How Will Staffing Change in the Next Decade?
6th June 2018
Yes, staffing will change. But will we be replaced by Robots? How are Millennials changing the staffing process?
We are all experiencing the war on talent, but what are the underlying factors that influence this war and how can we win?
Whether you are actively seeking your next move or seeking fresh talent for your team, we are all facing challenges.
A major challenge Kaizen Recruitment face in the next few years is how best to leverage technology within HR and staffing while keeping the employee and customer experience at the heart of decision making with the implementation of disruptive technologies.
This is underpinned by the influence of millennials introducing a change in behaviours to the future of staffing.
A deep understanding of evolving technology
As a recruitment agency employing over 1,000 individuals on a weekly basis, we must develop a deep understanding of evolving technology and adapt to identify, select, motivate and engage talent.
As a recruitment team, we manage in excess of 1,500 job applications per week. So, our challenge at Kaizen Recruitment is how to identify talent swiftly to fulfil our client’s requirements using AI tools but without losing the human interaction that is so central to our brand.
People are our business, but some would suggest we should be designing robots, that we must streamline processes, be agile, introduce intelligent automation… but how do we find the balance?
PWC (2017) suggest that today we have adopted assisted intelligence (GPS / Chat Bots, etc.) and that augmented intelligence is emerging, so humans and machines collaborating to make decisions. But that the future is autonomous intelligence – this is where the future of humans at work is questioned.
73% think technology can never replace the human mind.
37% are worried about automation putting jobs at risk, up from 33% in 2014.
KPMG provided interesting insights around the convergence of human resources and disruptive technology, highlighting the importance of putting disruptive technology enhancement from a human resource perspective.
“What is the right mix of human resources and disruptive technology, what jobs and tasks are best suited to be technology-heavy versus what jobs and tasks are best suited to be more human-centric, things like storytelling and motivating your workforce, negotiation skills, navigating through ambiguity and instilling confidence in the workforce, things that would be very tough for intelligent automation.” Claudia Saran (People & Change Leader, KPMG, 2018).
New behaviours are rapidly entering our organisations
By 2020, millennials will make up over a third of the global workforce, this means that new behaviours are rapidly entering our organisations. Before morning coffee has commenced in Kaizen, the majority of our team have commented on a blog, tweeted, posted, shared, liked, poked.
Also, we witness the quest for ‘Lifelong Learning’ within our team which is evident in the 50% of our employees partaking in the continuous improvement programme via educational support and development versus just 10% in 2014.
This is now a key a question that all potential employees are asking at interview stage – whereas a few years ago it was a bonus if employers offered it, it is now considered a pre-requisite.
Alexandra Badenoch, Telstra Group Executive of HR recently said at a KPMG forum on the Future of Work, “What we can see is that about a sixth of the core skills of our workforce will need to be different in about three years from what they are today. That’s a massive volume shift”.
There is a place for robotics
So now more than ever we must recognise that there is a place for robotics and it will affect a reduction in jobs in certain sectors and roles like Business and IT support and processing, however, new opportunities are likely to evolve as a result.
LinkedIn CEO Jeff Weiner announced recently that soft skills are facing a critical shortage – interpersonal skills and collaboration are the main skills in shortage in the workplace (beyond the software engineering demand) – so this provides hope for us humans.
We know the landscape of staffing is changing for the employee and employer. We must automate, integrate, digitise not only for competitive advantage but in order to create an environment where millennials want to work.
We must plan for the future
Bernard Salt, the commentator and thought leader on all things demographics in Australia, predicts that in their lifetime millennials are on track for 25 job changes over a 40-year career.
So as both employees are employers, we must plan for the future to ensure we can navigate successful careers as individuals and retain millennial talent in our teams for as long as possible.
The Changing Staffing Landscape – some tips for employees and employers:
- Positive Pivot – If you are a Millennial then sell your skill pivoting. It’s not ‘job hopping’, instead focus on varied skills developed, adaptability, change agent, negotiation skills and innovation.
- Tech Guru – Emphasise your understanding of tech trends and how you can embrace these and enable the company to grow.
- Inventive – Show how resourceful you are – having come through the recession – you have had to learn new skills / adapt and this is an asset to your future employer.
- Lifelong Learning – express how this can be of benefit to the organization – the workforce is changing – tech is driving a major part of this – you are ready for change & will educate for this change.
- Basic Digital Fluency – Important to show you can use a spreadsheet as well as being a tech guru.
- Embrace millennial mindsets and unique skills – create an environment to allow them to volunteer ideas and influence change.
- Create knowledge transfer opportunities between multiple generations within the organisation – providing value to both and sparking innovation.
- Create a mobile workforce – reduce costs and meet millennial demand.
- Provide internal ‘Pivoting’ options for millennials to learn new skills and retain talent.
- Use AI to provide efficiencies to your recruitment screening process and partner with a staffing agency to effectively evaluate personality and cultural fit.
by Lauren Mulligan, Partner/Director at Kaizen Recruitment.
Get in touch with us here to discuss your staffing requirements and how our data-driven approach can help you.