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India Today
25-06-2025
- Business
- India Today
AI quietly taking away low-value jobs: Are you at risk?
As more and more companies implement artificial intelligence (AI) at the enterprise level, it is changing how they approach hiring of talent. 'India is a growing economy, so new jobs are being created. However, the number of jobs being lost due to AI is much higher than the ones created,' says Aditya Narayan Mishra, MD and CEO of HR services firm CIEL transition underway is that most of the new jobs being created are highly skilled, such as of data scientists, cloud engineers and full-stack developers, because AI models are increasingly replacing low-value, repetitive roles that don't require cognitive Kale, chief revenue and growth officer at jobs platform Foundit, shares, 'In 2022, less than 10 per cent of software engineering roles required knowledge of AI or machine learning (ML). Fast forward to 2025 and that number has more than doubled to 23 per cent, with AI/ML expectations becoming a part of mainstream development.'As a result, says Kale, the job market is becoming polarised—between those who work with AI and those whose roles can be replaced by it. Job-seekers will now have to become AI-literate—whether they're in design, analysis, marketing or operations. 'Businesses will not hire in volume, will instead hire for skills, with a clear bias toward tech-integrated, future-proof capabilities,' he adds. Kamal Karanth, co-founder of Xpheno, a specialist staffing firm, puts this into perspective. He says that since Robotic Process Automation (RPA) became mainstream a decade ago, lower-spectrum roles—those that are rule-based, objective, repeatable and transferable—have been increasingly threat of AI replacing human role-holders is high and imminent in these lower-spectrum functions. The demand for entry-level talent in such low-complexity roles will gradually decline as Agentic AI tools and processes (AI systems capable of autonomous action with minimal human intervention) mature,' he instance, roles such as of test engineers, application testers, QA testers, software test engineers, and QA engineers—who account for more than a third (36 per cent-40 per cent) of the total talent pool in the IT sector's testing and QA/QC functions—fall into this category. These are likely to become highly replaceable roles as AI matures in the near contrast, middle-spectrum roles that require a mix of rule-based actions and intuitive, mid-level cognitive processing face a longer-term threat of full automation. AI's current maturity curve in terms of precision and consistency is still developing. However, talent in this layer can benefit from AI by using it to enhance speed and the higher end of the spectrum, roles that demand advanced cognitive skills have a long way to go before they can challenge or disrupt this talent tier. Here, AI will serve more as an assistant than a replacement, helping workers operate more efficiently, but posing little threat of displacing next 10 years in the world of work will be a time of massive transition, much like during the Industrial Revolution when the onset of automation led to widespread unemployment,' predicts Mishra. 'With AI, many lower-level jobs are already disappearing, and this impact is only going to grow with time.'Subscribe to India Today Magazine- Ends
Time of India
05-06-2025
- Business
- Time of India
Majority of GCCs in India cite talent retention as top concern: Report
Talent retention is the most significant challenge faced by GCCs, with 51 per cent of respondents identifying it as their top concern, end-to-end HR solutions provider CIEL HR's 'CIEL Works: GCC - Talent Trends and Insights' report revealed. Tired of too many ads? Remove Ads Tired of too many ads? Remove Ads Mumbai, Around 51% of Global Capability Centres in India, which hosts over 1,700 GCCs, find talent retention the most significant challenge as demand for specialised talent grows, a report said on retention is the most significant challenge faced by GCCs, with 51% of respondents identifying it as their top concern, end-to-end HR solutions provider CIEL HR 's 'CIEL Works: GCC - Talent Trends and Insights' report talent retention, 23% respondents found regulatory compliance as a challenge, while 18% said it was cultural difference and 8 cited infrastructure limitation as a growing concern, the report report is based on the data and analysis of 76,000 executives working in the GCC sector in India and 5,111 job postings from job further revealed that the GCC sector is witnessing significant talent mobility , with 52% of the overall workforce open to to data, the disengagement or restlessness could be due to limited career growth, compensation gaps, or work-life balance signals a competitive talent market, with risks of talent drain and increased recruitment costs. However, it also offers an opportunity for GCCs to attract top talent, it the report found that this trend varies notably across functions, with 55% of product development professionals and 45% of IT professionals expressing openness to new 23% of all executives who changed jobs in the last year belonged to the 'Product' category, underscoring the high mobility and demand for product talent, it added."The rising attrition and talent mobility demand a decisive shift from transactional approaches to holistic employee engagement . Today's workforce seeks more than pay, they want career progression, flexibility, inclusivity, and purpose. To stay ahead, GCCs must invest deeply in career development, strengthen employer branding, and build workplace cultures that foster trust, growth, and belonging," CIEL HR Managing Director and CEO Aditya Narayan Mishra churn is most acute among younger professionals where, early-career professionals (0-5 years) show the highest mobility at 47.6%, driven by the pursuit of diverse experiences and rapid growth, followed by mid-level professionals (6-15 years) exhibiting a 42.9% turnover, motivated by aspirations for leadership and greater responsibility, said the executives (16+ years) demonstrate the lowest mobility at 9.4%, valuing stability and long-term impact, added the report.
