Preparing For The Future Of Work: Abilash Velayudhan of Ness Digital Engineering On The Top Five Trends To Watch In The Future Of Work

An Interview with Phil La Duke

Diversity and Inclusion will become the cornerstone for workforce planning since company language and culture will transform as the customers are more eager to know what their supplier stands for in the society. For example, many young workers prioritize carbon neutrality and environmental resilience. Companies must take a stand on issues that affect their people and our planet so that employees can feel justified in working for organizations that align with their principles.

There have been major disruptions in recent years that promise to change the very nature of work. From the ongoing shifts caused by the COVID19 pandemic, the impacts caused by automation, and other possible disruptions to the status quo, many wonder what the future holds in terms of employment. For example, a report by the McKinsey Global Institute that estimated automation will eliminate 73 million jobs by 2030.

To address this open question, we reached out to successful leaders in business, government, and labor, as well as thought leaders about the future of work to glean their insights and predictions on the future of work and the workplace.

As a part of this interview series called “Preparing For The Future Of Work”, we had the pleasure to interview Abilash Velayudhan.

Abilash Velayudhan is the associate vice president and head of talent acquisition, North America and Western Europe for Ness Digital Engineering. Abilash has more than 22 years of cross-functional experience in global talent acquisition, recruitment compliance management and team management. He received a Bachelor of Business Administration from the University of Madras.

Thank you so much for joining us in this interview series! Our readers like to get an idea of who you are and where you came from. Can you tell us a bit about your background? Where do you come from? What are the life experiences that most shaped your current self?

I began my career as a technical recruiter 22 years ago and have learned a lot about the organizations I was consulting and hiring for, because it was necessary! I have worked for companies without applicant tracking systems (ATS) where I ran my own custom reports and became well-versed in analytics and statistics. I love data, I enjoy pulling reports and analyzing the content. I have worked as a talent advisor in various different agencies, including those that conduct recruitment process outsourcing (RPO), corporate employment, and staffing. In my roles I supported high volume requirements, finding ultra-niche skilled talents and building practices in Services organizations. I had the opportunity to work under some great mentors who have shaped my career. They taught me to deliver results under pressure and, most importantly, how to work cohesively with your team and collaborate with your partners and hiring managers.

What do you expect to be the major disruptions for employers in the next 10–15 years? How should employers pivot to adapt to these disruptions?

According to the World Economic Forum, in 10 years, over 50% of jobs will be automated. However, only 5% of jobs will be eliminated, which essentially raises the need for the existing workforce to be upskilled and reskilled to work alongside the most complex machines. Another phenomenon that is rapidly disrupting work is the adoption of artificial intelligence (AI) and machine learning (ML) skills. The implementation of these technologies will not only require workers with digital skills but will also help business leaders make informed decisions and calculative risks.

Over the next 10 years, 1.2 billion employees worldwide will be affected by the adaptation of automation technologies and AI. But in reality, automation will change the nature of work more than it displaces workers. Therefore, it is necessary for employers to address the challenges of automation in order to upskill the current and future workforce for increased productivity.

The lack of upskilling opportunities disproportionately affects populations who are already vulnerable today, who fill many of the low-skill jobs that will soon be fully automated. Without addressing this need, we are headed towards a future of increased inequality. At Ness, talent development is one of our highest priorities and we believe that upskilling and investing in the talent of our employees is key to future growth.

The choice as to whether or not a young person should pursue a college degree was once a “no-brainer”. But with the existence of many high profile millionaires (and billionaires) who did not earn degrees, as well as the fact that many graduates are saddled with crushing student loan debt and unable to find jobs it has become a much more complex question. What advice would you give to young adults considering whether or not to go to college?

While many enterprises have publicly stated that workers may not need college degree for certain jobs, I believe that the future of employment will be skill-based and one should be able to practice and train on niche skills for any craft or job. The college experience also is also more than just academics, it prepares you for life and strengthens your fundamental interpersonal skills.

Despite the doom and gloom predictions, there are, and likely still will be, jobs available. How do you see job seekers having to change their approaches to finding not only employment, but employment that fits their talents and interests?

In the last 20 months, we have experienced a rapid change to our way of work that we have never experience before. I strongly believe that, just like an employer has multiple choices of candidates, employees have the same options. The future of jobs will no longer be mundane and repetitive, it will require specialized skills. As niche skills created and trained, salary and the cost of employees will rise to compensate. Multiple platforms, like Glassdoor and LinkedIn offer potential employees insight into an organization’s culture and how they care for their employees. It is important that employers create an environment where the employees feels safe. Smart recruiters are crawling the web with vigor and are quickly notified if there are enough contributions. Employees will continue to have choices and can select what position best suits their interests and which organization aligns with their principles.

The statistics of artificial intelligence and automation eliminating millions of jobs, appears frightening to some. For example, Walmart aims to eliminate cashiers altogether and Dominos is instituting pizza delivery via driverless vehicles. How should people plan their careers such that they can hedge their bets against being replaced by automation or robots?

