Entry level TalentTraditional campus hiring models are under increasing pressure for several compelling reasons.
- Demand uncertainty is no longer permitting long lead commitments on campus hiring without aligning the head count to specific opportunities. In fact several large SI s are forced to remediate through delayed on boarding of the entry level talent to reduce the cost of bench and idle entry level talent.
- Prohibitive cost of making an entry level resource assignment ready. Nasscom estimates that organizations spend about 3 lacs per candidates before he/ she is assignment ready. These costs include, the cost of hiring, training, infrastructure, compensation during training and opportunity cost of faculty. The cost will be much more if the bench time is included as typically the entry level talent is on boarded in batches and utilized over time.
- Mismatch between supply and demand. Given the variety of technologies, most organizations face challenge of supply demand alignment of talent.
- Niche and emerging technology focus : Given the complexity of supply demand alignment and the effort involved in specialized and niche technology training, most organizations opt for leveraging entry level talent only in high volume technologies like Java, .NET , Testing and AMS.
In Planning, Aspire and the customer jointly arrive at the goals for the entire initiative, the specifications for the input talent, sourcing standards, SLAs, development curriculum, methodology, the final selection criteria and the deployment models.
Customer would have role in pre approving to complete visibility to the development process to post development approval for assignment. We offer a host of deployment and investment options.