The survival bias: Why it’s not just about jobs, but about entrepreneurship

In the past three years, a number of CEOs have been publicly shaming the Indian business community for not hiring enough people in its ranks.

This was not a new trend.

In 2014, the US Chamber of Commerce launched an online survey of 500 executives asking them whether they had hired enough people.

A year later, an Indian business forum put out a similar survey, asking executives about their experience hiring and retaining talent.

In 2015, the American Enterprise Institute launched a similar online survey asking executives what they thought about hiring and hiring and keeping talent.

A survey of 200,000 companies in India in 2017 put the percentage of executives in the business community hiring and retention at 50% in India and 80% in the US.

The majority of these responses came from the US and India, where hiring is a highly regulated and highly regulated industry.

“India has a large workforce, but it is predominantly the Indian IT sector, and the IT workforce is largely Indian-born, mostly from the countryside,” said Pratap Bhanu Mehta, co-founder of consulting firm Talent Matters, which conducted the 2017 survey.

“It’s a very Indian industry.

There’s a lot of talent and it’s hard to attract the right talent.

India has a very high degree of risk-taking, which is something that’s hard in other countries, but hard to do in India.”

Bhanus survey found that, in the past 10 years, only 8% of the CEOs surveyed had hired employees who were in the workforce of another company.

Only 3% of those CEOs had hired an employee who had moved into the company from another country.

The CEOs surveyed also noted that the Indian government is the largest employer in the country and that the government-to-government funding is more prevalent in India than elsewhere.

This has led to a higher concentration of India-born people in top jobs, like CEO.

The number of Indian employees hired into US companies has grown from about 1.3 million in 2011 to 3.5 million in 2017, according to a study by McKinsey.

In 2016, the Indian National Stock Exchange reported that more than 2.2 million Indians had applied for its equity positions in the last three years.

In 2017, it reported that there were 7,100 Indian employees at McKinsey, while 1,865 were in other industries.

Indian companies have also had to adapt their hiring strategies to the US workforce.

“Indian companies need to think differently than the American ones,” said Shree Rajan, an executive at consultancy company McKinsey India, which did the McKinsey survey.

A McKinsey report found that in 2017 Indian companies had hired more than 1.5 lakh workers in the U.S. and that over a third of those employees were from India.

In India, hiring is not a matter of picking the right people for the job, it is a matter to find the right workforce.

Companies that have a large pool of Indian talent tend to be able to tap into this pool for talent.

“A large part of what Indian companies do is recruiting,” said Mehtan.

“They are looking at the best people in the market and they are trying to find talent from across the world.

They are looking to bring people from different industries to work with them.”

The Indian workforce is also more diverse than the US one.

In the US, the population is 77.7% Indian, whereas in India it is only 45.7%.

This is partly due to the fact that India has more than 80 million people in poverty, compared to the United States’ 8.9 million.

“In India, a lot more people are living in poverty,” said Manish Chaudhary, the founder and CEO of the non-profit Startup Nation.

“So, a huge part of it is not due to technology but more of it has to do with poverty and a lack of resources.

Indian entrepreneurs are doing things differently.

They don’t think in terms of technology, they think in a broader context.

They have a lot to do and can’t be content with a limited amount of resources.”

Indian companies are also looking to hire and retain more female and younger people.

In fact, the number of female executives has doubled over the past decade and the number who are younger has doubled in the same period.

But even as Indian companies recruit more people from outside the country, they are also struggling to retain those workers.

“We are getting more and more Indian-trained people from abroad, but we are also getting less and less Indian-educated people from overseas,” said Bhanas survey co-author Bhanumathi Ramachandran.

“Even though we are seeing the Indian-American gap shrink, the Indians have to keep hiring more Indian and younger employees to meet the demand.

It is a tough situation for Indian businesses.”