Author: Admin Ad Astra

The Role of Data Analytics in Modern Recruitment

In India’s evolving job market, where competition is fierce and the workforce is diverse, the recruitment landscape is undergoing a transformation. Data analytics, a tool once reserved for core business operations, is now at the forefront of recruitment strategies. From tech startups to multinational corporations, organisations are leveraging data-driven insights to identify, attract, and retain top talent in an efficient and equitable way.

The Power Shift

Traditionally, hiring decisions were based on experience, intuition, and manual screening—a time-consuming and error-prone process. Today, data analytics provides recruiters with actionable insights that enhance precision in decision-making.

  • Efficiency: Data-driven tools, such as Applicant Tracking Systems (ATS) and AI-powered recruitment platforms like Pymetrics, sift through thousands of resumes in seconds. Pymetrics uses neuroscience-based games and behavioral insights to assess candidates’ cognitive traits, offering data-driven, unbiased solutions. 
  • Equity: Advanced analytics minimise unconscious bias by evaluating candidates objectively, paving the way for fairer hiring practices.
  • Accuracy: Algorithms analyse parameters like experience, skills, and cultural fit, enabling recruiters to pinpoint candidates likely to succeed in specific roles.

Did you know? According to a recent LinkedIn report, 69% of hiring managers in India consider data analytics essential to improve their recruitment efforts.

Predictive Analysis

India’s dynamic industries, from IT to manufacturing, demand proactive workforce planning. Predictive analytics is changing the game by using historical data to forecast hiring needs, reducing reactionary recruitment, and building future-ready teams.

  • Minimising Turnover: By analysing past trends, companies can predict which roles face higher attrition rates and act preemptively to fill potential gaps.
  • Optimising Talent Pipelines: Identifying high-demand skills enables firms to nurture candidate pipelines, especially critical in high-growth sectors like AI and fintech.

For instance, a leading Indian e-commerce giant leveraged predictive analytics to cut time-to-hire by 35%, significantly enhancing productivity during peak sales seasons.

Enhancing Candidate Experience

In a talent-driven market, the candidate experience is pivotal. Data analytics allows recruiters to map the candidate journey and refine every touchpoint.

  • Reducing Drop-offs: Analytics can reveal friction points in application processes, like lengthy forms or delayed responses, helping recruiters improve these areas.
  • Personalisation at Scale: Using data to tailor communication ensures candidates feel valued, boosting engagement rates by up to 30% (NASSCOM study). 

This is particularly relevant in India, where 98% of employees are open to exploring new job opportunities, which often involves engaging with multiple employers during the process (Source: 2023 India Talent Trends Report).

Diversity and Inclusion

In a country like India, promoting diversity isn’t just an ethical imperative but a business advantage. Companies using analytics can monitor representation across hiring stages, identify biases, and implement corrective measures.

  • Tracking D&I Metrics: Analytics platforms provide real-time data on gender and regional representation, ensuring goals for inclusivity are met.
  • Refining Job Descriptions: Insights reveal whether specific terms inadvertently exclude certain demographics, enabling more inclusive language.

A recent report showed that Indian firms with diverse leadership teams experienced 21% higher profitability, highlighting the business value of inclusivity (Source: McKinsey & Company). 

Job Seeker’s Perspective

For candidates, data analytics transforms the hiring process into a more streamlined and personalised experience. The algorithms help analyse your resume, skills, and career aspirations to match you with roles that align with your profile and long-term goals. This reduces the guesswork and helps focus on opportunities that genuinely fit your expertise and interests.

Moreover, analytics-powered platforms offer insights into industry trends, salary benchmarks, and in-demand skills. By leveraging this data, candidates can strategically tailor applications, upskill in areas of demand, and gain a competitive edge in the job market—all while saving time and effort.

This shift empowers job seekers to make more informed career decisions, turning the recruitment process into a partnership that values their potential as much as their qualifications.

The Ethical Imperative

While the benefits of data-driven recruitment are undeniable, ethical considerations are paramount. Companies must ensure transparency in how data is collected, processed, and used, adhering to India’s Personal Data Protection Act (PDPA) to build trust with candidates.

Looking Ahead

With advancements in artificial intelligence and machine learning, data analytics is set to redefine recruitment further. From predicting employee retention to automating interviews, the possibilities are immense.

