Highlights
- Yeshwinder Patial, Senior Director – HR, MG Motor India, says, “Specialised knowledge is crucial in areas such as battery chemistry, energy storage systems, electric vehicle design and software development.”
- Identifying candidates with experience in the EV technology can be difficult, and, of course, competition for such professionals is fierce! Additionally, the need for ongoing training and development to keep pace with EV advancements adds another layer of complexity to the hiring process.
- Collaborative industry tie-ups are becoming a strategic tool for attracting top talent in the EV sector. Partnerships with educational institutions, research centres and established automotive players can provide access to a broader talent pool.
The Electric Vehicle (EV) sector in India is witnessing an unprecedented surge, making it one of the fastest-growing industries globally. As India accelerates its shift towards clean mobility, there’s an increasing demand for cutting-edge technological innovations, efficient battery management systems and sustainable infrastructure solutions.
Even The Economic Survey 2023 predicts that India’s domestic electric vehicle market will see a 49 percent compound annual growth rate (CAGR) between 2022 and 2030, with 10 million annual sales by 2030.
This growth necessitates a significant influx of talent, from engineers to strategists. Some of the key job market trends in the EV industry include high demand for skilled professionals in battery technology, power electronics and electric motors. As EVs become more sophisticated, there is also a growing need for engineers and technicians with expertise in these areas.
Besides this, there is an increasing demand for software engineers and data scientists. And, as EVs are becoming increasingly reliant on software, there is a growing demand for software engineers and data scientists with experience in the automotive industry.
Notably, an official statement from NITI Aayog said that the EV industry’s growth in India is expected to create around 5 million jobs by the end of next decade.
New talent trends
Experts say that some of the most in-demand roles include battery engineers, power electronics engineers, electric motor engineers, software engineers, data scientists and charging infrastructure engineers.
Yeshwinder Patial, Senior Director – HR, MG Motor India, says, “Specialised knowledge is crucial in areas such as battery chemistry, energy storage systems, electric vehicle design and software development.”
According to Patial, this trend has bolstered demand for a skilled workforce who are equipped in domains like Artificial Intelligence, Autonomous Mobility, Blockchain, Connected Cars, Electric Vehicles & Infrastructure, Shared Mobility, Vehicle Diagnostics and Sustainability.
Girish Lobo, Head – HR, Altigreen, adds that there are huge talent requirements across the value chain of the business, i.e., in Manufacturing, Business functions and R&D & Engineering segments. Apart from that one can foresee talent requirements across the supplier base and extended business partners such as dealers and service centres.
Pointing out some of the specific fields around which there will be major requirements, Amulya Kulkarni, Head – People Success, Log9 Materials, mentions that areas like Battery Technology, Electric Vehicle Engineering, Software and Data Analysis, Infrastructure Solutions, Grid Solution Experts, Supply Chain & Operations, Finance & Investment and Government & Policy Advocacy will continue to attract top talent.
“Additionally, there will be a need for HR professionals who can attract, develop and retain skilled talent. HR professionals with experience in talent acquisition, employee development and strategic workforce planning are valuable in this sector,” Kulkarni adds.
The hiring strategy
Industry leaders highlight that to excel in the competitive EV sector, companies should focus on a two-pronged hiring strategy: recruiting experienced automotive engineers with expertise in EV technology and sustainability, while also nurturing fresh talent through internship and training programmes.
This approach will basically ensure a blend of innovation and industry knowledge, and the positioning of businesses for success in the rapidly evolving EV landscape.
For instance, Gautam Kumar, CHRO & Director – People Experience, SKF – India & Southeast Asia, mentions that in the automotive sector, there is an increasing demand for highly efficient e-powertrain solutions and a skilled workforce to drive this transition and address emerging requirements.
To meet these needs, SKF is recruiting talent across both electronics and mechanical engineering.
“However, there is a mismatch between the industry’s growth and the availability of talent. At SKF, we focus on multiple initiatives to upskill and reskill our workforce in specific domains. Our programmes such as LeadX aim to build multi-dimensional leadership expertise and iAspire to build the go-to-market skills as well as dedicated training centres called ‘Kushal’ across our factories for continuous skill upgradation and technical knowledge enhancement among employees,” Kumar adds.
On the similar lines, Kulkarni highlights that Log9 Materials starts by identifying the specific roles and skills that are required to support the growth. They create specific job descriptions and profiles for roles like battery technology experts, charging infrastructure specialists, software developers, etc as per their requirements and vision.
