Training led recruitment (TLR) is not a new phenomenon. For entry level/early career professionals, It has been around for a while. This is true both, for tech and non tech sectors and does ease the talent shortage in these sectors. The model seems to be more in vogue in the tech sector where the rate of obsolescence of technology is very high and requires a constant feeder at all experience levels.

While it is relatively easy to train and recruit ( Source/Hire, Train, Transfer/Deploy) at entry level, it is rather difficult to accomplish the same with experienced professionals.

With entry level graduates/profiles, the biggest advantage is that we have time on our side. These grads are not employed anywhere and can dedicate their entire time for technical and behavioral skills training where they can undergo an immersive and transformative experience. Besides, they are not pre conditioned by any prior work experiences and don’t have much to unlearn from a technical and corporate skills standpoint. Yes, they do have to unlearn a lot of their academic DNA for them to be productive in the Corporate/Business world! This can be designed into the training/transformation program via psychological interventions and immersive hands on work with real life projects as a part of the training
program or via an internship or placement.

Contrary to grads, working professionals have a day job to do. Time is a big challenge for any tech up/re skilling program they have to undergo. They find it difficult to take out weeks or even days for training. Finding contiguous chunks of time becomes an issue while scheduling training sessions for such cohorts. The issue gets compounded if these professionals are in different locations and even worse if they are in different time zones
esp. if the training has to be delivered in person. Virtual delivery (live virtual) tends to make things easier as location becomes a non-issue and in fact becomes a plus as participants can by privy to cross cultural experiences. With a virtual model batch formation becomes easier as well. However, the professional continues to hold on to his/her day job which becomes a deterrent for participation into ( the desired) full time immersive programs. So, learning interventions have to be designed in a way that it fits in the flow
of work of the professional and more importantly generates a pull from them and something for which they are willing to pay! The fee part makes a complex problem even more challenging and difficult to solve esp. if there is limited supply for the tech skill in demand. Attempts at creating commercially viable models have resulted with limited/minimal success.

We have some good news! After multiple trials spanning years, we have crafted an innovative approach to leverage the Training led recruitment model to up/re skill working (tech) professionals to address tech talent shortage. This works across most of the tech areas in demand – cutting across the infrastructure, platform and application layers. The model works
well for Full Stack Developers, Full Stack Engineers, Dev Ops, Cyber Security, Cloud, Data Visualization, Data Science, Data Analytics, RPA, AI/ML, Blockchain etc.

We carry all the risks and make it easy for professional and the company where they get hired/deployed:

  • Make it easy on the working professional – they needn’t quit their jobs to undergo this training. And the best part is that they don’t have to pay a fee for the training. We make the investment with a commitment from them to seek employment post training via us for a defined period of time. Also, we create flexible learning options – self paced or instructor led (virtual) or a combination of both ( hybrid approach). For both, synchronous and asynchronous options, we provide mentor and Subject Matter Expert ( SME) support to help with their queries in real time which we have realised is big factor in getting the learners to stay with the program and not quit.
  • Make it easy on the hiring company – For the hiring company, there is no change in the business/commercial model. For permanent hires, we get paid a percentage of the compensation ( cost to the company). For contract to hire of staffing models, the usual day/month rates apply. Companies don’t have to pay us any training fee or get into any
    contractual arrangement during the training period.

Reach out to us at if you’d like to know more.

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