As organizations strive to attract the best talent in an increasingly globalised economy, those investing in data analytics will lead the way. For candidates, it ensures a personalised, efficient, and transparent recruitment process, where opportunities are aligned with their skills and aspirations. 

Looking to transform your hiring process or find opportunities aligned with your goals? At Ad Astra, we connect talent with opportunity through cutting-edge, data-driven solutions.

India’s Renewable Energy Sector Fuels a Recruitment Boom Amid the Net-Zero Race

As the world races toward ambitious net-zero goals, India’s renewable energy sector stands out as a beacon of opportunity for climate action and employment. With global leaders convening at COP29 in Baku, Azerbaijan, to discuss climate finance, clean energy transitions, and low-carbon solutions, India’s renewable energy story emerges as an essential case study. This booming sector is not only driving sustainability but also redefining recruitment trends, workforce development, and job opportunities.

India’s Growing Renewable Workforce

The renewable energy sector in India currently employs 1.2 million people, representing 20% of the country’s total workforce in sustainability-related industries. This number is poised to grow significantly, with projections estimating that the sector will employ 3 million people by 2030.

These figures are a testament to India’s rapid strides in renewable energy, bolstered by policies such as the National Solar Mission, the National Green Hydrogen Mission, and EV incentives programmes. These initiatives alone are expected to create 600,000 new jobs in the next few years, further cementing India’s position as a global leader in clean energy transitions.

Investment Driving Employment Growth

India’s renewable energy sector has attracted investments worth $1.2 billion this year alone. This influx of capital has accelerated project rollouts while also creating a ripple effect in job creation across multiple areas, including project development, infrastructure, research and development, and manufacturing. On average, every billion-dollar investment in the sector leads to the creation of thousands of direct and indirect jobs, ensuring sustainable economic growth.

Skill Development: Bridging the Gap

Despite the growth, the renewable energy sector faces a significant skills gap. To address this, government initiatives such as the Skill Council for Green Jobs (SCGJ) have been instrumental. Thousands of professionals have been upskilled to meet the sector’s demands but, as the industry evolves, partnerships between educational institutions and companies become essential for equipping workers with the right expertise.

Women and Diversity in Renewables

The renewable energy sector is also making strides toward inclusivity, with women and underrepresented groups holding 46% of the jobs. However, there is still scope for improvement in creating an even more diverse workforce. Companies in this space are beginning to prioritise diversity and inclusion at the core of their hiring strategies, recognising how diverse teams drive innovation.

Regional Focus: State-Level Achievements

States such as Gujarat, Rajasthan, Tamil Nadu, and Maharashtra are leading India’s renewable energy revolution. Together, they have contributed over 110,000 jobs in rural and semi-urban areas, driven by large-scale solar parks, wind farms, and green hydrogen projects. This regional focus ensures that employment opportunities are distributed across the country, benefiting even the most remote communities.

A Global Perspective

India’s efforts to create employment in renewable energy can be seen locally as well as globally. The country’s share in the global renewable energy workforce continues to rise, placing it alongside giants like the US and China. This is a testament to India’s commitment to clean energy, demonstrating its potential as a hub for green job creation.

The Road Ahead

India’s renewable energy sector is not just about combating climate change—it’s about transforming lives, building careers, and reshaping the economy. As the country races toward its net-zero commitments, the recruitment trends in this sector are only set to grow. Whether it’s engineering talent for solar projects, technicians for wind farms, or R&D professionals for green hydrogen, the demand for skilled professionals is at an all-time high.

For job seekers, the sustainability industry offers an opportunity to be part of something larger—a chance to contribute to a greener planet while building a fulfilling career. For recruiters, it’s a call to action to innovate hiring processes, bridge skill gaps, and ensure diversity in the workforce.

As India moves towards a sustainable future, the renewable energy sector will continue to power homes and industries while creating millions of livelihood opportunities in the process.

Your Gateway to Global Capability Centres: Skills for Success 

Global Capability Centres (GCCs), or Global In-house Centres (GICs), have become an integral part of multinational corporations, handling critical functions like IT, finance, HR, and R&D from strategically located offshore hubs. India, often hailed as the “GCC Capital of the World”, has emerged as the leading destination for these centres, housing 17% of the world’s technology capability centres. As businesses continue to seek cost efficiencies and access to a skilled talent pool, India’s role in the GCC ecosystem is set to expand. According to Nirupama Vellore Ganapathy, an industry expert, “India’s GCC growth is driven by cost savings, access to a large talent pool, and a supportive business environment. While automation and AI may reduce recruitment numbers in the short term, the number of companies setting up GCCs here will continue to grow.”

