On Friday, October 14, 2011, more than 250 career professionals from the United States, Canada, and the United Kingdom met in 15 live and virtual events sponsored by the Career Thought Leaders Consortium. Their objective was to brainstorm best practices, innovations, trends new programs, new processes, and other observations that are currently impacting, and projected to impact, global employment, job search, and career management. Each event was hosted by a facilitator and sessions were recorded by a scribe. Post-event data was aggregated, evaluated, and was presented in a document of critical findings and forecasts.
Part one of this post discussed considerations for “The Now. This post is part two in this series and discusses “The New” in the changing employment landscape.
The Changing Employment Landscape: THE NEW
Free-agency careers continue to grow.
HIRE magazine predicts that up to 50% of the workforce may be free agents by 2030. Freelancing and flexibility will increase.
Free-agency careers support the desire for more balance in work life, especially around childcare.
It was noted that graduates are equally looking for more balance alongside concerns about social and environmental responsibility. This is consistent with a shift away from women wanting/having “it all” and increasing concerns about family balance.
Healthcare issues affect employment trends.
One career professional wondered whether the new healthcare law has generated “brain drain,” driving college graduates out of the state because small businesses are now required to provide healthcare coverage. Others projected that a comprehensive national healthcare plan would support the shift to freelance/portfolio careers because employees wouldn’t have to stay with an employer just to get healthcare coverage.
Entrepreneurs are selling themselves via technology.
Specifically, this includes e-commerce and the increased use of social media such as Facebook pages, websites, Twitter, LinkedIn profiles, and online networking.
There is a new culture of independence.
Workers come and go, companies merge and split, and people become more creative in how they promote themselves (especially when freelancing). Big companies will branch out and people will move on to do their own thing.
Post-retirement candidates who cannot adapt/change will stay retired.
To remain a valuable part of today’s dynamic workforce, all candidates must adapt to changes in technology, hiring and employment paradigms, and other things directly impacting how we all work.
Talent alignment is a new emphasis.
Employers are looking at retraining key employees to break the cycle of laying off current staff and then turning around and hiring new employees with specific skills.