The World Economic Forum’s Future of Jobs Report 2023 highlighted a shocking trend: nearly a quarter of jobs (23%) are expected to change within the next five years, with 69 million new roles emerging and 83 million becoming obsolete. With such staggering figures, companies have no choice but to start identifying and developing the skills and competencies that will be key in the future. In this blog, we will explore what these skills are, how to identify them during recruitment, and examples of companies investing in developing future competencies.
Future Skills
Digital Literacy & Technological Proficiency:
Automation, AI and digital platforms are the future. So, the ability to navigate and use this technology effectively is a non-negotiable. This also goes beyond basic computer skills and should include data analysis, cybersecurity awareness and the ability to work alongside AI systems. CEO of Adecco, Denis Machuel, is advocating for equal investment in technology and people to prepare its workforce for the GenAI revolution.
An Interest in Sustainability:
Skills related to renewable energy, environmental management, and sustainable practices are in high demand. With us moving towards a green economy, companies will increasingly require workers who are skilled in new energy technologies, circular economy practices and environmental compliance.
Emotional Intelligence & Adaptability:
The world is changing faster and more often than it ever has. Therefore, being technically skilled is not enough. Workers must also be emotionally intelligent and adaptable. This includes having the ability to manage stress, work in diverse teams and adapt to new roles or environments as they emerge.
Critical Thinking & Problem-Solving:
From climate change to digital transformation, workers need to be able to think critically, analyse complex information and devise innovative solutions.
Leadership & Collaboration:
Many organisational structures are becoming more team-focused, so leadership and collaboration skills are becoming more important. Employees should be able to lead diverse teams, collaborate across departments, and drive projects forward under pressure.
Identifying These Future Skills During Recruitment
Recruiting for these future-focused skills requires parking traditional hiring practices and looking towards more modern strategies. Here are some strategies to identify these competencies during the recruitment process:
Competency-Based Interviews:
Traditional interviews have previously focused on experience rather than future potential. Competency-based interviews, which ask candidates to demonstrate how they have used specific skills in real-life scenarios, can help identify critical thinking, problem-solving, and adaptability.
Skills Assessments:
Practical assessments, such as coding challenges for technical roles or scenario-based assessments for problem-solving, can provide direct insight into a candidate’s abilities.
Soft Skills Evaluation:
Emotional intelligence, adaptability and collaboration skills can be assessed through behavioural interview questions, group exercises or even psychometric testing.
Focus on Learning Agility:
With things constantly up in the air and changing around, a candidate’s ability to learn and adapt may be more important than their current skill set. Asking questions about how candidates have learned new skills or adapted to change in the past can be telling.
Incorporating AI & Data Analytics:
Some companies are now using AI to analyse candidate responses and assess their potential fit based on these future competencies. Data analytics can also help identify patterns that correlate with successful hires in the past.
Another example of the use of AI can be found by Coursera. They are leveraging generative AI to close performance and experience gaps among workers. By providing access to AI-driven learning tools, Coursera helps less experienced workers enhance their capabilities, thereby narrowing the gap between different experience levels within organisations.
The Importance of Education
Multiple companies have also emphasised the importance of educating the current and future workforce instead of relying on their existing knowledge to live up to the requirements. Here’s what they’re doing:
BetterUp Inc.: CEO Alexi Robichaux believes in equipping frontline managers to support employees in their development of new skills. By focusing on the emotional and cognitive support necessary for skill acquisition, BetterUp ensures that employees are not just trained but also mentored and supported throughout their learning journeys.
JA Worldwide: Through partnerships with governments and businesses, JA Worldwide is facilitating the Reskilling Revolution. Their approach involves bringing real-world role models into educational settings to inspire and guide young people toward emerging career paths, thereby aligning education with the demands of the future job market.
Nigerian Investment Promotion Commission: In Nigeria, collaboration between the public and private sectors is key to addressing the skills gap. By revamping the vocational training curriculum and working with investors, the Commission is ensuring that the country’s young workforce is equipped with the skills needed for the future.
Conclusion
The ability to identify and develop these future skills and competencies is paramount for both individuals and organisations. A skills-first approach, combined with updated recruitment strategies and strategic investments in employee development, will not only prepare the workforce for future challenges but also create a more resilient and adaptable labour market.
Author: Mark Ollerton
