Future Careers Get A Much-Needed Shot In The Arm

Cognizant’s “Jobs of the Future Index” posts a 29% increase as tech-oriented job markets begin to return to normal, notes Robert Brown, a futurist within the company’s Center for the Future of Work. The US labor market is recovering faster than expected, as successful vaccination programs and stimulus dollars generate sweeping impacts throughout the nation.

The $1.9 trillion American Rescue Plan Act of 2021, together with the full inoculation of 51 million Americans by the close of the first quarter (and at least partial inoculation of more than 50% of the adult population by April’s end), are instilling confidence in both consumers and businesses. The accelerated use of and reliance on digital technology during the pandemic are now being accompanied by long-term investment in a digitally enabled workforce to meet the needs of tomorrow.

Cognizant’s “Jobs of the Future Index (CJoF Index)” tracks demand for 50 digitally enabled jobs of the future identified by Cognizant’s Center for the Future of Work, capturing the quarterly fluctuations in postings for these jobs. In the first quarter of 2021, the growth of the CJoF Index outpaced that of the Burning Glass jobs index by nearly 10%.

The CJoF increased 28.8% from the previous quarter (from an index figure of 1.22 to 1.57). The Burning Glass index posted a quarter-on-quarter increase of 18.9%, rising from 1.45 to 1.72. These are the greatest gains for either index in the past two years, signaling not only a strengthening labor market but also a larger shift from business survival to digital growth and expansion.

Note, however, that growth notwithstanding, digitally enabled job postings remain far below pre-pandemic levels. The CJoF Index posted a severe year-on-year decline of 22.2%, dropping from 2.02 in Q1 2020 (its highest value ever) to 1.57 in Q1 2021. Growth in digitally enabled positions, which broadly represent higher-wage earners and larger investments for employers, signals longer-term economic confidence — which has yet to be fully achieved.

In contrast, the demand for all jobs is on the verge of bouncing back; the Burning Glass index posted a negligible year-on-year decline of 2.8%. That’s because brick-and-mortar jobs have been more susceptible to business restrictions and lockdowns; they’re now seeing a rush of activity as the economy reopens.

A rising tide: Quarterly growth for all CJoF job families

In addition to total job openings, the CJoF Index monitors trends in eight job families: Algorithms, Automation and AI; Customer Experience; Environment; Fitness and Wellness; Healthcare; Legal and Financial Services; Transport; and Work Culture.

In the first quarter, all eight families registered quarter-on-quarter increases, with the most modest growth in Work Culture (14.5%) and Healthcare (18.5%). Over the quarter, Fitness and Wellness (137.8%) and Transport (38.0%) emerged as top-performing jobs families after experiencing the largest declines in Q4 2020.

Measured over the year, seven of eight families posted declines: Work Culture (-27.8%), Algorithms, Automation and AI (-24.3%), Transport (-16.9%), Customer Experience (-15.7%), Legal and Financial Services (-13.1%), Environmental (-2.8%), and Fitness and Wellness (-2.3%) all dropped. Healthcare (12.4%) was the only family in the CJoF Index to register year-on-year growth.

The Fitness and Wellness family posted the sharpest quarterly increase in job postings (+137.8%) thanks to especially strong growth in digitally enabled Caregiver/Personal Care Aide (249.5%) and Home Health Aide (156.5%) postings. These two job categories have experienced much volatility during the pandemic, running countercyclical with expectations for the progression of the virus.

During declines in the number of new COVID-19 cases in Q1 2021, patients underwent long-postponed elective and routine medical procedures, thereby increasing the demand for in-home care.

Also noteworthy was the Transport family, which realized the second-largest increase (38.0%), led by gains in job postings for Aerospace Engineer (47.6%) and Urban/Transportation Planner (42.1%). The most recent federal stimulus package provided a much-needed lifeline to the travel industry, which was hit hard by the pandemic.

Algorithms, Automation and AI, the largest family in the CJoF Index, realized a 28.3% gain over the quarter. Within this family, 15 of the 16 individual job indexes registered quarter-on-quarter growth. However, only five categories showed year-over-year expansion. Unsurprisingly, each of these also saw growth for the quarter in Q1 2021: Robotics Engineer (73.0%), Robotics Technician (50.2%), Chief Information Officer/Director of Information Technology (47.1%), Mechatronics Engineer (45.7%), and Data Scientist (+42.2%).

The pandemic dampened tech hiring despite the increased reliance on digital technologies to facilitate collaboration and interaction among remote workers. But experts predict that tech occupations will recover to their pre-pandemic strength in 2021 as organizations accelerate their adoption of cloud strategies and artificial intelligence (AI) solutions.

Quarterly ups and downs

In Q4 2020, the fastest-growing jobs in the CJoF Index were:

  • Caregiver/Personal Care Aide (+249.5%)
  • Home Health Aide (+156.5%)
  • Solar Engineer (+131.9%)
  • Sustainability Specialist (+126.1%)
  • Genetic Counselor (+123.3%)

Jobs that posted the largest declines for the quarter were:

  • Solar Installer (-22.4%)
  • Alternative Energy Manager (-20.8%)
  • Fashion Designer (-10.4%)
  • Surveillance Officer/Investigator (-4.6%)
  • Career Counselor (-2.1%)

Annual ups and downs

The fastest-growing jobs in the CJoF Index for the year ending with Q1 2021 were:

  • Solar Engineer (+263.3%)
  • Genetic Counselor (+123.3%)
  • Registered Nurse (+81.0%)
  • Solar Installer (+49.1%)
  • Sustainability Specialist (+39.0%)

Jobs that posted the largest declines during this period were:

  • Physician (-60.9%)
  • Career Counselor (-57.2%)
  • Fashion Designer (-42.3%)
  • Health Information Manager/Director (-35.4%)
  • Alternative Energy Manager (-34.5%)

We encourage you to review our overall index on a regular basis, as these COVID-19-driven shocks continue to alter the landscape of jobs of the future — and jobs of the now. Visit our Cognizant Jobs of the Future Index page to see the most up-to-date data and analysis.

Robert Hoyle Brown is a Vice President in Cognizant’s Center for the Future of Work and drives strategy and market outreach for Cognizant’s Business Process Services business unit. He is also a regular contributor to the CFoW blog. Prior to joining Cognizant, he was Managing Vice President of the Business and Applications Services team at Gartner, and as a research analyst, he was a recognized subject matter expert in BPO, cloud services/BPaaS and HR services. Robert also held roles at Hewlett-Packard and G2 Research, a boutique outsourcing research firm in Silicon Valley. He holds a bachelor’s degree from the University of California at Berkeley and, prior to his graduation, attended the London School of Economics as a Hansard Scholar. He can be reached at Robert.H.Brown@cognizant.com

Source: Future Careers Get A Much-Needed Shot In The Arm

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Career Development Perspectives- Individual versus Organizational Needs

An individual’s personal initiatives that they pursue for their career development are primarily concerned with their personal values, goals, interests, and the path required to fulfill these desires. A degree of control and sense of urgency over a personal career development path can require an individual to pursue additional education or training initiatives to align with their goals.

