Success Mantra for Building a Future-proof Career-Recap

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Building a Future-Proof Career

Held on Friday, July 30, 2021 @ 7 PM

Aditya pal SinghAn interactive fireside chat with
Aditya Pal Singh
Director - Head Talent Acquisition

About the Event

The last edition of #WhatIndustryWants focused on building expertise to gear up for the future. With industry professionals in attendance, the virtual session witnessed speaker Aditya Pal Singh, Talent Acquisition Chief at Informatica share his insightful views on the current tech trends impacting careers and how professionals can upgrade, stay relevant, switch careers, and tap into new opportunities with the changing industry dynamics. Watch!

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Meet the Speaker

Aditya pal Singh

Aditya Pal Singh, Director-Head Talent Acquisition, Informatica

As a talent acquisition professional, Aditya has had a progressive career in a multi-cultural and matrix environment. He has spent 19+ years of his career spanning the entire gamut of talent acquisition. Aditya has worked with leading consulting and MNC organizations predominantly focusing on handling recruitment, staffing, and talent acquisition functions. He has built and managed diverse recruitment teams and developed recruitment tools and technologies that help enhance the recruiter’s capability. At Informatica India, he leads the design and deployment of the company's talent acquisition strategy, meeting the talent growth needs across India and making sure it is executed effectively. On an academic front, Aditya holds a Masters degree in HR from Symbiosis Institute of Management Studies, Pune. Know more

About TalentSprint

TalentSprint, a National Stock Exchange (NSE) Group Company, brings transformational high-end and deep-tech learning programs to emerging and experienced professionals in partnership with top academic institutions and global corporations. Its patent-pending, AI-powered, digital learning platform enables a perfect blend of high-end academics and industry-leading practitioner experience. Its programs have consistently seen a high engagement rate and customer delight. For more information, visit

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Event Transcript

What Industry Wants - Building a Future-Proof Career

I think we can start now. Can we can expect more people to join us in. But I great occasion that we are all here today see another episode of what industry wants that talentsprint has been hosting for some time now. And we have a very, very distinguished speaker with us today, I will just take a couple of minutes to briefly introduce who talentsprint is and why we are doing this event and spend a little bit more time on introducing our particular speaker today here. So for those who are joining here for the first time. talentsprint is a National Stock Exchange group company, one of the leading edtech players today that we're trying to provide some really transformational solutions. For people who are looking to start their career in different different emerging technology areas. We all do understand that the world around us is changing very, very fast. But where do we start? How do we go? What is the right thing for us? These are all the questions that most of us are always caught up with. And this particular webinar series called what industry wants is an effort where we are able to try and discuss and try and spend some time understanding these changes and the opportunities that are ahead for young professionals to make a career in this new world of that's driven by a lot of disruptive technologies. So that's the context about talentsprint and the water industry one series. Now I'd like to very happily invite our speaker for today. He's added a passing hire the IRA trick. Yeah. So nice that you're able to join here today with us just I'd like to inform everyone that how wonderful it is that we have you here today. So Aditya is the director head for talent acquisition at Informatica. As a talent acquisition professional Aditya has had a very progressive career in multicultural and metrics environment. And he has spent more than 19 years in fiscal year in the entire gamut of talent acquisition and working in the leading consulting and MNC organizations predominantly focusing on handling the recruitment, staffing and talent acquisition functions. He has built and managed diverse recruiting teams and developed recruitment tools and technologies that help enhance the recruiters capability. And that Informatica India, he leads the design and deployment of the company's talent acquisition strategy, meeting the talent growth needs across India and making sure that it is executed effectively. On the academic front here holds a master's degree in HR from Cynthia says Institute of Management Studies spooning. So we're very, very happy that you are here with us today, Aditya, and I'd like to invite you to come forward and take us through a little bit about yourself and you know, your journey and then perhaps, what if the entire oil how it is for us today, here. Thank you. Thanks. And, you know, thank you for having me. I think so. I think when Rama reached out to me and spoke to me or talentsprint answered violently use this platform to share your experience. So you know, I've been in close to now two decades in the industry in the recruiting all my life and predominantly has been hiring, so I thought I would share some of my inputs and my experiences with all of you to, you know, to, to share, what's my perception and also to share some of my colleagues, some of my friends perception how, you know, the whole industry is shaping up. We live in a world where there are too many variables. So you know, there's interdependence on you know, a lot of things around us. So what I'll do in the next 25 minutes to 30 minutes is, one quickly take you through a small presentation, I will try and make it a little more practical so that your understanding is far more easier. I can take questions, if you have any. So I will quickly share my screen. And second. But it also if you look at what industry wants and you know building a future proof career,

