Monthly Archives: June 2018

HR Trends in Manufacturing Industry 2018

The human resource division plays a wide range of parts in the accomplishment in making a startup or an SME to an organization. To contend in a consistently evolving world and the trends in manufacturing industry, organizations should spend much of their time in realigning themselves. Organizational advancement is an approach to enhance an organization through this change procedure. At the point when done successfully, organizational advancement centers around the best utilization of the organization’s workers.


With the beginning of one more year comes a recharged vitality to surge into the market-loaded with undiscovered open doors expecting to pro. For the manufacturing part, there is a whirlwind of progressions that should be gained by, with the correct arrangement of labor something that is imperative in this industry. Roughly 5.8 million occupations in different areas depend and are upheld in a few or the other path by the manufacturing business all around the globe. The quality of manufacturing lies-in its work concentrated task and thus, the need to enlist the correct ability turns into all the more imperative. However, enrolling and holding ability taking into account particular manufacturing specialties is one of the difficulties that keep on haunting over all fragments of the organization and it is up to the HR division to zero down on the choicest workforce. Consequently, one needs to keep themselves refreshed with

These following trends in manufacturing industry:

The Old-School Learning: Apprenticeship Program Has Come Back

Businesses are known to utilize apprenticeship projects to manufacture its workforce and this will be additionally reinforced on the basis of the current trends. The apprenticeship display is one of the demonstrated projects for building up an exceedingly gifted workforce in the manufacturing industry, where youthful greenhorns learn through down to earth preparing an arrangement based exercises. Other than professional schools and colleges, organizations should begin receiving apprenticeships for segments as manufacturing, to create a workforce fit for accomplishing ponders.


The Tropes of Modern Day Hiring Would be Dictated by Artificial Intelligence

In the upcoming Phase, organizations will team up with computerized HR specialist co-ops as they will be in the trend that will help in gathering resumes, sending organization delegates to colleges, hopefuls or notwithstanding orchestrating follow-up interviews. This will truly assist organizations with increasing assorted variety and be practical. According to an ongoing report by Accenture Strategy, AI can help up the work by 10% in India. Robotization is the shelter here as the choice would be brought together and observed in the strictest parameters. AI is known for its mistake free judgment and this will discover more noteworthy use in choosing applicants in the manufacturing industry.


Advancement of a Full-Proof Employee Value Proposition

By and by, a solid organization mark is similarly as vital for grabbing great ability as it is for pulling in shoppers. An extraordinary brand picture and company value will pull in desires and assemble the right adroitness for development and a more noteworthy collection. It isn’t generally about competitors stressing over getting occupations as much as it is about organizations viewing for those applicants. This has made business marking an extremely vital technique that present age HR groups need to remember.


Aptitudes are Being Revamped Through Automation

Robotization isn’t prepared to obliterate employments, starting at yet. It’s ready to go about as an integral resource, featuring the abilities that are critical to organizations. Pioneers are absolutely idealistic about mechanization, they have a down to earth point of view at the back of their brain as desires for it to move their needs and essential ranges of abilities goes ahead board. By 2020, it is normal “keeping pace with evolving innovation” as the best need, trailed by overseeing huge information, consistency and keeping up monetary revealing benchmarks.


Employee Experience: The Focused Zone

This will be where organizations begin to center around building up their way of life by building a veritable “Worker Experience”. This biological community is prepared to coordinate three center measurements of allure: commitment, culture and execution administration keeping in mind the end goal to draw in the able millennial to compete for the positions

This will drive the correlated HR heads to make and look at a veritable adventure guide and enhance to reflect that of what client encounter groups work out regarding client ventures. It will be an energizing time where HR will constantly try different things with innovation in the manufacturing industry, blending present day correspondence and profitability instruments to encourage the comprehension and improvement of the worker encounter.



These patterns point to building an all-encompassing parity at the working environment for the manufacturing industry in 2018. In spite of the fact that companies will confront new difficulties in making these conceivable, a plentiful arrangement of reward through higher efficiency and more noteworthy representative dependability. The upcoming year is set to see a more excellent ascent of representative temptation to connect to abilities who might get exceptional development.

