“Talent is no longer a long-term issue that can be solved with tried and tested approaches that were successful in the past or by instantly replacing existing workers. Instead, as the rate of skills change accelerates across both old and new roles in all industries, proactive and innovative skill-building and talent management is an urgent issue.”
That’s the view of the World Economic Forum (WEF) in its recent report — The Future of Jobs.
The report details how recent pressures on recruitment and talent management will only intensify over the next five years as technologies, globalization and social changes continue to disrupt the world of work.
Here’s our take on what it means for three key areas of your talent management program.
For many jobs, the recruitment process has simply been a matter of matching candidates with the appropriate skills to meet the requirements of the open position.
But according to the WEF report: “By 2020, more than a third of the desired skill sets of most occupations will be skills not considered crucial to the job today.”
This means that a candidate’s ability to learn new skills is now almost as important as them having the skills needed for the job you are recruiting for today.
“You can’t lift the hammer can you?” says the despondent father to his son in the recent GE recruitment ad.
Well, according to the WEF Report he’s unlikely to have to: “By 2020, 36% of jobs will require complex problem-solving skills, compared to just 4% that will require physical strength or dexterity.”
“Social skills – such as persuasion, emotional intelligence, and teaching others will be in higher demand than narrow technical skills, such as programming or equipment operation and control.”
This means that training and development programs need to address general communications and social skills, as much as specific technical and operational skills.
When business plans were geared towards stability, succession planning tended to favor those who could best emulate the leaders of the past.
In the era of escalating change outlined by the WEF report, tomorrow’s leaders are likely to face vastly different challenges than their predecessors.
This means as diverse a group of talent as possible must be given the opportunity to enter senior management, so that your leaders of tomorrow will not be stuck in the past.
I welcome your insights and feedback.
Senior Manager, Content Marketing
Pearson English Business Solutions