there's always a huge gap and when when when we land up hiring from campus or anywhere else, you know, there is no there is not exactly gap, but I would call it maybe the finish sometimes is missing and a lot of people are unable to maybe crack it from that angle, you know. So first we need to maybe talk about why are we discussing it. We living in a world where technology is moving at a predominantly fast pace, right? Look at, you know, technology. And if you look at this graph, which talks about technology, the yellow curve is the technology and the blue curve is adoption of technology, we call martex. Law, please go ahead and read about it, it's written in some of the sites, it basically says that the rate of adoption of technology is so slow, because the technology is moving at a fast pace. Henceforth, a lot of digitization, if you ask a lot of the organization's where is their current spent now getting more spent on is on digital AI, digitizing their own setups, a lot of the IT infrastructure companies today are doing a lot of extensive work in this space, because you know, that is the need of the are because we've been today pushed into it. Now, if you look at the blue curve, it by virtue of COVID, maybe this would have gone up because the gap will become less because you've been pushed into adoption. Example, maybe the session today would have been more physical than, you know, more virtual. Right. If it if he was if he were sitting in a pre COVID situation. So we've been pushed into it, we've also realized a lot of things can be done virtually, the adoption has been no little more fractured. But the other issue which you also need to understand about technology is that technology itself is very fractured, right, you have people you have huge development and a lot of areas and may not be so much development, and then the talking of multiple tools to each other, that itself sometimes becomes an issue. So, you know, coming towards the topic, what I want to under make you understand is some of the trends, which are more futuristic, which will be more relevant for you to understand so that once after this, I when I go into skills, you will understand what maybe what the future looks like. This is not obviously 100% correct, what I'm presenting, but this is an attempt to showcase what's the kind of trends which we will see. And what we are seeing, as I speak spoke about technology, right? The rate of change of technology is so high that there's a shift in you know, in our own lives, we look at adoption of technology or talked about adoption, from a zoom perspective, I talked about, you know, adoption from, you know, understanding developing work. Today, where today work from home is the best example of rate of change of technology, maybe 1015 years back, nobody would would have even thought about it. But, but we are there, right? That's a huge trend. That means understand, use use usage of digitalization plays a very, very important part. As we go further up, there's a huge change in workforce shift, right? You look at look at my age expectancy, right, the average age has gone up, it's gone up to 74 for men and 77. For women, that means people will live live longer, people will live longer, and that they will continue to work longer. Look at the multiple generations the new generation is the Gen Z which is now walking in. So imagine managing a setup, which has so many multiple generations sitting together. So your ability to work, having the interpersonal skills to work together plays an important part, organizations will have to see how do they manage also manage policies from managing a contingent workforce to managing a freelancer to person who might work as a consultant, building those policies around these areas will play a very important part. The Workforce will become more virtual, more mobile, more global, you know, we've all spoken about this a lot across so you know, and COVID thanks to COVID we are moving in that direction. The the this thing will become more agile, the teams will become more agile, more fragmented, sorry, more distributed. It is already and it will further become a candidate lead market. So that means from an employer standpoint, you need to have the right ebp employer value proposition.