India, which hosts around 1,600 GCCs today as per the report by Nasscom and Zinnov, titled ‘India GCC Landscape Report – The 5 Year Journey, is set to see this number rise to 1,900 by next year and further grow to up to 2,200 by 2030. This rapid expansion will see the workforce in India’s GCCs swell to 2.5-2.8 million, and the sector’s valuation is projected to hit $99-105 billion by the end of the decade. Since 2000, these centres have evolved from basic back-office operations to critical innovation hubs that drive digital transformation for their parent companies. According to  “Innovation hubs: How GCCs are shaping the future of business” report by McKinsey over  70% of GCCs in India now play a direct role in leading digital initiatives.

This growth trajectory underscores the importance of the right skill set for candidates aiming to thrive in the GCC space. While education provides a foundation, it is essential to focus on soft skills such as communication, adaptability, and resilience to truly stand out. “The key differentiator in a diverse, global workplace is not just technical expertise but also the ability to navigate cultural differences and communicate effectively,” notes Nirupama. With global teams spread across different regions, the ability to listen actively, adapt to various communication styles, and understand local business contexts becomes invaluable.

Moreover, a deep understanding of the geography and culture of the regions where GCCs operate can set candidates apart. India’s position as a GCC powerhouse is particularly significant as companies increasingly move beyond cost arbitrage to focus on innovation. Additionally, according to a recent EY Report “Future of GCCs in India – A vision 2030”, between 2018 and 2023, GCCs in India created 600,000 new jobs, bringing the total workforce to 1.6 million. Companies like JPMorgan Chase have been prime examples of the scale and impact of these centres. The sector’s transition to high-value, strategic roles is reflected in the fact that 10-13% of leadership positions in global GCCs are now held by Indian professionals, up from 8.6% in 2022.

The future of GCCs in India is undoubtedly intertwined with technology. As more companies set up operations here, the demand for professionals with digital skills will only grow. Leadership, collaboration, and digital literacy are highly valued, particularly as NASSCOM predicts that India will house nearly 20,000 global roles in GCCs by 2030.

The GCC landscape offers immense potential for those who are willing to embrace change and lead in this dynamic space. With India poised to remain at the forefront of the global GCC market, the opportunities for growth and innovation are vast—particularly for candidates equipped with the right mix of technical knowledge, cultural awareness, and adaptability. For those looking to embark on or advance in a GCC career, the future is bright, but success will hinge on evolving with the demands of this ever-changing landscape.

Harnessing Employee Advocacy: Boosting Brand Reputation and Attracting Top Talent

In today’s dynamic and competitive marketplace, companies constantly seek innovative strategies to stand out. One such powerful strategy is employee advocacy, which not only enhances a company’s reputation but also plays a pivotal role in attracting top talent. By leveraging the authentic voices of employees, organisations can build trust, gain engagement, and create a compelling employer brand that resonates with both customers and potential hires.

Employee advocacy is a strategic approach where employees actively promote their company’s brand, products, or services through their personal social media channels and networks. Essentially, employees become brand ambassadors, humanising the brand and making it more relatable and trustworthy in the eyes of customers. 

Employee advocacy goes beyond mere promotion; it creates a sense of ownership and pride among employees, strengthening their connection to the organisation. Engaged employees who actively promote the brand often feel that their contributions influence the company’s success. This heightened engagement leads to more open communication and active idea-sharing within the organisation, creating a vibrant and innovative workplace culture.

Moreover, employee advocacy is crucial for retaining top talent. Employees who feel personally invested in their organisation’s success are less likely to seek opportunities elsewhere. According to LinkedIn, 75% of job seekers consider an employer’s brand before even applying for a job, highlighting the importance of a strong, positive employer brand in attracting and retaining talent.

