jobs for future

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.

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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 2020 The Value Of Resilient Leadership Employers 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.

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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 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)?

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

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A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

After hiring for thousands of jobs over 20+ years of recruiting, I have seen many different styles of hiring. Sometimes, a company looks at resumes (submitted in response to a job posting or via a recruiting agency), picks a few candidates to interview and hires one person from that process. This is the traditional job search to which too many job seekers tailor all their job search efforts. However, that traditional hiring process is less and less common.

Companies are strapped for time and hiring power, and looking at stacks of resumes takes a lot of resources. I received over 1,000 resumes for a recent HR Director search. Companies know that some of the best talent is gainfully employed and not responding to job postings or even recruiters, so companies need to change their hiring to attract this desired candidate pool. For the most competitive jobs, I am actively building a candidate pipeline even before an opening is finalized.

The net result is that more companies are not selecting candidates from a stack of resumes, but rather identifying them by other means. Relying only on job postings or recruiting relationships to find job openings will not account for all available jobs. Companies are also vetting candidates earlier in the process, well before the first interview. Assuming you only have to drop a resume to get seriously considered will take you out of the running prematurely.

Having a good resume is not enough for today’s job search. Here are five things job seekers also need to land a job interview:

1 – Back door references

Most companies conduct a reference check before they hire someone. Even if you get a job offer, your offer letter might state that is conditional upon receipt of satisfactory professional references. Many job seekers are familiar with this reference check process and prepared to share a list of past supervisors and other professional references (though job seekers are not as prepared with their references as they could be!).

Back door references are different from this reference check process, in that these references are checked before an offer is decided (sometimes even before a first interview is decided). These references are also not supplied by the candidate, but rather dug up by the employer. For example, you list Company X as a former employer on your resume, and I contact a recruiting friend over at Company X to say, “John Smith was referred to me as someone who’s great at branding, and apparently he worked at your place.

Did he do well there?” This is clearly not an in-depth reference, but it’s a pulse check on whether to go any further. I have been involved with searches where my hiring clients would not move forward with any candidate where we couldn’t get at least one positive back door reference.

How would you fare in a back door reference check? Will former colleagues say positive things about you? Will former colleagues even remember you?

2 – Online profile

Even when I worked with Fortune 500, brand-name employers who had a large candidate database in-house, I still relied on LinkedIn research to identify candidates. Remember that employers love passive candidates who are not necessarily looking. These candidates surface because someone recommends them, they are well-known in their industry or they are found online.

Your online profile is not just your LinkedIn profile. It also is your activity, and everything the comes up when you do an Internet search on your name – media mentions, publications, social media activity. I once saw an executive search almost derailed because an internet search brought up a controversial comment by the candidate on a common online community (think Quora or Reddit). Some employers dig deep into your online activity. In addition, if your job or industry entails online activity – e.g., marketing, technology, media – your own online profile and activity is a reflection of your work.

Have you run an Internet search on yourself? Do you have a Google alert on your name? Is your online profile optimized?

3 – Work sample

Your online profile may already include work samples, such as a website you worked on, a report you wrote or a presentation you delivered. If you don’t want to broadcast these so publicly, you should at least have them readily available upon request. More and more employers are asking for a sample of work related to the job opening at hand.

This is partly to shave off time in the hiring process – by looking at samples in advance, employers can make even more cuts before the interview process. Asking for work samples also differentiates candidates who are willing and able to go the extra step to land the job. Candidates unwilling to provide a work sample might not be that interested in the job. Candidates unable to provide a work sample might not have the experience they claim. Better to find out now before investing any more hiring resources into that candidate.

Do you have tangible samples of your work? If you don’t yet have a portfolio of projects you have worked on, start curating now.

4 – Skills test

For a digital marketing job, candidates were sent two sample emails from a direct response campaign and asked to evaluate which was stronger and why. This gave a window into how they might design a direct response email. For a fundraising role, candidates were asked to write an introduction letter to a large donor asking for a meeting. For an executive role to lead a regional office, candidates were asked for a letter of intent to outline their particular interest in the organization.

Unlike the work sample which is something you have already done, the skills test is something completed during the hiring process and directly related to the job opening. Over the years, I have found more and more companies including a test of some kind. Many companies give a test after an initial phone screen, but some companies start with the test before any interviews. Most of these tests don’t take a lot of time, but similar to the work sample, they are effective in weeding out candidates unwilling or unable to go the extra mile.