There's also a concept called you know, leaning out, which basically says phased out retirement, people who normally retire at 60 or whatever save date, a lot of organizations will land up saying that, you know, don't retire at 60 maybe you may not work for eight hours come and work for four hours, alternate days, so that you have a phased out retirement and you know, the organization doesn't do the talent. And those workflows will also be called very near Right. perennials play an important part. You know, the other after this is skill gap. And I think a lot of people have talked about it, you know, talks about what gets taught in colleges to what people land up, you know, implementing, will play an important part. You know why because technology shelf life, its itself, it's so small, it's moving at a faster pace, as compared to what it was earlier. Right. If you look at organization, they're spending more time today developing the skills of the current people, and also making sure that they have the right set of workforce, which will pivot them into the future workforce, right. That's from a skill perspective. In addition to that, you see a rise of online, you know, why? It's far more flexible, you know, more wider selection of programs, accessibility is higher customizations, learning and being more cost effective, you know, plays plays an important part, from an online online learning perspective. Something called me to be me economy to be follow me moving from a more production based to more towards being a more shared responsibility. You know, organizations, if you look at organization, now they are engaging with the state, they are engaging with the community, they are engaging with the citizens around, it's more of a very inclusive society, their shift towards more tracks being more transparent, me being more sustainable, and having a more meaningful model. From a working standpoint. There is, as we again for move towards more towards digitization, there is a huge step towards organizations, you know, working hard to earn trust of their employees, that means they become more transparent, more up on the face of more sharing information, because they don't have an option because you have, you know, unbiased sites like Glassdoor and few other places where anyway, a lot of things have been written. So the organization of becoming more upfront, you know, more aware of what's happening, so that the employees knows what is happening from an organization perspective, because they would want to work for an organization, which is trusting and being available for them. Smart tech and IoT, you know, this is something which all of us use, you know, inherently As humans, we want to be in control over things, right. And that's the best example today, right? You know, you have things where from your mobile, you can switch on your geezer switch on your tea, before even coming to the house. So all of these things are enabling human beings as we move further up. Work From Home is the best example from an enabler standpoint. And what has also happened is, it's slowly dissolving the, you know, the physical boundaries of working together together in a global setup segues into the next point of, you know, organizations. When, I think one of the surveys which happened, which said 70% of the people would want to go into at least one one role of their career in a global economy. So that's the direction A lot of it is moving, you know, 80% of no after generation will be filled up with millennials and Gen, Gen Z at one Gen Y at the same time. more people, more people will try and work in cross cultural teams, because they would want to understand the different regions far more better.

End of the day, what everybody wants is, you know, a better world, I think there'll be lot more investments on clean tech, you know, on, you know, leaders will have to rethink the fundamental strategy of the organization. Looking at the question, why as an organization, we Excel, how are we different? Why should people come and choose our product? What do they want? Why Why would they want to work with us and why would they want to invest in us? So all of that questions is what leaders will try and look at another interesting quote, which I read somewhere which said that we must make aspiration attainable, attainable, sustainable, and sustainable, affordable. So This gives you a sense of what exactly what the future would try and look at with all those variables around, you know, talking about the skills and the things which is required for anybody who is studying working, irrespective of where they are in their career span, there are some critical skills, which are very important for people, right? The first skill is your ability to do complex problem solving, right? You know, one should be able to look at a problem from a very different vantage point and develop alternate solutions, right? The skill development, capacity to solve ill defined problems and be in a position to solve it in a real world. I think that's an important skill, which is important. The other one, which I see is a critical thinking, you know, it's the ability to think clearly, rationally understand the logical connection between ideas. It's basically the ability to engage in reflective and independent thinking, and ability to reason. Creativity, and that's the difference between us and the machines as we move forward. It's the use of imagination and original ideas to create something inventive, look at product development, right, any new product development, any new tech will always require more creative mindset. And that will not come to automation, right? It will come through creative problem solving, and enabling the teams to generate more innovation. So creativity plays an important part, important skill as we move forward. People management and coordinating with, you know, others, I think these are correlated, you know, skills. As we move forward, you know, people actually look at people, people have emotions, and we behave very differently from each other. You know, therefore, it's important that you have an ability to lead, motivate, and inspire and encourage your people around. But em in the same time, you know, I talked about a world which is more virtual, more remote, more, you know, sitting in different location, some people physical, so imagine managing working with this kind of workforce in the future. So, this plays a huge, huge part, you know, as we as we move forward, as we move forward in the industry, emotional intelligence, I think, being aware of your actions, feeling how they affect the people around you, it also means you value other than listen to others, what they have to say, AI is predominantly into five parts, which basically says, which is motivation, self regulation, self awareness, empathy, and social skills. These are the huge these are the construct from an AI perspective. From a career standpoint, standpoint, perspective, judgment and decision making a lot of the decisions today we take, we always take current account, and we make those very, very, very quick decisions and say, This is how we would want this is how the world is. And this is how we would position ourselves as we move forward. But if you look at from a futuristic standpoint, you need to take decision taking future into account are saying that if I take this step right now, what's the impact of the step from a longevity of longevity of an action perspective? What What would it look like in the future? So that's the, you know, that's the future part, which is very critical, from an individual standpoint, when when he or she takes any decisions from a future standpoint.

