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India’s Senior Talent Gaps: The Value of “Employee Experience”

Delivering a positive “employee experience” for senior leaders is a key focus for businesses today.

The rise of technology and a youthful population is seeing skills gaps in India grow, particularly at senior levels.

The current spotlight on “employee experience” – both in terms of length of tenure and offering a dynamic company culture – means employers are willing to do more to encourage people to work for them.

Companies are using a wide range of creative approaches to build positive working environments and manage talent. For some, this involves making a break from the multi-layered, rigidly structured organisations of the past and the type of skills this prioritised.

Companies are also reskilling senior managers and switching to a more collaborative leadership approach. Yet, still there are not enough senior leaders with the skills needed.

Automation is putting the focus on social skills
Deloitte’s Global Human Capital Trends Report 2017 highlights these themes.

The Indian element of this international study, Rewriting the rules for the digital age, surveyed 600 employers in India.

The findings show a shift in the workplace towards networks (digital and human), collaborative working and more agile business practices. Critically, it also shows for nine in ten (89%), how employees experience their workplace and job is “very important” or “important.” This is a full 10 per cent more than the global average.

Talent gaps widening in India

A look at the RecruiteX index also highlights why employee experience is so important. Recruiters’ demand for talent increased in March by another point according to RecruiteX’s analysis, which balances recruiters’ hiring intentions with job seekers’ activity on

The RecruiteX index also notes people with the most in-demand skills are senior professionals – those with over 20 years’ experience. There was a massive 30% increase on the previous index for such higher-level roles.

Interestingly, recruitment demand is highest in sectors that are the scientifically, digitally and people- or team-focused.

Healthcare, biotechnology, pharmaceuticals and the IT/telecoms sectors are the worst hit by senior talent shortages, according to the index.

By function, employers are struggling to recruit doctors, nurses, medical professionals, hospitality managers and engineers.

How can mobility and HR help?

India is on track to have one of the world’s youngest populations in the world by 2021. One talent challenge is how to fill senior roles today in these highly trained professions that have long lead times for training.

For HR professionals and global mobility, the question therefore is how best to bridge these skills gaps and create the best possible employee experience.

Growing a company’s own talent takes time. Yet, moving people across borders can help deliver some of the talent, skills and personal attributes needed in the 21st century world of work.

Mobilising talent and offering a quality employee experience

Done well, with care and creativity, mobility can be a critical aspect of employee experience and the talent management cycle.

Broadening and tailoring assignment types to a wider range of candidates pays a diversity dividend and deepens the talent pool.

On the technology side, data and social analytics offer tremendous promise identifying and supporting people who want to develop their career through project-based and short assignments.

Here at Sterling, we are ready and able to help you identify where in the world your company wants to go with mobility and employee experience. Call us to find out more.

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