Photo courtesy David Spender via Flickr.
What does the future hold? Wouldn’t we all like to know the question! Right now, anxious voters are pinging the site FiveThirtyEight.com or their favorite polling site to see how the election might turn out, while others want to know which team is most likely to will win the Pac-12 Championship or Super Bowl 51.
Politics and sports aren’t the only places where forecasting skills come in handy. Understanding how the workplace of the future will be different - which jobs will emerge as in high demand, which industries will be essential, and how job hunting itself will change - may make the difference between a smooth career path and one that’s craggy, rocky and filled with challenges.
Luckily, the BBC notes that the best forecasters aren’t necessarily subject-matter experts or super-geniuses … they are often people who apply active, open-minded thinking and who don’t impose a pre-determined narrative on new data as it becomes available.
This month’s career links discuss future-oriented information: what jobs are going to be relevant in 10 or 20 years, how employees will interact with their supervisors and co-workers, and what kinds of resume and job-search strategies will win the day. Digest these previews of coming attractions, then get out there and apply what you know in your profession now!
This post, penned by Matt Krumie of Flexjobs, deconstructs the World Economic Forum’s “Future of Jobs” report, which was released earlier this year. There’s some scary news (45 percent of the activities people are paid to perform today could be automated using current technology) along with some great news (65 percent of the jobs that the generation after the millennials will perform don’t exist yet, meaning there will be an explosion of new job opportunities).
Krumie discusses how technology will continue to remake the world of work, and what industries and skills will be in demand going forward. No matter where you are in your career, you’ll want to read this post and position yourself to take advantage of the coming changes.
Sara Sutton Fell, the founder and CEO of FlexJobs (the site mentioned above), explains how her company (which reports on the world of telework and runs a fee-based job bank) came up with an all-encompassing term to cover all the types of job structures that fall outside of an 8 to 5, Monday through Friday sort of schedule. TRaD stands for “Telecommuting, Remote and Distributed,” and is the name of one of FlexJobs’ major conferences, the TRaD Works Forum. This post is a nice introduction into where the state of remote working is in late 2016, and it provides plenty of links to companies who are welcoming TRaD work on a large scale, as well as information on how to make it work at your company or organization.
This article on FastCompany.com starts out with an intriguing question: “If you knew that as many as 86 percent of influencers believe that doing a certain thing would make you more competitive among a pool of job seekers, wouldn’t you make sure to put that activity front and center on your resume?” It goes on to discuss the results of a 2016 Deloitte Impact Survey , which demonstrates that there is a huge disconnect between how important volunteer activities are to hiring influencers and how much candidates are leveraging their volunteerism to get jobs.
Why did this disconnect become so glaring? The author of the post attributes it to a shift away from revealing personal information (date of birth, marital status) on resumes in the last generation. But she quotes Hannah Barfield, a recruiter with Godshall Professional Recruiting as saying this …
"Volunteer work conveys three things: You're well-rounded and compassionate, you have even more skills than the ones you use in your daily job, and you're going to build the company's reputation in your community." For positions in leadership, sales, or marketing, Barfield adds, "Multiply that last point by 10."
The rest of the post includes some additional statistics on the Deloitte survey, which delivers some really interesting insights on how hiring influencers view the job application process. Definitely worth the read.
I am including this Inc. Magazine post by Suzanne Lucas (the “Evil HR Lady” according to her Twitter handle) because it discusses LinkedIn’s new feature Open Candidates, which allows members to more easily be passive job seekers by opening their profiles (privately) to recruiters. If you’re not familiar with the service, it’s probably worth your time to get to know it, since it’s probably going to herald a wave of technology-enabled job hunting based on this principle.
Lucas focuses her post on calming the nerves of employers, who now have a new stealth initiative to worry about. It used to be easier to figure out when your top talent was about to get poached … but now the game is changing.
She answers the question, “Should I be concerned about job hunters within my office?” this way.
"The answer to that is no. You shouldn't panic when your employees are seeking new employment. When you find out that someone is seeking new work, it gives you a great opportunity to plan ahead or to fix problems. Keep in mind, not everyone who indicates that he or she is interested in a new job actually wants to leave. Companies have little loyalty to their employees and employees know that. It's best to keep your options open."
Overall, the post is a nice introduction to Open Candidates, and provides some insights for both job seekers and employers on how it will influence future job searches.
~Liz Massey, Managing Editor, ASU Alumni Association