Once they have this ready, the next step is to post it on job portals. “Competitive compensation packages are offered to attract top talent. The EV industry is highly competitive, so we provide an attractive incentive for candidates to join our company. Our Total Rewards structure is a holistic framework that allows everyone in the company to operate and thrive with a founder’s mindset,” Kulkarni says.
The company has also cultivated partnerships with universities and technical institutions that offer relevant programmes in engineering, data science, environmental science and related fields. Additionally, it is focusing on participating in industry events, conferences and seminars related to EVs and sustainable mobility to build a network of professionals in the field and attract potential candidates.
MG too has been working with academia since 2018 to provide students with the necessary skills to bolster their employability and bridge the industry-academia gap.
Patial says that while hiring fresh talent from academia builds a dynamic ecosystem in the organisation, the company is focusing immensely on nurturing the in-house talent as well. Job rotation of the people helps in constant upskilling. This gives them the ability to efficiently build any vehicle – EV or ICE vehicle as they become more advanced in their knowledge in Connected, Autonomous and Electric Vehicles (CAEVs).
Challenges ahead
While a robust hiring strategy is the solution for many companies in the EV space, the sector is expected to face several hiring challenges, including a shortage of specialised talent, as the industry rapidly evolves.
For instance, identifying candidates with experience in EV technology can be difficult, and, of course, competition for such professionals is fierce! Additionally, the need for ongoing training and development to keep pace with the EV technology advancements adds another layer of complexity to the hiring process, making it imperative for companies to invest in upskilling their workforce.
Lobo says that talent attraction is one of the main challenges due to competition in the talent market.
According to him, in this competitive talent market, how one distinguishes with a company’s value proposition plays a very critical role in attracting the talent. Altigreen had a strong R&D base with 10 years of history with numerous patents, performance of products in the market, indigenous innovative technology and the purpose and culture of the organisation. With this uniqueness, they were able to attract talent from across the auto industry.
On the other hand, Patial points out that one challenge is around the skill gap that the industry is facing today. Building a multidisciplinary workforce capable of supporting the entire EV ecosystem presents a challenge as these roles continue to evolve and demand unique skill sets. For the same, MG Motor is trying to plug in gaps through its MG Nurture and MG Developer & Grant Programme which foster talent and build future capabilities for the automotive realm.
Second challenge is pertaining to the ever-evolving technology which becomes either irrelevant or obsolete after a certain time frame. Hence constant upskilling, reskilling is the key towards faster EV adoption. Besides developing skills, the industry must maintain quality so that it will be able to compete with the global automotive industry.
Kulkarni says that talent retention is also one of the biggest challenges.
“Losing key employees can become quite expensive, especially considering the extreme shortage of skilled resources and the disruptions in the current projects and deliverables. The exit of critical staff can lead to skill and knowledge gaps and may impact product development and overall company performance as well. It may also have a demoralising effect on the employees and affect morale and productivity,” he adds.
Industry tie-ups
Collaborative industry tie-ups are becoming a strategic tool for attracting top talent in the EV sector. Partnerships with educational institutions, research centres and established automotive players can provide access to a broader talent pool.
For instance, when Log9 Materials’ traditional sourcing methods were not yielding the desired results, the company needed a more effective way to identify and attract top candidates. Hence, Log9 tied-up with a leading professional network as it allowed the company to tap into a broader and more diverse pool of talent. Through this, Log9 was able to target candidates with specific skills and expertise relevant to the industry, making its sourcing efforts more efficient and effective.
Lobo highlights that Altigreen has also tied up with 70 colleges in Karnataka for their blue-collar workforce hiring with a well-defined three years training model so that candidates are trained with skills required in the EV industry and they become competent in the organisation in managing and fulfilling rapid growth of the business requirements.
In the case of MG Motor, as a part of its Nurture Programme, the company has signed MoUs with 22 colleges till now to upskill more than 25,000 students and aim to take this to create a skilled workforce of 1,00,000 students.
“We have collaborated with several education partners who provide holistic skill sets to the students. These collaborations extend beyond immediate impact and represent a long-term vision to nurture diverse and dynamic talent within the automotive industry,” says Patial.
According to Patial, by bridging the gap between industry and academia, their initiatives cultivate technical proficiency and open doors for aspiring individuals, especially women, paving the way for a promising and inclusive career landscape.
Quite clearly, from manufacturing and research to infrastructure development and maintenance, the EV sector is fostering innovation and providing job opportunities that contribute to economic growth. With each passing day, it becomes increasingly evident that the EV sector is not only driving us forward in technology but also towards an electrifying job market.
So, one thing is certain: the future is charged with boundless opportunities and limitless potential, making every career move in the EV sector a powerful jolt!
