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Great Read & Share: 8 HR Predictions For 2020.

December 23, 2019/in First Sun Blog/by First Sun Team

Entering a new decade, in the midst of a global technology revolution, business leaders recognize that the driving force behind every innovation has been human(s): employees who believed in the organization’s vision and were empowered to do the best work of their lives.

In 2020, organizations will need to create positive employee experiences that make employees feel valued, appreciated, and energized to invest their entire selves in the workplace. When employees experience higher levels of humanity at work, they perform better, are more likely to exert extra effort at their jobs, and are less likely to quit.

These eight HR predictions – validated by some of the world’s sharpest thought leaders – offer insights to help companies position their employees and themselves for success in 2020 and beyond.

Employers will ensure workplace rights for all employees.

In the 2019 Deloitte Global Human Capital Trends report, CEOs cited “impact on society, including income equality, diversity, and the environment” as the most important measure of an organization’s success.

Additionally, 181 CEOs signed the Business Roundtable’s statement, redefining a public corporation’s primary purpose, from existing to benefit shareholders to existing to serve all their stakeholders – employees, customers, suppliers, and the community as well as shareholders. These statements represent a step in the right direction for workplace rights.

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Corporate social responsibility will be a business imperative.

Whether inspired by social pressure or self-interest, leading companies are adopting a moral case for their role in the betterment of society. They have listened to the arguments, often made by employees and customers, that their responsibilities go beyond the bottom line.

Modern employees have deep concern and passion for making the world a better place for themselves, their children, and future generations. Activism is incredibly important to them, and they care deeply about doing meaningful work for a responsible organization whose values align with theirs. Because of this, companies are shifting away from the traditional approach to people’s strategies and focusing more on employee recognition and creating a culture that helps unite their employees in working toward shared goals.

“Employee experience” will expand and elevate to “human experience.”

More than ever, the strength of a company’s financial performance will depend on its ability to win the hearts and minds of every employee.

Shawn Achor, founder and CEO, GoodThink, sees an opportunity for companies to adapt to the stress of change by deepening social bonds, practicing gratitude, and identifying meaning in the stress. “Together, we can actually create more happiness and connection even amid change. Think how strongly people bond in boot camp or in combat, or how friendships deepen when people overcome hard times together. In good times, happiness is a luxury item, but in challenging times it becomes a necessity if we want to see our full potential.”

Christine Porath, Ph.D., associate professor at Georgetown University’s McDonough School of Business, agrees. “It’s in leaders’ and organizations’ best interest to create workplaces where people can thrive. Organizations are starting to separate themselves by being known for their culture.”

Susan Cain, co-founder, and CEO of Quiet Revolution and best-selling author, says, “I predict that the movement toward a more humanistic work culture will only accelerate. Based on my conversations with various companies in different sectors during my travels, I see a near-universal acknowledgment of the importance of psychology and psychological safety.”

Nataly Kogan, founder, Happier Inc. and Happier @ Work, concurs. “More and more leaders and companies will make creating a culture of gratitude, kindness, and psychological safety a strategic priority in 2020.”

Kat Cole, COO, and president, FOCUS Brands, says, “In 2020, companies that win are the ones that connect the real-life needs of humans who are customers to the humans at work. The customer-employee connection is more important than ever. Customers care more about how employees are treated and the employee/employer brand than ever before.”

Employers and employees will share accountability for engagement and productivity.

Cy Wakeman, international keynote speaker and New York Times best-selling author, says, “Shared accountability will be the name of the game in 2020. Employers will need to work to create empowering and engaging workplaces and employees will need to bring their most evolved selves to work – willing, able, and ready to work to meet the challenges at hand full-on.”

Josh Bersin, global industry analyst and dean, says, “As companies become more service-driven and networked, organizations are going through one of the biggest changes in structure and management in decades. The biggest challenge for 2020 is going to be ‘driving productivity at work’ – not just focusing on employee engagement, growth, and culture, but helping people and leaders learn how to ‘get things done.’”

Flexibility will help retain and attract great employees.

