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We have diversified from a white collar job portal: VP, Times Internet

23-May-2018
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We have diversified from a white collar job portal: VP, Times Internet

Before the launch of online job portals, looking out for the right job was always a difficult task, and equally difficult it was for employers to find the right candidate. However, the scenario has changed now.

exchange4media interacted with Sanjay Goyal, VP at Times Internet & Head of Product, Technology & Marketing at TimesJobs, JobBuzz and TechGig to understand the fast changing norms at companies, the current employment scenario and what would a workplace be like by 2025.

Excerpts:

What do you think Workplace 2025 would be like?
In today’s times, workplace not just comprises work station, but includes the comfort level of the employees as well as the policies that they deal with while working in a company. I firmly believe that a company should treat its employees in the same way they treat their customers or vice versa. The treatment should not be different.

Your work area is a place where you co-create solutions and cross pollinate ideas, and so you would want a place which is open and facilitates dialogues & collaborations. It should be a place where people worry less about the policies and more about creating new and exciting products and services.

In India, people are expected to follow a certain hierarchy. There are lot of decision makings and approvals at different levels. But in multinational companies, the hierarchies are more flattened and so delivering services and products is easier and more fun.

In most MNCs, people are able to converse and create solutions over the phone. In the US, you don’t need to travel for an hour’s meeting; you can do it over phone. However, in India, you probably have to be face-to-face to effectively communicate and discuss ideas. But now these things are changing. Technology is making decision making faster and facilitating it.

How are new skills impacting the employment scenario?
One of the most important things that companies struggle with is skill boosting of their employees. Skill development is a very expensive exercise for any organisation to undertake. It is a costly exercise to pull people together at one location and conduct it. It is costly also because you need to take away working hours from the people. Now, technology can play a big role here. Video-based coaching, live demos and cloud-based self-learning solutions could be there. This is one area where companies would like to invest heavily so that they can constantly upgrade skills of their employees.

Today, new technology and skills are coming almost every other day and the challenge for the workforce is to keep itself updated while they are at work, which now a days is 24/7. It is difficult for these people to upgrade their skills at a fast pace. And so, one of the trends that I have seen is that if companies need people for a new skill, they will have to go to colleges to hire freshers. But it makes the task very challenging because companies need to keep a balance between experienced people who will make a wiser judgement and freshers who would want to go an extra mile to do 10 different things. So for companies, this is a challenge.

Have you seen an increase in the number of job seekers on you portal?
Yes, number of job seekers has gone up. In the last five years, the numbers have gone up by 200%. The number of job seekers, number of skills and even job openings have gone up tremendously.

At this time, even the government is struggling with job creation. My answer to that would be that there are jobs in the market, but the demand for skills is changing so rapidly that the candidates are not able to keep pace.
Hence, I think, companies need to understand that they should not hire people only for skills, but hire them for their attitude, temperament and ability to provide solutions in different situations. I think people with right temperament and attitude will learn the technology/skill in some time.

We should also go back and question the institutes on how rapidly they are updating their curriculum because that’s not happening every year. If the market is changing every six months, why are the institutes not changing their curriculums?

What new things have you done in this domain?
We have diversified from a white collar job portal. We now have TechGig and have created platforms for coding. We have also launched a new product called PocketJobs. It is targeted towards entry-level job seekers and the grey collar segment like delivery boys and front desk workers. The idea is to get these people directly in touch with the recruiter. A person coming to this portal would be able to call the recruiter directly.

What parameters do you look at to judge your success, and how do you keep yourself ahead in the competition?
The single matrix to judge the success of the portal would be the number of people who get jobs through our portal.
Our competitors are also diversifying, but the rate at which we are able to innovate is much faster than them. For eg, one of the solutions we built was Crawling, which was probably the first in the industry. With the help of the tool, we are able to crawl a company website, pull jobs from there through a Crawler, which is an automated solution. Then our software algorithm figures out what the job is about and automatically brings it to the targeting candidates.

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