According to the World Economic Forum’s “The Future of Jobs Report 2020,” AI is expected to replace 85 million jobs worldwide by 2025. Though that sounds scary, the report goes on to say that it will also create 97 million new jobs in that same timeframe. The number of people it takes to create innovative technology is growing, solidifying the importance of upskilling the workforce. We need to shift our focus from worrying about the impact of automation to actually helping create the high-end technologies. If we look at the possibilities in evolving technologies like artificial engineering, machine learning, robotic process automation (RPA) and blockchain, there’s a nonstop need for training, data and maintenance of technological innovations and exceptions. There will be plenty of opportunities for workers as the need for monitoring machine learning models and creating artificial intelligence grows. For example, with the proper training, technicians who are now working on networking and system maintenance can upgraded to configure cybersecurity systems and blockchain capabilities for organizations.

Technological advances and pandemic restrictions hastened the move to working from home. Do you see this trend continuing? Why or why not?

While just 5% of people in the U.S. worked from home before the pandemic, work from home will continue and become one of pivotal factors for workers choosing employers in this hot market for talent. I feel organizations will have to provide the flexibility for employees to choose between the working from home and traveling to an office. Ness has committed to this flexibility by offering hybrid work environments for our employees as we navigate remote work across our global teams.

In regard to hiring, many employers are worrisome that employees who previously agreed to relocate will default to work from home. ‘The Great Resignation’ has demonstrated that workers have adapted to this new way of life and value the benefits of remote work. It’s expected that up to 20% of the entire U.S. workforce will continue to work from home permanently. We are now used to it and we have more collaborative tools to facilitate remote teams. Recent surveys have clearly shown that employees are willing to forgo salary raises and bonus to continue working from home and that most people are hesitant to return to commuting.

What societal changes do you foresee as necessary to support the fundamental changes to work?

In order to support future labor demands, there must be a bigger push to include more of the workforce in technology-based jobs. There is a huge parity in job availability and access, and only with proper training and expanded recruitment will these challenges be remedied. That being said, immigration will play a pivotal role to meet worker demand. A lot of talent comes from overseas, and as migration has stalled over the past year and a half due to the pandemic, there has been less human capital flight than usual. Making immigration accessible will be necessary to attract skilled workers and industry professionals to address the talent shortages.

Additionally, we can expect the demand for expedited innovation to rise. This will cause more stress to workers as they aim to keep pace with the shortened timelines to markets for products aided by automated and digital technology. The individuals who work in these areas face immense pressure and employers must account for these stressors and implement processes to balance workloads.

What changes do you think will be the most difficult for employers to accept? What changes do you think will be the most difficult for employees to accept?

According to Gartner 48% of employees will continue working from home. Employers will have to accept that there will be more employees who are going to continue working remotely and who may never return to the office. As remote work endures, employers must consider their process for valuating productivity. Outcome-based management will increase productivity and loyalty, whereas time-based systems encourage micromanagement and mistrust among employees. Also, due to the shortage of skilled talents, employer branding and company culture will play paramount role for hiring and must be at the forefront of recruitment initiatives. The new workforce entering into the market are more purpose driven than previous workers who sought greater benefits and higher compensation. Employers must accept that what their organization stands for and their impact on society are critical to their recruitment efforts.

Alternatively, employees will have to adjust to the fact that more organizations will opt for contingent staff over full-time employees due to the delay in hiring processes and the ease of performance management. Employees will also be subject to more supervision as the pandemic encouraged the use of more monitoring tools and technologies that help employers to collect data on productivity. Employer expectations will likely increase as individuals are expected to perform at higher rates and own multiple responsibilities. The expectations from the employers will increase and there will be multiple roles clubbed into 1 role. Employees will be expected to perform.

The COVID-19 pandemic helped highlight the inadequate social safety net that many workers at all pay levels have. Is this something that you think should be addressed? In your opinion how should this be addressed?

The pandemic has increased the trend of employers playing an expanded role in their employees’ financial, physical and mental well-being and should continue to be addressed. Employee support should include unlimited sick leave, financial assistance, adjusted hours of operation and childcare provisions so that employees can thrive outside of the work environment. Some employers have stepped up and even begun providing college education funds to workers. These steps to ensure employee well-being are only the beginning. There is still a need for more jobs for the specially abled workforce and greater inclusion nationwide. The current economic crisis has also pushed the bounds of how employers view the employee experience and made many companies understand that employment means so much more than just a salary.

Despite all that we have said earlier, what is your greatest source of optimism about the future of work?

The outlook for employees and their needs has changed during this pandemic and brought about many new initiatives surrounding mental health and well-being. Organizations have started prioritizing employee mental health by offering unlimited vacations and sick leave to the workers and many are trying four-day work weeks, which have been shown to be very positive. I am optimistic that the recent changes to work life have shown that employers must be creative and innovative at the same time to earn employee loyalty.