Service orientation, I think so it's the ability to, you know, one, obviously, knowing your customer, but the most important part is anticipating your customer before he or she even comes to you are anticipating solutioning it and going back to them that hey, this could be something which you could walk into. This could be the possible solution. This is what we can do from a futuristic standpoint. So that's the angle from a service orientation perspective. negotiation. I think it's your ability to negotiate work with people get things done plays an important part from a negotiation perspective, but make sure it's not only a win win situation for you, but making sure that it's also leaving into a win win situation for the others or it From a longer perspective, they are able to solution some of their problems. cognitive flexibility, I think the person who, who is able to shift between being a creative thinker, and to being a critical thinker almost at the same time, right, a person who can take various pieces of information and ideas and make sense out of them, is what is cognitive flexibility. And this is an important skill as we move forward. The last skill and this is, you know, being a T shirt learner, we all are SMEs in our areas. And if you look at the alphabet t, which basically says, while you are SME in one particular area, you need to understand your peripheral skills, as you move forward towards, you know, because you will work in more agile mode, smaller teams, you will have to work. So that means you need to understand your peripheral areas even better, so that you move in the right direction. So, now, if you look at all of these skills, all of these skills, and then map it to where you are as an individual, and when I was told there are a lot of people who might be in their early careers, look at when you get interviewed, these are some of the things when you get interviewed, your interview leaves those questions around some of these areas in passing that, how do you manage these kinds of situation. And these questions can come in different ways, different forms, different areas. So they look at some of these skills, which you have. So it's really important, as you move forward in your career, you hone these skills, you learn about these skills, you you take further steps to elaborate on some of these skills, because you've been in those situations, and the the things when you get interviewed, normally, you need to showcase these skills, because these are the skills what most of the employers will try and look at, at their future employees or candidates who would want to work with them. So, so I talked about the trend, which basically talked about, you know, what the future would try and look at not Yeah, but in the next couple of years, what are the leading factors, and these are some of the futuristic skills, which are more important from an individual standpoint. And if we move forward, sorry,

I had one more slide sorry. So, if you look at, you know, we are living in a world which is evolving, right, the invention of electricity, which led to the Industrial Revolution, the invention of internet, which led to led to digital revolution. And thanks to the global pandemic, pandemic, we are sitting in a hybrid situation, right? These are all important factors, which are, which, which have decided the direction of the economy today and moving it in a much more faster pace than expected. So these are variables, which will always alter the workforce of the future in due course of time. But it's very important that you understand some of those trends which I spoke about, understand some of the skills which I spoke about, then it becomes easier for you to take the next step. So I, you know, obviously I wanted it to be a short presentation so that people understand, you know, if you have questions, I'll be non stop sharing Sorry, I'll stop sharing my screen. I, I am ready to take your questions, and elaborate on some of those skills, because I feel I feel q&a is more important, because some of this information is obviously available on the web. And you know, you're smart enough to understand some of these things. But I thought it's important that I try and marry this with more practical knowledge for you to understand and then I can take any questions. Real quick. I just wanted it to be a live presentation. Not on a Friday, Friday evening. I'm sure people have, you know, I know. I'm assuming all of them are sipping tea, but it's good to. I'm ready to take any questions if they have any. Yeah, thank you. Thank you so much for taking us through such a wonderful presentation. I think there are a lot of very beautiful messages out there. I think when you said we should make aspirations attainable and then attainable, sustainable. I think it's really stuck to me. I can see that. We have a lot of college leaders also not just students, we have the department heads in the audience, the audience here. And I'm sure they also would like to have a lot of takeaways for them to take it forward in from all these messages to the student community. And I think we should, yeah, I have to have some questions. But I'd like to first hear something from the audience. So I believe all the audience, everybody has the option to unmute themselves and ask, feel free to ask the question on the mic. And if just make sure that there is no background noise, in case there is background noise, I would we would request you to type it in the chat. And if you're speaking on a microphone, then once you're done with the speaking, please turn mute yourself again, so that there's no disturbance there. So I think the floor is open, we can have any question coming in. The first one is always a difficult one.


Yeah. Hi. Oh, yes,

yes. Yes, sir. Am I audible?