In relation, John L. Holland’s 6 career anchors categorizes people to be investigative, realistic, artistic, social, enterprising, and conventional, in which the career path will depend on the characteristic that an individual may embody. The more aware an individual is of their personality type, the better alignment of career development and opportunities they may obtain.

The factors that influence an individual to make proper career goal decisions also relies on the environmental factors that are directly affecting them. Decisions are based on varying aspects affecting work-life balance, desires to align career options with their personal values, and the degree of stimulation or growth.

A corporate organization can be sufficient in providing career development opportunities through the Human Resources functions of Training and Development.The primary purpose of Training and Development is to ensure that the strategic planning of the organizational goals will remain adaptable to the demands of a changing environment.

Upon recruiting and hiring employees, an organization’s Human Resource department is responsible for providing clear job descriptions regarding the job tasks at hand required for the role, along with the opportunities of job rotation, transfers, and promotions. Hiring managers are responsible for ensuring that the subordinates are aware of their job tasks, and ensure the flow of communication remains efficient.

In relation, managers are also responsible for nurturing and creating a favorable work environment to work in, to foster the long term learning, development, and talent acquisition of their subordinates. Consequently, the extent to which a manager embraces the delegation of training and developing their employees plays a key factor in the retention and turnover of employees

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References

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5 Questions That Impress Hiring Managers

The interview has gone well. You presented your skills effectively and had a good exchange with everyone you met. You even made them laugh. Now, comes the dreaded final question.

Do you have any questions for us?

Well, sure. Were you really truthful about what it’s like to work here? Who’s the biggest office gossip? What am I going to love and/or hate about this company? But those aren’t things you can typically blurt out in an interview.

Instead, you’ll want to use this time to ask some questions that may both impress hiring managers and reveal important information. When you go for your next interview, keep these five questions in your pocket:

Do you see any major changes in the position or workplace in the coming year?

This may be a difficult question to answer in the COVID-19 era, but it may give you insight into what the company is thinking about the future, says Jon Hill, CEO and chairman of the Energists, an executive search and recruiting firm. “Many companies are in a period of transition and uncertainty as the pandemic continues, so it’s smart to get a read on how that might affect you if you’re hired. You don’t want to go in expecting long-term remote work only to find out you’ll be going into the office come summer,” he says. The question also shows you’re thinking long-term and plan to stay with the company through the changes.

What can I do to really “win” at this job?

Who wouldn’t want to hear this question from a candidate? It shows that you want to get a peek behind the curtain at what it takes to succeed at the firm. Interviewee questions such as this give interviewers a look at the candidate’s drive and potential for success, says Jennifer Morehead, CEO of Flex HR, an HR outsourcing firm. “The questions that interviewees ask are often more indicative of their success than their canned answers to questions. I really do think that interviewee questions can really set a candidate apart from the rest,” she says. To put it another way: What will “success” look like in this role?

If you were to leave this company, what would be the reason?

It’s a little bold, but when asked of a potential manager, it’s a powerful question that will reveal two key things, says Microsoft senior security program manager Teddy Phillips. First, it lets you see the interviewer’s future ambitions, and it also gives you insight into whether this person’s ambitions can be met at this company, he says.

“This allows the interviewee to dig on the ‘why’ or ‘why not’ to give them further insight on if this is an environment to grow their career. Hiring managers respect deep questions that make us think and deliver insightful answers,” he says.

What growth opportunities does the organization offer?

Immediately, this question shows the hiring manager that you’re thinking about how you can develop within the company. “Hiring is costly for organizations, so if they hire someone who is just looking for a paycheck until they jump to their next best opportunity, it costs the company time and money. Asking about the future and growth opportunities shows the employer that you are willing to invest in the organization on a longer-term basis,” says career strategist and coach Nancy Spivey. It also lets the hiring manager know that you’re success-driven and goal-oriented.

Is there anything else I can share to put me at the top of your list?

This one-two punch of a question shows that you’re interested in the job and invites the interviewee to ask any lingering questions. “Depending on how the interview is going and depending on how well you’re getting along with the interviewer, I regularly recommend to people to make it known that you love the place and what you’re hearing and would love the job,” says executive and career coach Lauren Cohen. It’s a strong question on which to end the interview.

“The best interview questions serve two functions,” Hill says. First, they give you useful insight into the position’s more demanding aspects and whether you’re qualified to meet those demands. Second, they show the interviewer that you’re already thinking practically about how you’ll perform in the position, an encouraging thing to see from a candidate. When you can ask relevant questions, you can impress the hiring manager and get the information you need to make the best decisions about your next career move.

By:  Gwen Moran

Source: 5 questions that impress hiring managers

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5 Essential Questions to Ask Before You Accept Any Job Offer

artistic image of two men shaking hands in an office space

You polished your résumé, dazzled them in interviews, and landed the job you’ve been chasing. You’ve finally received that coveted offer letter. But don’t get too excited yet.

“It’s sad to say that there are so many things you need to be aware of and careful of in something that should be very exciting for you,” says Kylie Cimmino, a consultant with HR consulting firm Red Clover HR. “But it’s about making sure that you’re covering yourself and you’re prepared for all of the minutiae that is included in that offer.”

So, before you answer your would-be employer with a resounding “Yes!” ask these five questions first:

Is this really the right position for you?

Paraphrasing actor Sally Fields’s iconic Oscar speech, it’s not uncommon to get caught up in the feeling of “They like me! They really like me!” and not think through whether this is truly the best job or offer for you. “Sometimes a job offer doesn’t fit, even though you applied for the role hoping it would. Take a moment and determine if this is really the job you are looking for,” says Paul Wolfe, senior vice president of human resources for Indeed.com.

Think about the role and how it fits into your career plans. And, if you haven’t already, look into the company and its culture to see if this is a place where you really want to work. Sites like Glassdoor, Indeed, and others have reviews by employees that give a glimpse into the strengths and weaknesses of the company. Use your personal and professional networks to get a sense of what it’s really like to work for the company. If you don’t know anyone personally, it’s likely you’re just a contact or two away from someone who can give you more insight, Wolfe says.

Are there contingencies or conditions?

Some offers are contingent on a variety of factors, including background or drug tests, reference checks, or willingness to sign a noncompete or other agreement. Review these contingencies carefully and consider whether any of them may surface issues from your past or may not be something to which you’re willing to agree, says Colleen Drennen Pfaller, founder of HR consulting firm A Slice of HR.

Sometimes, the contingencies are assumed and may not be in the offer letter, she says. “[If] it’s spelled out, great. But if it’s not, you want to follow up and ask,” she says. Certainly, have that conversation before you give notice at your current employer. For example, if there is a signing bonus, do you need to remain at the job a certain period of time to keep it or do you need to pay it back? These are all factors that you should understand before accepting the job offer.

