The future of work
Jobs used to be for life.
Not that long ago, jobs were for life. It wasn’t uncommon to land your first job with a company and still find yourself there twenty or thirty years later. You grew with the company, you knew exactly what your career progression was going to be, and you retired on the company pension. But, most importantly, you had job security.
The nature of work is changing, fast.
Over the last decade, this landscape has taken a dramatically different shape. Advancements in technology and automation are changing the very nature of jobs and companies.
“The accelerating pace of technological, demographic and socio-economic disruption is transforming industries and business models, changing the skills that employers need and shortening the shelf-life of employees’ existing skill sets in the process.”
- World Economic Forum — The Future of Jobs, Work Stability
In the last 15 years, 52% of the Fortune 500 companies have disappeared, with the life expectancy of companies dramatically reduced from 75 years to 15 years. The average person is currently expected to work at six different companies during their lifetime.
As jobs change, the skills & capabilities required to succeed in them are rapidly evolving as well. By 2020, over half the jobs will require skills that are not needed today. By 2050, 80% of the jobs in the world will have fundamentally changed, driven mainly by technological innovation and automation.
People are changing too. In the past, a company would guide you how to realise your potential both in terms of financial and personal success. According to the World Happiness Report, only 18% of us are engaged and happy in our current career, and in a recent LinkedIn survey, only 37% of respondents said their current job fully utilised their skills and provides enough challenge.
The job market is becoming more fluid, but at the same time more confusing.
As jobs change, CVs are becoming obsolete. Job titles and past experiences are no longer relevant in conveying a professional’s true strengths and even less able to predict where a professional is likely to succeed as they develop new skills. Instead, professionals have to build on their transferable skills much more heavily than before In order to grow their careers across different jobs and companies.
A lot of people think this is only true for roles in technology, software development and data, but due to technology changing our fundamental nature of work, this is actually even more true for what we call middle-skilled and skilled trade occupations — ranging from administration to legal, from HR to facilities, and from marketing to sales.
“Across key job families, recruitment is currently perceived as most difficult for traditional middle-skilled and skilled trade occupations (…) due to the very different core skills requirements this field may have going forward.”
- World Economic Forum — The future of Jobs, Employment Trends
Realising potential is at the heart of what we do.
Over the last 2 years, we’ve been digging deep and asking ourselves: How can we help professionals and businesses succeed in this changing work landscape? What’s our ultimate mission at Jump?
The answer is clear: to give everyone a chance to succeed.
This is what defines us at Jump and our unique mission in the world. At a time when new technologies have created huge uncertainty about people’s future, we are using technology to bring job security back — by creating a platform where you can reliably find the next step in your career.
We help professionals find and realise their own unique potential in their careers and help HR teams get back to doing what they love best, realising the potential in others. We are using technology to uncover and predict potential in ways it’s never been done before.
Behavioural data and machine learning — the future of talent matching.
Behavioural data & AI are the keys to our success. As shared by Google SVP of Human Capital Operations, Laszlo Block, using a much broader data set to understand what makes an individual unique has shown to better predict job performance. The majority of HR professionals (71 percent) believe this is key, yet the majority of organizations (82%) does not use any of this data in their recruitment or talent attraction currently.
Jump is ahead of this curve.
By using artificial intelligence, our platform can quickly understand what makes someone unique through the complex analysis of hundreds of data points on that individual, including behavioural traits and competencies, uncovering their true strengths and predicting jobs that will be a great match for them based on this. Businesses are able to source, assess and hire professionals with relevant competencies for the challenges they need to face.
Jump — the People Analytics Platform
Careers are no longer about staying in one place. Companies are no longer about having an everlasting workforce. While change can be scary, it can also unleash great opportunities and progress.
Our community consists of tens of thousands of professionals and businesses who have their own unique backgrounds, talents and life experiences. But that’s just the beginning. Each of us has the desire to understand and realise their own potential, working with people who share the same passions.
We are creating the future of work.
