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Hiring in InIndia.

Population

1,428,627,663

Languages

1.

Hindi

2.

English

Country Capital

New Delhi

Currency

Indian rupee (₹) (INR)

Hiring in India involves careful considerations. In addition to following the country’s cultural norms during the recruiting process, you’ll also have to meet every India employment compliance law while building your new team.

Recruiting in India

The pool of candidates in India is large, but you’ll still need to work hard to attract top talent to your company. Using the right recruitment channels can make all of the difference when it comes to hiring in India.

In recent years, internet job boards have been the largest source of hires for India-based companies. Many companies are increasingly turning to employee referral programs and social professional networks as well. However, these 2 methods may be difficult for your company to use if you don’t have an established presence in India. For this reason, working with a global employer of record, such as G-P, that has an India-based subsidiary can be helpful during the recruitment process.

Understanding culture in India is essential when you are recruiting new team members. It is equally important to understand the legal obligations your company faces and the best recruitment channels to use as you navigate the process.

Employers are legally allowed to carry out background checks on prospective employees as long as you have their consent and adhere to applicable data protection laws. Background checks should be limited to the extent they relate to job requirements. You can request information regarding an applicant’s criminal record as well as their health. However, there are strict laws in place regarding the procedures for processing and storing medical records and information pertaining to the physical, psychological, and mental health conditions of applicants and employees.

Laws against discrimination in India

Discrimination on the basis of religion, ethnicity, social lineage, gender, or place of birth is outlawed by the Indian Constitution.

India employment laws

Employment laws in India are notably complex. One of the best things you can do is create a written employment contract that outlines each employee’s compensation, benefits, termination clauses, and other terms and conditions of employment. Make sure the employment contract and offer letter state all salary amounts in rupees as opposed to another currency.

Negotiating compensation packages is also hard to navigate. India has many pre-tax allowances for employees, so many workers try to maximize their take-home pay and allowances.

Onboarding in India

Once you start hiring in India, you’ll need to onboard your new team members and familiarize them with your company. In India, it’s common to provide new hires with an employee handbook or company policies.

Since negotiations can get complicated, reviewing the employment contract before your employee’s first day is essential. You should also get any necessary forms or information you need for payroll.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With G-P Meridian Recruit™, you can search for talent anywhere, and find your perfect full-time or contract match with our all-in-one platform.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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