不要過于指望今年的人才市場。但有一件事情是肯定的:無論你從事什么工作,只要你將工作做好就不會受到影響。
由于新冠疫情造成的中斷,ChatGPT、離岸外包和一波又一波裁員的影響,就業(yè)市場正在快速變化,就連最靈活的上班族也跟不上變化的節(jié)奏。世界經(jīng)濟論壇(World Economic Forum)的《2023年未來就業(yè)報告》(2023 Future of Jobs)預(yù)測,到2027年,全球?qū)?chuàng)造近7,000萬個新就業(yè)崗位,但有8,300萬個就業(yè)崗位將消失。總體上來說,這意味著面對標(biāo)準(zhǔn)的轉(zhuǎn)變,任何上班族個人幾乎無能為力。但他們可以做好一件事情,那就是提高技能。
有公司對世界經(jīng)濟論壇表示,巨大的技能缺口,是導(dǎo)致公司無法將經(jīng)營模式現(xiàn)代化的主要障礙之一。這顯然需要接受培訓(xùn)和再培訓(xùn);世界經(jīng)濟論壇發(fā)現(xiàn),為了緊跟就業(yè)市場快速變化的形勢,接近一半(44%)上班族的技能需要更新。
LinkedIn的首席運營官丹·夏皮羅告訴《財富》雜志:“一個不可否認(rèn)的長期趨勢是,對技能的需求增長速度將超過技能供應(yīng)速度。”他還表示,2022年是他在LinkedIn任職15年間勞動力市場最緊張的一年。他承認(rèn),今年勞動力市場變得相對較為平衡,但“依舊緊張”。
雇主稱,未來五年,將有10種技能變得更加重要,這或許值得上班族考慮:
1. 創(chuàng)造性思維
2. 分析思維
3. 技術(shù)素養(yǎng)
4. 好奇心和終生學(xué)習(xí)
5. 韌性、靈活性和靈敏性
6. 系統(tǒng)思維
7. 人工智能與大數(shù)據(jù)
8. 積極性和自我認(rèn)識
9. 人才管理
10. 服務(wù)導(dǎo)向和客戶服務(wù)
還有一種額外的技能,那就是領(lǐng)導(dǎo)力和社會影響力。[換言之,你應(yīng)該使用推特(Twitter)或TikTok。]
“人工智能與大數(shù)據(jù)”、“系統(tǒng)思維”和“技術(shù)素養(yǎng)”等表明,雇主似乎認(rèn)識到人工智能和其他尖端技術(shù)在工作場所變得日益重要。世界經(jīng)濟論壇寫道,未來五年,人工智能和數(shù)字化將改變近四分之一的就業(yè)崗位。
但公司最重視的員工技能始終不變,主要是無形的品質(zhì)和軟技能,例如創(chuàng)造性思維、主動性和終生學(xué)習(xí)等。世界經(jīng)濟論壇指出,雇主對強大認(rèn)知能力的迫切需求,表明解決復(fù)雜問題的能力變得日益重要。
就連蘋果(Apple)的首席執(zhí)行官蒂姆·庫克也一直鼓勵具備這些軟技能的上班族申請該科技巨頭的崗位。2022年,他對意大利的那不勒斯腓特烈二世大學(xué)(University of Naples Federico II)的學(xué)生表示,他尤其看重新員工的四種品質(zhì):合作能力、創(chuàng)造能力、好奇心和專門技術(shù)。
庫克說:“這些是我們所看重的品質(zhì),對我們而言這是很好的品質(zhì)。我們希望人們能夠具備不同的思維方式,有解決問題的能力,并且不會局限于人們一直以來看待問題的方式。”
硬技能或軟技能都不需要學(xué)位
經(jīng)歷了過去三年的巨變之后,各行各業(yè)的領(lǐng)導(dǎo)者都在談?wù)摶诩寄艿母锩_@通常意味著放棄對學(xué)位的要求,而是專注于全面提升技能。
