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8 Ways Jobs Will Change in the Next Decade

8 Ways Jobs Will Change in the Next Decade

The business world is all about adaptability and agility, so it makes sense that there’s so much buzz about how to prepare for “the future of work.” Everyone wants to be ahead of the game and anticipate change before it happens.

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There’s no shortage of research on jobs and projections of how they will evolve in the coming decades. PwC, Deloitte, E&Y, and Bain & Company have all published reports on this topic. 

Much of current and projected workplace transformation stems from the global-scale changes —  technological advances, changing workforce demographics, global economic power shifts, growing wealth inequality, limited resources, etc. — all of which put pressure on companies to adapt.

But what will these changes mean for rapidly growing organizations, especially when it comes to recruiting talent and scaling teams? To answer that question, we’ll outline 8 ways we expect jobs to change by 2030.

1. Increased emphasis on technology

This is perhaps the least surprising prediction on the list — we all know that as technology advances, companies use it to streamline their processes. 

But contrary to fears of “machines taking human jobs,” technology will likely create more jobs for humans. As companies invest in new technology, the resulting growth allows them to hire more people. 

The World Economic Forum’s 2018 Future of Jobs Report estimates that emerging technology will create a net increase of 58 million jobs by 2022, so implementing new tech will be a key part of scaling for most businesses.

2. Higher demand for soft skills

IT skills will remain in high-demand thanks to increasing emphasis on technology, but there will also be more demand for soft skills like communication, leadership, management, creativity, and collaboration. AI can’t do everything on its own, so these human skills will still be very necessary.

Customer service skills and experience will be particularly important because customers are already demanding more than ever from the brands they do business with. Customer service will need to be fast, effective, personalized, and empathetic at new levels, and companies will need to recruit and hire talent with that in mind.

 

3. More collaboration between people and AI

The line between the “people side” and “technology side” of business will continue to shrink as more roles require employees to work alongside machine learning applications. This human/AI collaboration will drive business growth and efficiency by creating new customer experiences.

 

4. Increased emphasis on learning (individual and organizational)

Employees want opportunities for skills development, which companies will need to provide in order to reduce turnover. Managers will become more involved in the process of helping employees learn and grow.

As the average company’s workforce becomes increasingly distributed, organizational learning will be more important than ever. To prevent knowledge silos, organizations will need to have a strong grasp on their operations and established ways of creating, storing, and transferring knowledge.

Technology will play a huge role in this organizational learning process, and companies will have to provide skills training to existing employees to maximize their understanding of new tech.

 

5. More hybrid roles

There will be fewer positions requiring narrow skill sets, and more positions requiring high-level interdisciplinary skills and experience. Hybrid “superjobs” will become more common, with an emphasis on specialized positions like “UI Designer” and “Big Data Engineer.”

 

6. More competition for talent

The shift toward more highly specialized, hybrid roles will result in a shortage of qualified talent. Employers will have to compete for candidates using high salaries, great benefits packages, and other perks. More companies will turn to staffing partners to fill multiple positions quickly as they scale.

 

7. Shifting employer/employee relationships

There will be less emphasis on full-time and part-time work. The “gig economy” will continue to grow, with more people doing freelance, temporary, and contract work. These workers will have a high churn rate, so they’ll need to be onboarded as quickly as possible — and often. Again, staffing partners will be instrumental, because they can get qualified candidates in the door quickly enough to keep up with demand.

 

8. Changing workspaces

Workspaces have already experienced a dramatic shift in the past few years, with work from home options and remote offices becoming more common. This trend will continue in the years to come, and geographically dispersed teams will likely be the norm for growing  companies. 

Managing remote teams can be a challenge, so organizations will need to have clear processes and strategies in place for keeping all their teams on the same page. Onboarding processes will also need to be aligned so all employees — and by extension, all customers — have the same company experience.

 

Conclusion

As much as technology and process matter, people will matter even more in the future of work. 

Things like highly specialized roles, the right combination of soft and hard skills, the gig economy, remote teams, and human collaboration with AI will all continue to shape the recruiting process for rapidly growing organizations.

The best way to get ahead of these trends is to partner with a remote staffing partner like Bolton Remote. We handpick qualified candidates for you to choose from, and help you get them on-boarded and up and running in as little as five days, so you can scale at the pace that business demands.

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