Historically, major disruptions to the status quo in employment, particularly disruptions that result in fewer jobs, are temporary with new jobs replacing the jobs lost. Unfortunately, there has often been a gap between the job losses and the growth of new jobs. What do you think we can do to reduce the length of this gap?

The pandemic initially caused disproportionate loss of jobs especially for the younger workforce. This situation is unprecedented and requires innovative responses from employers. Organizations must commit to reducing gender inequality both in hiring as well as in wages and close the gap. We must return to the era where companies invested in their employees and provided adequate training. We are now living in a very demanding work environment where there is no time for learning curves or adjustments. New employees are expected to be productive and deliver results almost immediately, which will only further unsustainable hiring practices and lessen retention. Today, employees are also more aware of their worth. Companies must predict that an employee will know their market value and expect fair compensation, even if they were trained and brought up within one organization. Employees today are more likely to switch positions frequently and employers who reward and compensate workers accurately will maintain a skilled workforce.

Okay, wonderful. Here is the main question of our interview. What are your “Top 5 Trends To Watch In the Future of Work?” (Please share a story or example for each.)

1. Diversity and Inclusion will become the cornerstone for workforce planning since company language and culture will transform as the customers are more eager to know what their supplier stands for in the society. For example, many young workers prioritize carbon neutrality and environmental resilience. Companies must take a stand on issues that affect their people and our planet so that employees can feel justified in working for organizations that align with their principles.
2. Most companies will start creating teams to work as independent startups within their organization — these teams will be modular and operate as tribe. This will make them more efficient and autonomous, rather than waiting for bureaucratic approval process often found in large organizations. For instance, GE and Honeywell are transforming as digital product companies compared to the manufacturing enterprises they once were. Existing enterprises want to align with the startup method to be more agile and nimble in the market. This model allows specialized teams to operate as separate organizations and yield high market response.
3. Remote work will become the norm and teams will be expected to collaborate globally and work flexible hours to find common timelines. Many companies have teams spread throughout the globe, and the flexibility that comes with work from home will also require employees to adjust to extended hours. A recent survey showed that 66% of employees wanted to continue work from home. This response has forced employers to change the concept of company offices and work expectations. Some employers have adapted to hybrid models while others have extended permanent work from home options. For example, LinkedIn will allow employees to opt for full-time remote work or a hybrid option as offices gradually reopen, according to Chief People Officer Teuila Hanson in a statement to Reuters.
4. Automation and AI/ML will be inevitable in all functions of organizations. Business decisions will be solely driven by both historical data and predictive algorithms as digital marketing will lead the revenue growth of any products. We may not have entered a car with a stranger 10 years ago, but now we trust Uber to take us anywhere at any time. Also, while just a few years ago we may have thought it unthinkable to let a stranger enter our home, now we are comfortable letting the Amazon delivery team place the package inside our garage or house. The possibilities of automation and AI/ML are endless — we can also expect autonomous cars and trucks to revolutionize commercial and personal vehicles that will change everything from the supply chain management industry to our personal commute.
5. Candidate experience will play a crucial role in creating employer branding and the company’s ability to attract talents. Not an employee’s work experience, but the interview experience, how well employees have been treated, how much they like the organization will all play into successful recruitment. As there are more jobs and less talent, companies that are well-branded and respond to employee needs will attract the best workers. In a recent survey conducted by Careerplug, post-pandemic candidate experience directly impacts the employer brand. The impact of a poor candidate experience extends beyond the disappointment of a rejected job offer — it has serious implications for your employer brand, or your business’s reputation as a place to work. For instance, 37% of candidates said they’ve left a negative review online after having a negative experience. This is significant because more than half of job seekers abandon their pursuit of a company after reading negative reviews. Don’t miss out on the best candidates by letting negative candidate reviews define your employer brand.

Can you please give us your favorite “Life Lesson Quote”? Can you share how this quote has shaped your perspective?

“The pessimist sees difficulty in every opportunity. The optimist sees opportunity in every difficulty.” — Winston Churchill.

In recruitment, self-motivation is extremely important, especially during times like these where there is an acute shortage of niche skilled talents. As you prepare for large ramp-ups or face high-volume demand, the work looks difficult and unachievable at the beginning. But many times, the hardest tasks were the most successful and fulfilling assignments. This insight and attitude have driven my work, provided enhanced perspective of organization processes, and earned lot of respect from my colleagues

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US with whom you would love to have a private breakfast or lunch, and why? He or she might just see this if we tag them.

If given the opportunity, I would like to meet Simon Sinek. He is very inspirational; his motivational speeches are insightful and he methodically breaks down common phenomena on how we think, act and communicate in his writing.

Our readers often like to follow our interview subjects’ careers. How can they further follow your work online?

You can follow my LinkedIn : https://www.linkedin.com/in/abilashvelayudhan/ or learn more at https://www.ness.com/ and our Twitter, LinkedIn, Facebook and Instagram accounts.

Thank you for these fantastic insights. We greatly appreciate the time you spent on this. We wish you continued success and good health.