Coursera的首席執(zhí)行官杰夫·馬吉翁卡爾達在世界經(jīng)濟論壇的報告中表示,沒有學(xué)位的求職者學(xué)習(xí)新技能的速度,與大學(xué)畢業(yè)生不相上下。但為了讓這兩類上班族公平競爭,公共和私營部門需要合作提供經(jīng)濟、靈活的途徑,幫助上班族接受再培訓(xùn),并從事“未來的工作崗位”。
這對上班族而言應(yīng)該是好消息。但問題是,與“會編程”或“具備管理經(jīng)驗”等相比,“創(chuàng)造性思維”或“好奇心”等軟技能通常很難在簡歷中體現(xiàn)出來。
相反,宏盟媒體集團(Omnicom Media Group)的人才吸引副總監(jiān)扎赫拉·阿米里在今年3月告訴《財富》雜志,你可以考慮在簡歷中寫自己在工作中總是在尋找發(fā)展和成長的機會。她說:“面試官會注意到這一點,并詢問你做了哪些事情讓自己得到了發(fā)展和成長。”她解釋道,要在簡歷上展現(xiàn)自己最優(yōu)秀的一面。“關(guān)鍵是要留下線索,在面試的時候就能夠讓面試官大吃一驚。”
幸運的是,夏皮羅認(rèn)為,對上班族來說,主動權(quán)在他們手中,而且這種情況在短期內(nèi)不會發(fā)生改變。
他說:“即便在當(dāng)前的人才市場,雇主依舊很難找到需要的人才。這是因為,看重技術(shù)能力的長期趨勢是不可否認(rèn)的,而且我們跟不上這種趨勢。”
夏皮羅承認(rèn),關(guān)于老板和員工誰占據(jù)上風(fēng)這個問題,每年可能都會有不同答案。“但我認(rèn)為長期趨勢是顯而易見的。”(財富中文網(wǎng))
譯者:劉進龍
審校:汪皓
不要過于指望今年的人才市場。但有一件事情是肯定的:無論你從事什么工作,只要你將工作做好就不會受到影響。
由于新冠疫情造成的中斷,ChatGPT、離岸外包和一波又一波裁員的影響,就業(yè)市場正在快速變化,就連最靈活的上班族也跟不上變化的節(jié)奏。世界經(jīng)濟論壇(World Economic Forum)的《2023年未來就業(yè)報告》(2023 Future of Jobs)預(yù)測,到2027年,全球?qū)?chuàng)造近7,000萬個新就業(yè)崗位,但有8,300萬個就業(yè)崗位將消失。總體上來說,這意味著面對標(biāo)準(zhǔn)的轉(zhuǎn)變,任何上班族個人幾乎無能為力。但他們可以做好一件事情,那就是提高技能。
有公司對世界經(jīng)濟論壇表示,巨大的技能缺口,是導(dǎo)致公司無法將經(jīng)營模式現(xiàn)代化的主要障礙之一。這顯然需要接受培訓(xùn)和再培訓(xùn);世界經(jīng)濟論壇發(fā)現(xiàn),為了緊跟就業(yè)市場快速變化的形勢,接近一半(44%)上班族的技能需要更新。
LinkedIn的首席運營官丹·夏皮羅告訴《財富》雜志:“一個不可否認(rèn)的長期趨勢是,對技能的需求增長速度將超過技能供應(yīng)速度。”他還表示,2022年是他在LinkedIn任職15年間勞動力市場最緊張的一年。他承認(rèn),今年勞動力市場變得相對較為平衡,但“依舊緊張”。
雇主稱,未來五年,將有10種技能變得更加重要,這或許值得上班族考慮:
1. 創(chuàng)造性思維
2. 分析思維
3. 技術(shù)素養(yǎng)
4. 好奇心和終生學(xué)習(xí)
5. 韌性、靈活性和靈敏性
6. 系統(tǒng)思維
7. 人工智能與大數(shù)據(jù)
8. 積極性和自我認(rèn)識
9. 人才管理
10. 服務(wù)導(dǎo)向和客戶服務(wù)