Yeah. I'm not aware about a T shaped learner. So do t shaped learner Marlon basically means that I'll give you my example. So I'm in the HR field. Now, HR field is huge, right? You have people who specialize in learning people who specialize in recruiting people who specialize in compensation benefits people who specialize in HR business partnering people who specialize in performance management. So, you have various subfields in a particular area, I specialized in predominantly in talent acquisition, right. So, if you look at the alphabet T, my specialization is one particular area, but it for me, I have an understanding of what a compensation leader would do I have good understanding of the learning and development greater will do I have a good understanding what a compensation leader would do a performance management. So it is important while you are an SME in one particular area, you also understand the peripheral The next area because there are a lot of projects, which I will be which I would land up working with all these teams around. And it's if I don't have an understanding, it'll be very difficult for me to collaborate in that space as we move forward. So tense for the alphabet P. Sort of like jack of all trades and Master of one. Yeah. That's interesting. I think the the question I have is from the same, it's a continuation to that, when you're trying to explore many, many different fields. And, you know, see what the, the white picture. How do you pick your niche? How do you know that this is where you want to become the master? And go deep into that lake? I think you're on mute. Sorry. Yeah. So if you look at, you know, how do you develop is your own niches right? That's what you're asking. Yeah, that's great. But how do I find my T? vertical? Yeah. So it's by rhetoric, there is no correct answer and being honest, because all of us learn once we get into our job of saying that this is what I like. And this is not what I like, because a lot of times what we read up in theory is we don't land up doing right practically, let's be very honest. While a lot of lot of people are who might be MBAs, and you might be engineers, and people who from engineering move to different free altogether I have a lot of my friends who've done that I have people who work for work with me who moved into that direction, is once you get into working, you will realize, okay, I think I am comfortable with this. I think I like this. Because once you get into it, and then it's very important. You keep evolving rhetoric, the issue always comes is that people stop evolving after a period of time of saying that, what next what Next, we need to keep on moving at that pace. Then you will realize, okay, this this thing works with me. Like for me, I know that precluding works because I like you know, I like the you know, the hiring process. I like the numbers, it's attainable. So I've continued doing this, right. There are a lot of people who I have friends who are in a different area of what we're doing, learning and development, right that centers in very different areas require some of the different skills and they're like doing it. So people slowly transition into areas they want to move in. I have I've known people who have worked in a particular area, then realize oh, and then they have completely moved into something new. After a period of time because they realized that is something else they wanted to do. Right. So that's the direction. I've seen a lot of people do that. Sure, try and identify the natural compass. Yes,


I think we have a couple of questions which came? Yeah. How do we switch careers when when we have no experience one. One, it's very important that you understand what you want to do. Secondly, is switching should be a slow process, not an immediate process, it really depends on where you are from a career standpoint. Secondly, is time move it slow. So that first you understand that area, try and pick up some pro bono work slowly and then move into that direction. Now switching can be two different time one could be within that function, or something which could be very drastic to a very different function, right? So it really depends. But it's important that you slowly learn about it, do some courses about it for you to understand it better. And then take the dive into it, don't immediately try and suddenly move. Because it takes time for you to you know, understand it better and speak to people who are in that particular area you want to move into sometimes it's just the grass is always greener on the other side, and we want to land up doing that. So please be aware of that. Okay, so you have one more? What are the key skill sets and demand for folks? aspiring, so Informatica is predominantly a core technology organization. In India, we are, we have an r&d setup. So we hire most of the guys on technology, these should be guys who are either focus on backend UI, full stack, QA, Dev, performance engineering, those are the guys, which will end up hiring quarterly tech and other positions are up on our website. So please go ahead and apply there. Okay. manageable round of interview, what you guys look into the candidates question. In the ETL domain, yeah, that see, okay. ETL is now is what Informatica was known quite some time back. So it's more on the specialization, I will not be able to exactly tell you what exactly do we look at the ETL domain, but not too much. But from a core core technology perspective, we try and look at people who are SMEs in their particular technology. And they are able to own those skills and move forward. Looking at people who are looking working on progressive technology, that's the area and these are predominantly the flavors of Java. Okay, I'm getting a lot of direct questions. So for freshers intensity follows on certification, internship and projects. Yes, freshers. It's very important that the while you understand your theory, well, but it's very important that you understand your projects, because the Life Project is is the differential between you and the people around you. So important that you know, showcase the kind of projects which you do. Secondly, try and do some pro bono projects with some of those companies so that you are in a position to go ahead and showcase that work with organizations. Okay, I think done with what they're what we're there in the tech. Yeah. So I think somebody's hand is up. Yeah, I think people can ask saya muga. Yes. Any question you have? Mobile, you can unmute yourself and ask.

