Hiring in India
Context
India is an emerging economy brimming with opportunities for companies looking to expand internationally. Opportunities abound, both in well-known sectors (pharmaceuticals, IT, etc.) and in developing ones.
In this market, a multitude of profiles with high skill levels are available. Indians are renowned for their expertise. The number of university graduates in the local population is on the rise, with a growing interest in international business. As a result, India abounds in qualified, experienced profiles, perfect for developing your business in India.
Recruiting in India requires a great deal of upstream information, adaptation to local customs and habits, and the selection of a large number of candidates, as refusals are commonplace.
Process a large number of applications
Behind all recruitment in India are many rejections. To counter this tendency and neutralize this bias, we need to process a huge number of applications. Indeed, between two stages in the recruitment process, candidates easily give up. If a candidate promises to come to the interview, or to take the job over the phone, don't take it literally! We strongly recommend that you keep other candidates on hand in case of last-minute abandonment. For this reason, having a local recruitment professional is a real asset that facilitates the process. Furthermore, to avoid this kind of occurrence, it is advisable to have several interviews per candidate, either face-to-face or by videoconference.
How to be attractive
To find the ideal employee and counter the general idea that foreign SMEs are unstable, it's important to offer an attractive recruitment package. To achieve this, it is out of the question to offer a salary equivalent to the authorized minimum. Apart from the salary, foreign companies can take advantage of the various benefits included in the contract, such as accommodation, attractive health insurance, a driver, more paid vacations, childcare, etc.
Retaining new employees
In India, employee turnover after one or two years with a company is high. Right from the recruitment stage, you need to think about employee loyalty. Attractive benefits help, but that's not enough. Indian employees expect regular promotions and raises. This motivates them to stay with the same company for a long time, and saves the employer another long and tedious recruitment process.
Useful information about working in India
Recruiting in India is a complex task, as the law differs not only from state to state, but also from sector to sector. Family influence also plays a decisive role in a candidate’s final decision. As a result, the recruitment process is long and tedious.
The essentials of Indian labor law
- In India, working hours are officially limited to 48 hours per week, and 12 hours per working day.
- The minimum wage varies according to state and position, from INR 17,234 (€190) to INR 22,744 (€252) per month.
- The types of contract are similar to those found in France: fixed-term contracts, open-ended contracts and casual work contracts .
- The employer must pay social security contributions totalling around 16.75% of the employee’s gross salary. This rate includes a 12% contribution to the national retirement savings plan, which is compulsory if the company has more than 20 employees. For smaller companies, contributions are voluntary.
- Three public holidays are common to the whole country: Republic Day (January 26), Independence Day (August 15) and Gandhi’s birthday (October 2). There are many others, depending on the state and the employee’s religion. From one state to another, the number of days off varies. It includes between 15 and 30 days a year.
The importance of family for employees
- Among the Indians, the family is of particular importance. Indians live with their parents until they marry, and it’s common to have several generations under the same roof. On the other hand, families are rooted locally, and few accept recruitment offers that involve moving far from their families.
- Contrary to popular belief, Indian employees are not flocking to recruitment offers from foreign SMEs. People don’t make major decisions without consulting their families. However, in the common imagination, foreign SMEs are not synonymous with stability in India. As a result, families will prefer to encourage the potential candidate to work for a local company.
- To counter these prejudices, companies need to come up with attractive proposals, as we’ll show you on this page.
How does Salveo support you in the recruitment process?
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Who we are
Salveo, a subsidiary of the Adit group, specializes in business development and offers a complete range of international services: operational services, recruitment and headhunting.
With a subsidiary that has been operating in India for almost 20 years, Salveo has genuine expertise in the Indian job market. With its wealth of experience, our subsidiary is the ideal partner for companies wishing to recruit locally, easily overcoming obstacles linked to a lack of information.
Salveo looks not only at the profiles available on the job market, but also at those already in place, to find the employees best suited to the development of the client company in India.
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A 100% customized approach to your needs
We place a great deal of importance on communication with our customers, so that we can only offer profiles that match their expectations and values. For each customer, we develop a tailor-made recruitment strategy based on our discussions and experience in the field. We help you build an offer that is attractive to both the recruit and the recruiter.
Salveo’s recruitment services include operational and administrative support for the recruitment process. Calling on our expertise not only allows the customer to concentrate on his core mission, but also to shorten recruitment times thanks to an optimal recruitment strategy.
Our experts put all Salveo’s human and operational resources at your disposal to support your international development.
In addition to recruitment, Salveo offers a number of complementary services, including freelance administration. Rather than going through the lengthy process of setting up a subsidiary in India, Salveo takes care of being the local entity needed to employ labor in India, while providing you with HR and operational solutions on the spot.
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