How would you fare in a skills test for a job or company you want? Do you have the skills to do the job right now? Career changers, you cannot present like you need to learn on the job (a common mistake that career changers make!). Do you know enough about the company to write a letter of intent or outreach to its key customers?

5 – Recorded interview

Even if a company doesn’t ask for any of the above and jumps right to the interview, it still might not be the person-to-person interview you are expecting, but a recorded interview using an online service, such as Big Interview or InterviewStream. With these online services, companies pre-record screening questions and candidates conduct the interview remotely. While this simulates a first-round interview, it still requires extra work on behalf of the candidate.

Video interviews are not the same as live or phone interviews and require different preparation. You will have to learn how to use the specific technology for whatever interview recording platform the employer decides to use. Like a skills test or work sample, you have an extra step to complete before any chance of meeting someone at the company.

Are you prepared for a recorded video interview? For which jobs and companies are you willing to go the extra step?

Companies are asking for more upfront, and you decline at your peril

I once interviewed a marketing candidate who refused to take an Excel-based marketing test that would have taken less than 15 minutes. She said she was insulted to have to take it given her years of marketing experience, but since she initially asked me to send her the test, I wonder if she didn’t think she would do well. Regardless, she didn’t move forward in the process because my client only wanted to look at candidate resumes, along with their marketing test score.

I once recommended a friend to a consulting job, and the hiring company was using a video interview platform and also asked for a letter of interest and work sample. That’s three extra steps, but none of these were particularly hard or time-consuming. Video interviews typically have fewer than 10 questions, if not five.

A letter of interest is a cover letter but focused on interest for that job and company – you should have a template that can be tweaked in short order. Job seekers should always have work samples. Yet my friend refused to comply, stating that if the company were serious about her they would be willing to consider her on her resume alone.

That’s a dare that could cost her an interview. Yes, extra steps take time, but not that much time if you really know the job and want the company – which is precisely why these extra steps are becoming more common. If you are unwilling to go the extra mile, you may not move forward to the interview process.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Caroline Ceniza-Levine

As a longtime recruiter and now career coach, I share career tips from the employer’s perspective. My specialty is career change — how to make a great living doing work that you love. My latest career adventures include running SixFigureStart, Costa Rica FIRE and FBC Films. I am the author of Jump Ship: 10 Steps To Starting A New Career and have coached professionals from Amazon, Goldman Sachs, Google, McKinsey, Tesla, and other leading firms. I teach at Columbia University and created the online courses, “Behind The Scenes In The Hiring Process” and “Making FIRE Possible“. I have appeared as a guest career expert on CNN, CNBC, CBS, FOX Business and other media outlets. In addition to Forbes, I formerly wrote for Money, CNBC and Portfolio.

Source: A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

Interview Success Formula

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The Do’s and Donts of Starting A New Job

Regardless of who you are or where you’re at in your career, the process of starting a new job can be a scary thing to go through. After all, you’ll not know anyone to begin with. You’ll have no idea how you’ll fit into the team dynamic, and you’ll probably feel completely out of your comfort zone. It’s this fear of the unknown which makes it easy to convince yourself it’s all going to be terrible.

I’m here to tell you it won’t be. While nobody likes to be left in the lurch, starting a new job should be more exciting than it is terrifying. It’s a chance to show your new employer what you can do while building on your skillset to shape the career you want to have. Even being offered the job in the first place should give you the confidence that you’ll be a good fit for the team – your employers are the ones who chose you, after all.

Nonetheless, there are a few things you should and shouldn’t be doing when it comes to starting a new job. We discuss each one of these below, helping you settle your nerves before you get going.

Do: Go in thinking it’ll be great

The most important thing you can do when starting a new job is to go in with the right attitude. Thinking it’s going to all go wrong is an incredibly negative way of thinking, and will come off that way to your colleagues.

For all you know, your new employer could have a special gift waiting for you, or a specially-tailored induction plan to welcome you to the team. Employers know what it’s like to start a new job, so they’ll want you to be as comfortable as possible straight away. Don’t go into it expecting the worst. Start your new job with your head held high and an attitude that clearly shows you’re happy to be there.

Don’t: Expect to know everything straight away

Nobody is expecting you to know everything right off the bat, so don’t put pressure on yourself by expecting to excel at everything straight away. Each of your new colleagues will have gone through the same situation as you and will be able to sympathise with how scary the process can be.