Good evening, sir. So I just wanted to have mentioned that the rate of adoption of the ever advancing technology is really, really slow when compared to how we are advancing right. So what are the measures that entrepreneurs can take in order to you know, make sure they are advancing the technology as fast as technologies?

See, you're talking from an entrepreneurs angle, right? Yes. Okay. So I'm assuming if you want to, yes. So if you're moving from an entrepreneur angle, from a rate of change, the rate of change of technology is one basic thing which I have an error. Inherent issue is, make sure the technology advancing, you're doing it, just don't do it for the sake of doing it. It's important that it is solving a problem from an organization perspective. A lot of people find a solution and end of the day it has to it's not solving anything, right. So it's very empowering. From a technology advancement standpoint, try and solve, or solver issue or solve something which will enable lives better. I think that's the direction which every, every entrepreneur should try and look at try and solve issues which would help organizations grow. And they should be ready to adopt your tool. The differential between you and the next person is the kind of work and what you're solving. None of time people have good technology, good work, but end of the day, they're not in a position to solve anything, right? If you're not going to solve anything from an organization perspective, it's a good tool, but then it's only an aspirational tool. All right. Any questions, anybody? free to unmute themselves and ask. Somebody's unmuted themselves, but again, unable to. So I have the question you were talking about for the more and more people just feel so they're more people now than before were wanting to have an entrepreneurship journey of their own? Right. So what is the right state of life? You would suggest? At the start of their career? Is it some? No, at some point in halfway winter have some amount of work experience? There is no right answer rhetoric, it's like, just not being biased, because it's like asking somebody, when when do you want to get married? So there is no right time? I feel the calling has to be some individual. You know, it's easier to do it earlier. It's little difficult when you do it later. The inherent problem is not our education system. I'm not saying the problem, but it's the way we perceive education, right? We are not afraid to fail, right? If you look at, look at our education, it's marked incentive. incentivize, right? If you don't get x percentage, you will not get into this place. And that's how everything was perception moves in further education systems, looking at people at differently. So that makes us very poor failures, right? So we are very scared to take risks, right? And that's the book called fail fast. I think something like that sign which says that, go and experiment, see what works, what doesn't work, you will realize what you will be good at, right? You need to constantly fail, fail and then realize, okay, this is what I'm good at. I have it has happened to me most of my time, right? We fail most of the times and things which we do, right? If we succeed. The problem is when we succeed, everybody talks about it and it overshadows The other thing which you have done to make sure you reach there are so there is no right time, I think so if it is simple passion and belief that if you believe that this is the product, and this is the thing, which will help you move in the right direction, and you're ready to struggle from longevity and a career standpoint. Go ahead, right, it's, you know, it's looking at life in a very different way. It's like, you know, there's there's a writer called Simon Sinek, which basically says, we need to play the infinite game, right? From a longevity of career standpoint, right? You're looking at things not only looking at from not looking at things from a short term, but from a long term perspective, looking at things a little more differently. Right. So looking at things and then you say okay, I'm passionate about this. I think I can solve it. Go ahead try worst come to us. It may not happen but you will learn something on the way Yeah, that's true. So I've got a question directly or direct message and this is

