The super six

With cutting-edge technologies like AI and machine learning becoming more and more integral to business operations in the IT/ITES sector, the demand for professionals with evolved, tech-led skillsets will only increase in 2019.

Expertise in areas such as data compliance and cybersecurity will also be much sought-after, given how critical data privacy and information security have become in the global business discourse.

I also foresee organisations collaborating with reputed online learning platforms to undertake large-scale upskilling and reskilling of their in-house talent.

This skills-centric approach will benefit both employers and employees; while recruiters will be able to seamlessly address the growing demand for skills within their organisations, professionals can access significantly better career opportunities by upgrading their existing skillsets. With rapid technological advancement paving the way for a high-growth, high-value jobs ecosystem, we can expect continuous learning, unlearning, and relearning to become the motto of the new-age workforce.

The rise of AI

It’s official — Artificial Intelligence is here to stay. AI is soon to make its place in the HR industry.

The use of smart systems is already beginning to drastically cut the time-to-hire.

The use of algorithms and data-driven insights also helps reduce biased hires by solely focusing on candidates’ skills.

Offsite working stations

As organisations look for talent beyond their hometowns, the need to have remote working options is surfacing. A secure technological solution is imperative. The rise of a culturally diverse workforce has also propelled the need for telecommuting options.

Thankfully, the use of Augmented Reality and video-interviewing tools provides seamless solutions to realise remote working options.

Candidate experience

While the number of graduates and qualified individuals is on the rise, it has become equally difficult to find applicants who identify with an organisation’s culture and brand values.

According to a survey by KPMG, more than one-third of the applicants were ‘put-off’ by the exhausting recruitment process.

But not for long! Companies are now opting for a more interactive hiring process with personalised recruitment strategies to ensure that their choice of talent chooses them back, and not their competitor.

Hiring accuracy

2019 will witness the development of quality-based talent pipelines which will further improve hiring accuracy.

The use of AI and predictive analysis can further simplify the hiring process, by picking candidates with skillsets and achievements that match the given requirement.

Atypical working

Atypical working seems to be a trend that is set to continue in 2019.

In 2018, we saw a massive rise of atypical working practices. On the employment front, most strikingly, is the number of individuals looking to break free from the regular office ‘9 to 5’ routine and engage in more flexible working patterns that better support their lifestyle. Smaller professional services organisations, such as IT start-ups already embrace this trend.


The integration of people development, productivity increase, and learning is going to rule in 2019 as well; closely linked to this is ‘redeployment’, which means continuously developing the skillsets of people, so that they have competencies that not only meet the future needs of one’s own company, but also of the market as a whole.

(Zairus Master is chief executive officer of

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Printable version | Jun 18, 2021 2:09:01 PM |

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