Time of India
28-05-2025
- Business
- Time of India
CIEL HR Solutions Reports 35.21% Growth in FY25 Net Profit, HR News, ETHRWorld
Advt Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App Chennai: Technology-driven human resources solutions company CIEL HR Solutions has reported a 35.21 per cent growth on its net profit for the year ending March 31, 2025 at Rs 14.67 crore. The city-headquartered company had registered a net profit of Rs 10.85 crore during the last financial increased for the financial year ending March 31, 2025 to Rs 1,504.5 crore, from Rs 1,085.7 crore registered in the year ago period."From our roots in 1992 to this moment of high performance, we have always been guided by our belief in human potential and the power of reinvention. CIEL's results represent the strength of our collective spirit," said CIEL HR Group Chairperson and Executive Director K Pandiarajan told reporters on Tuesday."Our growth in FY25 is a testament to the synergy between our teams, partners and clients. With our unique blend of tech-enabled services and deep industry insight, we are committed to helping organisations build future-ready workforces while delivering value at every step," company MD and CEO Aditya Narayan Mishra the year ending March 31, 2025, the company continued its inorganic growth and acquired two businesses to strengthen its HR-tech platform capabilities as well as to expand its portfolio of group has integrated these entities with the overall organisation and is actively working to leverage its inherent synergies to foster growth across individual business company continues to run its asset-light business model and has expanded its operations to 85 offices across 38 locations during the last financial year, he added.
Hans India
05-05-2025
- Business
- Hans India
IT cos set to hire more freshers during FY26
Bengaluru: Indian IT services companies are likely to hire higher number of freshers in FY26 as compared to last fiscal despite macroeconomic uncertainty induced by reciprocal tariff imposed by the US. Industry experts are of the opinion that such uptick is driven more by low hiring in past years than any significant uptick in the demand environment. They also said that offer letters given to the freshers during campus placement should be turned into appointment letters in a specified time frame. 'What has happened that hiring of freshers has seen an uptick because of low hiring in last two years. We also know that giving an offer and converting that into appointment letter are two different things. The situation is very dynamic because clients of IT firms are giving mandate for short-term projects. When long-term projects fall, it directly affects fresher hiring,' said Aditya Narayan Mishra, CEO of CIEL HR Services. 'Fresher hiring usually happens taking into account the long-term deal pipeline of an IT firm. It is basically about getting the supply right considering the future. They don't bring revenue immediately,' he added. Last month, management of big and mid-tier IT services companies has indicated that hiring of freshers will continue in FY26 amid an uncertain demand environment. India's largest IT firm, TCS has said that it would hire more number of freshers than it recruited last year. The company hired around 42,000 fresh engineering graduates last fiscal. 'We will hire slightly higher number of freshers (from campuses) in FY26 as compared toFY25. The hiring number each quarter will depend on the demand environment,' said Milind Lakkad, Chief HR Officer, TCS. Similarly, Infosys is planning to hire more than 20,000 freshers in FY26, while HCLTech is expected to hire around 10,000 engineering graduates from campuses in the current financial year. Among mid-tier firm, L&T Technology Services will recruit around 2,500 freshers in FY26. While many firms have given fresher hiring target for ongoing fiscal, some have not done so on the back of uncertain demand environment. Companies like Wipro, Tech Mahindra have said that they would hire freshers as per the demand environment. Meanwhile, experts opined that undue delay in giving appointment dates should be avoided by all IT firms. Recently, companies like Infosys had fired freshers undergoing training saying that these interns were not able to clear various stages of the training programme. 'Freshers are expected to be good in new technologies because companies have increased the benchmark for final absorption,' said an industry source.
