Iran's Innovation District Reports Double-Digit Growth in Jobs and Talent Acquisition Amid Shifting HR Landscape

The third gathering of Human Capital Managers from member companies of the Iran International Innovation District (IIID) unveiled significant growth in employment and recruitment within the district. Senior HR executives from major Iranian companies discussed the changing dynamics of the labor market, intensifying competition for talent retention, and the critical need for data-driven hiring decisions. A comprehensive human capital survey was also presented during the event.

The third meeting brought together HR managers from IIID member companies and key players in the country's innovation and technology ecosystem.

In his opening remarks, Mojtaba Jabbarpour, Deputy for Technology Development at Pardis Technology Park (PTP), emphasized the strategic importance of human resources in the innovation ecosystem. "In technology companies, the real capital isn't buildings or equipment; the actual production line is these skilled professionals. That's why human capital management is not only vital but also complex and unpredictable," he stated.

Addressing the challenges of recruitment and retention, particularly concerning new generations, Jabbarpour added that PTP cannot remain indifferent to this domain. He described the establishment of the Human Capital Development Center as an effort to play a supportive and facilitative role, providing a platform for dialogue and experience-sharing among HR managers. He also noted that feedback from managers in these meetings is directly conveyed to decision-making bodies and has already led to operational improvements in some of the park's support services.

Statistics That Tell a Story: Employment Up, Attrition Down
Rivandi, who oversees the human resources survey project for PTP member companies, presented the findings of the latest annual survey.

Based on data collected from 102 participating companies:

• The total number of employees in park companies increased by 17% compared to the previous year.
• Recruitment levels surged by 51% over the past year.
• Employee attrition rates decreased by 7%.
• The average salary increase for employees was approximately 34%, reported to be higher than the inflation rate and many other sectors.

According to the survey, the greatest recruitment challenges were at the expert level, followed by technicians and managers. The primary reasons cited for employee departures were "mismatch between capabilities and job position," "commute distance," and "salary."

The survey also indicated that companies in the information technology sector offered the highest salary levels, followed by electronics and pharmaceutical companies.

The Playing Field Has Changed: From Acquisition to Retention
In a panel discussion titled "The Talent War: How Do Organizations Win?", HR managers from major Iranian companies analyzed the current labor market landscape.

Homayoun Shahriari, Director of Organizational and Talent Transformation at Irancell, emphasized, "We've talked about the talent war for years, but today we have entered the retention war. The main issue is no longer simply attracting personnel, but retaining capable human capital."

Jalal Nikpeyman, Senior HR Manager at Asan Pardakht, added, "Negative employee experience is the primary driver of turnover. If we don't intelligently manage employee experience, migration—both physical and virtual—will deplete the country's talent pool."

Amir Saberi, HR Manager at Fanap Infrastructure, noted the country's annual need for approximately 100,000 skilled professionals, stating, "An employer brand only has meaning when current employees willingly recommend the organization to others."

From Data to Decision: HR Without Analysis is Guesswork
In a specialized panel on "From Data to Decision," experts stressed the necessity of data-driven human resources management.

Esmaeil Shabani, Strategic HR Consultant at Hamrah-e Aval, asserted, "Digital transformation in human resources is more culture-centric than tool-centric. Without acceptance of data analysis at senior management levels, no smart system will work miracles."

Fatemeh Arezi, an HR consultant, emphasized that successful recruitment only has meaning when a new hire creates value commensurate with their cost and maintains effective tenure for at least two to three years.

The Future Isn't Built by Waiting
In another segment of the event, Majid Kianpour, CEO of Shaparak-e Abi Experience Company, commented on global economic transformations, stating, "Hope isn't enough; we must invest in real capabilities and building strong teams. The future isn't shaped by waiting—it's shaped by building."

Majid Fazeli, CEO of Simorgh HR Systems, described "compensation" and "performance management" as the two main wings of human resources, emphasizing that without a tangible link between performance and compensation, organizational fairness cannot be achieved.

Mohammad Mehdi Piroozan, an HR consultant, addressed growing frustration and distrust among employees, suggesting that organizations transform into "safe havens"—spaces founded on transparency, dialogue, and fostering hope.

The third gathering of Human Capital Managers at the Iran International Innovation District (IIID) demonstrated that in a knowledge-based economy, the primary competition is not over buildings and equipment, but over "people." Organizations that can attract talent, retain them, and build a believable future for them will ultimately prevail.