working conditions to attract the increasingly mobile workforce”, it said. Noting that there had been a spurt in online talent communities following the growth of various social networking sites, the report said “many organisations prefer to build online communities in order to acquire talents”. It also said 59 per cent of companies would hire “knowledge workers” while 32 per cent of companies would look for “technical workers” and the remaining “skilled workers”. “Sixtynine per cent of organisations were more focused on employer branding than they were five years ago”, the report said, adding organisations prefer to align social media approach with career and corporate sites to drive “talent attraction” and “engagement”. Fiftysix per cent of respondents in the study were male participants. Size of the organisation range from less than 500 to more than 10,000 employees.