If you suspect that something like a background check will reveal a potential issue, it may be a good idea to broach the topic first, or at least have an explanation ready if it comes up, Cimmino adds. For example, if you take a prescription medication that may show up in a drug test, be prepared to address the issue, she says.

Is everything you want in the offer?

Read the offer carefully to ensure that anything you negotiated is in it, Wolfe says. Or, if there are additional concessions or add-ons—for example, additional paid time off, moving allowance, subsidized parking, etc.—that you’re seeking, set up a time to talk with your prospective employer. “Negotiating terms of the offer is a standard practice. You want to ensure that everything you were promised or expected is in that letter before signing on the dotted line,” he adds. Once you’ve accepted the offer, it can be difficult to go back and claim that you’re due something that was previously discussed, but not formalized in the offer.

What is the timing?

In addition, be sure you understand details that will affect your transition from job to job, including timing, Cimmino says. If you’re not starting your new job for a few weeks or if there will be a gap between when you leave your old job and start the new one, think about how you will bridge any health insurance or payroll gap. Be sure you understand when you are eligible for benefits such as health insurance, 401(k), and time off at the new company.

What impact will this job have on my family?

If your new role will require changes in your lifestyle, salary, hours, or other factors that may affect your family members, include them in the discussion too. For example, if you’re taking a pay cut or if the job requires more travel or a move, such changes will affect your spouse and children. It’s a good idea to be sure everyone’s on board, Wolfe says.

“While ultimately, the decision whether to take a job is the candidate’s, in many cases, their decision impacts others around them,” he adds. “Take time to consider and talk with your family about how this new position impacts everyone.”


Gwen Moran is a writer, editor, and creator of Bloom Anywhere, a website for people who want to move up or move on. She writes about business, leadership, money, and assorted other topics for leading publications and websites. She’s been honored by the U.S. Small Business Administration, Small Business Influencer Awards, and a few others. Find her on Twitter @gwenmoran and on Instagram @bloom.anywhere.

Source: 5 Essential Questions to Ask Before You Accept Any Job Offer

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Critics:

Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes.The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future.[5]

Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist. One of the first I-O psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Viteles’ techniques could then be applied to any other area of employment using the same process.

Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century. Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years.

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References

Rogelberg, S.G. (2007). Encyclopedia of industrial and organizational psychology. Thousand Oaks, CA: Sage.

6 Benefits of Working Part-Time Instead of Full Time

With employers increasingly hiring more part-time workers and fewer full-time staffers, many in the workforce are considering the viability of part-time employment. Beyond the obvious income ramifications, there are hosts of advantages and disadvantages to consider when determining if the part-time employment model works for you.

Key Takeaways

  • Working part-time is ideal for family-oriented individuals – especially those who value the opportunity to pick up their young children from school.
  • Part-time workers enjoy increased free time in which to pursue extracurricular activities.
  • Not only can part-timers save on gas and car maintenance costs, but they may also be able to shave dollars from their monthly auto insurance premiums.

More Free Time to Pursue Other Projects and Activities

Arguably the biggest advantage of working part-time is the increased free time with which to pursue extracurricular activities. For those lacking the requisite academic credentials for their dream job, a part-time position may serve as a stepping stone that affords the flexibility to obtain the certification needed find roles in their desired profession.

Others may use part-time jobs to climb the ladder within an existing field. For example, an individual with a social work degree can obtain part-time entry-level work that lets them simultaneously earn the graduate degree needed to land a more lucrative mental health job.

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This video outlines the ten main ways that I believe having a casual position is better than working full-time. It’s part of my “Why I don’t” series and it’s not meant to tell anyone else what to do, so try not to take it too personally, if you don’t agree with what I say. Want your name in the credits? Become a Patron on Patreon: https://www.patreon.com/HappyandAuthe… Interested in my coaching program? Book a FREE coaching session: http://www.happyandauthentic.com/book… Ready for a major life change? Check out my FREE Happiness program: http://www.happyandauthentic.com/self… Get to know yourself better by taking this “Determine Your Values” test: http://www.happyandauthentic.com/dete… Contact me in the comments below or go to: http://www.happyandauthentic.com/cont… Like my Facebook Page: https://www.facebook.com/happyandauth…

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Part-time jobs also appeal to those nurturing special projects, such as writing, civic outreach, and artistic endeavors. Such pursuits offer immense personal fulfillment, even if they don’t bring in large paychecks.

Opening Doors to New Job Opportunities

When there are no full-time positions available within a given company, workers may accept part-time employment to position themselves as the obvious candidate when a coveted full-time slot becomes available. A part-time job can also help individuals gain experience and training in fields unfamiliar to them.

After all, an employer who may be reluctant to hire an inexperienced person on a full-time basis, may be inclined to hire an eager candidate on a part-time basis if they express an enthusiastic desire to learn the trade.

Opportunity to Earn More Money

Although it may sound counter-intuitive, working part-time can sometimes enable an individual to make more money – especially if they are capable of balancing more than one job. For example, a person who pairs a 30 hour-per-week gig with another 20 hour-per-week gig may pull in a greater combined income than a single full-time position would provide. Furthermore, given that many full-time salaried positions demand 50- to 60-hour workweeks, this individual may still end up working fewer total hours.

Reduced Stress Levels and Improved Health

Studies show that full-time workers tend to feel worn out, due to insufficient time needed to exercise, enjoy the sunny outdoors, and generally commit to a healthy lifestyle.12 Contrarily, part-time workers have more time to hit the gym more often and get a better night’s sleep. Part-time employment also allows for more efficient management of daily tasks like grocery shopping, doing the laundry, and completing other household chores, ultimately resulting in more order at home.

«Paradoxically, voluntary part-time workers often experience decreased financial stress, because they conform spending to align with their income.3 This behavior is antithetical to the phenomenon known as lifestyle inflation, where one’s expenses actually expand with increased income. In other words: those capable of adjusting to a slightly lower standard of living often discover that working fewer hours is favorable to the demands of working full time.

The Importance of Family

Working part-time is ideal for family-oriented individuals – especially those who value the opportunity to pick up their children from school. Furthermore, part-timers may save on day care expenses, which may exceed the extra money earned by working full-time.

Although a certain income level is necessary to provide for one’s family, those who earn just enough to pay for essential living expenses, while sacrificing luxury goods, may find short-term work to be an unacceptable trade-off.

Saving Money on Transportation Costs

One possible situational advantage to part-time work lies in the area of transportation costs. Case in point: an individual who finds part-time work near their home may save more on transportation expenses than those who commute an hour or more daily to a full-time job. Not only can part-timers save on gas and car maintenance costs, but they may also shave dollars from their monthly auto insurance premiums, which are often mileage-dependent.

