“Virtual hiring is here to stay, businesses need to invest in the necessary tech”

Careernet, India’s leading talent solutions provider, has been a trusted partner in the growth journey of organisations of all sizes, starting from start-ups to Fortune 500 companies. The company was founded in 1999, with a mission to shape the careers of talented professionals and scale the teams of organisations.

Careernet has been a prominent player in the IT recruitment ecosystem for over two decades and has grown organically through lasting client relationships and networking. The company has undergone a rebranding exercise to realign its values with its brand identity. It is now structuring its marketing strategy to enhance brand awareness in the industry and reaffirm its position as a leading talent solution provider in the corporate world.

In an interview with Adgully, Anshuman Das, CEO & Co-founder, Careernet, dwells on the rebranding, and marketing plans to cement the brand’s position in the market.

“We are a 22-year-old company with a rich legacy. We had a goal and a vision for what the business could be when we started out. Strategy and businesses evolve with time. Our rebranding is a step forward in our long-term strategy.”

Careernet’s revamped brand identity fundamentally revolves around customer-centricity.

“Our former logo represented a bird taking off, and the whole message was about supporting aspirants in launching their careers. Our new positioning line, ‘We Make it Happen’, implies that when it comes to identifying the right talent, we ‘make it happen’ by leveraging our legacy of 22 years and applying the expertise, innovation and customer centricity by a committed team of 2,000+ professionals across India,” Das said.

The company’s new logo has a multilayered meaning, with the first yellow element in the logo representing a happy emoticon as well as the letter ‘C’. In a similar way, the blue, which is completely merged with the structure of the letter ‘N’, signifies the human connection. The revamp elevates the brand’s overall experience, as it is ready to match strides with the current user’s sensitivities. With this new imagery, Careernet intends to challenge the professional climate of the post-2020 time.

Das further said, “We are a B2B-focused organisation, albeit having evolved into a holistic ecosystem player. On the one hand, we have a brand called, LONGHOUSE, which specialises in CXO recruitment. On the other hand, we have a brand called HirePro, which offers complete campus recruitment. We provide holistic hiring solutions for employers, which cut across the recruitment supply chain. We recognise that there are career aspects of candidates for which we will develop a B2C strategy to continue building the talent network.”

Careernet is also exploring the idea of launching curated professional solutions such as skill assessments, career advice, and job transitions.

“We are a heavily tech-oriented organisation. In fact, we would be one among the largest tech-recruiting companies in the world. Careernet should be considered by any candidate pursuing a career in technology or by organisations transforming their existing business; or starting out in India, or expanding globally,” said Das.

Talking about the significant talent acquisition challenges that leaders must combat to meet their hiring needs, Das added, “One cannot be a successful leader without a well-defined business strategy. The challenge is to sort out how the fundamental principles of business strategy, product strategy, and leadership strategy are linked.”

Expanding on some of the HR tech innovations in the recruitment domain, he said, “Virtual hiring is here to stay, and businesses need to invest in the necessary technology to stay current and attract the right talent. There is a great deal of efficiency, and people want to keep this momentum going.”

“The year 2022 is about evolving and becoming future-ready. The changes brought about by the pandemic are here to stay. One important lesson for leaders in the talent acquisition business is to trust their people and become an organisation that must be trusted. There will be rapid changes that will occur in the business. Companies have the option of either adapting to the flow or saying no. Any organisation with a strong culture and a history of accomplishing great things should work towards preserving that. Right now, being open to change is the key,” concluded Das, offering insights on top priorities for businesses moving forward.