"85% of 2030's jobs have not been invented yet"

- Institute for the Future

We're living in 'The Age of Accelerations'

This is what the inside of the Fourth Industrial Revolution looks like, and it feels a little crazy. This is probably why our time has been described as the 'Age of Accelerations'. As everything is now digitally driven, all technological advancement is pegged to Moore's Law - ie. it doubles every two years. That's acceleration.

This is one of the reasons the whole world seems to have gone a bit weird over the last few years. Established norms are not quite so normal. The things that we grew up understanding as obvious are being questioned. Change is everywhere. That change is accelerating.

For more on the Fourth Industrial Revolution you might like to check out this film by the World Economic Forum:

 - This was not produced by Casual Films -

The pace of change and the accompanying deluge of information has repercussions on every area of our lives, from the kitchen to the bedroom to the sports field to the office. In the office we need to grapple to not only understand what the new normal is, but to try to understand what it will look like in five or even ten years time. 

If we find this challenging, imagine what it is like for the young people who are leaving school now and looking to enter the workplace. What are they looking for from their employers and what can we do to help them to make the right decisions for their futures? I was having a chat with a friend the other day about how how the workplace is changing and what this means for the next generation of recruitment. I thought I would share some of those thoughts here.

1. Evolving learning environments

According to the experts who attended the Institute for the Future workshop in March 2017, 85% of the jobs that today's learners will be doing in the year 2030 haven't been invented yet! Even if that figure proves to be a little optimistic, the only way that recruiters can attract the very best talent is by creating working environments that allow for continual learning and development. The best talent are looking for working environments that will allow them to grow and evolve to be ready to fit into and prosper in the workplace of their futures. They will run from anything that that has an inkling of stasis.

2. Entrepreneurial attributes

As robots and algorithms take on more of the workload, specifically human traits like creative problem solving, perseverance and vision become increasingly valuable. These attributes are routinely correlated with what we think of as an entrepreneurial mindset. The best businesses of 2030 will be the ones who attract and retain entrepreneurialism by allowing it to flourish. This requires trust, space and clear boundaries to get the most from the best staff. Smaller teams provide increased ownership and accountability and are useful in creating positive environments for human characteristics to excel. By taking on a large amount of the administrative and repetitive functions, machines clear the way for humans to do the things that they do best. This should make for a far more enjoyable, rewarding working experience.

3. Globalisation 

Despite recent backlashes, as then US Secretary of State John Kerry said in 2013, the "globalisation genie can't be put back in the bottle". It will face challenges, but the tools that have made instantaneous global communications and rapid global logistics possible cannot be uninvented. For the workers of 2030, competition for job roles will not be with people from down the road, but from the schools and universities of Beijing or Mumbai.

This raises the bar for those entering the workplace, but it also means that to recruit the best employees, companies need to think about their talent globally. It means that they have to grapple with the challenges of relocations, global employer branding and communications.

4. Digital innovation

We are all digital companies now. The need to attract top digital talent essential for everyone from Google to Tesco. Some companies naturally find this a lot easier than others. In order to attract the best digital talent, companies need to show that they are serious about digital transformation and are willing to invest and go the distance to delivering it. They need to allow top technical talent freedom and space for innovation (within bounds). Transformations of this kind need to be driven from C-suite/board level. 

The failure to grasp the importance of this represents an existential threat to even the largest of businesses, as we have seen with the likes Blockbuster, Toys-r-Us, Woolworths. To capture the talent they need to avoid, digitally transforming companies need to inspire/enable genuine ‘start-up’ thinking. This creates a compelling offer for new joiners who want to be a part of driving the change. You have to really mean it though. As I mentioned before, the best people won't go anywhere near anything that smells of stasis.

 

 

Vodafone Digital Ninja

5. Business Purpose

Gen Z have grown up in a world surrounded by climate change, the ‘plastification’ of the oceans, mass extinction and social inequality. They care deeply about these and want to their working lives to be part of the solution. For millennial employees for example, the ability to contribute to charitable causes at work leads to increased loyalty. Deloitte found that of the 54% of millennials who were provided with the opportunity to contribute to good causes or charities, 35% stayed in their job for 5 years or more (vs 24% without the opportunity). Gen Z are even more engaged than their forebears to drive change.  Clarify your purpose as a business and then live it, communicate around it and engage the workforce that will deliver future success.

You may also be interested in the Attract and Recruit the Best Candidates homepage.


We'd love to hear what you think about these? Do you agree? What have we missed? Whatever you think, we'd be fascinated to hear your thoughts. If you would like to book a call to discuss this, or anything film related, you can do that here:

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Topics: Attract and retain the best candidates

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