Now and in years to come, employers experience shorter times of hires and a continuum of new skills in demand. A rising number of employees become freelancers. In this new dynamic work environment they both need a dynamic way of exchanging knowledge about skills.
Time, speed and renewal are fast becoming the new determining factors for both parties; the employer and ‘the employee’.
In a few years, the number of freelancers in USA has increased from 6 pct to 33 pct. In 2020, half of the workforce will be hired as freelancers, free agents and temp workers. Globally, there will be 1 billion freelancers by 2035. Millennials entering the workforce change job twice as frequently as previous generations.
- Organisations have to cope with a fast growing turnover of hires and a fierce competition for specialised skills
- Managers have to cope with with different ways of employment
- Employees must prepare themselves for a changing and flexible job market
- Freelancers need to position themselves proactively
The upcoming Problem fueled by Skill Shortage, Short Hires and Freelancers
In a competitive job market and work environment, organisations who can attract and identify ‘specific skills in demand’ while minimising time and resources spent on processes, gain a competitive edge.
Professionals who can predict the need for skills and keep themselves in the loop, can position themselves for future jobs and a more secure work life.
In most oganisations HR keeps knowledge about their human resources in their silos, documents and archives. Outside the organisation peoples profile data (skills) are stored in personal accounts and kept behind the bars and restriction of the social media
The Shift at Work:
- Shorter and temporary hires
- Multiple types of employment
- Two kind of job markets:
– one with manpower surplus
– one with a skills deficient
- Team- and project centered
- Data driven
- The rate of change has accelerated while the usual channels of talent and skills in demand are drying out. Contingent, contract, and part-time workers make up almost one-third of the workforce. Employee churn will rise and so will the demand for agile talent-pipelines and tools reducing time to hire. The pace of change in business requires organisations to be more agile and figure out how to embrace a new approach of “digital HR.”
- A new social contract is developing between companies and workers, driving major changes in the employer/employee relationship. Millennials make up more than half the workforce and they 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.
- The empowerment of the employee. The faster pace on the jobmarket means the demand for certain skills pass the upper hand to the employee. Especially those with a good reputation and quality followers in their virtual communities. They will soon become an important ressource for new hires.
Source: “The Global Human Capital Trends 2016 The new organization: Different by design” by Deloitte university.