India has the youngest and most mobile population in the world, and there are numerous job seekers entering the market every day. France is a free-market-oriented economy with an aging population. It is also a developed country. Thus, talent management in both countries is different.

We will discuss the similarities and dissimilarities in recruiting employees and talent management in India than in France.

  • Employment Contract: In India, the employment contract laws are very pro employees.
  • Probation period: As compared to a minimum of 6-8 months in France, the probation period in India is generally 3-6 months.
  • Negotiation: Salaries are much more negotiated in India than in France.
  • Non-compete clause: This clause is less enforceable in India than in France.
  • Apart from the monetary aspect, designations in India are also important.
  • Earned leaves: They are common in both France and in India, but Indians tend to accumulate them and use them for some domestic needs.
  • The offer to adjoin ratio in India is not high: The first-choice companies do not hire in India. Typically, the prospective candidate is having at least a 3-4 offer in his hands and there are high chances that he might reject your offer.

Thorough preparation in terms of defining the job roles and hierarchical structure. Use of assessment tools like psychometric tests and case studies, investing in HR function because of huge cultural diversity, constant communication, and a smooth onboarding process will require sitting with the employees and institutionalizing policies and procedures. These are amongst the key trends that will drive the hiring process in India.

“It’s not about having an employee on paper but the feeling of prestige that an employee feels after being associated with your company” said Deepmala Datta.

Employee attrition depends upon various other factors apart from the monetary aspect i.e., communication, employee engagement, and recognition. An employee can resign after giving a notice period of 2-3 months, till the organization finds a suitable replacement.

Companies can terminate the employment contract on grounds of unethical practices/integrity and non-performance. The latter would require the company to provide corrective measures and support provided before terminating them with a notice period and salary of one month.

The laws are simple yet complicated. For talent management in India, candidates look for companies that help them grow in their careers. Therefore, India is unique in terms of job seekers. One must be mindful in looking out for people.

On 12th November Maier+Vidorno (M+V)  organized an insightful session on “How to hire and manage International talent”.

M+V and Altios, organized a session on how talent acquisition and management is done in India. Also, how French companies can hire and manage talent effectively in India. The session brought M+V’s Deepamala Datta together with Madhav Raina-Thapan, and Morgane Pinault from Altios.

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