Tips to hire Senior Executive 2018

Your business has developed quick, you have a fabulous group set up. This is the ideal opportunity to get some senior executives in. They will end up being an essential piece of the development story and scale up the business further. But, the problem arises at this time in every development story, “How to recruit senior executives?”, “What will be the selection process for senior management?”. You will start googling for tips to hire a senior executive. In any case, a contracting botch at this level could bring about the group separating, spirit issues and even change the organization recognition drastically. The strategies you used to employ for bringing down levels won’t be adequate while contracting senior executives.

Enlisting a senior executive requires a more key approach. Lay the preparation that makes your business appealing for a potential executive. The primary thing the applicant will do is check your site and online life nearness – ensure they are not dull. The social fit is significantly more imperative at this level – take it moderately, and ensure the hopeful you are collaborating with shares the qualities your organization puts stock in. He ought to have abilities that supplement your own particular aptitudes – solid in the regions where you are powerless. The procedure won’t be simple.

Here, are some tips for you to make a faster decision to hire a senior executive:

  1. Be the “Recruiter-in-Chief” of your own organization: Eric Herrenkohl, a retained executive search consultant, gets the same kind of question again and again by the business people: “What’s your secret of hiring senior (A-level) executives?”Look what he says.People at corporations tend to exhibit constant behavior that they see being sculptured at the highest, says Herrenkohl. “If you’re the chief executive officer or head of a corporation, you can’t expect others to begin looking for high talent unless you begin cultivating that behavior yourself.”Herrenkohl learned his very first lesson regarding chief executive officer involvement in the domain of recruiting whereas talking to a gaggle of mid-level engineers at an association conference, where he saw one 55-year-old man within the cluster of 30-somethings. When Herrenkohl asked him why he was there, the person told him he owns an engineering firm and makes it a habit to remain on prime of latest talent, therefore he attends conferences often.“It doesn’t mean that as Chief Executive Officers and senior executives we should always be doing all of the recruiting for our corporations, considering we don’t have time to try and do that,” says Herrenkohl, “but we’d like to line the pace so we will have high expectations for our leaders that they’re progressing to do planning to.”
  2. You wait for ages for a bus, then three comes along at once: Obviously, this is often anecdotal, however, once great candidates are trying, they always appear to own variety of suitors. If you don’t make a choice within an affordable time-frame, you’ll risk losing her to the corporation that isn’t slowed down by your issues.
  3. Interview two people per month: If you’re a manager or an actively hiring people, make it as a part of your job that you’re going to interview two executive level recruitment per month, whether your corporation have hiring needs or not.You must have to build this habit inside yourself. Tell yourself, “Every month, I’ll going to meet a couple of new people, either formally or informally, who have the potential to join my team, either now or later.Let me give you an example:Suppose there is a corporation that is facing issues with employee turnover, and they tried to struggle through this by executing this rule of two executive level recruitment per month to turn around their company. So, he informs all his employees that we are going to build a farm. What he does, he orders all his employees to write down the names of two people they interviewed, before the monthly staff meeting. If you aren’t able to add two names, don’t bother to come to the meeting, he said.Depending on how big your company size is, you might wind up interviewing people who don’t show up when you need them the most. So, it’s better to always keep up with developing a farm team rather than stuck with no A-players.
  4. Cost of the whole Interview process: Just imagine that hiring process took way long time then you expected. Do you know how much that has cost it to you? I think a valuable candidate in which you invested a lot of your time and money.The employees whom you told to take interviews are getting paid for other (the primary ones) jobs also. When you divert their mind off their primary job to the secondary one, their productivity is impacted. In case, their productivity isn’t affected, either the corporation is overstaffed or you may have hired wrong set of people in the corporation for their jobs.
  5. Look for A-players who are treated as pariah inside their own corporation: As far as recruiting A-players, consider this that none of them is out of your reach, even when they are as well paid employed.Let’s give you an example: In case you met someone who is a rock star at what they do, and you want to hire them, but they aren’t interested in your proposal because they having a perfect time over there. But it doesn’t mean that you stop chasing that person. It just that currently or on that day that person wasn’t interested in your proposal.In every person’s corporate life, they are happy one day and resentful the next, because they didn’t get what they thought. The opportunity they deserved. The day, the more senior and savior executives will understand that their well-paid jobs are not going to last forever. This causes them to engage and build a relationship with other people because they don’t know what’s going to happen next.
  6. Look for good people at struggling companies: You might have seen that when good companies start struggling or even when average companies get in trouble, the best people in those companies start looking for other opportunities. In that case, you need to pay attention to these talented people in good or average companies who start to struggle, because these talented people are more open to listening to us at that time.
  7. Make a decision: In the event that the hopeful fits alright, make him an offer. On the off chance that he signs on and it doesn’t work out, you can simply release him. That is not a lovely circumstance, and it has costs, but rather you’re not stuck in forever.

