Technology Is Reshaping the Workforce
De la Cruz, Recruitment Evangelist, Indeed
has, and continues to be, the wind that
steers society’s ship into unchartered
waters. As changing weather constitutes
a continual need for recalibration and adjustment
on behalf of the ship’s crew to stay
or shift the course, innovations in technology
have demanded a similar agility from society,
and a willingness to adapt to thrive. When
we take this analogy and apply it to business,
we see the same situation — businesses
cannot ignore the changing winds and stay
above water. To be responsible to their
customers, businesses need to be responsive
to changing trends in the industry, both
locally and globally. To take things a step
further, with innovations in technology
come emerging trends, that when accounted
for, place talent attraction professionals
in a prime position to stay competitive
and ahead of the curve. Planning for the
increasing impact of these trends will be
crucial in setting apart top-performing
professionals from everyone else.
Our greatest economic inflection
points from the past 200 years have come
from disruptive technology. To clarify,
it is important to understand that disruption
is not simply a change or advancement in
technology. In this case, disruption is
the use of technology to reinvent or reshape
an existing business. The first long-distance
phone call was recorded in 1876 by Alexander
Graham Bell. This disruption paved
the way for life less dependent on snail
mail and horse-mounted couriers, and effectively
set us on a trajectory — a trajectory
we are still on today — to discover
and embrace increasingly faster, more efficient
ways of communication. In the late
1800s, hoping for the arrival of a letter
in a few months was the norm, whereas now,
if a text message goes unanswered for the
day, it may be considered off-putting, or
at the very least, odd. This disruption
in technology changed the expectations we
held for communication worldwide, and effectively,
changed the face of business operations,
standards and strategies.
The Internet, as another example,
has not only accelerated the pace of nearly
every task, but it has also altered our
reality with regards to the accessibility
of resources available to us 24/7/365.
AOL changed the face of the game, but has
since been supplanted by better search platforms,
social media and resource apps. And
here we find ourselves in 2017, living in
a world that relies more and more on the
Internet to help us make the biggest, most
important decisions of our lives, from home-buying,
to vacation-planning, to matchmaking, to
job search. Armed with mobile devices that
fit in our purses and pockets, we can conduct
these life-changing searches and make these
decisions when it’s convenient for
us, at any time around the clock.
When it comes to the talent
marketplace, this latest inflection point
has produced seven key trends impacting
how people find jobs around the world today.
We see the following trends reshaping the
U.S. labor market:
- Every company is becoming a tech company.
- Specialized software is leading to
a specialized workforce.
- The labor market is bifurcated based
- Full-time jobs are being replaced
by more flexible alternatives.
- Labor is a national asset that is
- Smart companies are following talent
around the world.
- The Internet is changing the way people
look for jobs.
Specifically, in the realm of job search,
the Internet has made an active jobseeker
out of almost everyone. An Indeed survey
conducted by the Harris Poll, a third-party
source, shows that U.S. job seekers are
more active now than ever before. The survey
reports that 91% of people say they are
either actively looking or open to a new
job, with 76% of people looking at job opportunities
at least monthly. This dismisses the previous
notion that we are all fighting for a tiny
sliver of active candidates. With this data
discovery comes the need to reframe the
conversation in the talent attraction space
from one of active and passive
candidates to one of inbound and outbound
candidates, because the reality reveals
that most jobseekers today are inherently
What we are also finding
is that in the U.S. and other industrialized
nations, every company is becoming a tech
company. From cafes to retail banks, to
most other types of business that are not
tech-related businesses, the dire need of
talent with technical expertise is growing.
This need becomes even more apparent when
we look at the employment data surrounding
software developers that illustrates that
only 28% of software developers work in
jobs in which they are developing software
products. According to a developer study
by Stack Overflow, the rest of this
group work across a variety of industries
and occupational areas, further indicating
that companies of all kinds need tech talent
to operate and innovate.
I look forward to exploring all seven of
these trends at CTHRA’s HR Symposium.
It’s worth noting that some, if not
all of the trends, will naturally pose new
challenges for the talent attraction space.
Never has it been more crucial for leaders
to brace themselves for change and find
ways to proactively position tactics that
are in and of themselves agile. Such agility
will likely require not only identifying
how these key trends impact the company,
but the entire business landscape, because
change that may affect a given industry
has, in the past, come from far outside.
Lindagrace will be speaking
at CTHRA’s HR Symposium on Thursday,
October 26, 2017. Her session, Recruiting
the Workforce of Tomorrow, will be held
during the 10:30 a.m. breakout sessions.
For more details please visit www.CTHRASymposium.com.