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WHY HIRING BUDGET REQUIRED FOR COMPANIES IN SMALL CITIES.

<ol>
	<li>The rising job employment opportunities</li>
	<li>Talent move to small cities from Metros & cosmopolitan cities due to escalating living cost.</li>
	<li>Movement of companies to small cities cheap land cost, easy availability of talent at low cost</li>
	<li>Big brands reaching closer to talent pool.</li>
	<li>Remote work & technological advancement facilitating decentralization of business to Global market</li>
</ol>

Pay Parity in Tier 3 cities:-

: - Tier 2 and 3 cities have seen a 22% increase in salaries, which is higher than the 15% increase in metropolitan areas (salary increase)

: - The job market in tier 2 and 3 cities has grown in terms of the number and variety of jobs and industries (Job Market Growth)

: - Pay transparency is becoming more common in India, with more job postings including salary information (Pay Transparency)

: - The job market in tier 2 and 3 cities is expanding, with more opportunities in sales, advertising, real estate, and more.

Factors contributing to job growth in Tier3 cities:

Growing workforce

Tier 3 cities have a large pool of skilled and educated workers

Rising consumer spending

As incomes grow, people spend more, which boosts demand in sectors like retail and hospitality

Digital adoption

Increased internet penetration and digital adoption in tier 3 cities has created new job roles in ecommerce and IT services.

Government policies

Favorable government policies have encouraged business growth and investment in tier 3 cities

Sectors seeing job growth in tier 3 cities:-

Retail: Retailers are expanding into tier 3 cities to tap into new customer bases as super market malls , Hyper malls…exclusive brand showroom .salon chain et

Banking & Financial service: High penetration and establishment of Banks & NBFC

HORECA:  Demand for quality food and changing urban life style leads to grow of Hotel, Restaurant & CAFÉ

Infrastructure Growth: Easy availability of loan & Flexible govt. policy leads to Infra growth (which creates high B2B , B2C jobs in local market.)

Ecommerce: Post Pandemic ( CORNA )high demand of door step delivery  all house hold items including Grocery to food ..It is hiring more under graduate candidates on pay per work basis.

Hiring strategy to hire in tier 3 cities:

Use online platforms to reach a wider pool of candidates. You can use targeted searches and social media to connect with professionals.

Partner with local educational institutions and staffing agencies to help with cultural adaptation.

Use AI-powered online hiring tools to make the process faster and more convenient.

Use AI-powered online hiring tools to make the process faster and more convenient..

Growth In Education:-

The gross enrollment ratio (GER) for higher education in Tier 2 and Tier 3 cities has increased in recent years.

The number of students pursuing higher education from these cities has increased.

Online education has become more accessible due to improved internet services and digital literacy, enabled students in smaller cities to pursue higher education without relocating.

EdTech partnerships have reshaped the educational landscape in Tier 2 and Tier 3 cities.

These partnerships provide access to emerging technologies and career-enhancing opportunities.

Salary Increase 22% In Tier 2& Tier 3 cities :-

Bharat's job market sees significant transformation in 2023, with Tier 2 cities dominating the employment landscape and fueling a surge in job applications across sectors. According to findings, this shift redefined the dynamics of the job industry, with over 100 applications received every minute from Tier 2 and 3 cities in 2023. Furthermore, every fourth job out of ten was specifically posted for opportunities in these emerging Tier 2 and Tier 3 cities, underlining their growing importance in Bharat's job market.

Tier 2 and 3 Cities Lead the Way in Salary Growth and Job Market Diversity

In a significant development, Tier 2 and Tier 3 cities have witnessed a remarkable salary increase of 22 per cent, outpacing the 15 per cent average rise seen in metropolitan areas. This change signals a new era where these cities are competing on equal footing with larger metros, demonstrating that job opportunities and growth are no longer limited by location.

The job market in Tier 2 and 3 cities is not just growing in numbers, but also in the variety of roles and industries. There's been an impressive tenfold increase in managerial job postings in fields like Sales Support, Enterprise Sales, Advertising, Real Estate, Inside Sales, Brand & Marketing, and E-Commerce. This diversity highlights the expanding range of career opportunities available.

Fostering entry-level talent and diversity in jobs

The job market is embracing freshers like never before, with 60 per cent of job postings in Tier 2 and 3 cities specifically targeting those new to the workforce. This trend reflects an industry-wide openness to nurturing new talent, showcasing a significant commitment to fostering the next generation of professionals. With immense growth potential in these regions, employers are keenly focused on welcoming freshers, indicating a dynamic and inclusive approach to entry-level hiring.

In a remarkable surge, over 100 job applications per minute from women in Tier 2 and Tier 3 cities signal a turning point in the workforce dynamics. Notably, 80 per cent of these applications are for office-based roles, underlining the eagerness of women to engage in the workplace physically, refusing to let the option of working from home limit their career growth. This enthusiastic participation highlights a growing trend of women seeking financial independence and career advancement in diverse fields. Their preference for on-site roles demonstrates a commitment to professional development and a desire to be integral, active participants in the workforce.

Cityite’s approach to Tier2 & Tier 3 cities :

Team citysite approach is one to one; as per the job description.

Citysite.co.in with very low subscription fees arranges candidate as per requirement in a stipulated time period.

Consultancy & job portal having presence all over India gives very less attention to local companies hiring culture.

And the portal fee is very high competitively to citysite.

Conclusion:

Rudimentary old methods of hiring talent will not work for local market and to cities growing rapidly where candidates are getting immense opportunity.

To maintain less attrition rate , Small scale organizations and startup should have  hiring budget to conduct interviews in regular Intervals with a future projection .

Tier 3 & 4 cities where most of the organizations maintain pay parity. Spur of the moment hiring fetches candidates with basic need rather than candidates as per job description.

Hiring with a proper hiring protocol filters proper resume and gives enough time to select & scrutinize resume to employers.

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