6 Recruitment Challenges in India

Recruitment is one of the most difficult tasks in a company. Companies like a six-person startup to the multinational advisory firm, everyone face these challenge. Every month, around one million people enter the job market in search of a job. Now, India has the highest percentage of the workforce available which is actively seeking a new job. Picking up the right candidate from the one million people who are actively seeking for the job is like looking for a needle in a haystack. You know that the right person for the job is there somewhere, but to find him/her, looking and examining them is a daunting task. But the good news is as a recruiter, you’re not alone.

Here, I’ll address those challenges which can seriously impact the economic growth of India, if left unaddressed. As with every challenge, there is an opportunity to improve. So, look at these challenges and eliminate them beforehand.

#1: Less on Selection

Primarily, there are one million people who are seeking a job. But how many of them are worth recruiting for that position. Interviewing every single one of them is very hard as well as a necessity. But calling or selecting every single one of them for the further round isn’t a necessity. This is where the problem arises, you don’t know whether the candidate you just rejected might have some potential and best fit for the position if he/she has little knowledge about it, or the candidate you just hired might not be suitable for working in the team but he/she has the knowledge. In reality, it’s very hard to find that ideal candidate who has the potential, the teamwork attitude and the required knowledge.

#2: Is the candidate role ready?

If the candidate isn’t role prepared, facilitate the candidate with one-on-one coaching, guidance session with senior workers or digital work chance and facilitate him get on-board. During a survey, two-fifths of the respondents most well-liked work in their organizations, because it helps them build the requisite skillsets and three-tenths of them, viewed it as a core ability. Accenture offers {a work|a training} Skills Maturity Model that assesses the organizations current coaching culture and offers a possible blueprint for serving to the staff. each new candidates connexion Oracle Direct receives an intensive and rewardful 3-week sales and products coaching.

#3: Candidates and Multiple offers

Candidates typically notice themselves selecting between multiple offers, each as enticing as the next. This job seeker’s market has staff feeling comfy enough to begin betting on the opposite aspect of the fence and think about job changes, in spite of the volatile stock exchange.

Right now, IT staff are naming their costs and being unbelievably choosey regarding wherever they are going. firms got to get transcend the competitive salaries and get inventive regarding what they provide. Company culture, benefits, perks, and future growth opportunities all play a job in attracting tech talent nowadays.

#4: Employee retention issues

It’s more common than ever for workers to leap jobs. In fact, a simple fraction of recent hires quit their jobs once operating concerning six months. once this happens, your client would possibly question whether or not you’re ready to realize the correct person for the position.

Employee retention problems will hurt your recruiter name. You discover a candidate and your client on-board them. Once a number of months pass, the new employee finds a job somewhere else. You’ve got to begin the recruiting method over. Or worse, the client doesn’t hire you to seek out another candidate. This could quickly become one in all your biggest enlisting challenges.

#5: Priority in a strategic management:

These new systems are emerging in as an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing desires and prioritizing the tasks to fulfill those changes within the market has become a challenge for the HR professionals.

#6. Lack of HR Skills

Presently, most of the recruiters have technological tools, however, lack the abilities to utilize them to their advantage relating to effectively taking the information. This makes them less competitive with the recruiters who are concocting latest HR software system, HR analytics, tools to search out, screen and supply candidates.

To overcome this they only need to learn them. Despite the scale of your company, some positions are hard to fill in, the more you will use those technically advanced HR tools, the better decisions you will take in hiring and maintaining the image of the industry. You’ll be able to influence your hires, retain them, and create it a decent place for them to begin.