Source: 6 Benefits of Working Part-Time Instead of Full Time

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The Future Of Jobs And Education

The world of work has been changing for some time, with an end to the idea of jobs for life and the onset of the gig economy. But just as in every other field where digital transformation is ongoing, the events of 2020 have accelerated the pace of this change dramatically.

The International Labor Organization has estimated that almost 300 million jobs are at risk due to the coronavirus pandemic. Of those that are lost, almost 40% will not come back. According to research by the University of Chicago, they will be replaced by automation to get work done more safely and efficiently.

Particularly at risk are so-called “frontline” jobs – customer service, cashiers, retail assistant, and public transport being just a few examples. But no occupation or profession is entirely future proof. Thanks to artificial intelligence (AI) and machine learning (ML), even tasks previously reserved for highly trained doctors and lawyers – diagnosing illness from medical images, or reviewing legal case history, for example – can now be carried out by machines.

At the same time, the World Economic Forum, in its 2020 Future of Jobs report, finds that 94% of companies in the UK will accelerate the digitization of their operations as a result of the pandemic, and 91% are saying they will provide more flexibility around home or remote working.

PROMOTED

If you’re in education or training now, this creates a dilemma. Forget the old-fashioned concept of a “job for life,” which we all know is dead – but will the skills you’re learning now even still be relevant by the time you graduate?

One thing that’s sure is that we’re moving into an era where education is life-long. With today’s speed of change, there are fewer and fewer careers where you can expect the knowledge you pick up in school or university to see you through to retirement. MORE FOR YOUThese Are The World’s Best Employers 2020The Value Of Resilient LeadershipEmployers Must Act Now To Mitigate The Impacts Of The Pandemic On Women’s Careers

All of this has created a perfect environment for online learning to boom. Rather than moving to a new city and dedicating several years to studying for a degree, it’s becoming increasingly common to simply log in from home and fit education around existing work and family responsibilities.

This fits with the vision of Jeff Maggioncalda, CEO of online learning platform Coursera. Coursera was launched in 2012 by a group of Stanford professors interested in using the internet to widen access to world-class educational content. Today, 76 million learners have taken 4,500 different courses from 150 universities, and the company is at the forefront of the wave of transformation spreading through education.

 “The point I focus on,” he told me during our recent conversation, “is that the people who have the jobs that are going to be automated do not currently have the skills to get the new jobs that are going to be created.”

Without intervention, this could lead to an “everyone loses” scenario, where high levels of unemployment coincide with large numbers of vacancies going unfilled because businesses can’t find people with the necessary skills.

TURN 500$ INTO 2500$ IN ONE WEEK COMPLTELEY LEGITIMATE

The answer here is a rethink of education from the ground up, Maggioncalda says, and it’s an opinion that is widely shared. Another WEF statistic tells us 66% of employers say they are accelerating programs for upskilling employees to work with new technology and data.Models of education will change, too, as the needs of industry change. Coursera is preparing for this by creating new classes of qualification such as its Entry-Level Professional Certificates. Often provided directly by big employers, including Google and Facebook, these impart a grounding in the fundamentals needed to take on an entry-level position in a technical career, with the expectation that the student would go on to continue their education to degree level while working, through online courses, or accelerated on-campus semesters.

“The future of education is going to be much more flexible, modular, and online. Because people will not quit their job to go back to campus for two or three years to get a degree, they can’t afford to be out of the workplace that long and move their families. There’s going to be much more flexible, bite-sized modular certificate programs that add up to degrees, and it’s something people will experience over the course of their working careers,” says Maggioncalda.

All of this ties nicely with the growing requirements that industry has for workers that are able to continuously reskill and upskill to keep pace with technological change. It could lead to an end of the traditional model where our status as students expires as we pass into adulthood and employment.

Rather than simply graduating and waving goodbye to their colleges as they throw their mortarboards skywards, students could end up with life-long relationships with their preferred providers of education, paying a subscription to remain enrolled and able to continue their learning indefinitely.

“Because why wouldn’t the university want to be your lifelong learning partner?” Maggioncalda says.

“As the world changes, you have a community that you’re familiar with, and you can continue to go back and learn – and your degree is kind of never really done – you’re getting micro-credentials and rounding out your portfolio. This creates a great opportunity for higher education.”

Personally, I feel that this all points to an exciting future where barriers to education are broken down, and people are no longer blocked from studying by the fact they also need to hold down a job, or simply because they can’t afford to move away to start a university course.

With remote working increasingly common, factors such as where we happen to grow up, or where we want to settle and raise families, will no longer limit our aspirations for careers and education. This could lead to a “democratization of education,” with lower costs to the learner as employers willingly pick up the tab for those who show they can continually improve their skillsets.

As the world changes, education changes too. Austere school rooms and ivory-tower academia are relics of the last century. While formal qualifications and degrees aren’t likely to vanish any time soon, the way they are delivered in ten years’ time is likely to be vastly different than today, and ideas such as modular, lifelong learning, and entry-level certificates are a good indication of the direction things are heading.

You can watch my conversation with Jeff Maggioncalda in full, where among other topics, we also cover the impact of Covid-19 on building corporate cultures and the implications of the increasingly globalized, remote workforce. Follow me on Twitter or LinkedIn. Check out my website.

Bernard Marr

 Bernard Marr

Bernard Marr is an internationally best-selling author, popular keynote speaker, futurist, and a strategic business & technology advisor to governments and companies. He helps organisations improve their business performance, use data more intelligently, and understand the implications of new technologies such as artificial intelligence, big data, blockchains, and the Internet of Things. Why don’t you connect with Bernard on Twitter (@bernardmarr), LinkedIn (https://uk.linkedin.com/in/bernardmarr) or instagram (bernard.marr)?

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World Economic Forum

The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years. Learn more and read the report: wef.ch/futureofjobs2020 The World Economic Forum is the International Organization for Public-Private Cooperation. The Forum engages the foremost political, business, cultural and other leaders of society to shape global, regional and industry agendas. We believe that progress happens by bringing together people from all walks of life who have the drive and the influence to make positive change. World Economic Forum Website ► http://www.weforum.org/ Facebook ► https://www.facebook.com/worldeconomi… YouTube ► https://www.youtube.com/wef Instagram ► https://www.instagram.com/worldeconom… Twitter ► https://twitter.com/wef LinkedIn ► https://www.linkedin.com/company/worl… TikTok ► https://www.tiktok.com/@worldeconomic… Flipboard ► https://flipboard.com/@WEF#WorldEconomicForum

License

Creative Commons Attribution license (reuse allowed)

Employers Must Act Now To Mitigate The Impacts Of The Pandemic On Women’s Careers

It may be years before we comprehend the full ramifications of COVID-19 on our society and places of work. But while we are still learning to navigate the pandemic, we each have had to adapt our daily lives to respond to it.

