5 predictions on the war for talent

The war for talent will lead to major changes in the workplace. Here are five predictions for how it will change things forever. Written by Ryan Healy.

1. Companies will begin teaching practical skills to employees, job candidates and anyone else who wants to learn. As companies recognize the need to train talent, develop skills and retain employees, talent management and training and development are becoming even more critical for most successful organizations. Companies will become increasingly focused on developing their internal talent through professional education and non-stop feedback.

2. The higher education institutions most resistant to change will collapse, the most forward-thinking institutions will re-invent the system and the cost of education will drop radically. College – particularly the cost of college – is under fire. Occupy Wall Street showed the world just how much anger there is over rising costs and the subsequent student loans that prevent graduates from doing what they love. It’s inevitable that today’s notion of going to college for four years — and $150,000 — will change. The institutions that expect to stay relevant will have to do a much better job of preparing students for the workplace, and investing serious time and resources into improving their career centers. The question is: how fast will things change, and what exactly will this future look like?These are enormous questions, and yet one thing is for sure: the institutions that survive will adapt to the new reality, and the ones that don’t will die.

3. The new “talent” will be life-long learners. The war for talent used to mean finding the most educated and most experienced people to work for you. But the new war for talent is a war for skills, a war for bright people who are constantly curious. As technology continues to evolve and new skills become relevant overnight, it will be impossible for anyone to have all of the skills that a company needs at any given time. So the people you should be most interested in hiring are the people who want to learn and want to grow. These are the people who will be motivated to learn the new skills a company needs on their own, the people who will actually take advantage of training and development opportunities. New tools will pop up to help identify these people, and the best recruiters will be obsessed with hiring these life-long learners.

4. Resumes will finally become irrelevant. As employers continue to recognize that the best hires do not necessarily have a college degree or relevant experience but are constantly curious generalists willing to learn what matters today, resumes will continue to become a poor judge of candidate. We’ve been moving in this direction for years, but now more than ever, it’s nearly impossible to pick up a piece of paper or even a Linkedin profile and make a decision on whether a job candidate is worth interviewing.The best way to know if someone is curious, driven and relevant is to ask them tough questions and find out what they read, what they’ve learned at their last position, and how they seek self improvement in their spare time.

5. Job boards will adapt or die as the resume is replaced by the instant need for personal communication between recruiter and candidate. As resumes become increasingly irrelevant, the next industry to die or reinvent itself will be the job board. We’re already watching companies like Monster lay off hundreds of employeesand put themselves up for sale. It’s pretty obvious that spraying and praying by clicking “apply” and hoping to hear back from employers is a broken process that leads to nothing but frustration by candidates and recruiters alike. The new online job search is all about instant personal communication between recruiter and candidate. A combination of smart matching technology and “old-school” recruiting practices where a candidate is allowed to actually talk with a recruiter at the beginning of the process is the near future of this industry. My company, Brazen Careerist, is already testing this theory with our online recruiting events and seeing huge demand.

The full article can be found here, and there are links with my previous blogs on arbeidsrelaties en de ir van de toekomst.

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