Infosys, one of India’s largest IT services firms, has officially transitioned from a virtual-only recruitment model to a hybrid hiring approach, combining online assessments with in-person interviews.
The move marks a significant recalibration of the company’s talent acquisition strategy, prompted by concerns over the effectiveness of remote hiring during the pandemic years.
The decision follows internal evaluations and regulatory disclosures that highlighted limitations in virtual recruitment, including fake profiles, technical glitches, and reduced interpersonal engagement, which impacted candidate assessment and onboarding outcomes.
Infosys Recruitment Metrics and Performance Concerns
During the financial year 2024–25, Infosys received 44.4 lakh job applications, conducted 4.3 lakh interviews, and extended offers to 83,207 candidates.
However, the company faced notable setbacks in fresher onboarding.
Earlier this year, 600 employees were terminated from the Mysuru campus after failing to clear internal assessments, raising questions about the reliability of virtual-only hiring processes.
In its recent SEC filing, Infosys acknowledged that remote hiring compromised its ability to accurately evaluate candidates, citing issues such as:
- Limited rapport-building opportunities
- Connectivity problems during interviews
- Inability to verify candidate authenticity
- Challenges in assessing soft skills and cultural fit
Infosys Hybrid Model: Balancing Efficiency and Accuracy
The new hybrid model blends virtual screening with in-person evaluations, particularly for fresher roles and entry-level positions.
This approach allows recruiters to better gauge communication skills, technical proficiency, and alignment with Infosys’ work culture before onboarding.
The company’s HR teams have introduced phased assessments, enabling deeper interaction and more rigorous evaluation.
The hybrid model is also expected to reduce onboarding attrition and improve long-term employee performance.
Moonlighting and Dual Employment Risks
Infosys’ shift to hybrid hiring is part of a larger effort to address risks associated with remote work, including moonlighting and dual employment.
The company noted that continued remote arrangements may lead to:
- Conflicts of interest
- Breaches of confidentiality
- Declines in productivity
These concerns have prompted Infosys to tighten its internal policies and reinforce its commitment to employee integrity and compliance.
GCC Expansion and Talent Strategy
Infosys is also expanding its Global Capability Centres (GCCs) practice, responding to client demand for greater control over IT operations.
The company has appointed Deval Shah as its new GCC leader, signaling a strategic push to consolidate vendor services and optimize data and AI landscapes through self-funding models.
This expansion complements Infosys’ hybrid hiring strategy, as the company seeks to build a job-ready digital workforce capable of supporting complex client needs across geographies.
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