Working women, in particular, are being impacted in profound ways, facing tremendous challenges and commonly taking on expanded duties at home while continuing to juggle their careers.

In order to understand how and to what degree women’s day-to-day lives have changed – and how they feel these changes could impact their careers – we recently conducted a survey of nearly 400 working women around the globe at a variety of career levels and spanning various industries.

The pandemic is taking a heavy toll on the daily lives of working women

What these women shared sheds light on the extent to which the pandemic is affecting their work/life balance, mental and physical health, and confidence in their long-term career prospects.

Over 80% of the women we surveyed said their lives have been negatively disrupted since the onset of COVID-19. Additional care giving responsibilities, extra household responsibilities, and heavier workloads were cited as common impacts, causing many women to experience negative tolls on their mental or physical well-being or feel unable to balance their work/life commitments.

Alarmingly, nearly 70% of women who have experienced these disruptions are concerned about their ability to progress in their career. And 60% questioned whether they actually want to progress when considering what they perceive is currently required to move up in their organization.

We should be concerned about these results in terms of the immediate impacts on women’s daily lives, the potential long-term effects on their future careers, and the broader threat to the progress made in recent years in achieving gender equality in the workplace. But our research also reveals how leaders can take action to mitigate these impacts.

Actions taken by employers will be critical in ensuring women continue to thrive

Our survey asked women what employers could do to support them in progressing during and beyond the pandemic. Using their answers and other insights from our research around key barriers and enablers, we believe there are six important steps organizations can take to ensure women continue to progress:

1) Make flexible working the norm. Going beyond “working from home” to offer a range of options that enable everyone (not just working parents) to have a manageable work/life balance is critical for making progress on gender equality. Of the 60% of women surveyed who said they questioned whether they want to progress in their organizations, more than 40% cited lack of work/life balance as a reason. Moreover, just under half of those surveyed cited having more flexible working options as something their employer can do to help them stay longer term. But this is not just about policies – these options must also be underpinned by a workplace culture that supports employees in taking advantage of them without any fear of career penalty.

2) Lead with empathy and trust. The need for leaders and managers to have open and supportive conversations with their teams has never been stronger, and 44% of women surveyed said that having more regular team check-ins to understand how individuals are doing is a key action leaders can take. Open dialogue can help leaders understand any short-term constraints their employees face and make sure their long-term prospects within the organization are secured.

3) Promote networking, mentorship and sponsorship as ways to learn and grow. 46% of women surveyed told us that the provision of such opportunities would entice them stay with their employer longer-term.These resources can be meaningful platforms for career growth, provided they are offered in ways and at times that accommodate different schedules and needs.  

4) Create learning opportunities that fit within employees’ daily lives. With 40% of women saying they want more learning and development opportunities,introducing approaches to learning and development that provide access to expertise and skills in flexible and practical ways can be key to supporting women, many of whom remain keen to take on more responsibilities despite the constraints imposed on them by the pandemic.

5) Ensure that reward, succession, and promotion processes address unconscious bias. With over half of those surveyed citing getting a promotion and/or a pay raise as actions employers can take to make them stay longer-term, it remains critical that organizations address unconscious bias in their reward and succession processes. This includes looking at these processes in the context of remote working and addressing any negative perceptions of unavoidable commitments outside work, such as caregiving responsibilities.

6) Above all, make diversity, respect, and inclusion non-negotiable. Of those women who said they were questioning whether they wanted to progress in their organizations, around a quarter cited lack of diversity, poor or no role models, and poor culture, and 30% cited non-inclusive behaviors experienced (e.g., microaggressions, exclusion from meetings/projects) as reasons. Beyond having the right policies and processes in place to advance gender diversity, leaders must address these non-inclusive “every day” behaviors, such as microaggressions and exclusion, through clear and visible action since this is clearly still a significant factor to ensure women remain engaged.

We are at an inflection point. With no end to the pandemic currently in sight, organizations must meet the call to support the women in their workforce and ensure they can thrive both personally and professionally—or our economy and society could face long-standing repercussions.

Emma Codd

Emma Codd

Emma Codd is Global Inclusion Leader for Deloitte and leads on the development and delivery of the global inclusion strategy.

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CBS Sunday Morning 808K subscribers The pandemic has put many working moms in an impossible situation — doing their own jobs as well as those of teachers and childcare workers, on top of housework — and some women are finding their careers in jeopardy as they balance the demands from employers with their children’s needs.

Correspondent Rita Braver hears from working mothers who describe a climate of discrimination, and examines how this challenging new work dynamic may actually set back advances that have been made in bringing equality to the workplace. Subscribe to the “CBS Sunday Morning” Channel HERE: http://bit.ly/20gXwJT Get more of “CBS Sunday Morning” HERE: http://cbsn.ws/1PlMmAz Follow “CBS Sunday Morning” on Instagram HERE: http://bit.ly/23XunIh Like “CBS Sunday Morning” on Facebook HERE: https://www.facebook.com/CBSSundayMor… Follow “CBS Sunday Morning” on Twitter HERE: http://bit.ly/1RquoQb Get the latest news and best in original reporting from CBS News delivered to your inbox. Subscribe to newsletters HERE: http://cbsn.ws/1RqHw7T Get your news on the go! Download CBS News mobile apps HERE: http://cbsn.ws/1Xb1WC8 Get new episodes of shows you love across devices the next day, stream local news live, and watch full seasons of CBS fan favorites anytime, anywhere with CBS All Access. Try it free! http://bit.ly/1OQA29B

Entrepreneurs Can Help Fix The Unemployment Crisis For Disabled Communities

Over the past two weeks I’ve spent time with two individuals who represent the largest minority group in the United States: Americans with disabilities. The first, Ric Nelson, is a 37-year-old entrepreneur in Anchorage Alaska. Nelson has cerebral palsy and requires full-time assistance to manage his physical needs. Nelson is academically brilliant and highly energized to advance the interests of the disabled.

He graduated in the top 10 percent of his high school class and, against high odds, used the scholarship he obtained to secure associate’s and bachelor’s degrees in Small Business Management and Business Administration. Most recently, he completed a master’s degree in Public Administration. 

Nelson serves on multiple boards and after eight years of service became chair of the Governor’s Council on Disabilities and Special Education (GCDSE) for Alaska, where he is currently employed as Employment Program Coordinator. I learned from my discussion with Nelson the full extent of the plight of disabled employees. 

Related: The Best Funding Resources for Disabled Entrepreneurs

The National Council on Disabilities (NCD) estimates between 40 and 57 million people in the U.S. are disabled. As of 2018, only 18 percent were employed. Statistics from the Census Bureau show the sum inched up slightly in 2019 but reached only 19.3 percent even prior to the global health crisis. 