Reasons to Hire HR in small business

When it’s your first time, it’s normal to wear different hats. It’s a must knowing fact for an entrepreneur or a small business owner. If you want to establish a successful and profitable business, you should hand-off all your management-related tasks and issues to a knowledgeable and talented HR professional [this is when the right time arrives].

Why HR is important for small businesses

Below written some reason why entrepreneurs or small business owners get benefited by hiring an HR professional on their team.

  • Helps in Company’s Growth
    To demonstrate your company’s own commitment to growth and sustainability to your current employees, your future customers, and your finder(investors), you need to hire a talented HR professional.
  • Set a tone for your small business
    Having a talented HR professional would be ideal, but it is not a possible option on a bootstrap budget. Once you start hiring team members that will work beyond your reach (direct scope of management), it’s very important to hire an HR professional who will help you in scaling the whole business according to the company’s need and will align its vision with its neat practices.
  • Helps you in staying one step ahead
    A talented HR professional is a most valuable asset to a company, so invest wisely in it. Hiring an HR professional when you need isn’t awesome, like receiving an unemployment claim. But sometimes, it feels awesome, like an employee announcing they’re pregnant. So, just don’t wait for the sweets to settle in your paunch to realize that you don’t have a maternal leave policy in your company.
  • Helps in hiring an ideal candidate
    The success of any company is its own people (employee). By bringing an HR professional in the company will bring the best talent in the market. They will attract, find and secure the talent who will complement their area of expertise.
    Let’s assume, you’re an owner or entrepreneur and you also have an expertise in the technical area; an HR professional will help you in building a lasting all-star team.
  • Helps in achieving your vision
    There is a saying, ”the early bird gets the worm”, and it couldn’t be less true for a small business that hires an HR professional from the first day. With an HR professional, the vision, mission, and goals of a small business are successfully achieved at a fast pace, while maintaining the image of the small business as “the place to be.” HR professionals are the key element in a strategic plan for any successful company, and hiring them from the day one can only increase the chances of a company to cross their far-away goals.
  • Helps in Budget Control
    An HR professional develops several methods to trim down the costs related to the workforce management, thus restraining excessive spending and helping the company in saving money for the long run. The methods HR professional develops may include negotiating better rates for employee benefits such as insurance for health. Furthermore, An HR professional will study and analyze the employment trend, the labor market and the salaries based on the job functions to ensure that the company’s wages are totally competitive and realistic. Small businesses have a very strict budget which they must have to follow, this function of an HR professional is particularly helpful.
  • Keeps an eye on employee satisfaction
    It is an HR’s duty to determine whether the employees of their company are satisfied or not with their supervisors and also from the job and related duties as well. Satisfaction is immeasurable but HR professionals have to do something to improve the relation between the company and its employees; they carefully devise employee surveys. In easy words, HR professionals determine the causes and/or reasons behind their employees’ dissatisfaction whether they are current employees or previous ones, and addresses those issues related to their employees’ dissatisfaction in the best way possible to boost morale and motivation of their employees.
  • Resolves Internal Conflict
    Conflicts can happen anywhere, but the conflict in the workplace can be small or later it can become a big one, regardless of how satisfied the employees are in the company with their jobs, their supervisors, and their colleagues. With different work styles, personalities, level of experience and backgrounds of all the employees, there is a possibility that arguments and disagreements can happen. HR professionals are trained to handle such relation issues between a manager and employee or two employees; identify these issues and effectively resolve them to keep a positive working relationship throughout the whole organization. Furthermore, an ability to resolve the conflicts between a manager and employee or two employees may increase employee satisfaction and morale of the workplace.
  • Rules and Regulations
    This is one of the most important functions of an HR professional, it is their duty to ensure that the company is following all the rules and regulations that can put an impact on all the aspects of employee relationships—starting from hiring, to their safety, to benefit the administration and through terminations. If we look at those small companies, with one to 14 employees, must have to follow these rules: hiring and firing, wages and benefits, discrimination and harassment, workplace safety, workplace privacy, and more.

