Wipro reported that they would be employing around 10000 to 12000 fresh graduates from campuses on January 17 of 2023. The Chief Human Resource Officer Saurabh Govil mentioned that, during the course of the quarter hiring numbers may go up or down but this is how many freshers will be recruited every year. The target of the company for the present fiscal year is to bring on board around 10,000 fresh graduates out of which around 7,000 have already been hired by Q3 and around do 2,500-3,000 are expected in the upcoming quarter.

In regards to Wipro’s rival Infosys, it too intends to hire more than 20,000 freshers in FY26 an indicator of growth in demand and augmented spending in various other business. But, Govil pointed out that Wipro is being very careful with hiring ensuring they don’t make offers that HCM cannot fulfill, which is a better and more planned approach.

Wipro is looking at bringing in a change in its hiring style by improving employee utilization and lowering attrition levels to ensure its profit margins are increased. The company will maintain its rate of hiring between 2,500-3,000 freshers every three months and has returned back to usual campus placement from the earlier “stop-start” style over the last two years.

Wipro is turning to AI to make the hiring process for entry level positions more efficient, marking the onset of a concurrent innovation in the hiring process.

Buoying Freshers:

Saurabh Govil, Chief of Human Resource at Wipro’s stated that the long lag between issuing offers and onboarding sweetens the decision to revoke fresher offers to engineering students who graduated in 2020, as reported by moneycontrol.com.

Due to a downturn in key markets, discretionary spending by IT companies, Wipro included, declined, which resulted in the postponement of onboarding freshers hired in 2021 and 2022. This was Wipro’s attempt to retain more candidates hoping they would be more open to reapplying later. Eventually new hires had the option to sign up for a salary cut to join earlier, only for them to eventually be let off if they did not exceed internal gatekeeping measures.

Continually, Govil noted that before bringing the candidates on, the firm took efforts in ensuring that the candidates were industry ready through providing online skilling sessions while also testing their technical and communicative skills.

He stated that the process of re-evaluation was important for the quality standards to be maintained and to fit the requirements of the IT sector. “Considering the two year gap, we did not want to hire people who had gone stale. The re-evaluation process enabled us select those candidates who suited the requirements,” he further explained.

But the company never undertook in revealing the exact ratio of ‘no’s when being re-evaluated to that of the ‘yes’s during the self evaluation test.