Not surprisingly, the COVID recession has been disproportionately hard for the disabled, who’ve lost nearly one million U.S. jobs between March and May of this year. Complicating factors include jobs ended due to the extra risk of immunocompromised conditions and the predominance of disabled workers in lower-level positions in industries such as food and service that have been most heavily hit. Concerns for the ability to comply with ADA (American Disability Act) requirements in work-from-home arrangements have also been a factor. Funding for private organizations to support the disabled have suffered as well. 

However, Nelson notes that entrepreneurship could be an answer to some of these needs. 

One disabled entrepreneur’s story

Christopher Casson agrees. Casson, who just turned 35, is an event and commercial photographer who is on the autistic spectrum. Instead of viewing his traits as a hindrance, he considers them a gift that gives him an unusually high level of focus and allows him to help other employees and entrepreneurs as an activist for disability needs. 

In 2018, Casson launched the Autism To ARTism movement to eliminate negative stigma and emphasize strengths and raise awareness for the challenges autistic adults face, as current systems tend to leave them forgotten after high school.  After completing associate’s and bachelor’s degrees in graphic design and computer animation, Casson interned with a wedding photography studio and in 2019 established Christopher Casson Photography, LLC. 

Related: Freelancers Will Soon Be Able to Buy Short-Term Disability Insurance Through This Startup

I met Casson while serving as a coach for the Next Impactor competition that culminated in Chicago in August 2019. Casson was the fourth place winner and also received the Video Vanguard award for a video challenge he’d led. 

Six months ago, Casson’s business was ready for launch in March 2020, and then, of course, we all know what happened next. The events industry that had been his primary target disappeared on a dime. 

On the advice of an advisor, Casson is now hoping to shift to real estate photography, which is showing steady and even increasing demand. Is this a good idea? 

To find out, I interviewed Michael Schoenfeld, a 35-year experienced photographer and cinematographer at the helm of Michael Schoenfeld Studio in Salt Lake City. Schoenfeld is the photographer my agency has used for our own needs and recommended to clients. Schoenfeld has received a number of awards, including multiple Graphis Platinum awards, and was selected as a judge of the Graphis 2020 New talent Annual this year.

Of most interest to me, however, he successfully pivoted from individual photographer to program head of a giant initiative for one of the nation’s top three self-storage companies 1,600 U.S. sites. The company wanted a high-level library of photographs at each U.S. site. When we last spoke about the project in 2018, he was in the midst of bidding, hiring, and organizing an enterprise project levels beyond anything he’d encountered in his photographic career. 

“How did it go?” I asked. “And what would be your words of advice to an emerging photographer like Casson?” 

An expert weighs in

Schoenfeld was candid. He noted that by and large, photographers enter their industry based on interest and talents, but with virtually zero experience in managing a business or succeeding as an entrepreneur. Failure rates are dismal. Of those who survive, many are capable of producing only $18-20,000 a year.

“Find a way to get some entrepreneurial training early,” he said. “Work you’re a** off. That’s my biggest secret.” 

In his own case, Schoenfeld’s enterprise project for his giant and publicly-traded client was every bit as challenging as he believed it would be. The program tested his ability to plan and execute as a program director. He rightly anticipated the variance of abilities in the regional photographers he commissioned was less an issue than the process and rules for tweaking the results to make them consistent across all states.

While he met the deadlines and executed properly in year one, he quickly determined success would come more readily in years two and three by engaging a smaller field of photographers who were tested and proven and assigning a larger regional territory to each. The strategy succeeded, as the program is now in its third year and on schedule for successful 2020 completion in spite of the interruptions from the health crisis. 

Similarly, he noted that the region’s largest hospital, which previously engaged him for most of its advertising photography, suddenly noted that it wouldn’t dare to use the photography now as it depicts patients receiving flu shots from practitioners who are not wearing masks.

The hospital asked if it would be possible to photoshop masks into the photos. 

Again, it was entrepreneurial problem solving and project/budget management, along with photographic skills, that let him succeed. As he’d kept records of the lighting, color, and specifications for every photograph he’d created, Schoenfeld was able to recreate each photo setting and photograph masks positioned exactly where the people in the original photographs had been. This allowed him to cut and photoshop the masks onto the original photos while maintaining the quality the client required. 

Entrepreneurial skills are necessary amidst crisis

Beyond artistic skills and the ability of any photographer, disabled or not, to move beyond being a barely successful practitioner to a growing and sustainable business requires entrepreneurial skills and an unfailing work ethic to succeed. In fact, Schoenfeld notes, it is this set of requirements that is allowing so many international photographers from regions such as India to become surprisingly adept at stepping in and meeting the needs that U.S. photographers would otherwise be able to fill as “their biggest resource is time,” Schoenfeld notes, and they are willing to invest any number of hours required to hone their skills to succeed. 

Related: How This Comedian Overcame Chronic Pain and Disability to Build Her Media Career

Cheryl Snapp Conner / Entrepreneur Leadership Network VIP

We usually talk about unemployment numbers but what do you think of the fact that in 2015 only 17.5% of people with disabilities had a job? I’m taking on the new challenge of a weekly video blog in 2017. In 2017, help make a difference in the lives of millions. Join me in supporting Handicap International and directly impact the lives of people living with disabilities across 60 countries. http://www.handicap-international.us This content originally appeared in my blog with Handicap International: http://www.handicap-international.us/… ———————— I travel the world as a motivational speaker, and I am the first armless pilot in the world. I’ve taken up my latest challenge to make at least one video blog every week in 2017. Click the subscribe link above to make sure you catch next week’s video. To order a copy of the book Disarm Your Limits, visit http://www.jessicacox.com/store The Kindle version of Disarm Your Limits is available at http://www.DisarmYourLimits.com To order a Deluxe Edition DVD of Right Footed, click store.rightfootedmovie.com Watch Right Footed on iTunes at https://itunes.apple.com/us/movie/rig… Join me on social media: Facebook: http://www.facebook.com/jcmsofficial Twitter: https://twitter.com/jess_feet Instagram: Rightfooted ———————— Video shot and edited by Patrick Chamberlain Find Patrick on Facebook: http://www.facebook.com/mrjessicacox

COVID-19 Response: Why Life-Long Learning is the Way Forward

Being an all-remote company since the very beginning, Transformify Freelancer Management System was not negatively impacted by COVID-19 outbreak. Yet, many of our clients were caught by surprise. Business interruption and declining revenues inevitably resulted in massive layoffs across the globe. Highly skilled people were struggling to find jobs during the lockdown, and unfortunately, the situation has not improved much since.

Finding a solution for all those people became a mission for our team as we realized the power of the user data gathered over the years. 

Transferrable skills

Was there anything that could make people who have lost their jobs attractive to the hiring managers of companies operating in completely different industries?

Imagine flight attendants, chefs, waiters, travel agents, thousands of them, who have been laid off or furloughed at about the same time. Why would a hiring manager from Zoom, Amazon, Walmart or any other company out there that was thriving during these challenging times hire them instead of people who had experience within the same industry?

