The Changing Landscape of HR – A Conversation with Malinga Sanjeewa

Recruitment isn’t just about filling positions anymore. It’s about predicting the future of work, navigating shifting expectations, and making sure you don’t hire someone today who’s irrelevant tomorrow.”

That’s how Malinga Sanjeewa, Cluster Head of Human Resources at SAS Creative, sees it. With a career spanning telecommunications, hospitality, BPO, and the garment industry, Malinga has seen the good, the bad, and the absolutely chaotic sides of HR.

Today, he leads the HR and Administration division at SAS Creative, handling everything from recruitment and payroll to performance management and employee engagement, all while future-proofing the workforce in an era where talent is harder to attract and even harder to retain.

In this conversation, he shares his insights on Sri Lanka’s IT recruitment challenges, the impact of AI on hiring processes, and the evolving nature of workplace engagement.

Can you tell us about your professional journey and how you entered the HR field?

I began my career as a MS Drawing Technician at Suntel Ltd, which was quite different from where I am today. However, as my career progressed, I became increasingly drawn to organizational dynamics, talent development, and employee relations, all of which play a crucial role in business success.

Over the years, I have had the privilege of working in multiple industries, including telecommunications, hospitality, BPO, and manufacturing, with leading organizations such as Dialog, Pegasus, and Ramada by Wyndham. Each of these sectors presented unique challenges in talent management and workforce planning, ultimately shaping my expertise in HR strategy and administration.

At SAS Creative, I now oversee the entire HR function, ensuring that our talent strategies align with business objectives, industry trends, and the evolving expectations of the modern workforce.

IT recruitment is considered particularly challenging in Sri Lanka. What factors contribute to this?

There are several key factors affecting IT recruitment in Sri Lanka, the most pressing being:

• Skilled migration – Many highly qualified IT professionals seek better opportunities abroad due to higher salaries and career prospects.
• Talent scarcity – While Sri Lanka produces skilled graduates, there is still a gap between academic training and industry needs.
• Evolving technology – IT recruitment requires up-to-date knowledge of emerging trends, making it difficult to assess candidates using traditional HR evaluation methods.

Unlike other industries, hiring for IT roles demands greater collaboration between HR and IT leadership. A candidate’s technical competence must be thoroughly evaluated, which means that HR professionals must work closely with IT experts to make informed hiring decisions.

Remote work has become a global trend. How has it impacted recruitment and employee engagement in Sri Lanka?

Remote work offers numerous advantages, such as increased flexibility and cost savings. However, Sri Lanka is still in the process of adapting to a fully remote or hybrid work model due to several challenges:

• Technological limitations – Not all organizations have the infrastructure to support seamless remote operations.
• Cultural adaptation – Many companies still associate productivity with physical office presence.
• Declining employee engagement – A major concern is that team cohesion and workplace culture tend to weaken in remote settings.

While remote work is a viable option, it is important to strike a balance between flexibility and in-person collaboration to maintain productivity, innovation, and strong workplace relationships.

When hiring IT professionals, how do you balance technical skills with cultural fit?

Both aspects are equally important, but the emphasis depends on the specific role and organizational culture.

• Technical skills are non-negotiable in IT roles, as professionals must have the required expertise to perform effectively.
• Cultural fit ensures that employees align with the company’s values, work ethic, and long-term vision.

Contrary to common perception, IT professionals are not simply technical specialists working in isolation. Many are highly adaptable and dynamic, capable of collaborating across teams and driving innovation. A strong hiring strategy should therefore focus on both competency and cultural alignment to ensure long-term success.

What role do AI and automation play in modern recruitment?

Currently, the use of AI in recruitment is still in its early stages in Sri Lanka. However, in the coming years, it will become an integral part of streamlining hiring processes, improving candidate assessments, and reducing manual workload for HR teams.

Some of the expected advancements include:

• Automated resume screening to identify top candidates efficiently
• AI-driven candidate matching based on skill sets and job requirements
• Data-driven decision-making for fairer and more effective hiring

While AI will significantly enhance efficiency, it is essential to remember that HR remains a people-centric function. Technology should support, not replace, the human element of HR, particularly in areas like employee engagement, leadership development, and workplace culture.

Degrees vs. Experience: What Matters More?

There has been ongoing debate about whether academic qualifications still hold the same value in today’s job market. Malinga believes that while degrees remain important, they are no longer the sole deciding factor.

Education provides a structured foundation, but hands-on experience is what truly shapes professionals. Employers today are looking for a combination of formal education, practical skills, and the right professional mindset.”

He stresses that adaptability and continuous learning are the real differentiators. “A candidate who is eager to learn, willing to grow, and has the right attitude will always have an edge over someone who relies solely on their credentials. The job market is evolving too fast for professionals to remain stagnant.”

The Future of IT Recruitment in Sri Lanka

Looking ahead, Malinga anticipates major shifts in IT recruitment, both in Sri Lanka and globally.

The biggest challenge we face is talent migration. Without strategic workforce retention policies, we will continue to lose skilled professionals to foreign markets. Companies need to rethink their approach to employee retention, offering better growth opportunities and long-term career pathways.”

He also predicts a rise in skills-based hiring, where employers focus more on what candidates can do rather than their formal qualifications. “We are moving towards an era where problem-solving ability, adaptability, and continuous learning will outweigh traditional degree requirements. Organizations that recognize this shift early will be the ones that attract the best talent.”

Automation will also continue to reshape recruitment strategies. “AI-driven recruitment will become more common, helping HR teams manage large talent pools more efficiently. However, companies need to ensure that technology enhances hiring decisions rather than replacing human judgment.”

As workplace dynamics evolve, Malinga believes that hybrid and remote work models will redefine employee engagement and retention strategies. “Companies that fail to adapt to changing workforce expectations will struggle to keep their best employees. The future of work is no longer a distant concept, it’s happening right now, and businesses need to act fast.”

Final Thoughts

“The future of work is changing faster than we realize. Adaptability is no longer optional, it is essential.”

Malinga emphasizes that organizations must embrace digital transformation, rethink engagement strategies, and redefine recruitment processes to stay ahead. “HR is not just about hiring people—it’s about shaping the future of work. If businesses fail to evolve, they risk losing their best talent to more forward-thinking employers.” His final message is clear: “The ability to evolve will define the future of work. The question is, are we ready for it?”Final Thoughts: Advice for HR Leaders & Business Executives.