Advantages of Outsourcing a HR consultant

What does an HR Consultant do? An HR consultant is similar to an HR employee of an organization/ company. The only difference is HR consultant has the right to offer his/her services to multiple companies at a time. They are not bounded to a single organization. Both of them have the same responsibility.

Major Responsibilities of an HR consultant is to perform advanced, specialized and administrative duties in a designated human resource program. He/ she is also responsible for high-level support in the administrative duties of human resources program. Human resources have to incorporate a lot of administrative duties/ responsibilities into their day-to-day tasks. Basically, they have to interpret human resources policies and offer their advice on its implementation of an organization or business. From interpreting policies to bestowing training sessions on complex HR procedures, HR consultants are responsible for continued compliance with a company/ organizations with HR policy.

Importance of HR Consultant

Comparing HR services to HR consultants solely depends on the function, you want to outsource. HR consultants can save both time and money, but it has its own disadvantages depending upon what services you outsource, how will it be implemented, and how you’re going to choose the perfect HR consultant for your organization. Before taking the final step, you should weigh up every aspect of it then take the decision.

Benefits of hiring an HR consultant:

  • Good Impact or Bad Impact
    Human Resources are same as any other contractors, you have to choose any one of them from the herd very wisely. Because they have a significant impact on your organization/ business. Choose the one who invests his/ her whole time in knowing you and your business, so when they put their efforts on the work, it should result in a positive impact. Hire someone who’s in line with you and your company’s vision and goal.
  • Cost Effective
    Hiring Human Resources Consultants is very cost effective.
    Let me explain you with an example when you outsource human resources consultants, these HR consultants are more experienced and have specialized knowledge in comparison to your own HR staff. Hiring a single employee of that much experience and specialization would cost you more than hiring a team of HR consultants for your business.This is the most cost-effective way for smaller companies who can hire a team of HR consultants who will do their job efficiently. One way can be outsourcing HR functions at first and, later on, as part of their contract, have them recruit-in-house HR employees for you who can continue the great work from where the HR consultant left.By this, the extra money you save can be reinvested into the business for its growth. Or you might be able to hire more people or you can operate more efficiently which could help you in leveling up from your competitors.
  • The efficiency of HR consultants
    Outsourcing experienced and specialized HR consultants can work more efficiently and effectively with the HR processes- especially those complex HR functions such as recruitment, compensation and benefits administration, employee regulations, employee handbooks and occupational health and safety. With this, the time spent by the employers and managers on HR-related paperwork and procedures will be saved and they can dedicate more time to their areas of focus.
  • Development of Employees
    When you outsource HR functions, the businesses will be able to manage easily their employee performance and development. HR consultants can also implement performance management plans. They will ensure the employees comply with the company policies and procedures and successfully meet the business goals.The outsourced HR team can also monitor your employee performance and report findings to the managers. By this, the workload of managers will be minimized.
  • Regaining primary focus
    The heads of the businesses often get involved in the day-to-day HR issues which distract them from their main goals in their business focus. Outsourcing HR consultants will not only allow you to set your focus back on your main business goals but will also give you the comfort in knowing that the HR things are being taken care of.When your HR staff will work alongside the HR consultants, they might learn and grow and can keep focusing their efforts on their primary key areas as well.
  •  Time efficient
    HR consultants can help in creating some of the most difficult HR document such as employee handbooks and files and can help in establishing best practices. With this documentation, which contains answers to many employee questions, they will get consistent answers to their questions and work faster.
  • Employee satisfaction and decreased turnover
    When an HR expert have an honest conversation with your employee about their work and bringing some changes that are fair and that will benefit everyone, will result in greater employee satisfaction, increased productivity and decreased turnover.
  • Minimizing Risks
    Outsourced human resources consultants priority is to minimize risk. You might have seen that the employment laws change regularly and it becomes difficult for an employee to remain updated. This where outsourced HR consultants come in to play, they keep themselves on top of these laws so that your employers don’t have to. To keep both the employee and employer protected, HR consultants make sure that your policies and procedures comply with these laws

Outsourcing HR consultants will help you in introducing new processes, and these processes will help you in presenting sizable change. It’s very important to hire an HR team that will solely focus on your business. Choosing the right outsourced human resources consultants will pay off in the long-term.

