The hiring process has changed over the years as old methods of hiring make way for new ones. Online job postings killed the classifieds and soon postings will succumb to social media. Video interviews will replace the phone screen. Resume screening software has replaced humans and eventually the flaws these systems carry with them will be replaced with better technology.
I’m setting myself up for ridicule by trying to guess what the future of hiring will be like in 100 years but then again who is going to read this post in the next millennium and point out all the ways I got it wrong?
First off, in one hundred years few jobs may be left that a robot isn’t already performing? According to the Boston Consulting Group, robots will replace humans in factories at a greater clip in the next decade than seen before. As of now only ten percent of jobs than can be automated are taken by robots but by 2025 Boston Consulting foresees that 23% will be automated. Two University of Oxford researchers estimated that by 2033, 47% of all U.S. jobs might be taken over by computers. Imagining that the majority of factory related jobs will be automated by 2115 is not so difficult.
With each new innovation we seek to solve a hiring process challenge. Here are a few of the challenges that organizations face today which we presently strive to solve:
- Finding top talent
- Finding candidates that fit culturally
- Retaining employees
- Reducing cost per hire
- Reducing time to fill
Linkedin, Facebook and Twitter have connected companies and jobseekers in ways unforeseen ten years ago and in 100 years after these companies have become extinct, the Earth will be smaller still. Chips implanted within us to purchase goods without waiting in line, to aid us in medical situations, or to track our abducted children, will also assist in the hiring process. All of our information including our education, degrees, job history, criminal records and personality will be included and readily accessible to hiring managers. Job candidates can be matched to any job quickly based on skills, personality, geographical preferences, and so on.
We will be better connected to big data that will track and forecast the worldwide hiring needs much like our current supercomputers monitor climate changes and the environment. Universities as they exist today will be non-existent. Students if such a thing as a “student” still exists, will be able to upload the necessary skills/information they require to perform a particular job onto their chips a la the Matrix. Naturally the more profitable skills such as legal, medical and engineering will be most readily available to those already privileged enough to afford their purchase thus continuing a cycle of the rich getting richer and the poor remaining poor. In-demand jobs will be tracked years in advance and newer generations will be outfitted with the skills to fill those open, high growth industries.
Employee engagement will continue to rise and fall with each economic resurgence and recession. In an effort to retain top talent a continuing emphasis will be placed on monitoring each employees’ well-being. According to research by Gallup, the greater an employee’s well-being the more engaged, productive and healthy they are. One hundred years from now technology will be able to monitor an employee’s mood, physical and psychological state, and enable employers to take the necessary actions with regards to the employee to counter the life storms an employee might be enduring. You’re depressed because your father died? Your employer will know. Your spouse left you? Your employer will know. You have a chemical addiction? Your employer will know.
Lastly cost per hire and time to fill will decrease drastically. Employees will practically be grown with in-demand skills and employers will be alerted when these culturally fitting employees are ready. Additionally technology will allow us to create four dimensional renderings of ourselves and sit in one another’s offices without ever actually leaving our homes thus saving time and money.
Honestly I don’t believe I’m being forward thinking enough. One hundred years? I bet we can do all this in thirty.
Why do we have laws protecting job candidates from discrimination on the grounds of race, ethnicity, age, gender and so on? Because hiring managers have preconceived notions about whether candidates of a particular race, ethnicity, etc. will fit into their corporate culture and are capable or intellectual enough to execute the duties of their open positions. You know this. Minorities are the underdog. Well this recent story reveals how foolish and off base are biases are. Continue reading “Biased? Don’t Be! Look Who Got Into All 8 Ivy League Schools!” »
I have reviewed thousands, if not tens of thousands of video interviews, and in addition I have helped numerous job candidates setup or prepare for their interviews. Here are the top five candidate blunders I have encountered. Continue reading “Video Interviewing: Naked Candidates and 4 More Epic Candidate Blunders” »
“How many square feet of pizza are eaten in the U.S. each year?”
“Who would win in a fight between Spiderman and Batman?”
“How much would you charge to wash all the windows in Seattle?”
“If you were a box of cereal, what would you be and why?”
“A man pushed his car to a hotel and lost his fortune. What happened?” (Huh?)
These questions are not asked by mom and pops organizations but by major hedge funds, retailers and internet giants. A couple of the questions above have since been banned by the company that asked them as they were deemed ridiculous and useless. Continue reading “Weird Interview Questions: Why Are They Asked & How Should You Ask Them?” »
According to the volume of content on the blogs and news sites I frequent, becoming successful and a leader must be the two most sought after goals in humanity. Every week I see the same content rehashed over and over. “Seven way to be successful”, “Nine traits of a successful leader”, “Ten of the most successful CEOs share their ten traits on successfully leading yourself to success.” That’s a bit overdone but you understand my point. Continue reading “Personality and Success: What Trait Leads You To The Top?” »
A recent survey of 95,000+ job candidates and 150 companies revealed what is going right and what is going wrong in the job application process. For many months since my last blog post on this subject, I was led to believe that one of the largest turnoffs for candidates during the application process was its length and many cumbersome hurdles. A recent report by Talent Board on the candidate experience tells a different story. The results show that dissatisfaction was not correlated to the length and complexity of the process but rather to the lack of information provided to candidates before, during and after the application process. Additionally candidates wanted a clear means to demonstrate their qualifications relevantly and to provide feedback. Continue reading “Here’s What Ticks Job Candidates Off Most About Your Application Process!” »
I will skip over the standard praise for video interviewing (faster, cheaper, more revealing) that dominates the majority of the posts about the subject and get right into a secret power video interviewing has that is beneficial to both employers and candidates. Video interviewing can destroy our preconceived notions of a job candidate and that’s good for everyone involved in the hiring process. Continue reading “Video Interviewing’s Hidden Benefit: Destroying Prejudices” »
“You only have one chance to make a good first impression.” This statement, while thrown around casually, is truer today than we previously suspected according to science.
Recent research explains how we are helping/hurting our chances of landing a job, securing a promotion or even getting a date. Here are a few of the findings. Continue reading “5 Ways We Make A Good Or Bad First Impression According to Research” »
Take all the data created from the beginning of man, every scroll, painting, book and scrap of music, up until 2003, digitize it, and you would have around 5 exabytes of data. Five exabytes equals five billion gigabytes! That’s really a lot of data! Amazing though that may seem, even more surprising is the fact that we now create five exabytes of data every two days! In fact ninety percent of all the world’s data has been created in just the past few years! Continue reading “Content Overload: Are We Really Providing Value?” »
Last year Hire-Intelligence released a study on video interviewing which suggested a hiring manager could predict a job candidate’s future work performance by viewing that candidate’s behavior and appearance through a video interview. Similarly sports franchises such as the Milwaukee Bucks have turned to the science of facial coding to help them draft better prospects for their team. Continue reading “Facial Coding: What Is It and How Can It Help You Hire?” »