in I let's rephrase it if it's not it's easier to tell the engineering college the department's about their latest as a mechanical engineering department to the civil engineering department is computer science it Are they still relevant for today are because what we hear in technology is all different ways. So yeah, so if you simply ask me, doesn't make too much of a difference. I'm being very honest. If you look at a lot of time, I've seen people who have done electronics or got to CS roles in technology company. then vice versa have guys done very different kind of work have landed up in technology companies. So, no, I think we need to maybe relook at that part. Not exactly too much. But then relook at how we bifurcate. Because if you ask most of the colleges today, they're it in the CS batch will be the biggest. Right? Are we saying that you don't require people in civil look at around you, we require more people in civil than anything else, right. Look at, you know, even adoption on mechanical right, there is so much growth, the only difference is people and colleges need to realize everything is becoming digitized, right? If you look at organizations, if you look at large scale infrastructure companies, if you look at Laura, if you hear any of these their reports or anything, they're spending money on digitizing this part, and that's where college needs to invent invest in like, how do you maybe the mechanical part, how do you digitize that whole? This series? Right? How do you move into that direction, because companies are moved into that direction, right? While there are, you know, those MOOC MOOC closes courses, which everybody lands up doing that by liking and everything, but somewhere people need to realize the fact that enable them, give them a longer time on internship, I feel that works. A lot of colleges offer six months one year, I think from an engineering plan, that works well, because it enables the student to work in organization for a year and see, okay, this is what I learned. This is what I'm doing today. Right? If you look at engineering, p dominant is deep c++, what they learned start start with, but major majority of the companies are on our right. So you know, while the train into it, and concepts are there and everything else. But there is a slow there, there is a transition or a lot of colleges are doing. I also know for a fact that they a lot of them can't change their curriculum immediately. Unless until you're autonomous and you have your own strings to pull but enabling training, getting them more life projects, having incubation setups, is the best thing to do as we move further. Yeah, and this is a constant conversation I have with many students, they say I'm from XYZ department and to have enough opportunities in ABC department, I think, yeah, that's it. And there's always also a lot of perception that maybe colleges have or that the industry is not ready to take mechanical engineers into it roles. And that's, yeah, it's a perception. A lot of times somebody is put the guardrails, long, long time back, and nobody wants to change it. Right. Secondly, is also that there is enough variability in CS, why would you want to experiment? Right? Look at that, right? So if you're going to do what, what the other another one, like set of people will end up doing? Really thing? What do you want to do? Right? It's a herd mentality. And, and I'm being honest, when I was studying, it's the same thing, right? I think the problem is an ideal scenario. If somebody comes to me, I always tell them graduation, then maybe work for a couple of years, and then do your masters in India will end up doing graduation and then immediately masters, we don't realize what we want to do. We want to work you get a sense of Okay, I think I would want to do this. So what's the Masters in this? So? No, I think so. We, as I said, we look at the whole thing when I'm from a very different angle. So yeah, that's a true observation and sly, we have to first finish up everything in Mongo. And

that's how we've been brought up, right. So to at one time, maybe a couple of years back graduation was a basic thing. Now, a Master's is a basic thing, right? If you're not an MBA, they'll look at behind you and say, Oh, you're not done your masters. Right. That's the way the perception is. Education itself is huge as we move Britvic, but you know, there are people who can make different examples PhD, right? I know a lot of people who do PhD, but trying to PhD in an area, which is going to solve an issue for big organizations. If you want to do something, which has got more correlation and not solving anything you want to get doctor in front of your name. not solving something, right. From a long longevity perspective, right. So we need to use education in the way we will if you're solving something that will be the best thing for everybody. Yeah, like no patents over PhD. You're just we're all masters in that. Yep. Yep. Yeah, I think you know, the commitment to solve a problem doesn't come unless you are exposed to the real world once you're right. So another question might just get to tend to come to this one a little bit more. If you're I think you're ready. I mean, it happens. I'm in Europe and other countries where after they graduate school itself, they start working in, start exploring, and then probably the age of 20 to 23 when they start their mushroom education. What what how ready? Do you think the Indian industry is to start considering? People in the age group who have graduated out of college, they want to start working before they pick their domain? They're smart people? Yeah, I think so. The industry is ready, I think the parents aren't, let me be very honest. The student, his parents are very, very cautious when it comes to our own children. And we are all in the same boat, I'm being very honest. But yes, that's the ideal state to be in where after you maybe do your graduation and or maybe 12th, and you start working part time and understanding what you want to do, you might realize you don't need to do your masters, we do our distance learning course, you do, you know, a part time course, for you to become an SME in a particular area. I know a lot of people who have worked, you know, done graduation with me, later on did their executive MBAs later on and they doing very well for their life? So it's not the need, it's need to understand, you know, how are you self evolving? If you feel you can get that information today, on a YouTube, go ahead and learn it, you don't need to do some of the formal education, the industry is slowly moving in that direction. They're slowly breaking up the shackles because thanks to COVID, I think so one, at least organizations are realizing they can do hire people remote. That means they have more diverse portfolio as they move forward. And, you know, slowly, you have a lot of organizations, what they are doing is they're creating these photon hackathons and offering people jobs, they don't have criteria, they are right, if the person is good, declare it higher. So they are slowly trying to get away from an unbiased approach. Even there is few organizations which look at for fresher look at gaming as a technology to assess people. There is no coding nothing. So you don't know how to align yourself, you're looking at more from a cultural fit than anything else. Because once you start your career, you're like, clear, you can be easily molded into anything else which

you want to.