還有一種額外的技能,那就是領(lǐng)導(dǎo)力和社會影響力。[換言之,你應(yīng)該使用推特(Twitter)或TikTok。]
“人工智能與大數(shù)據(jù)”、“系統(tǒng)思維”和“技術(shù)素養(yǎng)”等表明,雇主似乎認(rèn)識到人工智能和其他尖端技術(shù)在工作場所變得日益重要。世界經(jīng)濟論壇寫道,未來五年,人工智能和數(shù)字化將改變近四分之一的就業(yè)崗位。
但公司最重視的員工技能始終不變,主要是無形的品質(zhì)和軟技能,例如創(chuàng)造性思維、主動性和終生學(xué)習(xí)等。世界經(jīng)濟論壇指出,雇主對強大認(rèn)知能力的迫切需求,表明解決復(fù)雜問題的能力變得日益重要。
就連蘋果(Apple)的首席執(zhí)行官蒂姆·庫克也一直鼓勵具備這些軟技能的上班族申請該科技巨頭的崗位。2022年,他對意大利的那不勒斯腓特烈二世大學(xué)(University of Naples Federico II)的學(xué)生表示,他尤其看重新員工的四種品質(zhì):合作能力、創(chuàng)造能力、好奇心和專門技術(shù)。
庫克說:“這些是我們所看重的品質(zhì),對我們而言這是很好的品質(zhì)。我們希望人們能夠具備不同的思維方式,有解決問題的能力,并且不會局限于人們一直以來看待問題的方式。”
硬技能或軟技能都不需要學(xué)位
經(jīng)歷了過去三年的巨變之后,各行各業(yè)的領(lǐng)導(dǎo)者都在談?wù)摶诩寄艿母锩_@通常意味著放棄對學(xué)位的要求,而是專注于全面提升技能。
Coursera的首席執(zhí)行官杰夫·馬吉翁卡爾達在世界經(jīng)濟論壇的報告中表示,沒有學(xué)位的求職者學(xué)習(xí)新技能的速度,與大學(xué)畢業(yè)生不相上下。但為了讓這兩類上班族公平競爭,公共和私營部門需要合作提供經(jīng)濟、靈活的途徑,幫助上班族接受再培訓(xùn),并從事“未來的工作崗位”。
這對上班族而言應(yīng)該是好消息。但問題是,與“會編程”或“具備管理經(jīng)驗”等相比,“創(chuàng)造性思維”或“好奇心”等軟技能通常很難在簡歷中體現(xiàn)出來。
相反,宏盟媒體集團(Omnicom Media Group)的人才吸引副總監(jiān)扎赫拉·阿米里在今年3月告訴《財富》雜志,你可以考慮在簡歷中寫自己在工作中總是在尋找發(fā)展和成長的機會。她說:“面試官會注意到這一點,并詢問你做了哪些事情讓自己得到了發(fā)展和成長。”她解釋道,要在簡歷上展現(xiàn)自己最優(yōu)秀的一面。“關(guān)鍵是要留下線索,在面試的時候就能夠讓面試官大吃一驚。”
幸運的是,夏皮羅認(rèn)為,對上班族來說,主動權(quán)在他們手中,而且這種情況在短期內(nèi)不會發(fā)生改變。
他說:“即便在當(dāng)前的人才市場,雇主依舊很難找到需要的人才。這是因為,看重技術(shù)能力的長期趨勢是不可否認(rèn)的,而且我們跟不上這種趨勢。”
夏皮羅承認(rèn),關(guān)于老板和員工誰占據(jù)上風(fēng)這個問題,每年可能都會有不同答案。“但我認(rèn)為長期趨勢是顯而易見的。”(財富中文網(wǎng))
譯者:劉進龍
審校:汪皓
You can’t rely on much in the talent market this year. But one thing’s for certain: It doesn’t (really) matter what you do—as long as you do it well.
