Wipro, a leading provider of IT services, said on january 17 that it will onboard 10,000–12,000 new hires from campuses throughout the 2025–2026 fiscal year. Following the release of the Q3FY25 statistics, Wipro's Chief Human Resources Officer Saurabh Govil informed the press, "There could be a quarter changes, but between 10,000-12,000 freshers would be onboarded every fiscal."
 
On january 16, Wipro's cross-town rival Infosys said that the IT services giant will recruit more than 20,000 new hires in FY26, indicating a rebound in demand and a resurgence of discretionary expenditure across a number of industries.
 
We do not want to overreact by making offers that we are unable to accept. Thus, the lesson has been learnt. We want to be more consistent but also more careful. That's how we do it," Govil continued.
 
The development coincides with the Bengaluru-based company's reevaluation of its campus and lateral recruiting methods, which aims to increase staff utilization rates while reducing attrition in order to increase profits.
 
He reaffirmed that the Bengaluru-based company will continue to onboard between 2,500 and 3,000 new hires each quarter.
 
Govil went on to say that following a "stop-start" strategy over the last two years, the corporation had honored all outstanding offers and restarted regular campus hiring.
 
With some human assistance, wipro is also utilizing Artificial Intelligence (AI) for L1 (fresher-level) hiring. Govil added, "This represents a major change in our hiring strategy."
 
Revoking Fresher Offers
When asked if there were any worries about rescinding fresher offers given to engineering graduates in 2022, Govil said that the delay between making offers and enrolling applicants made the change necessary.
 
Due to a decline in discretionary agreements caused by a negative macroeconomic environment in major countries, IT corporations postponed onboarding young engineering graduates from 2022 and 2023.
 
In the past, the corporation offered new hires the chance to accept a wage reduction in exchange for an early onboarding. Later, freshmen who failed internal performance reviews were let off.
 
Govil said that the organization has taken measures to guarantee that applicants are still prepared for the workforce. He said, "Before onboarding, we evaluated candidates' technical and communication skills and offered skilling opportunities through online platforms."
 
Govil emphasized that the purpose of the reassessment process was to ensure that the new personnel met the changing needs of the IT sector and to maintain quality standards.
 
We didn't want to onboard those who had lost contact because of the two-year delay. We brought in applicants who could fulfill the current standards thanks to the review," he continued.
 
It was not made clear what the precise rejection-to-acceptance ratio was.
 
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SIBY JEYYA

18/01/2025 09:18 AM