Business Benefits of Employee Advocacy

Implementing an employee advocacy program offers numerous benefits for businesses, particularly in the B2B sector:

  • Enhanced Brand Reach: Your brand’s content can reach a wider audience through employees’ networks. Employees have, on average, 10 times more connections on LinkedIn than their companies’ followers, exponentially increasing the brand’s visibility.
  • Increased Credibility: Messages shared by employees are perceived as more credible and authentic. Forbes shows that 52% of consumers trust employees more than the company itself, enhancing the brand’s reputation.
  • Lead Generation: Employee advocacy can drive traffic to your website and encourage engagement, directly contributing to lead generation. Additionally, 91% of B2B sales are influenced in some way by word of mouth (Demandbase).
  • Cost-Effective Marketing: Leveraging existing resources by empowering employees to promote the brand is a cost-effective marketing strategy.
  • Competitive Advantage: In a crowded B2B market, a strong employee advocacy program can set your organisation apart as an industry leader.

When employees speak positively about their workplace, it humanises the brand and builds credibility. 72% of enterprise companies work with internal executives to grow thought leadership, with 90% focused on building credibility and social influence (TopRank Marketing). This not only enhances the brand’s reputation but also attracts like-minded talent.

It is a powerful tool in recruitment efforts. Job seekers today are looking for transparent and relatable views of a company’s culture. 4 out of 5 LinkedIn members drive business decisions (Sprout Social), making platforms like LinkedIn ideal for employee advocacy. 81% of B2B buyers value LinkedIn as a significant source of research before purchase (Fronetics), further emphasising its importance.

Employee-generated content, such as personal stories and social media updates, provides a transparent view of the company culture, helping prospective employees envision themselves within the organisation. This sense of community and authenticity makes the company an attractive place to work, setting it apart in the competitive job market.

LinkedIn stands out as a prime platform for employee advocacy due to its professional focus and extensive reach. Employees on LinkedIn have, on average, 10 times more connections than their companies’ followers, allowing for organic amplification of messages. Additionally, 75% of job seekers consider an employer’s brand before applying, and 15% of buyers consult vendor-driven marketing materials when purchasing (TrustRadius).

By encouraging employees to actively engage on LinkedIn, companies can tap into a trusted platform that significantly boosts their brand presence and recruitment efforts.

Global Gains: The Benefits of Indian Healthcare Workers Abroad

The movement of Indian healthcare workers has benefitted numerous advanced countries strategically. The rise in skilled workers has considerably influenced the healthcare sector by alleviating key staffing shortages, stimulating economic development, and improving healthcare standards.

Healthcare workers from India are frequently seen as a cost-effective option for healthcare facilities abroad. Hospitals and clinics can optimise resource allocation and increase profitability by utilising their skills, all while maintaining salary expectations compared to domestically trained staff. Similarly, Indian healthcare professionals have helped boost the medical tourism industry, which brings in significant income.

In addition to being affordable, Indian healthcare professionals offer a wide range of expertise and skills. They are equipped to deal with difficult healthcare issues in a limited-resource setting and often demonstrate outstanding problem-solving skills and flexibility. The influx of skilled individuals has helped to fill important gaps, especially in nursing and related health fields, guaranteeing the ongoing provision of healthcare services.

There is a higher need for trained healthcare workers in many countries abroad, creating a competitive environment in the sector. Indian healthcare workers are in high demand due to their excellent education and strong work ethic. Access to this talent pool accessibility has assisted in easing recruitment difficulties and ensuring appropriate staffing levels are maintained.

The growth of training institutes in India has been shaped by private investment: around 95% of nursing institutes in India are privately owned, and slightly over 50% of medical college seats are in private hands. These organisations have been established partly to cater to the growing interest of healthcare workers in global migration opportunities but also introduced a migration debt burden for certain individuals, notably nurses. Private training institutes typically have higher fees compared to government ones, leading many individuals to view the financial burden as a significant factor in deciding to migrate, as local wages are insufficient to repay educational loans. The significant expense of moving, including payments to local agents, is ultimately met by the potential earnings and perks received overseas. Researchers have discovered that U.S. nursing and physician salaries are respectively 80% and 57% more than comparative Indian salaries, in terms of purchasing power parity.

Both doctors and nurses are highly drawn to the appeal of working overseas. Research suggests that between 20% and 50% of healthcare workers in India plan to look for jobs in other countries due to factors such as higher salaries, better working conditions, and more chances for career growth.

