Gen Z is rapidly joining the workforce with the oldest members of the generation being 23 years-old. They’re expected to comprise up to 36 percent of the global workforce by 2020. These new entrants are digital natives who expect strategic use of software and technology in the workplace, as they are the first generation to grow up entirely in an internet-centric society.
In developed nations with more access to effective healthcare, more and more people are reaching their 100th birthday, meaning that careers will be longer than we’ve ever seen before. Companies and their employees are planning for rising retirement ages by reviewing the role of pensions, benefits and physical or schedule accommodations for older and more senior employees. As an example, Japan expects half of all babies born currently to live to or past 100 and is taking the idea of the “100 Year Life” so seriously that Shinzo Abe’s cabinet worked between September 2017 and June 2018 to create a formalized structure for a ‘Human Resources Revolution’.
Some companies are analyzing communication patterns on internal messaging systems, tracking geographical locations, and giving their employees health trackers to collect health data. The Apple Watch are now being included in employee wellness plans. It is anticipated that by 2021, 90 percent of wellness plans in the U.S. will include health trackers. As an employee it is advisable to be aware of what data your employer is gathering and what they’re using it for. Collecting data without compromising employee trust is imperative, and businesses must be transparent about what they are collecting and using your data for.
Researchers predict in about 15 years many jobs/or profession will be obsolete. there will be about 200 profession we never heard of as well.
Jobs with 99% chance of being automated‚ included data capturers‚ new accounts clerks‚ cargo agents‚ watch repairers‚ insurance underwriters‚ hand-sewers‚ telemarketers and tax preparers. Umpires‚ legal secretaries and couriers also stood little chance of surviving. Undergoing training and obtaining two or three certificates is not enough to be ready for tomorrow. Learning and developing competencies has to be continuous . Education is expanding beyond academic and vocational establishments, which is manifested in the emergence of public online courses, some of them offered by leading world universities.
There are some jobs that have only a 0.35% chance or less of being automated because “many of them require a level of human interaction that may take many more years for computer programs to replicate”.
Choreographers‚ psychologists‚ human resources managers‚ anthropologists‚ archaeologists‚ sales managers and CEOs are safe. Other sustainable jobs to be in or study towards include recreational therapists‚ audiologists‚ occupational therapists‚ healthcare social workers‚ orthotists and prosthetists‚ mental health and substance abuse social workers‚ emergency management directors, and first-line supervisors of mechanics‚ installers and repairers.
JOBS OF THE FUTURE
Intellectual property appraiser
Personal pension plan designer
UK recruiters are developing technology, including artificial intelligence that allows them to offer people jobs before they even start to look.
Hays, one of the biggest recruiters in the world and the largest in Britain by market capitalisation, has set up a partnership with LinkedIn that allows it to access some of the company’s data, such as when a user adds a skill or profile picture.
With this sort of information, AI can identify someone who is about to begin a formal job hunt, which would allow the company to pre-emptively contact them with relevant roles.
“Data and artificial intelligence can provide accurate insights as to whether an individual would be receptive to a particular job. Its a race to get very strong candidates in front of your client before the competition.
Hays is just one of the large global recruiters, several of which are headquartered in the UK, investing in technology in an effort to match jobseekers and roles more swiftly and efficiently.
One of its main rivals, PageGroup, has created an “innovations group” to find ways of improving the hiring process by making it more digital. That includes making it easier and quicker for candidates to find roles online themselves or for recruiters to single out individuals best suited for a role that has become vacant.
Technology is already replacing some of the more mundane tasks that headhunters typically undertake, such as screening CVs and manually sifting through candidates to draw up a shortlist.
Other developments include recruitment chatbots, a trend towards video CVs and using AI to profile job applicants.
But there is also the risk that the technology recruiters are adopting could cannibalise their own business, by automating their role as intermediaries and the swaths of jobs they would typically find candidates for.
“Technology is having a disruptive impact on the recruitment sector – particularly in the blue-collar sector where perhaps the disparity in skills between candidates is a lot less acute, however, it will hurt across the board at the lower levels of… white collar [jobs ] as well.”
Among blue-collar recruiters, there has been consolidation. Netherlands-based human resources consultancy Randstad bought online recruiter Monster in 2016 and Zurich-based Adecco Group acquired jobs website Vettery in February.
Technology has also offered opportunities to small newcomers such as recruiters specializing in a particular sector. For example, where recruitment companies once had to build their own database of candidates, it is now much easier to find people on networks such as LinkedIn.
But recruiters also argue that the art of job matching will never be fully replaced by science. Technology will free up consultants to be more productive, giving them more time to offer clients tailored advice and develop a wider understanding of the market, they say.
“What will happen is recruiters will actually end up being much more like business consultants rather than doing desktop research,” said Albert Ellis, chief executive of Harvey Nash, a recruiter that specializes in technology.
Still, the automation of jobs remains an impending threat. A recent report by McKinsey forecast that between 400m and 800m people could be displaced by automation by 2030.
By 2030 up to 30% of the hours worked globally could be automated. According to a new report by the McKinsey Global Institute researchers estimate that between 400 million and 800 million people could find themselves displaced by automation and in need of new jobs, depending on how quickly new technologies are adopted. Of this group, as many as 375 million people—about 14% of the global workforce—may need to completely switch occupational categories and learn a new set of skills to find work.