There have always been predictions about how the future of work and education will look. It was never a question of where things will head, but when the change will take place. Courtesy the pandemic, all things that we expected would take 5-10 years have been fast-forwarded with the advent of work-from-home and remote-learning.
The pandemic has thrown the entire human race into an experiment. We are seven months into lockdown. The absence of a vaccine has put the focus on further evolving the work-from-home and remote-learning ecosystem.
It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change
– Charles Darwin
3 key trends impacting your career in the digital age
College Disrupted: Rise of digital credentials
Going for a university higher education has been a questionable decision. It does not mean you don’t need higher education. It is a question of – whether colleges today (faculty and curriculum-wise) are relevant to what industry wants. They’re not.
- As a remedy, corporates have built their own training camps. HCL is even hiring students straight out of school and training them to be ‘actual’ engineers. Smaller companies are partnering with online learning platforms to upskill and reskill their workforce.
- Online education has always competed with universities. It even almost always had the advantage of being more up to date and more industry-oriented. Yet, students opt for expensive higher education from universities for the laurels attached to having a degree. When going to employers, a degree serves as a testament to your knowledge.
- The online learning platforms replicate this credentials system by rolling out their own ‘mini degree,’ ‘nano degree,’ and similar certification programs. Corporate leaders have also steadily started considering these certifications – and this trend is only going to be further widespread.
The digitization of credentials also provides employers more and better data on which corporate leaders can make hiring decisions. Employers should ultimately be able to see candidates’ activity logs by partnering with e-learning providers. It can help optimize recruiting strategies; the setting of hiring qualifications, and the development of curriculum.
Boundary-less work culture
Remote work is disrupting the work culture as we’ve always known it. Many corporates have canceled their offices’ lease. You can be anywhere and work with a company from any part of the world. Earlier employer-employee engagements were based on vital economic and demographic factors.
Soon, employers will have access to talent from the whole world. And as an employee, you will have access to the global job market. It will create room for greater flexibility and better matches. Due to this abundance, we will see the rise of the ‘gig economy’ – employers and employees will be open to project-based work.
Freelance platforms will evolve. It’ll enable people to come together, form online communities to complete the work, and track their work history and capabilities.
Future of hiring and job-seeking
The traditional job-seeking process goes somewhat like you go on to naukri.com, scan up opening, drop your CV, and if they like you, you’ll get a response. What’s new is – outbound hiring.
- It happens when recruiters are on the lookout for candidates for specific job designations. They reach out to employees of other companies and make them a hiring offer. This practice is going to get supercharged across all industries with the power of data.
- Just like how Facebook and Google collect data about you to show you ads, recruiters also have access to similar data about you (aka digital footprints). These can be your profiles on FB, Twitter, Instagram, etc. and some parts of your behavioral activity on the internet.
- In the future, as the entire world’s talent market is at the recruiters’ disposal, they will sift through enormous data to find the right hire. To solve this, they will deploy algorithms to sift through candidates, scores them based on their digital footprints, and spits out the topmost scorers.
Your information is collected online. The data is analyzed. Employers use data analysis to evaluate you. Only the topmost scorers will make it to the finals. It’s time to look after your profiles and optimize your digital footprint!
Authored by Abhinav Arora – Co-Founder and CMO, Avalon Meta and Avalon Labs