How can firms prepare for jobs that do not yet exist?

Enable your workers to become employees of the future

How can firms prepare for jobs that do not yet exist?
Companies acknowledge that times are changing, and that technology, automation and artificial intelligence will alter the way jobs are created and performed.

How, exactly? Who knows?
Recruitment expert Hays, however, believes that employees who are best poised to take on jobs in the future will have a fairly predictable set of traits, regardless of how they use these in functions their bosses have yet to imagine.

“There are certain behaviours they can work on now to help them prepare for the jobs of the future,” said Nick Deligiannis, Managing Director of Hays in Australia & New Zealand.

Here’s how employers can make their employees relevant to the jobs of the future:

Encourage them to hone their soft skills. Human skills, such as the ability to make meaningful connections and form professional relationships, cannot be imitated by technology. These will be a constant requirement amid evolving, sought-after, technical expertise.

Recognise inquisitiveness and willingness to learn. Employees should aware of trends relevant to the profession. They can very easily keep track of these by reading reports and other articles, watching videos, listening to podcasts, attending networking functions and seminars, and participating in online discussions. This will also allow them to identify skills gaps – and where they may need to catch up.

Give incentives and opportunities for upskilling. Once these gaps are identified, action must be taken to fill them. Encourage them to be open to opportunities outside their comfort zones.

Be innovative. As an employer, think ahead. Be pioneering, using the latest technology. Set an example by bridging your own skills gap.

Be open to flexible working practices: Staying in cubicles and working fixed hours are no longer the only ways to get the job done. Surveys say that flexible work arrangements are the top determinants of career decisions – make sure you don’t lose your best and brightest, while also including interim or contract employees to the team. 

Allow them to develop cultural intelligence. Globalised workforces are here to stay. Make sure that your company fosters openness, equality and diversity.

Related stories:
Australians hungry for skills upgrade in age of automation
‘We have a strong focus on L&D for hard and soft skills’

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