\n| Employers adopting hub-and-spoke models<\/td>\n | 40%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n The trend reflects a broader rethink of what employees want from their careers. While salaries remain important, factors such as affordable housing, shorter travel times, cleaner environments and family support systems are increasingly influencing career decisions.That does not mean metros are losing their appeal entirely. Major cities continue to offer better pay packages, faster promotions, global exposure and access to larger professional networks. However, the gap between metros and smaller cities appears to be narrowing as companies expand their hiring footprints.<\/p>\nEmployers are following the talent<\/h4>\n<\/p>\nBusinesses are adapting to these changes as well.The report found that around 40% of employers have adopted hub-and-spoke workforce models, establishing satellite offices outside major metropolitan centres while continuing to maintain larger hubs in key cities.Remote and hybrid hiring is also growing across sectors.Hiring growth beyond major cities<\/span><\/p>\n\n \n\n\n<\/colgroup>\n\n\nSector
<\/strong><\/td>\nGrowth in Remote and Hybrid Hiring<\/strong><\/td>\n<\/tr>\n\n| Technology<\/td>\n | 30% year-on-year<\/td>\n<\/tr>\n | \n| BFSI<\/td>\n | 20-25%<\/td>\n<\/tr>\n | \n| Healthcare & Life Sciences<\/td>\n | 15-20%<\/td>\n<\/tr>\n | \n| E-commerce & Retail<\/td>\n | 15-18%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n The technology sector is leading the shift, but financial services, healthcare and retail companies are also increasingly tapping talent pools beyond traditional business districts.For employers, the benefits are twofold: access to a wider talent base and reduced dependence on a handful of highly competitive metropolitan markets.<\/p>\nWhy disruptions are accelerating the trend<\/h4>\n<\/p>\nThe migration story is unfolding at a time when businesses are facing growing operational challenges.The report found that 97% of employers now experience external disruptions\u2014including climate events, infrastructure pressures and public health outbreaks\u2014as a constant reality.What was once considered an occasional operational hurdle is increasingly becoming a long-term workforce challenge.Workforce disruptions and business impact<\/span><\/p>\n\n \n\n\n<\/colgroup>\n\n\nIndicator
<\/strong><\/td>\nFinding<\/strong><\/td>\n<\/tr>\n\n| Employers facing constant workforce disruptions<\/td>\n | 97%<\/td>\n<\/tr>\n | \n| Employers reporting talent attraction challenges<\/td>\n | Nearly 50%<\/td>\n<\/tr>\n | \n| Employers reporting severe hiring impact<\/td>\n | 25%<\/td>\n<\/tr>\n | \n| Employers prioritising business continuity<\/td>\n | 95%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n Nearly half of employers said disruptions are already affecting their ability to attract and retain talent, while one in four reported severe hiring challenges.In many ways, these disruptions are reinforcing the case for distributed workforces. Companies that rely heavily on a single city may be more exposed to flooding, transport disruptions, infrastructure failures or public health emergencies than organisations with employees spread across multiple locations.<\/p>\nEmployee wellbeing under pressure<\/h4>\n<\/p>\nThe report also highlights the human side of these disruptions.Employee morale, attendance and productivity are being affected across several sectors and cities.Impact on employees<\/span><\/p>\n\n \n\n\n<\/colgroup>\n\n\nImpact Area
<\/strong><\/td>\nEmployers Reporting Impact<\/strong><\/td>\n<\/tr>\n\n| Reduced morale and motivation<\/td>\n | 42%<\/td>\n<\/tr>\n | \n| Increased absenteeism<\/td>\n | 40%<\/td>\n<\/tr>\n | \n| Temporary shutdowns<\/td>\n | 39%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n Morale decline was highest in Bengaluru, where 48% of employers reported falling motivation levels among employees. Hyderabad followed at 44%.Delhi NCR reported the highest incidence of temporary shutdowns, with 44% of employers saying disruptions had affected business operations.The study also found that employees with disabilities, workers with health vulnerabilities and field-based staff face some of the highest levels of disruption-related risk.<\/p>\nA changing map of opportunity<\/h4>\n<\/p>\nCommenting on the findings, Sunil Chemankotil, Country Manager, Adecco India, said employers are increasingly focusing on resilience as disruptions become more frequent and workforce expectations evolve.“India’s employers are no longer just managing disruption, they are redefining resilience in one of the world’s most complex workforce markets,” he said.The report suggests that workforce resilience is becoming a strategic priority rather than simply an HR concern. Yet employers currently rate their mitigation effectiveness at just five out of ten, indicating there is still considerable room for improvement.<\/p>\nIs India’s talent migration gaining pace?<\/h4>\n<\/p>\nThe answer increasingly appears to be yes.The combination of remote work, changing lifestyle preferences and growing opportunities outside major metros is reshaping where India’s workforce chooses to live and work. At the same time, businesses are adjusting their hiring strategies to follow talent wherever it goes.The country’s biggest cities are unlikely to lose their status as economic powerhouses anytime soon. But as more young professionals prioritise quality of life alongside career growth, India’s talent story is becoming less concentrated and more distributed.And for employers, that may mean the future of hiring lies not just in the country’s largest cities, but increasingly in the many smaller ones rising alongside them.<\/div>\n
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Source link <\/a><\/p>\n","protected":false},"excerpt":{"rendered":"70% of hiring growth comes from non-metros as young professionals prioritise quality of life over metro salaries For decades, India’s biggest cities were the default destination for ambitious professionals. Better salaries, larger companies and faster career growth made metros like Bengaluru, Mumbai, Delhi NCR, Chennai and Hyderabad magnets for talent.But that equation may be changing.A […]<\/p>\n","protected":false},"author":1,"featured_media":19511,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[264],"tags":[],"class_list":["post-19510","post","type-post","status-publish","format-standard","has-post-thumbnail","category-education"],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/posts\/19510","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/comments?post=19510"}],"version-history":[{"count":0,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/posts\/19510\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/media\/19511"}],"wp:attachment":[{"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/media?parent=19510"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/categories?post=19510"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/banitoday.com\/hi\/wp-json\/wp\/v2\/tags?post=19510"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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