1Increase on the demand of soft skills – LinkedIn
Demand for soft skills is likely to increase as automation becomes more widespread. Skills like communication, creativity, and collaboration are all virtually impossible to automate, which means if you have these skills you’ll be even more valuable to organizations in the future. If you have these skills, make sure they’re on your LinkedIn profile so hiring professionals can find you for relevant opportunities.
Nestor Gilbert, Senior writer for FinancesOnline, further suggests that as several hard skills are diminishing, many soft skills remain relevant. One programming language can be outdated, but problem-solving and work ethic will always be important. If there’s one soft skill that’s very vital in today’s market environment, it’s the creativity to win sophisticated consumers and succeed over competitors. However, creativity is the most in-demand soft skill but is now in limited supply.
2More Candidates Will Embrace the Mobile Job Search – Glassdoor
Mobile devices have become embedded in our daily lives, playing a key role in everything from dating to shopping to navigation to banking and more. What’s the other thing we’re using our phones for? Finding and applying for jobs. Unfortunately, not many employers have evolved their job application experience to keep up with today’s technology.
A Glassdoor study found that mobile job seekers encounter multiple barriers to entry in the application process. Most companies have not yet created a truly mobile-first experience.
Don’t worry, though — even small steps toward improving your mobile job search experience can reap serious rewards. Things like creating a mobile-optimized version of your career site and leveraging Glassdoor’s “Easy Apply” feature, which helps mobile users apply to jobs in just a few short clicks, result in a much more mobile-friendly experience.
3Continuous performance management – InHerSight.com
Most employees are accustomed to annual performance reviews. For some, this is a dreaded process that comes around once per year and causes a bit of anxiety. For others, annual performance reviews are administered irregularly, if at all. In the new year, all of that could change as more frequent performance reviews are slated for 2020. According to Kazoo HR, performance reviews should be done on a quarterly basis if employers want to maximize employee performance. Furthermore, Kazoo recommends performance reviews be supplemented with regular coaching, feedback, and one-on-one meetings.
Try this trend: Think of performance reviews as an opportunity to ask questions, gain clarity about work expectations, and express concerns you have in a professional manner. Remember that the increased face-time with your employer could empower you to learn about what’s needed to earn promotions and gain access to career-boosting professional development opportunities, such as conferences, professional memberships, and certificate programs.
4Culture Will Come First – HumanResources Online
In a world of increasing transparency and corporate accountability, a strong company culture is no longer a nice-to-have — it’s a business imperative. The new mission statement — revised for the first time ever — now states that employees are the focus of the modern corporation, along with customers, suppliers, and the broader communities in which companies operate.
It’s hard to overstate the importance of this shift. This formal recognition of workplace culture in business today is one that executives can’t afford to ignore. In 2020, we expect this changing tide of CEO opinion to usher in a new wave of culture-first thinking among business leaders, elevating employee engagement to the status of core business focus for a growing number of companies.
A common misperception is that focusing on employee culture means offering expensive workplace perks like onsite gyms, free meals, and unlimited time off. But Glassdoor research shows otherwise: being a culture-first organisation isn’t about perks.
5Mismatches in jobs and skills – FinancesOnline
One of the biggest gaps today is the widening disconnect between the academe and industry. This is generating a host of problems for both employees and employers.
The primary factors that drive skills mismatches are low-quality education and systems. Other factors include newly created forms of work organization, new sources of job creation, rapid technological development, and demographic change.
There were gaps in technical skills between available jobs and the skills of applicants. These include soft skills like teamwork and communication as well as STEM subject degrees like physics and statistics.
Conversely, even those in work may not be realizing their potential. A global survey found that 37% of job seekers reported that their existing work underutilizes their skills.
Traditionally, education systems are expected to be at the forefront of change. But the past decades’ accelerated pace of technological innovations had left the educational sector far behind.