According to a study released by Dell and the Institute for the Future, 85% of 2030’s jobs don’t exist yet.
The world and the technology in which we are evolving today is full of promises and challenges. The rise of task automation is bringing its amount of surprises, including changes that are already tangible in the world of work.
What are the ongoing and emerging trends regarding the future of work? Although what are the major challenges that Human resources are going to face? Here’s some answers.
Tomorrow’s job market
The Big changes we are experiencing today regarding Human resources started to emerge several years ago:
● Development of freelancers,
● Global digitalization
● Gen Z wants their work to be meaningful
The crisis we are experiencing has accelerated these trends and brought together two worlds : permanent employees in companies and temporary workers.
The future of work: freelancers
While permanent and long terms contracts have long been the norm, freelancing contracts are becoming more and more common. In France, more than one in ten person is self-employed. Many future jobs can be done as a freelancer such as:
● Consultant
● Web editor
● Trainer
● Project manager
● Web app and mobile developer
Le futur du travail : l’importance des soft skills
Former à savoir reconnaître et développer les soft skills (ou compétences socio-comportementales), engager et préparer les équipes à être « moteurs de la transformation et de l’innovation » sont des vecteurs de croissance, de compétitivité et d’emploi. Dénicher les talents de demain, c’est comprendre ce que ces soft skills peuvent apporter à votre entreprise et à votre dynamique d’équipe pour la réalisation de vos projets. Pour n’en citer que quelques-uns les softs skills les plus recherchés sont tournées vers les capacités humaines et les aptitudes d’un candidat ou d’un talent à :
- La réflexion stratégique
- La capacité à résoudre des problèmes
- L’autonomie
- La résilience
- La capacité de travailler en équipe
De plus en plus recherchées, ces compétences sont autant importantes sinon plus grandes encore que le parcours professionnel et la formation.
The future of work: the soft skills
Training to recognize and develop soft skills (or socio-behavioral competencies), engaging and preparing teams to be “drivers of transformation and innovation” are vectors of growth, competitiveness, and employment. Finding tomorrow’s talents means understanding what these soft skills can bring to your company and your team dynamics for the realization of your projects. To name but a few, the most sought-after soft skills are turned towards the human capacities and abilities of a candidate to:
● Strategic thinking
● Problem solving skills
● Autonomy
● Resilience
● The ability to work in a team
Increasingly in demand, these skills are as important – if not more important – than career path and education.
The future of work: enhancing the value of side projects
What exactly is a side project? They are projects carried out by a candidate or a talent outside of his or her professional career in a conventional company. In the same way that “hobbies” or “pastimes” used to be included in a CV to highlight one’s interests, side projects are likely to interest recruiters more and more. What better way to demonstrate your digital skills than to have launched your own project? Whether it’s the creation of a blog, an e-commerce, manual creations put online on an Instagram account managed like a professional… Side projects show the creativity of a candidate and his or her appetite for new technologies.
The future of work: what about the jobs of tomorrow?
In a context of increased digitalization and with the emergence of new technologies, digital jobs are the most sought after. These new professions are bound to evolve even more rapidly than other sectors. They predict the future direction of work and the extent to which digital technology is becoming indispensable in all professions.
What are the professions that are recruiting the most now?
● Cloud computing
● Content creation
● Data and Artificial Intelligence (AI)
● IT development
● Marketing
● Human resources management
● Product development
● Sales and e-commerce
The future of work in the human resources sector
Attracting, mobilizing, recruiting, and retaining new talents are key issues for companies in all sectors today. As seen previously in our article on the “War for Talent”, traditional recruitment is giving way to a more intuitive and empathetic recruitment. It aims to detect the human qualities and expertise that will complement and enrich your teams already in place. But not only that, human resources are now called upon to anticipate trends and identify new talents as part of their traditional recruitment mission. In this constantly evolving sector, we can already guess the jobs that these recruitment specialists will be able to do:
Recruitment officer / IT recruiter
The IT recruiter’s mission is to select the candidate who best corresponds to the profile needed by his or her company when a position in information technology and/or computing is opened. This function requires important knowledge in the sector of new technologies and a visionary sensitivity during the elaboration of the missions corresponding to the required profile.
Sourcing Manager / Talent Acquisition
The sourcing manager in Talent Acquisition mainly deals with the sourcing strategy to facilitate recruitment. He/she analyzes the market and identifies potential candidates. This key position requires a great organizational capacity and the mastery of digital tools and automation specific to the recruitment of new profiles.
HRBP (Human Resources Business Partner)
The role of the HR Business Partner is to ensure that the human resources policy and procedures throughout the organization are in line with the needs, objectives and goals of the organization and its senior management. There is less emphasis on administration, compliance and management.
Chief Happiness Officer
The CHO or Chief Happiness Officer is the person in charge of happiness in a company. So yes, when you say it like that, it sounds a bit strange. And yet it is a very serious job. Created in the early 2000s, in the heart of Silicon Valley, the CHO made his first appearance at Google.
If you haven’t heard of some of these jobs yet, you have to know they have been around for several years across the Atlantic and specifically in Silicon Valley, where the digital revolution has begun. These trends are directly linked to the growth of the GAFAMs and have durably modified digital behaviors and the recruitment strategies that go with it. Today, companies in Europe and in France are increasingly developing these professions, which did not exist 5 years ago.
Do you see it more clearly? If you have any further questions, our team of Colever experts are at your disposal. Start your own digital revolution and anticipate the recruitment trends of tomorrow.