For some time, it seemed that hardly anything could be done when out of a sudden our powerful matching algorithm served the answer in front of our eyes—transferrable skills. All these people had some skills that were relevant to more than one company or industry that would allow them to be considered for completely different jobs to those they had before.

However, to take advantage of their transferrable skills, both the job seekers and hiring managers needed to be aware of these transferrable skills and take them into account during the hiring process. We realized that we were after something that could have a massive social impact in the years to come.

COVID-19 response: Sustainable remote jobs

As Transformify Freelancer Management System joined the Digital Skills & Jobs Coalition of the EU Commission back in 2016, we submitted a new pledge titled COVID-19 Response: Sustainable Remote Jobs tackling unemployment amid coronavirus outbreak. Travel has been restricted for a period of time making it hard for job seekers to relocate in search of a job elsewhere.

On top of that, most jobs have been transformed into remote jobs anyway making it a bit easier to apply for jobs with employers based elsewhere in the world. Leveraging our technology, we made it easy for the job seekers to outline their transferrable skills and for the hiring managers to consider candidates having experience in a completely different industry.

What about considering a travel agent for a customer support job with an e-commerce company? Or considering a hotel events manager as a key account manager with an online conferencing company? Strictly speaking, they have the skills that are required to make them successful with their new roles.

However, it was anything but easy to convince the hiring managers to consider them. After all, there were so many candidates having relevant experience within the same industry, why should they give a chance to anyone else?

It took months of constant communication, press releases and lots of online events to popularize the initiative but it was worth the effort. It’s a positive change that shifted the mindset of people, both hiring managers and job seekers, toward life-long learning.

Life-long learning

As a professor at Zigurat Business School, I have the privilege to teach very bright students who have already achieved a lot in life. Mostly, these are managers in the middle of their careers, looking for their next career step and eager to learn and develop their skills. Prior to the pandemic, people who constantly invested time and effort into learning new skills were in the minority.

Now a lot of job seekers have learned the hard way the importance of having relevant skills. From developing a side hustle, to securing an independent revenue stream, to acting as an independent consultant for a period of time, to taking on freelance gigs to make the ends meet while job hunting—it’s clear that developing new, in-demand skills is an investment that always delivers high returns.

Some time ago I had the pleasure to interview Shelley Osborne, VP of Learning at Udemy, and I could not agree more with her views on life-long learning:

“Learning to me is the future of work. With today’s rate of change, there is no longer a way for us to exist without infusing growth and learning into our daily lives. We have to break down those traditional thoughts of just achieving a diploma or getting through a company training ‘because someone told me that I had to.’ Instead, it’s a mindset that persists and prevails and should instead be thought of as lifelong learning.

When I was thinking about writing, ‘The Upskilling Imperative: 5 Ways to Make Learning Core to the Way We Work‘, I knew I wanted to convey that upskilling is imperative and provide a roadmap on how we can create this culture of learning where continuous learning is the norm. The need to learn something new will always be there. It’s impossible to know what will be critical to learn in five, ten years from now so we must develop ‘learning agility’ – the idea that we are open to learning new skills, whatever those skills might be.

Life-long learning is the way forward but how do leaders predict which skills will be high in-demand in the foreseeable future?

Although there is no single answer, the best way to learn and develop new skills is to ask yourself “What am I good at?” as it is hardly possible to excel as a data scientist if you dislike math and statistics—no matter how much such skills are demanded on the market. A single Google search using keywords like “the most demanded skills”, “jobs of the future”, “the future of work” will deliver lots of relevant results.

Visiting popular job boards and filtering based on the number of posted jobs by category also provides an idea of which skills are in demand. Last but not least, visiting online learning portals and checking which courses have been trending over a period of time is also a good starting point.

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Tired of Being Kicked to the Curb? Maybe It’s Time To Be Your Own Boss

How would you make a living and provide for yourself if you got laid off by your employer tomorrow?This question isn’t entirely hypothetical in today’s dicey economic environment.

As the ongoing Covid-19 pandemic continues to hammer various industries, the number of people who suddenly find themselves without a job is growing. United Airlines recently announced it was letting go of 16,000 people. MGM Resorts, meanwhile, moved to permanently lay off 18,000 previously furloughed employees.

Not grim enough? A recent study by the University of Chicago predicted that 42 percent of all the jobs that have been lost during the pandemic are never coming back. Holding tight for a few months and hoping to get hired back when the economy stabilizes might not work this time. There may be nothing to go back to.

For a lot of people who have unexpectedly found themselves holding a pink slip in their hand, the question is: now what?

If you have severance or savings, you can live off of that for a little bit, but then what? Do you try to find a job somewhere else and risk having the same thing happen again — being let go whenever the economic winds start blowing unfavorably?

Or, do you take your fate into your own hands and become your own boss?

The good news is, this is America. You have the freedom to go out and start your own business rather than working for someone else. You can be your own boss. After all, if you’re going to bet on someone, why not bet on yourself?

Once you’ve decided that you want to jump off the hamster wheel of working for someone else and do your own thing instead, there are two main ways to go about it. You can either open a business yourself, or you can open up a franchise.

Related: Is My Business Ready to Franchise?

It’s helpful here to take a look at some of the pros and cons of each approach.

Starting your own business is like going into a forest without an ax and trying to chop down a bunch of trees. You can certainly do it, but there are a lot of unknowns and a lot of trial and error. Franchising, meanwhile, is like going into the forest, but someone has handed you a tool beforehand that has been proven to chop down trees, and they’ve given you guidance on the most effective way to chop down those trees. If opening your own business is betting on yourself, then, becoming a franchisee is betting on yourself with somebody’s help. This help can come in handy at all stages of opening a business, starting with the most fundamental aspect: the concept itself.

Unless you’ve spent years brainstorming ideas for businesses in your spare time, you probably don’t have a stockpile of viable business concepts ready to go the day after you get laid off. And since the clock is ticking and your bank account balance is dwindling, you don’t have unlimited time to come up with ideas.

That’s a checkmark in the “plus” column for franchises. They’ve already come up with business ideas in almost every imaginable area. You can even pick one that aligns with your interests. Do you like landscaping? Do you like fitness? Do you like food? Whatever your interests are, there’s a franchise for that.

After the idea, there’s the small matter of financing. If you have a nest egg of a couple of million dollars, then you’re all set, and you can get your venture off the ground by self-financing the effort.

Related: Looking to Buy a Franchise? Here’s How to Start

If you don’t, you’re going to have to make a trip to the local bank for a loan, and we guarantee that they’re going to want to see a very thorough business plan and lots of other documentation that proves you’ve properly thought things through before they hand over their money to you.

This is another area where franchising provides a powerful advantage. You can walk into the bank with a proven business model under your arm, along with historical data that shows how the concept has performed over a specific period of time. Opening up a 1,000 square foot store in a city with a population of between 200,000 and 300,000 people? You can show what comparable sales have been at other locations that match those criteria.