While the primary concern has been the advantages for the nations hosting the workers, it is also important to acknowledge the benefits for Indian healthcare professionals. Primary factors that attract people include chances for career progression, access to cutting-edge medical technologies, and the possibility of earning more. Having the opportunity to work in various healthcare systems expands their perspectives and boosts their professional development.

The movement of Indian healthcare workers has been a mutually advantageous interchange. Developed countries have benefitted from higher healthcare capabilities, economic expansion, and access to skilled workers, while professionals from India have discovered chances for personal and career growth. This trend has influenced the worldwide healthcare scene, emphasising the interdependence of healthcare systems.

The Price of Progress: India’s Healthcare Brain Drain

India’s rapidly growing healthcare sector stands out as a source of optimism in a country otherwise facing major health hurdles. However, this positive aspect is accompanied by a pressing issue: the migration of healthcare workers to more profitable foreign markets. This outflow of talent diminishes the pool of skilled workers, presenting a major challenge to the economy.

The Y2K moment in the IT industry is a historical parallel. What started as widespread fear turned into a huge opportunity, driving the sector towards a period of unparalleled expansion and creativity. 

Similar to the Y2K problem, the healthcare segment in developing countries requires complete restructuring, in terms of more funding for medical training, improved healthcare facilities, and technological advancements. The similarity is evident: both crises have highlighted the vulnerability of important systems and the immediate requirement for preventative actions.

Since achieving independence in 1947, India, known for its large number of medical professionals, has emerged as the leading provider of doctors to other countries. As per the Organization for Economic Cooperation and Development (OECD), approximately 69,000 doctors from India were employed in the US, UK, Canada, and Australia in 2017. This number represents 6.6% of doctors enrolled in the Medical Council of India (MCI). Furthermore, India has the most medical schools in the world and is one of the top suppliers of nurses, usually ranking just behind the Philippines. Approximately 56,000 nurses trained in India are working in those same four countries, making up around 3% of the total number of nurses registered in India.

The economic consequences are significant. The departure of every doctor or nurse results in a loss of valuable expertise that affects the potential delivery of healthcare, medical research, and innovation in India. This mass departure may result in higher healthcare expenses, limited availability of top-notch medical services—particularly in remote locations—and a possible decrease in the popularity of medical travel.

From a recruitment point of view, this situation poses a dual challenge and opportunity. The increasing need for healthcare professionals in India highlights their importance and offers profitable job placements. However, the temptation of moving abroad creates a shortage of local talent, forcing recruitment agencies to play a crucial role in keeping talent in India.

To mitigate this impact, India must establish a positive setting that motivates healthcare workers to stay within the nation. This involves enhancing working conditions, raising wages, and dedicating resources to medical education and research. Furthermore, strategies that concentrate on keeping skilled workers in countryside regions and encouraging the growth of healthcare entrepreneurship can also assist in reducing the flow of people relocating. Talent acquisition companies can help by promoting these enhancements, building relationships with healthcare organisations, and creating new approaches to retaining talent.

In India, concerns about ‘brain drain’ are prevalent while the requirement for a sufficient supply of medical professionals continues. Achieving a balance between enhancing local healthcare and meeting global needs presents a complicated task, but one that India’s vibrant pool of healthcare professionals is equipped to meet, given the right support.

How to Sustain Business in Times of Turbulence

The Russia-Ukraine war, a conflict thousands of miles away from India, has had far-reaching consequences on global markets, demonstrating how deeply interconnected the world has become. This war has sent shockwaves through energy markets, driving up prices and exacerbating inflation worldwide, including in India. For Indian businesses, the lesson is clear: in an increasingly globalised world, external events, no matter how distant, can have immediate and profound impact on the domestic economy. This is just one example of the turbulence that businesses must navigate in today’s unpredictable environment.

The Impact of Globalisation

Globalisation has opened new doors for Indian businesses, offering opportunities for growth through access to international markets, advanced technology, and foreign investment. However, with these opportunities come vulnerabilities. The COVID-19 pandemic exposed the fragility of global supply chains, and the Russia-Ukraine conflict further highlighted the risks associated with dependency on global markets. For instance, India’s pharmaceutical industry, heavily reliant on China for raw materials, faced significant disruptions during the pandemic. Similarly, the conflict in Europe has driven up energy costs, impacting Indian businesses that depend on oil imports. These examples highlight the importance of building resilience to global shocks.