Between the disruption of the pandemic, ChatGPT, offshoring, and wave after wave of layoffs, the job market is evolving more rapidly than most agile workers can keep up with. Nearly 70 million new jobs will be created worldwide, and 83 million will be eliminated by 2027, predicts the World Economic Forum’s 2023 Future of Jobs report. In the grand scheme of things, that means there’s little any individual worker can do to remain immune to shifting norms. But one thing they can do: upskill.
The skills gap is so big that it’s one of the main barriers preventing companies from modernizing their business model, companies told WEF. There’s clearly a need for training and reskilling; to keep up with the fast-shifting landscape, WEF finds, nearly half (44%) of an individual worker’s skills need to be updated.
“The long-term trend is pretty undeniable that the demand for skills outpaces the supply of skills,” Dan Shapero, chief operating officer of LinkedIn, tells Fortune. He added that 2022 was the tightest labor market he’d seen in his 15 years at LinkedIn. This year is a little more balanced, he acknowledged, but “still tight.”
Workers might want to consider these top 10 skills, which employers say are rising in importance over the next five years:
1. Creative thinking
2. Analytical thinking
3. Technological literacy
4. Curiosity and lifelong learning
5. Resilience, flexibility, and agility
6. Systems thinking
7. A.I. and big data
8. Motivation and self-awareness
9. Talent management
10. Service orientation and customer service
And a bonus 11th skill—leadership and social influence. (In other words, you should probably get on Twitter or TikTok.)
With items like “A.I. and big data,” “systems thinking,” and “technological literacy,” employers seem to recognize the growing importance of artificial intelligence and other sophisticated tech in the workplace. Over the next five years, WEF wrote, A.I. and digitization will change nearly a quarter of all jobs.
But business’s highest priorities for worker skills are evergreen, largely intangible traits and soft skills like creative thinking, motivation, and lifelong learning. Employers’ desire for strong cognitive skills reflects the growing importance of complex problem-solving, WEF wrote.
Even Apple CEO Tim Cook has long encouraged workers with strength in these soft skills to apply to the tech giant. He seeks out four particular traits in new hires, he told students at the University of Naples Federico II in Italy last year: the ability to collaborate, as well as creativity, curiosity, and expertise.
“Those are the things that we look for in people, and it’s been a very good formula for us,” Cook remarked. “We look for people that think differently, that can look at a problem and not be caught up in the dogma of how that problem has always been viewed.”
Neither hard nor soft skills require a degree
Following the seismic shifts of the past three years, industry leaders have been remarking on a skills-based revolution. Often, that can mean moving away from degree requirements and toward a focus on upskilling across the board.
Non-degree-holding candidates can learn new skills at roughly the same pace as college grads, Jeff Maggioncalda, CEO of Coursera, wrote in the WEF report. But getting those two different kinds of workers on equal footing will require public and private sectors to work together on providing an affordable and flexible path that can help workers reskill and transition into “jobs of the future.”
That should be great news for workers. But the problem is, unlike “knows how to code” or “has managerial experience,” portraying soft skills like “creative thinking” and “curiosity” can be difficult to put on a résumé.
Instead, you could consider writing that you’re always looking to develop and grow in your role, Zahra Amiry, Omnicom Media Group’s talent attraction associate director, told Fortune in March. “An interviewer will pick up on that and ask what you are doing to develop and grow,” she said, explaining that you show glimpses of your best aspects on a CV. “It’s all about dropping hints so by the time you get to the interview, you can wow them.”
Luckily for workers, LinkedIn’s Shapero believes the power is in their hands, and that’s unlikely to shift anytime soon.
“Employers are still having difficulty finding the people they need, even in the current labor market,” he said. “[That’s] because the long-term trend towards your technical skills is just undeniable, and we can’t keep up with it.”
In terms of who has the upper hand between bosses and workers, every year will probably feel a little bit different, Shapero acknowledged. “But the long-term trend, I think, is pretty clear.”