Caught in the middle of a talent crunch, high attrition, and escalating cost of hiring, companies are tapping freshers from tier 2 and tier 3 cities to curtail the effects of great resignation.
Human resource managers argue that along with cost, this move aids cutting down attrition, and promotes the idea of build over buying of capabilities. Corporates also believe that with exposure and a larger talent funnel, this will aid manage the great reshuffle phenomenon a bit better.
Some even believe that tier 2 and tier 3 talents are good at sales and marketing, and are proving to be an asset for successful rural penetration of products and services.
“Lateral hiring has become very expensive. We are now looking to reach out and scout talent directly from more colleges. We are going to tier 2 and tier 3 cities to source them and it has helped us off late,” Pawan Alamchandani, global head, human resources, at Vinculum Group, a technology firm in the retail SaaS solution space.