The new operating system of work is “Adaptive”.
“The very nature of “Work” has changed, and the pace of its change is only accelerating.” Darryl Dickens, co-author of Play bigger.
The biggest issue isn’t that robots are taking all the jobs — it’s that there aren’t enough humans to take them. Indeed, the study finds that by 2030, there will be a global human talent shortage of more than 85 million people, or roughly equivalent to the population of Germany. Left unchecked, in 2030 that talent shortage could result in about $8.5 trillion in unrealized annual revenues.
“Governments and organizations must make talent strategy a key priority and take steps now to educate, train, and up-skill their existing workforces,” Accenture 2018.
We think the world of today has fundamentally changed. The reason why talents want to work in a company has changed. They want an office where they can learn, play, find friends. They want to travel, they want flexible work, they want remote work, they want to be free at work.
The kind of talents the companies are looking for changed exponentially as well. They want Ruby on Rails or SWIFT, they want new skillsets that didn’t exist 2 years ago. They want talents to be mobile, always connected, always ON.
However, last decades, all the HR processes, educations systems, the true enablers of work — hasn’t changed.
The world evolve at the speed of tech, and its pace is only accelerating.
Society Is Destroying and Rebuilding Itself for the Networked Age
How many travel agents we have now vs 10 years ago ? 2018 recession will be the catalyst and the tipping point. Say, recession lasts 2 years. Hiring always lags, and by the time the job market will be hot again we are in 2022. By that time the tools would be too powerful and proven to work.
With over a billion talents in possession of a smartphone, SMEs and job seekers can now reach each other like never before. At the basic level, geolocation means you can match the right person to the nearest and most appropriate job, reducing the time and money wasted on expensive and polluting commutes. With chat, reviews and integrated video capabilities, recruiters will have instant access to job seekers and face-to-face interviews will soon be a thing of the past. Automation will soon replace tedious manual tasks such as background checks, CV screening, contract negotiations and tax filing, reducing the hiring process from weeks to days.
Machine learning will analyze a number of signals across job postings and applicants (such as salary expectations, skills and reviews) to match demand and supply in real time. This will fundamentally change how recruiters and employees interact with each other. As an employee looking for work, there will be no need to actively search because new jobs matching your criteria will be sent to you on your mobile via push notifications. Sophisticated matching and scheduling will help employees fill their time according to their preferences and flexibility, improving their quality of life. Employers on the other hand will finally have a tool to fill different roles, including shift work in near real time since they will have permanent access to a qualified pool of relevant candidates.
The new operating system of “Work” is adaptive.
Automation, Remote work, Talents mobility, Digital Nomads… Last century, the nature of work has changed and is only accelerating.
However, the way we talk about work hasn’t changed. Headhunters, Job boards : the enablers haven’t changed for a century either.
There is a certain type of people that want to breath, live and work within this change. Within a community of people who get these changes and apply it as their work lifestyle. We call these people, adaptive talents.
“The nature of work has changed. There is no future of work yet, it is to be defined by the adaptive talents”.
What is needed to change for candidates? With the Gig economy, today, even if millions of jobs worldwide are open online, candidates are still restricting their choices to their close network & direct locations. Visibility, transparency & flexibility of potential career choices need to be coached to candidates by recruiters. Candidate expect more and more transparency on the application review, speed of the interview process & access of careers worldwide & choice of flexibility.
What is needed to change for recruiters? To focus on doing what recruiters are the best at: connecting with people &advise them how to up-skill to change their lives. While using technology to scale “adaptive interactions” to monetize their network while helping them to adapt to the skills required to the market, build influence, using trusted relationships, becoming “Adaptive Talents”.
Adaptive Work Economy will rise.
As automation rise on every fields, trusted connections & real humans experiences will prevail. Humans relationships will be valued greater than ever.
Amazingly, a adaptive talent with a smartphone proved more powerful than fighter jets and tanks.
There is likely a great disruption coming for junior headhunters because the technology and data provide a level playing field. The internal recruiting may not need the external agencies to the same extent as they do now. The internal recruiting will have the same tool set and data. Senior headhunting will reach highest profits while Junior headhunting will be replaced by decentralized upskilling networks “Adaptive Work Community”
To become “Adaptive Talent” using learning platforms like Coursera, Skillshare, General Assembly (etc) and online remote work tools like GetLinks to work on projects with worldwide connections & monetize their work time with not only freedom of when to do it but also leveraging on global talents mobility opportunity to fix talent skills gaps globally. People will engage with opportunities worldwide like never before.
Adaptive Talents, as former tech talents but also ANY person who know someone working on a project driven with purpose & in need of help, will connect their network of friends with opportunities around the world. By using technology tools like Linkedin or Facebook they will be able to identify their past relevant relationships among the 1 Billion global talent pool : As automation rise, trusted communities will rule.
As Work as changed, adaptive talents will be the cheapest & most efficient way to engage companies decisions makers for value added services & sales opportunities. The world will shift from in house recruiting to talent upskilling, decentralized & project based based recruiting : Adaptive Work.
Adaptive Talents, will be the last workers on earth?
“Human capital” will evolve to “Adaptive Workforce”
Think about it, after self programming robots, self driving cars replacing taxis, etc, what jobs will stand still?
Adaptive Talents reputation & trust will rule the success of these connections for anything related to people (hiring, sales, investments etc). Thus, adaptive talents will be highly influential & that is probably one of the last job that will exist on earth.
This coming disruptive transformation is all about empowerment of people working on projects driven with purpose.
Remember : The World Is Complex, Not Complicated
Complexity scientist Samuel Arbesman has argued that our modern technological age is bringing with it an end to the knowability and control we may have once believed was coming.
More complexity produces more interaction, as you would expect, and that means that what lies ahead is going to be even harder, more challenging than what we’ve faced. Things won’t be good or bad, wonderful or terrifying — it will be all of those things at once. The world is shifting at an unprecedented rate, and this holds both promise and peril.
Whether you call this death of an industry or a disruptive transformation by the “adaptive economy” is open to a definition discussion.
[Next post] GetLinks is on that way to help create 100,000 Adaptive talents jobs within the “Adaptive work economy ”, will help change the world, one hire at a time.