The most important thing for you to do is to maintain a good level of confidence, avoid coming across as arrogant, and show a keen willingness to learn. It’s inevitable you’ll make a mistake or two in the beginning stages, so don’t worry if you do – your employer will understand. In fact, they may actually be impressed that you took accountability for your wrongdoings and understood where you went wrong.

Do: Be polite

It may seem obvious but the more well-behaved you are, the better it’ll come across. As the old saying goes, ‘manners cost nothing’, so be polite to your colleagues and peers. It’ll make it all that more likely they’ll reciprocate the same feelings back to you.

As a general rule, first impressions count for a lot, so make sure you come into your new job with a positive attitude. Likewise, make sure you get to work on time each day, work hard, avoid desktop distractions (yes, that includes your phone), and make an effort to be friendly with your new colleagues. The quicker you get to know them, the sooner you’ll start feeling more comfortable.

Don’t: Over-promise

It can be all too easy to over-promise when you’re new, attempting to impress your new boss as quickly as you can. However, even though your attention may be good, putting yourself outside of your comfort zone, by promising to deliver a task you have no idea how to do, is generally a pretty bad idea.

If you’ve just come into a leadership position, for example, don’t go sucking up to your peers straight away. Learn and observe on the job, get to know the people you’re working with, and take the time to listen to their opinions. The more obvious you make it that you’re trying to help, the more welcoming they’ll be to you.

Do: Write things down

There’s a lot of new information to take in when starting a new job so write it down. Whether it’s passwords and login details for a particular software, or just a quiet note or two about how the company functions, being able to look back and quickly remind yourself will help no end. Not only will it demonstrate your interest, but it’ll also mean you won’t need to pester colleagues when you forget something you’ve already been told.

It’s also important to do this from a health point of view. Studies have shown that writing things down helps to alleviate stress and anxiety, which you’ll likely be feeling during your first day of work.

Final thoughts

There’s no denying it – starting a new job is one of the most overwhelming, life-affirming processes you can go through. However, it doesn’t have to be as nerve-wracking as you think it’s going to be. You should embrace the fresh start and the fact that your new employer has seen something in you that makes them think you’re going to be great.

Remember that starting a new job is something literally everyone goes through and, perhaps most importantly, remember you won’t be the newbie forever.

Annie Button

Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications and specialises in business and career development.

Source: The Do’s and Don’ts of Starting A New Job – People Development Network

Linda Raynier

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HOW TO MAKE A GOOD FIRST IMPRESSION ON THE JOB – 6 TIPS ➡️ Get your brand new, impressive, Top Notch Resume here: https://topnotchresume.lindaraynier.c… ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutg… ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategi… ➡️ ‘Top Notch Interview’ is coming soon! For enrolment updates: http://www.jointni.com ________________ In this video, I’m going to explain how to make a good first impression on the job if you’re just starting a new job or with a new employer/company. If it’s going to be your first day on the job and you want to make an impression with your boss and co-workers, it’s important to know these 6 tips that I have to share with you. These aren’t only tips for first day of work or first day on the job, but also the first few months as you’re starting a new job and wanting to make a positive impression. This video explains the 6 tips to enhancing your changes of making a good first impression on the job. 1. Spread your positive energy 2. Figure out the lay of the land 3. Ask good questions 4. Do your work well 5. Don’t be too demanding from the onset. 6. Don’t try to be too sweet. —– FREE DOWNLOADS: ⬇️ Download my FREE Resume Samples PDF document here: https://bit.ly/2vjNwMM ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://bit.ly/2JRQR93 ________________ Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutg… and fill out the application form. If you liked this video, please give it a thumbs up 👍, subscribe, share it with your friends. CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindarayn… Facebook: https://www.Facebook.com/lindaraynier For other similar videos, see: How To Make A Kickass First Impression | 5 First Impression Tips alpha m. https://www.youtube.com/watch?v=5c-7k… How to Make a Good First Impression | Good Manners Howcast https://www.youtube.com/watch?v=Oq3Y7…

Why Investing In Your Employees Is The Future of Work – Drew Holler

As we look toward the future of work, it’s becoming more important than ever for companies to understand the needs of their teams, and to build solutions and products to help serve them—whether that’s through training, healthcare, or other investments. At Walmart, we’ve been very deliberate about investing in our associates, particularly over the past three years as we’ve thought about new ways to improve their lives and careers. Education is the latest iteration of that commitment. Between historically low unemployment rates in the US and innovative technologies reshaping jobs, all businesses have a lot of work to do—both in terms of recruiting and upskilling ……..

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