Why Prodii?

by Marianne Steen, co-founder of Prodii

20 years ago was the first time I looked into the future job market. It was just before the internet became mainstream and in those days newspapers owned the job market and job ads were a very lucrative business.

Then new digital job markets emerged. This was good news for jobseekers (and bad news for old media). Personally I got so excited about the new personal empowerment, I had to write a book about it. Which landed me a job at a start-up aiming to disrupt the old job market. Five fantastic years followed. It was in my power to decide functionality and suggest solutions to the matching algorithm. Ah! The good ol’ days, right?

During this first change, processes were improved; CV’s were digitalised and easy to forward. Job adverts were easy to find, now for free, and  job seekers now became able to promote themselves to a larger audience (anonymously) and be matched and listed towards job offers.

Today we are witnessing an even larger shift at the job market.

For 20 years I have worked with the digitalisation of the job market. Now I see a shift happening that will change the fundamentals of HR. And that’s why we have founded Prodii.

The demand for skills will rise. Job titles and companies you have worked for will have less impact on your career opportunities than projects you have been part of and people you have worked with.

Usual will not work when you want to keep up with the new standards such as:

Demographic upheavals

  • Millennials now make up more than half the workforce.
  • They bring high expectations for a rewarding work experience, constant learning and development and dynamic career progression.
  • The global nature of business has made the workforce more diverse, demanding a focus on inclusion and shared beliefs to tie people together.

Digital technology is now everywhere

  • Disrupting business models are radically changing the workplace and the way work is done.
  • Digital disruption and social networking have changed the way organizations hire, manage, and support people.
  • Innovative companies are figuring out how to simplify and improve the work experience embracing a new approach of “digital HR.”

The rate of change has accelerated.

  • The pace of change in business requires organizations to be more agile.
  • A new social contract is developing between companies and workers, driving major changes in the employer/employee relationship.
  • Young people anticipate working for many employers and demand an enriching experience at every stage.
  • This leads to expectations for rapid career growth, a compelling and flexible workplace, and a sense of mission and purpose at work.
  • Today, contingent, contract, and part-time workers make up almost one-third of the workforce

Source: Global Human Capital Trends 2016 The new organization: Different by design by Deloitte ‘university.