Indian IT sector, a global leader, continues to face a dynamic hiring environment. While there is still a strong demand for computer skills, particularly in developing industries such as AI and cloud computing, employment has slowed from the epidemic significant.

This trend has been impacted by factors like global economic challenges and skill problems. However, the Indian government’s technological change schemes, combined with the country’s massive talent pool, provide important potential for IT employees.

In 2024, many factors are behind IT organizations’ reluctance to hire freshers. Here are the main reason and examples:

1. Economic risk.
Economic situations can heavily impact hiring decisions. During financial crises or uncertain times, companies generally reduce their spending and prioritize recruiting experienced experts who can contribute right away.

Example: During the curse, companies prioritized stability and cost-cutting above recruiting new graduates who need training and time to become useful.

2. Skill Gap
There may be a mismatch between the abilities that fresh graduates have and those required by the industry. Companies generally prefer experienced employee who already have the required skills.

Example: Companies require experts in new technologies such as AI, machine learning, and blockchain. Fresh graduates may not have the practical knowledge required to operate effectively in these high-demand industries.

3. Automation and AI
Automation and AI are increasingly handling jobs that used to be performed by entry-level employees, minimizing the number of possibilities for freshers.

Example: AI and automated systems are increasingly managing tasks like customer service, data input, and coding, reducing the need for freshers in such fields.

4. Remote Work Dynamics
The shift toward work from home has changed the hiring scene. Companies may prefer to hire remote employees with a proven track record over freshers who may require further supervision and training.

Example: A company that earlier hired freshers for directly jobs may now select experienced remote employees who can work independently with little guidance.

5. Cost of Training
Training freshers demands an important investment of time and resources. Companies on a low budget can focus on hiring skilled employees who need less training.

Example: An IT company might choose a mid-level developer who can start contributing immediately over a fresher who would need months of training to become productive.

6. Preference: Contract and Freelance Work
Companies are increasingly depending on contractual or freelance employees to maintain workforce flexibility, reducing the amount of permanent roles available to freshers.

Example: Instead of hiring freshers for full-time roles, IT company might prefer to contract experienced freelancers or consultants for short-term projects, allowing them to scale their workforce based on project needs.

“As a recent graduate, I have a unique combination of excitement and a strong willingness to learn. My academic background, combined with my passion to contribute to a dynamic work environment, makes me an excellent addition to your team.

I am confident in my capacity to immediately acquire new ideas and adjust to changing situations. My strong interpersonal skills and commitment to creating positive relationships will help me establish solid ties inside the organization.

Finally, my dedication for human resources and commitment to employee development are ideally aligned with your company’s objectives. I am excited to contribute to your team’s success and advance professionally within your organization.”