Kwench-n:gage Leader Speak Series Issue 1: Volume 3 (June 2017) | Page 4

Attracting the cream of the top talent has always been difficult, continues to be difficult and will continue to be difficult in the foreseeable future. The reason why this demand supply equation for Talent has never been balanced is due to the nature of the industry. It’s primarily a knowledge based industry, to compete you need to innovate and innovation is constantly driving change. A hot and in demand Technology in the eighties practically had no demand ten years later. This results in skills getting obsolete in no time and people working in this industry need to be constantly upgrading their skills in order to survive. In Wipro, the recruitment is aligned closely to the Strategic plans of every Business Unit. We have clearly defined what the “Run” business is and what the “Change” business is. Run business caters to the Services and Technologies which are established, the talent is typically “available”, the technology is “trainable” and the delivery output is well defined. Hence the focus is on getting a good layer of Technologist and Delivery heads to manage these projects and infuse a lot of juniors who after training work on these projects. The “Change” business is however a different kettle of fish. Here the Technology is new, not many know how the demand will shape up and delivery outputs get defined along the way. Typically the initial pool of talent is very miniscule and most are self taught or have shown capabilities which allows an organization to place their bet on them. n:gage | June 2017