7 Reasons to Outsource Hiring Process

The global economy has been changing drastically, making recruiting and hiring the perfect candidate for the organization becomes a very daunting task. In this fast-paced economy, many conditions arise such as global competition, lightning fast business conditions changing, skill shortages, and war of talents. Recruiting in this kind of environment, finding and hiring the perfect candidate requires a person/ organization to keep up with new recruiting technology and social media, developing a healthy relationship with the candidates, and asking the right questions at the right time. The hiring manager and employees achieve everything when they outsource recruiting. No wonder companies are turning to outsource hiring process these days. 


If you’re still not sure, whether you should outsource hiring process or not, here are some reasons that it could benefit you:

    1. Keen Focus on the business: A company having a dedicated recruiter or some kind of recruiting function, but not every one of them is in the recruiting industry. Any of the recruiting tasks or activities will be outside of the core business operations and it will consume resources from core business operations. And employees will neglect their usual job, that is important to the running of the business. When you outsource the recruiting process to the recruiting specialists, it will not affect your core business operations and enables employers to find the perfect candidate for the dedicated post with compromising/ distracting the core business operations.When the recruiting responsibilities arise, the human resources staff gets overwhelmed with the recruiting volume and will not be able to focus on their core HR responsibilities. This responsibility has a negative effect on the human resources staff, such as their productivity, workflows, and their ability to provide service for benefits, payroll, compliance, and employee programs.
    2. Domain expertise, Companies lack and need badly to acquire reliable talent: It’s fine to tell your company’s human resources staff to put efforts on hiring/ recruiting, only if you have to hire less than 10 people for rank-and-file positions. The situation arises when you have to hire 50 or more than 50 people. At this point, it becomes difficult to find the quality talent for hard-to-fill positions like C-level executives and technically skilled workers.By outsourcing recruitment process, the company’s human resources staff will be to dedicate all their time to the work only for them. The whole process can be a little time-consuming, especially when the number of applicants for open job positions are hundreds or thousands.
    3. Elimination of the burden of searching the appropriate candidate: You may think that human resources professionals only work is to hire right candidates for your company/ organization. But it’s not the whole truth. The breadth and scope of human resources management are wider than most people think. So, instead of causing an unnecessary grief to your human resources team, why not to outsource a team of experts that’s as competent as your employees? Lifting the time-consuming burden of talent search from your human resources professionals’ shoulders, they will more focus on fulfilling the duties on the core business initiatives.
    4. Recruitment strategies matched-up with the current trends and technology: Smartphones and social media networks have become one of the major reasons for the evolution of recruitment process. With the widespread use of smartphones and the popularity of social media networks, now, recruiters don’t need to wait for the job seekers, while sitting in their comfy offices. Recruiters now, scour the online job site and social media site to find passive candidates (those people who currently are employed but also looking for another position in another company that offers them better pay and opportunities for growth in comparison to the current one).
    5. Level the playing field for Competitive Advantage: Every one of you might have heard about this trend, startup. Smaller companies which are the established ones. These startups and smaller companies outsource their recruiting, why? Because they don’t have many resources in-house to manage their core business operations and recruitment process together. And also, they have to keep up with their competitors and larger companies for growth.By outsourcing hiring process, they can level the playing field and don’t have to worry about losing a perfect, talented candidate for their organization/ company.
    6. Fast-paced growth: Companies with a fast-paced growth or who face seasonal spikes have recruiting function issues that are difficult to handle. They have a very hard time to keep up with hiring and recruiting. They have to hire as many people as possible quickly because the rest of the year will be slower. Outsourcing hiring process helps these companies to handle such fluctuations, or serve a temporary solution to their temporary problem.
    7. Minimum cost: The recruitment process can increase the cost of a company whether it’s labor cost, capital cost or perhaps costs for some other reasons. Or the company spent enough money on the headhunters and recruiting fees that are finding a better way for recruiting. Maybe the organization/ company wasn’t able to do a good job in creating a standardized approach for hiring. In these situations, the best way to reduce such costs is to outsource hiring process. By outsourcing hiring process, the recruiting firm will provide what organization/company needed the most.

