Check out part 1 one of our Google Glass series by clicking here.
Part 3 will continue to further discuss the Age of Context
and how this is critical in how and why we engage our candidates, alumni
networks and employees.
A 2020 View on Talent Mobility
When we stop to see how technology has impacted the world wide
web of recruiting in the past decade, we realize how much has changed. Google
Glass is an example of how advanced technology is shaping
and how it is changing
the candidate experience
. The new sense of urgency and communication styles
that lead to engaging relationships are just the beginning of the tipping point
that will impact how companies need to hire and manage talent.
When I wear my Google Glasses (photo of me at the HR.com conference above), the world is at my
fingertips. I have customized information, resources and experiences only for
me. This is true with most wearable technology at current including fitness
technology like Jawbones or Fitbits. The experience, engagement and involvement
is unique to us just as is our work experience, resume and special skills that
make a job seeker a valuable asset for an employer.
The age of context will require us to have a deep
understanding of innovative systems, like Google Glass, that go beyond social
media, wearable technology and mobility. Emerging technologies are clearly
impacting the workplace and causing big shifts in today’s digital world and
talent management. To stay ahead of the curve, let’s take a peek into the up
and coming trends and why it is important to the future success of how
organizations are successful in hiring.
What does the future
of recruitment look like?
2020 once seemed so far away, however, the most successful
strategies will require industry professionals and who understand how the
future of recruitment will be shifting and be prepared to adapt. No other era
has experienced the high rates of global connectivity like the years between
now and 2020.
Are you curious in how mobility will make its mark in the
talent marketplace? You need to be because it will be a major shift, demanding
new ways in how the global workforce will be sourced, organized and managed.
10 future trends you
need to know about mobility talent.
Mobility will double from the current rate of
25% to 50% growth of mobile workforce.
Global career destinations will be part of the
Across border regulations will require
businesses and governments to collaborate in the name of economic development.
Population in urban areas will continue to rise
throughout the globe.
A spike in highly diverse talent will come from a
combination of the emerging countries with the three groups of generations,
causing an ever-shifting demographic challenge.
HR professionals will be required to have
necessary technology that shows data and analytics to support mobility
Western nations will struggle to compete with
the new centers for talent emerging from economies leapfrogging out of Africa
and Latin America.
According to 30% of the CEOs surveyed, there is
a concern that they will not have the necessary talent to fulfill their future
The millennial generation will dominate the
workforce. They are expected to be job hoppers valuing quality of life and opportunity
of growth over monetary awards.
will require innovative skills that include high tech positions like data
scientists, engineers and developers. Many of the jobs are unknown and not
defined as of today.
Mobility talent in the next six years will require
globalization strategies that tap into emerging markets leading to expanded new
office locations, relocation programs and new techniques to source talent from
around the world.
When considering your mobile strategy as you prepare for an
international, borderless workforce, success will rely on ability to manage
compliance issues while implementing
Knowing these trends that will impact the global workforce
tells us that being nimble and mobile with the talent pool is the key to a
healthy and happy workplace filled with engaged and empowered employees.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist
specializing in HR and recruiting. She’s the founder of the HR blog,
Blogging4Jobs. You can follow her on Twitter @jmillermerrell.