Author DP

Anandu Sreekumar

1+ of articles published

Logical Mind / Structure Developer / Syntax Strategist



Current role in the industry:

Manager - Content Writing at SVARAPPS Technologies India Private Limited

Educational Qualification:

Bachelor of Technology in Production from Sree Chitra Thirunal College of Engineering, Pappanamcode, Thiruvananthapuram (2012 - 2016)


User Experience Design (UED)



Marketing Strategy


User Experience Writing

Content Management

Content Strategy


Participation in Digital Marketing Program and Internship at NIDM-NATIONAL INSTITUTE OF DIGITAL MARKETING-BANGALORE (Feb 2023 - Sep 2023)


Anandu is a seasoned marketeer with experience across diverse business domains. He aims to revolutionize society for the better by propagating the potential of innovative technologies amongst the masses.


Most Popular

Hiring in the Age of Remote Workplaces
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Hiring in the Age of Remote Workplaces

What are the challenges in hiring in the age of remote workplaces? How can you overcome them to build a resilient future-ready workforce? How can a new-age hiring partner like upGrad Placements help you solve all your hiring challenges? Over the past 2 years, conventional domain models have been challenged continuously to evolve and deliver to the changing demand. And talent acquisition is no different. With the reduced hiring levels and increased talent pools, recruiters across industries are finding it difficult to assess and shortlist prospective candidates. There needs to be a focus on acquiring and nurturing talent that is adaptable. Recruiters now focus more on attracting the best talent by either addressing equal opportunities, employee benefits, negating the stereotypes, and many more. Recruitments of today are no longer about catering to the present business needs rather, they are about nurturing a team of enthusiastic and talented professionals who are future-ready. This change in the recruitment landscape is aimed at ensuring that the organization is poised to take on the challenges of the future. And to secure such a status quo, conventional hiring tactics may not suffice. The challenges in conventional hiring 1. Innumerable applications Owing to the pandemic-induced economic slowdown and the subsequent race to cut down on expenses, thousands of working professionals found themselves out of work – adding to the pool of aspirants. Hiring managers and talent acquisition professionals are bombarded with countless applications for open positions. They are now posed with the tedious task of shortlisting the perfect fits from thousands of applications. 2. Skill set evaluation Domain knowledge and technical prowess are two main ingredients that make a perfect candidature. With the hiring process being completely remote, the efficiency with which the hiring managers can assess a candidate’s skills is plummeting. Additionally, since the employee will be working predominantly in a remote workplace model, their responsibility and enthusiasm for their work will play a vital role in determining the difference between business progression and loss. 3. Scouting methods and platforms At a time when career aspirants are leveraging all possible mediums to search for opportunities, it is crucial that the recruitment teams of organizations choose the right platform that would ensure access to a larger pool of robust candidates relevant to their domain(s). Skimming through multiple platforms can become futile with duplicate applications across mediums – reducing the prospective candidatures. 4. Training and industry-readiness In today’s digital world, with tools and technologies advancing every day, it is important for new hires to undergo role-specific training to enhance their productivity and align with the larger business goals – irrespective of their experience. This will be an added challenge when hiring fresh graduates with no industry experience and little practical knowledge. Remote training programs are found to be less effective when compared to conventional on-ground sessions. Additionally, the time to deploy an asset in the working environment has also witnessed an increase. 5. Brand attraction Employer branding is very important as it attracts the talent pool that would otherwise not be attracted. The brand attraction to hire good talent could include, positive work-life stories of the brand, employee satisfaction branding, company culture, progressive outlook, etc. The solutions offered by upGrad Placements 1. Pre-shortlisted candidates A list of pre-assessed candidates relevant to the domain(s) an organization requires can help save valuable time and effort. The chances of finding such a cohort from conventional job portals and platforms are skewed and that’s why organizations should partner with new-age ed-tech platforms such as upGrad that can deliver personalised profiles according to their criteria. This would save the time for the recruiters to screen multiple resumes in order to find the right candidate. The cost of money and time would also be reduced and the recruiters would get a chance to better focus their expertise to support their organisation. 2. Dedicated relationship managers Analysing and evaluating the skills of a candidate is a tedious process, especially when conducted virtually. The hurdle can be dodged with the help of dedicated professionals who has first-hand knowledge of the candidate’s expertise. Leveraging the capabilities of such relationship managers can enable an efficient skill-set assessment process by reducing time and increasing accuracy exponentially. Further, they also eliminate the need for hiring managers to scout through multiple job portals and platforms in search of the ideal candidates.  The hiring managers can utilize the time and effort saved to reduce the time to extend the offer and thereby and prevent the talent from being taken over by the competitor brand. 3. Industry-ready learners Technical knowledge alone does not make a candidate ready to contribute toward an organization’s goals from day 1. Their skills need to be adapted and optimized to suit business scenarios to solve real-world problems. While organizations spend millions in training their new hires to hone their skills, hiring industry-ready candidates can help reduce such costs, which can be utilized elsewhere. Learners from upGrad are mentored by leading experts from across industries, who not only train them in technical skills but also guide them with real-life applications – enabling them to be future-ready. This is one of the strong attributes that upGrad learners get to use, the focus on industry-relevant skillsets and concept knowledge allows them to gauge the industry requirement and insights. Additionally, the mentorship by the experts broadens their perspective on the industry. So by the time upGrad learners complete their course, their holistic development has been taken care of and they are ready to take the next career move. Conclusion When the world is continuously being disrupted by innovative technologies built in a collaborative landscape, the only way to future-proof an organization’s talent pool and thereby ensure steady growth is to join forces with new-age hiring partners who can deliver to the talent needs not just for the present but also the future. upGrad Placements help organizations find the perfect fit for job roles across domains by personalizing the hiring process according to the organization’s criteria. With the help of a dedicated relationship manager, the talent needs of organizations are met in a hassle-free manner. The transparency of the process and timely response adds to the ease of finding the next best team player. To partner with us log on to or write to us at

by Anandu Sreekumar

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23 Sep 2022

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