When a company outsources their hiring/ recruitment process, they don’t have to worry about any burdening tasks because there is someone to rely on who will help them through these tough times. A company with expertise in the recruitment process will also help you in weed out the undesirables and bring you the top-tier talent even for those positions which are hard-to-fill. These recruiting firms will dedicate their time and resources to searching, engaging, contacting, hiring and on-boarding the top talent that is beyond the reach of small or startup companies. By this, companies can focus better on their core business operations when they are staffed with the top talent who have been hired via a good recruitment process.  And the best of all is the keeping up with the trend and world of technology that the current generation employees grew up with.

Best companies to work for in 2018

Some time ago, LinkedIn has released the 2018 Top companies list where Indian professionals most want to work across India. The whole list is scrutinized on the basis of four main pillars: interest in the company; engagement with employees; job demand; and employee retention. Inside this list, 25 Top Companies were highlighted by LinkedIn that are most sought-after by the professionals.

Directi, Flipkart and One97 Communications (Paytm), these 3 companies are the ones that hold the first three spots at the 2018 25 Top Companies list which has been the most sought organizations among the job seekers or professionals.

Here is the list of 2018 top 25 companies in India.

  1. Deloitte India (Management Consulting)

Deloitte 2018 Top companiesGlobal headcount: 263,900

Deloitte, one of the “Big Four” accounting organizations and the largest professional services network in the world by revenue and number of professionals. Across thirteen cities in India, Deloitte offers services such as Audit, Risk Advisory, Tax, Consulting and Financial Advisory.


  1. Reliance Industries (Oil & Energy)

Reliance 2018 Top companies

Global headcount: 34,120

One of the coolest thing about Reliance’s office’s house is that they have their own football and cricket stadiums with floodlights, LED scoreboards and arena seating, as well as other outdoor sports like tennis and basketball.


  1. Unilever (Consumer Goods)

Unilever 2018 Top companiesGlobal headcount: 169,000

Unilever products are everywhere, it’s in your kitchen (Lipton and Kisan), your bathroom (Dove and Axe) and also on your dressing table (Elle 18, Brylcreem). Nine out of 10 products are of Hindustan Unilever Ltd. That is being used in every Indian household. The company is ensuring that they don’t lose this primary position. For this, they require agility and decision-making ability at their all layers. Unilever “Future Leaders Programmer” where they recruit entry-level employees and train them to become managers in two or three years.


  1. JPMorgan Chase & Co. (Financial Services)

JPMorgan 2018 Top companiesGlobal headcount: 240,000

JPMorgan Chase & Co. is a leading banking and financial services firm and their key investments for success are in” people, systems, and products”. The reason for their employees to stick around for seven years includes perks such as backup child care services and discounts on banking services, electronics and travel.


  1. Shell (Oil & Energy)

Shell 2018 Top companies

Global headcount: 92,000

Pan-India accelerator, a programme by oil major for energy startups, where technical and commercial mentorship and an investment of up to $20,000 will be provided to the promising ones.





  1. Goldman Sachs (Financial Services)

Goldman Sachs 2018 Top companies

Global headcount: 35,623

Goldman Sachs biggest office outside New York is its new $250 million Bangalore Campus with the seating capacity of 9,000 people. Every year Goldman Sachs raises funds for marginalized communities around the world with the events like Trailwalker 100-km race.


  1. PwC India (Accounting)

pwc 2018 Top companiesGlobal headcount: 236,235

PwC has a client list that includes 419 of the global Fortune 500 companies and a history that takes us to long back when Charles Dickens ruled the bestseller list. It also stands out from the Big Fours firms when it comes to perks.  PwC doesn’t put the needs of their employees on the back burner.


  1. MakeMyTrip(Internet)

MakeMyTrip 2018 Top companiesGlobal headcount: 3,200

MakeMyTrip is India’s largest online travel agency with a market share of 75%. It offers free courses for its employees, ranging from customized behavioral programmes to study tours to Europe and Southeast Asia.


  1. GE (Electrical/Electronic Manufacturing)

GE 2018 Top companiesGlobal headcount: 295,000

There are eight different leadership programmes run by GE, where they recruit graduates and give them hands-on experience and training.
There is some 25% GE senior management who were graduated from a GE leadership programme.




