Tomorrow’s workplace might look a lot different to the one we know today. But what should we be looking forward to,– and what are the potential problems facing the future of work? As a global recruitment specialist analyses this subject in a wide-ranging report, what can recruiters do to prepare?
Experts assess recruiters’ fortunes in the future of work
The future of work may be characterised by radical change, but it will be change that brings mixed fortunes for workers. That is the assessment of a report in the latest Journal by Hays.
The recruitment specialist has released its findings on the future of work, using original data to highlight areas of growth. But, as well as some improvements, there are potential pitfalls for employee health and equality.
The Hays Journal found that the greatest areas of growth will be in digital technologies, including marketing and – as we reported last week – data security. In contrast, repetitive tasks are considered the roles most ripe for automation. However, many respondents anticipated a boom in civic roles to replace unskilled positions in coming years.
No doubt of interest to recruiters was Hays’ analysis of the future jobs markets. Traditional recruitment will eventually be replaced in their entirety by new approaches that identify and engage candidates as individuals, they suggest. Although we hear a lot about recruitment automation spelling the end of the traditional agency, the reality is likely one of more subtle change. Recruiters are quick to embrace change. The proliferation of recruitment software systems over the past two decades shows a willingness to evolve. In this respect, the majority of ‘traditional recruiters’ are unlikely to disappear – they will simply modernise.
The report was also able to highlight some areas in need of extra consideration. First among these was the risk of ‘burnout’ among workers, and a greater scrutiny for cases of gender pay gaps. Hays found that one in three workers experienced poor health due to work, while the public sector may lead the way on equal pay over the private sector.
Cut-e offers guidance for high tech recruiters
Technology in recruiting is a charged subject. Some see automation as the death of traditional recruiters. Others see improved performances and outcomes, and attribute all of it to better digital networking. Whichever side of the debate you are on, there is little doubting that communications technology is a large part of the industry, and it’s not going away.
But are we using these valuable resources correctly? And has anybody truly assessed their impact on our performance? Those are some of the questions which Cut-e hopes to answer in their newly-published white paper on the topic: ‘Panning for Gold’.
Likening the use of mobile tech in high-volume searches to the gold prospector’s pan, the global assessment firm looks at best practices for digital platforms. Among the challenges of volume-based searches are poor targeting, imbalances in qualitative assessments, and implementation errors. Drawing on original research, the report emphasises the crucial differences between a mobile-enabled and mobile-first strategy.
What are those differences? Just as a semantic search provides better matches than a Boolean search, so too will a campaign built for mobile perform better than one developed with mobile as in mind.
The report will provide interesting reading for all recruiters, but especially ones with high volume strategies in place. As we approach the deadline for GDPR recruitment firms are looking for guarantees that their systems are safe and compliant.
Recruitment Drive for Saab Australia
Demand for engineers and tech specialists continues to grow. This week, Saab Australia has announced its own drive to expand its operations, following a successful bid on a new government defence deal.
In October, the firm was awarded a supply contract for the Australian navy. The high tech enterprise will supply combat management systems for all but two of the fleet’s vessels.
Andy Keough, the managing director of Saab Australia said the company would be searching for as many as 600 new recruits to fulfill the agreement. Mr Keough said: “Our recruitment drive is nationwide, providing opportunities across a broad spectrum of defence and civil projects.” Amongst the roles in line for recruitment software, hardware, security and systems engineers would be at the top of the list. Saab Australia said the appointments would represent “careers, not just jobs.”