Navigating Economic Uncertainties

Economic uncertainty is another significant challenge. Inflation, currency fluctuations, and changing trade policies can create an unpredictable environment for businesses. According to a report by the Confederation of Indian Industry (CII), Indian businesses are facing increasing costs due to global commodity price hikes, largely driven by geopolitical tensions and supply chain disruptions. The World Bank has projected a slowdown in global economic growth to 2.1% in 2024, down from 3.1% in 2022. For India, which is expected to grow at around 6%, sustaining this momentum will require strategic planning and a keen awareness of global trends.

Strategies for Sustaining Businesses

  1. Diversification and Innovation: Diversifying product lines, markets, and supply chains is crucial for resilience. For example, Tata Group’s diversified business model across sectors like steel, automobiles, IT, and consumer goods has helped it remain robust during economic downturns.
  2. Digital Transformation: The pandemic accelerated digital adoption, making digital transformation vital for staying competitive. According to Nasscom, India’s digital economy is expected to reach $1 trillion by 2025. Companies that embrace e-commerce, automation, and AI are better positioned to navigate turbulent times.
  3. Agility and Flexibility: Adopting agile business models enables companies to pivot quickly in response to changes. During the pandemic, many Indian textile companies began producing PPE kits, allowing them to sustain operations amid declining demand for traditional products.
  4. Building Strong Relationships: Maintaining strong relationships with customers, suppliers, and employees is essential in turbulent times. Mahindra & Mahindra, for example, strengthened its ecosystem by launching employee welfare programs and supporting supply chain partners during the pandemic.
  5. Sustainable Practices: Sustainability is a strategic imperative. Deloitte’s survey indicates that 80% of Indian consumers are willing to pay more for sustainable products. Investing in sustainable practices not only prepares businesses for regulatory changes but also aligns with consumer preferences.

Implications for Indian Businesses

For Indian businesses, the path to sustaining operations in times of turbulence requires balancing global awareness with local action. As India integrates further into the global economy, businesses must navigate not only local challenges but also international ones. Adapting to global economic trends, geopolitical shifts, and technological advancements will be key to ensuring long-term success.

India’s growing role as a global economic player presents both challenges and opportunities. With a young population, a dynamic startup ecosystem, and increasing digital adoption, Indian businesses have the potential to thrive despite global uncertainties. However, achieving this requires a proactive approach to risk management, continuous innovation, and a commitment to sustainable and inclusive growth.

Sustaining businesses in times of turbulence requires resilience, adaptability, and innovation. For Indian businesses, the stakes are high, but so are the opportunities. By adopting these strategies, companies can navigate the complexities of the global landscape, ensuring not only their survival but also their growth and competitiveness in the long run.

Background Checks: A Delicate Balancing Act

The increasing prevalence of background checks in India is a double-edged sword. While essential for ensuring workplace safety and integrity, they also raise their fair share of privacy concerns. India’s burgeoning economy, coupled with a growing emphasis on employee safety, has accelerated the adoption of these checks (Nasscom). However, the collection and processing of sensitive personal data must be handled with utmost care.

A 2023 survey by the same trade association found that 72% of Indian employees are concerned about their data privacy, particularly in the context of background checks. This highlights the need for a delicate balance between security and privacy.

From a cyber risk perspective, Indian organisations are increasingly concerned about cloud-related threats (52%), attacks on connected devices (45%), hack-and-leak operations (36%), and software supply-chain compromise (35%) over the next 12 months. These threats highlight the broader cybersecurity landscape in which background checks operate. Almost half of respondents felt that the outcome of a cyber attack could result in loss of customer data and revenue, followed by more than a third of them highlighting operations downtime as a key consequence.

The Information Technology Act, 2000, and the Personal Data Protection Bill, 2019, provide a legal framework to safeguard personal information. Adherence to these regulations is crucial for organisations conducting background checks. Implementing robust data protection measures, obtaining explicit consent, and limiting data collection to only essential information are fundamental steps.

Transparency is another key factor. Employers should clearly communicate the purpose of the background check, the types of information collected, and how it will be used. Building trust with candidates is essential for a positive experience.

By prioritising data privacy, adhering to legal and ethical standards, and implementing robust cybersecurity measures, organisations can conduct effective background checks while respecting the rights of individuals and mitigating the risks posed by the evolving threat landscape.