This is, I think, very interesting to know. It's a very new way of happening, both sides, young people look for the right opportunity companies looking for the right people. Correct? That's right. Like, can you elaborate on that gaming technology this year? So you know, you have you know, so you have for getting the tools name, but they they look at gaming. So what happens is example is if I'm working in a company, and I have my top performers take individually do that game, and then they look at define the culture capabilities, in that it gets portrayed in the game, the way you play the game. And then that the same thing gets portrayed back to a court particular college, they have students who do that. And then they look at the scores of saying that, okay, more supportive, more collaborative, more individual. So look at those skills, and then say, Okay, these are the 1020 folks who fit into what we're trying to look at. And then let's interview them, instead of giving them a coding coding test, right? You're looking at capability and then hiring them from a longevity perspective. It's very, very interesting. It's my it's a mindset variation. Is it? winter nature of a person? Correct? Correct. This is new, and how it is for somebody to experience. So I think we have another question. in the chat. I have been asking any question, Sasha. Yeah, I can see that as equals excellent. I'm working with Informatica and doing a project but I'm confused between Python and application tools to do data integration I I apply for a set of data engineering company they asked Python on top of Informatica according. Okay, I am confused with what is the question deeper. Can you just speak about the question I'll be able to understand this better. Actually, sir. Am I audible? Yeah, you are. Good evening, sir. Actually, I applied for different companies. And recently I applied for Deloitte. So in my managerial round, they asked me, mil since I'm working in CTS Alto, so I want to switch the company. Since last year I got placed. So they asked me Python on the top of Informatica and last six months I haven't do such competitive programming in the Python. So they asked me to rate myself so I rated four out of 10. But they asked me to perform more practice on Python as well means on the beside learning on Informatica also they asked me to perform some hands on and Python also so is it feasible from because I just, I don't want to make myself by forget it in two parts, Informatica is somewhat a tool based, which also requires time. So right some of the web debugging things like SQL, I should learn and so I should get so people you're working with a large scale services company. Right, right. And let's not name the company that we would that Okay, so, so how long you've been working here? So from January I have this Yeah. So what my recommendation is the work you're still in your nascent phase, okay. My recommendation is continue working here for a longer period of time for you to understand the tool itself because Informatica tool you understand there are multiple further things into it. Right. You know, and that itself is a huge area of Python to some extent is in to some extent is little easy to pick up right? from a technology standpoint, but you know, the area what you are in my recommendation is first learn in completely that area for you to become an SME otherwise, as you said, you land up knowing half of things or one place and

half things from another place. Focus so going to the Informatica is a wise option for me right now,

from a longevity career standpoint, because if you look at people a lot of organization, Informatica is also a huge capability, right? All the large services companies have Informatica huge capability arm. So there is a lot of growth in that area. Thanks a lot. Thank you. I think we are almost at the top of the hour. We can take one last question. Otherwise we can close? I still have a lot of questions, but I don't think he'll be able to

know. Yeah, I think we're done. Yeah, I think I think it I had a great time I made sure everybody is to have that data. And listening, the slide deck was no great. Lots of very interesting way to look at it nice frameworks for us to take back home and think about it over and over, it will take some time to think about that. And I think it's been a fantastic session. And it was really nice listening to you and taking you taking us through these thought processes. All of us do face at some point of time. But this is really giving us a way forward to come out of the confusion that we may have at different times. So thank you so much for taking your time on a Friday evening. And being with us here and spending all the time to answer each of our questions. Thank you so much for that. Thank you. Thank you, again, very engaging session. And I, I hope I was able to answer most of the questions. And I wish you all I wish you all the West, from an organization standpoint and to wish all the students, you know, teachers, everybody, thanking them to come on a Friday evening. I'm sure you have better things to do. But thank you very much. It was a pleasure connecting with thank you to take. Thank you. Thank you so much. And thank you, everyone, for joining us here today. I hope you had a great time. Have a nice weekend and see you again later. Thank you. Bye bye. Good. Bye. Thank you. Thank you. Thank you. Thank you. Bye bye

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