  1. Ola (Internet)

OLA 2018 Top companiesGlobal headcount: 6,000

Fun Fact: Ola has multiple clubs where their employees keep their stress at bay and mingle with each other or other team members.



  1. DBS Bank (Banking)

DBS banking 2018 Top companies

Global headcount: 24,000

DBS keep a check on its employees’ health. It organizes health camps for dealing with issues like back pain or cardiovascular issues.



  1. Morgan Stanley (Financial Services)

Morgan Stanley 2018 Top companiesGlobal headcount: 57,000

There are over 3,000 employees working at Morgan Stanley in India. An interesting fact is that the average tenure of an employee is 7.6 years, a little longer than the average tenure among this year’s Top Companies.




  1. Expedia (Internet)

expedia 2018 Top companiesGlobal headcount: Over 20,000

Expedia owns and HomeAway. Last year, it spent around $5.3 billion on marketing. And the company plans to spend a lot more this year than the previous one.
This time, it also scrapped its performance rating to focus on providing employees with ongoing feedback.

  1. Adobe (Computer Software)

Adobe 2018 Top companiesGlobal headcount: 18,000

Adobe has a 26-week maternity and a 16-week parental leave to 20 days’ bereavement leave with all fully paid. It gives its employees enough time to recover, not only physically but mentally also, before they can join back after a major life event.






  1. Daimler AG(Automotive)

DAIMLER 2018 Top companiesGlobal headcount: 289,321

Key manufacturing units of Daimler is in Chennai and Pune. And the largest R&D outside Germany is in Bangalore, India.






  1. OYO (Hospitality)

OYO 2018 Top companies


Global headcount: 2,700

In designing OYO’s five-floor office, every employee has it’s saying, how they want their surroundings to be.




  1. EY (Accounting)

EY 2018 Top companiesGlobal headcount: 250,000

In EY, there is 16 weeks’ parental leave for those employees who have welcomed a new member through birth, adoption, foster care or legal guardianship.




  1. KPMG India (Management Consulting)

KPMG 2018 Top companiesGlobal headcount: 197,263

KPMG India has offices in Mumbai, Pune, Delhi, Kolkata, Chennai, Bangalore, Hyderabad, Kochi, Chandigarh and Ahmedabad.



  1. Alphabet (IT & Services)

Alphabet 2018 Top companiesGlobal headcount: 80,110

The Alphabet division of the company, Google, handles the market for search, and with Facebook, a little bit of digital advertising, too.



  1. Mckinsey & Company (Management Consulting)

Mckinsey&Company 2018 Top companiesGlobal headcount: 25,000

A leave programmer named as “Take Time”, where an employee can take extra five to ten days off to pursue their passion or attend a family matter.



  1. Anheuser-Busch InBev (Consumer Goods)

ABInBev 2018 Top companiesGlobal headcount: 200,000

If you’re a beer person, you may know this or may not that there are around 500 beer brands from ABInBev in more than 150 countries. Some of the beer names include Budweiser, Corona, Hoegaarden and Stella Artois, etc.




  1. Amazon(Internet)

Amazon 2018 Top companiesGlobal headcount: 566,000

There is a Ramp Back programme where a new parent gets eight weeks of flexibility and partial work hours, so they can get accustomed to their new daily schedules.




  1. One97 Communications (Internet)

one97 2018 Top companiesGlobal headcount: 17,000

One97 Communications aka Paytm offers stock plans to top performers, aside from an annual bonus. More than 20 Paytm employees recently became dollar millionaires.




  1. Flipkart (Internet)

Flipkart 2018 Top companies

Global headcount: 8,000

Warm Welcome from Flipkart to their new recruits is by a treasure hunt inside the office which will help them to explore the office.  And can interact with their fellow “Flipsters”.








  1. Directi (Internet)

Directi 2018 Top companiesGlobal headcount: More than 1,500

In Directi, every new employee gets a welcome kit with a kindle as a complimentary gift. After they settle, the Xbox, the foosball, and table tennis to ensure that their stress is at bay.