Part of the benefit of being your own boss is the freedom to call your own shots. That freedom, of course, means the ability to make everything from a brilliant call to a really boneheaded call. Once again, franchises can help out here by providing best practices accumulated over years of successful operation.

Necessity is the mother of invention. While no one ever hopes to be laid off from their job, it does provide an opportunity to pause and rethink the path you’re on and where you’d like to go next. Running your own business, either entirely on your own or by signing on with a franchisor, can be a highly rewarding way to start your next chapter.

By: Danny Cattan and James Vitrano / Entrepreneur Leadership Network Writer

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The 30 Best High-Paying Jobs of the Future

The novel coronavirus pandemic has had a major effect on employment in nearly every industry over the past few months. However, the future of work is still looking pretty bright for medical and tech jobs, based on data and projections from the US Labor Department.

As Americans look forward to finding their next potential job, Business Insider decided to look at high-paying jobs that have bright futures ahead of them.  

The Bureau of Labor Statistics’ Employment Projections program publishes estimates for job growth across hundreds of occupations. The most recent release came out this month and compares how many people worked in each occupation in 2019 with the Bureau’s projections for 2029.

We combined those job growth projections with 2019 median annual earnings for each occupation from the Bureau’s Occupational Employment Statistics program, using the geometric mean of the two numbers, to find roles that are both growing and high-paying.

Since we are focused on high-paying jobs, we restricted our ranking to occupations with 2019 median earnings above the median among all occupations of $39,810.

Here are the 30 best jobs of the next decade or so:

30. Marketing managers

Projected new positions between 2019 and 2029: 19,100

Median annual earnings in 2019: $136,850

Typical educational requirements: Bachelor’s degree

29. Industrial engineers

Projected new positions between 2019 and 2029: 30,000

Median annual earnings in 2019: $88,020

Typical educational requirements: Bachelor’s degree

28. Computer user support specialists

Projected new positions between 2019 and 2029: 54,800

Median annual earnings in 2019: $52,270

Typical educational requirements: Some college, no degree

27. Human resources specialists

Projected new positions between 2019 and 2029: 46,900

Median annual earnings in 2019: $61,920

Typical educational requirements: Bachelor’s degree

26. Elementary school teachers

Projected new positions between 2019 and 2029: 51,400

Median annual earnings in 2019: $59,670

Typical educational requirements: Bachelor’s degree

25. Licensed practical and licensed vocational nurses

Projected new positions between 2019 and 2029: 65,700

Median annual earnings in 2019: $47,480

Typical educational requirements: Postsecondary nondegree award

24. Speech-language pathologists

Projected new positions between 2019 and 2029: 40,500

Median annual earnings in 2019: $79,120

Typical educational requirements: Master’s degree

23. Industrial machinery mechanics

Projected new positions between 2019 and 2029: 62,300

Median annual earnings in 2019: $53,590

Typical educational requirements: High school diploma or equivalent

22. Electricians

Projected new positions between 2019 and 2029: 62,200

Median annual earnings in 2019: $56,180

Typical educational requirements: High school diploma or equivalent

21. Sales representatives of services (except advertising, insurance, financial services, and travel)

Projected new positions between 2019 and 2029: 64,200

Median annual earnings in 2019: $56,130

Typical educational requirements: High school diploma or equivalent

20. Substance abuse, behavioral disorder, and mental health counselors

Projected new positions between 2019 and 2029: 79,000

Median annual earnings in 2019: $46,240

Typical educational requirements: Bachelor’s degree

19. Ophthalmologists (except pediatric) and all other physicians

Projected new positions between 2019 and 2029: 18,500

Median annual earnings in 2019: $206,500

Typical educational requirements: Doctoral or professional degree

18. Construction managers

Projected new positions between 2019 and 2029: 40,400

Median annual earnings in 2019: $95,260

Typical educational requirements: Bachelor’s degree

17. Lawyers

Projected new positions between 2019 and 2029: 32,300

Median annual earnings in 2019: $122,960

Typical educational requirements: Doctoral or professional degree

16. Information security analysts

Projected new positions between 2019 and 2029: 40,900

Median annual earnings in 2019: $99,730

Typical educational requirements: Bachelor’s degree

15. Physical therapists

Projected new positions between 2019 and 2029: 47,000

Median annual earnings in 2019: $89,440

Typical educational requirements: Doctoral or professional degree

14. Computer systems analysts

Projected new positions between 2019 and 2029: 46,600

Median annual earnings in 2019: $90,920

Typical educational requirements: Bachelor’s degree

13. Physician assistants

Projected new positions between 2019 and 2029: 39,300

Median annual earnings in 2019: $112,260

Typical educational requirements: Master’s degree

12. Accountants and auditors

Projected new positions between 2019 and 2029: 61,700

Median annual earnings in 2019: $71,550

Typical educational requirements: Bachelor’s degree

11. Postsecondary health specialties teachers

Projected new positions between 2019 and 2029: 52,100

Median annual earnings in 2019: $97,320

Typical educational requirements: Doctoral or professional degree

10. All other project management specialists and business operations specialists

Projected new positions between 2019 and 2029: 79,800

Median annual earnings in 2019: $73,570

Typical educational requirements: Bachelor’s degree

9. Computer and information systems managers

Projected new positions between 2019 and 2029: 48,100

Median annual earnings in 2019: $146,360

Typical educational requirements: Bachelor’s degree

8. Management analysts

Projected new positions between 2019 and 2029: 93,800

Median annual earnings in 2019: $85,260

Typical educational requirements: Bachelor’s degree

7. Market research analysts and marketing specialists

Projected new positions between 2019 and 2029: 130,300

Median annual earnings in 2019: $63,790

Typical educational requirements: Bachelor’s degree

6. Nurse practitioner

Projected new positions between 2019 and 2029: 110,700

Median annual earnings in 2019: $109,820

Typical educational requirements: Master’s degree

5. Medical and health services managers

Projected new positions between 2019 and 2029: 133,200

Median annual earnings in 2019: $100,980

Typical educational requirements: Bachelor’s degree

4. Financial managers

Projected new positions between 2019 and 2029: 108,100

Median annual earnings in 2019: $129,890

Typical educational requirements: Bachelor’s degree

3. General and operations managers

Projected new positions between 2019 and 2029: 143,800

Median annual earnings in 2019: $100,780

Typical educational requirements: Bachelor’s degree

2. Registered nurses

Projected new positions between 2019 and 2029: 221,900  

Median annual earnings in 2019: $73,300

Typical educational requirements: Bachelor’s degree

1. Software developers and software quality assurance analysts and testers

Projected new positions between 2019 and 2029: 316,000  

Median annual earnings in 2019: $107,510

Typical educational requirements: Bachelor’s degree

By: Andy Kiersz and Madison Hoff

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