If it’s been a while since your last job interview, you might be surprised as to what has changed.
Here’s what’s coming up in the world of work and job search.
- Companies Will Streamline the Interview Process – Anyone with access to a computer can technically apply for any job regardless of whether they are qualified or not. To minimize the cost and time of interviews, many companies are conducting several rounds of Skype interviews before inviting candidates into the office.
- Social Recruiting Will the Go-To for Recruiting Candidates – Job Boards are easy to use but largely ineffective. Having an on-line job search or career portfolio/website will be the way to find work moving forward. The trend toward hiring gig workers for short-term projects will become a common employer / worker relationship.
- Technology Will Continue to be the Dominant Career Area for Workers – According to a CareerBuilder survey, 69% of employers said every job is essentially a “tech job” because some part of the responsibilities is dependent on their ability utilize various technologies. “This shift will push companies to create upskilling and reskilling opportunities for current employees to make sure that they remain competitive.
- Candidates Will Be Hired Based on their Career Trajectory–Not so much their Degree – As new generations of entry-level-age workers are emerging without a degree, companies are pushed to reconsider the importance of an expensive diploma. Employers will invest more in providing competency-based training to develop potential talent and have them grow with the company, offering upskilling opportunities.
- Virtual Reality Simulations Will Be Used Assess Candidate Skills – Virtual reality will enter the hiring process from both sides. Instead of answering a typical situational interview question, imagine being put in a VR simulation to see and assess your actual responses, a common practice used by law enforcement and the military for years.
- Resumes Will Become Just a Part of a Complete Job Search Portfolio
LinkedIn and video resumes are the new marketing documents that will demonstrate a candidate’s understanding of specialized skills used in their industry highlighting the need for applicants to ensure that job keywords are listed on LinkedIn profiles and in job search portfolio materials.
- Candidates Will Need to Show Their “Fit” Through Stories – While resume skills, results and experience are important, finding a candidate that is FIT for a for a team is getting more important. AI-driven systems are now adept at sensing personality through stories, whether they be in video, embedded media or words on LinkedIn.
- The ”Gig Economy” Will Continue to Redefine the Worker / Employer Relationships – Uber and similar companies have moved some employers to reexamine the traditional employee/employer relationship. Many organizations, including some top consulting firms, now staff their organization with “gig” employees. This is different from “temp” employees hired through an agency. Like Uber, companies are reaching out to independent contractors to do work as it’s needed instead of hiring full-time, long-term employees.
- Job Seekers Will need to Understand Employer AI Platforms – Savvy job seekers will start seeing AI platforms that drive efficiency and advantage in job searches, and video interviewing. These job seekers will embrace AI platforms that use machine learning, Neuro-Linguistic Programming (NLP), bots and apps, which will enable them to optimize their candidate ranking, simplify resume scanning and access biometric / psychographic systems used by employers for candidate selection.
- Video Submissions are Becoming the 1st Candidate Filter – As companies continue to purchase and develop software to handle more technical needs, human-facing positions and skills will become more important. More companies will require a video submission with applications to quickly gauge the soft skills of a candidate and it will become one of the initial filters for hiring.
As part of the trend of increasing efficiency in all areas of hiring, we’re also starting to see closer scrutiny around whether the traditional interview process still works. Traditional interviews require a significant investment of time and energy on the company’s part. That’s time that could be spent on data analysis or other initiatives. Companies are increasingly turning to alternative interview formats to identify the best candidates for a position.
Instead of the usual “you come in and spend hours talking to a panel or a series of interviewers” format, some companies are hosting auditions or competitions that give candidates a chance to demonstrate the skills necessary for the job. From these hands-on interviews, employers can get a stronger sense of what the candidate can do, rather than rely on resumes and general questions in a traditional interview format.
When an NFL head coach goes to a talent scout to find new players, they wouldn’t ask a receiver to talk about how they would catch a football. And at NASA no one would ask a prospective astronaut what they think about flying a space shuttle. Instead these elite institutions watch the applicant. They watch them perform on-the-job tasks in crafted simulations to understand if they have what it takes to land the job of their dreams. Research has shown that interviews by themselves generally do a poor job of accurately predicting future on-the-job performance. Be ready with the tools and the skills to meet the new demands of finding a job that’s a great match in today’s world-of-work.