Shifting IT hiring practices demand deep expertise over basic AI tools

Tata Consultancy Services will require digital and specialised technical competencies from roughly 80 percent of its new recruits. Chief Operating Officer Arathi Subramanian confirmed this strategic shift while discussing recent talent acquisition. Out of 4,500 employee’s onboarded during the July-September quarter, nearly 80 percent possessed modern technology expertise. Between 25 and 30 percent brought specialised knowledge in artificial intelligence. This shift reflects broader IT sector trends where companies are transitioning from traditional service models to high-margin digital solutions.

Hiring mix and industry benchmarks

Subramanian indicated this talent mix will persist because the market has sufficient capable professionals. This dynamic raises debates regarding whether fresh graduates hold an edge over experienced staff. Younger professionals might cost less and adapt quickly to modern tools. However, TCS Chief Executive Officer K Krithivasan maintained that readiness depends on willingness to learn. He pointed out that mid-level engineers possess deep domain knowledge. If they learn new technologies, they gain a distinct edge over junior engineers who lack business context.

TCS plans to utilise these growing capabilities to improve profitability. Its technology integration segment saw revenue share rise to 10 percent in the September quarter. Krithivasan noted that margin benefits will emerge as these project volumes increase. Although the company did not specify the exact portion of its $9.6 billion contract value linked to these specialised deals, some form of advanced technology features in almost all current work.

Experts warn against confusing surface-level tool usage with true organisational readiness. Nikhar Arora, Director at HR Anexi, observed that many employees use standard chatbots without driving real business value. He stressed that usage metrics do not equal true capability. Companies must define clear standards, link technologies to specific business processes, and measure the exact impact on outcomes rather than just pushing employees to learn basic platforms.