Automation, artificial intelligence and robotics have already made a big impact on the world of work – and we’re only just at the beginning of the technological revolution.
Though some jobs will be eliminated by technology, this doesn’t have to be a battle of human vs. robot. Technological revolutions are creating new opportunities, and new ways of getting work done. Nonetheless, employers need to adapt their approach to talent, if they’re to succeed in the Human Age.
Here are 4 ways the technological revolution will impact on your talent strategies, and some straightforward steps you can take to adapt:
The technological revolution means nurturing your team is even more important
Career success is increasingly being determined by a person’s learnability—their ability to grow their skills throughout their working life. It comes as no surprise. After all, technological innovations continually change the way work gets done. So we all need to be able to grow and evolve our skill set, if we’re to remain employable.
In the past, employers had more time, managers and resources to develop people. Sometimes that’s not the case anymore – but it needs to be firmly back on the agenda. Employers need to recognise and reward learnability. By nurturing the workforce in this way, employers will ensure their people keep up with changing skill requirements. This will ensure their organisation is equipped with the critical skills it requires in the long-term.
You’ll need to be more flexible
From the Airbnb landlord to the Uber taxi driver – the so-called ‘Gig Economy’ is now a daily phenomenon. Technology platforms are transforming how all kinds of day-to-day tasks are completed. And this new way of getting work done is giving candidates the power to decide how, where, and when they want to work.
For employers, this is opening up new ways of harnessing talent locally and virtually. It can’t be ignored; the end of the traditional 9 to 5 is nigh. And it’s those organisations that adapt, become more flexible, and are open to alternative employment models, who will win.
It’s time to really consider the competition
The technological revolution has opened up countless new candidate attraction channels – PPC campaigns, geo-targeted advertising, SEO-optimised microsites, online job boards and much more. Never before has there been so many different ways of identifying and engaging with jobseekers.
This has created a new challenge: standing out from the competition. If your pay, benefits and culture aren’t competitive and appealing, then tough luck. In-demand candidates will have plenty of other opportunities waiting in their inbox to choose from. As a result, it’s time to compare how your remuneration package compares to others in your industry and local area, and adjust accordingly.
Start selling your organisation to candidates
Today’s jobseekers will spend most of their lives at work. So they want to know well in advance what their return on investment. From online review sites to social media – as technology has evolved, jobseekers are being given more ways to find out what it’s really like to work at an organisation.
All of this means that an employer’s brand isn’t limited to the marketing team anymore. Therefore you need to ensure every step of your application process sells your organisation as an employer of choice. Ask yourself this: why do you like working at your company? Cement this into your attraction strategy, and you’ll be well placed to attract in-demand candidates to your business.
Watch our new YouTube series to find out more about the technological revolution Human Age trends which are driving changes in today’s world of work.
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Author: Amanda White