Genpact (Profile and Placements at B-Schools)
Industry: Business Process Management & Technology Services;
Area served: Worldwide;
No. of Employees: 58,500+ (2012);
Turnover/Revenue: $1.60 billion (2011);
CEO: NV “Tiger” Tyagarajan;
HR Head: Piyush Mehta;
The BPO major is a heavy recruiter. It mostly recruits from Tier 2 and Tier 3 colleges while for some Business Analyst and managerial level positions in quality it looks at Tier 1 colleges. From the sample it appears that it has a slight bias towards south and west-bound colleges when recruiting analysts. Process Associate, Process Developer and Business Analyst are the three major entry level positions in the firm. The firm rarely recruits from the Top schools and the nature of business too dictates such choices. In the sample we examined the few top level positions are primarily VP level ones and are offered to individuals with over 7-10 years work experience. They are more lateral rather than fresh placements. Company reviews on websites appreciate the firm for giving relatively more opportunities for growth and ease of movement amongst different divisions. Long work hours and less than transparent appraisal systems and bias in promotions are the pet peeves of many employees. One can also glean from the sites that the general lack of fast growth opportunities also trouble the aspirants.
Senior Vice President - HR, Genpact
"We look for a certain level of integrity in candidates, people who have right attitude from learning perspective and who are able to work well in a team"
Q. What qualities do Genpact look for during hiring?
A. We have two types of requirements from skills’ perspective - people with domain knowledge and people with commercial skills. For example, if we are hiring anyone for analytics, then we need people who know analytics, statistical methods, research methods, and modelling skills, among others. On a broader level, we look for a certain level of integrity in candidates, people who have the right attitude from learning perspective and who are able to work in a team. Later it is performance and potential of the individual that decides how that individual grows. We have many people who joined us 10 years back as graduates, who are now Vice Presidents.
Q. Future recruitments and quality of workforce...
A. We produce hundreds of graduates but there are talent supply issues. We train recruits on basic commercial skills, tell them how to run operations. Ideally if we could get people who are trained in these areas and get them at the rate that we want, it would be great. We could then focus on growth and deliver value to our customers and do work we are good at.
Level of B-Schools
Business Analyst Market Risk
Process Developer (Finance & Accounts)
Business Analyst (Credit)
Business Analyst (Risk)
Assistant Manager Corporate Quality
Business Analyst (Quality)