Adam Grant, Ph.D., Wharton professor and best-selling author, also predicts more flexibility in when and how employees will be able to work. “I’m anticipating three trends that make work more human – the rise of the four-day work week and the six-hour workday, more companies offering returnships for parents transitioning back into the workforce, and the growth of job-sharing, where two people can work part time in one role.”

Ozan Varol, best-selling author, says the 9-to-5 workday and the five-day work week are both arbitrary benchmarks. “Most businesses continue to operate under this structure, not because it leads to more productive employees (it doesn’t), but because it happens to be the status quo. In 2020, I expect that more businesses will experiment with flexible schedules and shorter workdays and weeks, which boost the productivity, happiness, and well-being of employees.”

Data and analytics will become even more important strategic tools.

Gabrielle Thompson, Cisco’s SVP of Acquisitions and Total Rewards, says “the consolidation and predictive analytics using data throughout the organization, crossing functional boundaries, will drive more thought-provoking conversations about current and future talent.”

Jason Averbook , Leapgen CEO and cofounder, says, “Data will be crucial for all in HR to ensure they are delivering experiences to the workforce that matter as well as finally crossing the chasm, delivering insights that show the impact that talent tools are making on the business.”

The widespread use of misinformation in politics could spread to the workplace.

Daniel Pink, author of WHEN and DRIVE, fears that “the assault on truth we’re seeing in politics — from peddling demonstrably false conspiracy theories to labeling a free press the ‘enemy of the people’ — could begin to infiltrate the workplace. If people feel free to call anything they disagree with ‘fake news,’ what happens to the integrity of financial statements, performance reviews, resumes, and so on?”

More companies will encourage employees to invest in colleagues’ success.

Michelle Gielan, best-selling author, says, “In an era of increasing stress and hyper-competition at work, professionals focused on their own high performance and supporting colleagues will win out in 2020 and beyond. Our research shows those investing in the success of others versus merely their own are 40% more likely to receive a promotion over the next year. Additionally, strengthening relationships at work fuels engagement and well-being. Social connection is the biggest predictor of happiness in life. Understanding how to meaningfully invest in others will be an important competitive advantage during this next decade.”

Forbes.com | December 23, 2019 | Eric Mosley Contributor

Why These 3 Things Matter More Than Experience In The Job Interview Process.

December 23, 2019/in First Sun Blog/by First Sun Team

One of the biggest lies that people believe is that experience is the most important thing in the job interview process. True, experience can be vital – you wouldn’t want to hire a surgeon without the proper education and experience. But whether this interview is for your first job, or your ninth gig since 2013, there is always uncharted territory in a new opportunity. Especially if it involves changing your title or your responsibility: that’s something you haven’t done before.

By definition, that expansion goes beyond your experience. The good news is, there are stories all around us of people who have overcome their circumstances (and their experience) to create something completely new. Maybe your interview skills need to expand as well – particularly if you want to discover new results in your career.

Here are three things that matter more than experience in the job interview process – and how you can leverage these insights to create a fresh career experience for yourself.

The past reminds us. It does not define us. – Unknown

Forbes.com | December 23, 2019 | Chris Westfall Contributor

Your Career: Recent Study Shows Early Career Setbacks Are Key To Long Term Success.

December 22, 2019/in First Sun Blog/by First Sun Team

It is logical to deduct that success early on in a career is an indicator of future success, but a new study from Northwestern Kellogg School of Management found the opposite: an early career setback is a better indicator of future success than early achievement.

Scientists who nearly received a significant grant from the National Institutes of Health ultimately published more work than those who barely received the grant. Dr. Dashun Wang, an associate professor of management and organizations at the Kellogg School and a co-author of the study told the Kellogg Insight that in the long run, “the losers ended up being better.”

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Their conclusion is counter-intuitive and contradicts everything we are taught as a culture: that success breeds success. Entrepreneurs and creatives have claimed for a long time that failure is the foundation of their success. Stephen King wrote in his book On Writing, “The nail in my wall would no longer support the weight of the rejection slips impaled upon it. I replaced the nail with a spike and kept on writing.”

The spike was evidence of his effort. J.K. Rowling gave a commencement address at Harvard in 2008 titled, The Fringe Benefits Of Failure And The Importance Of The Imagination. She said, “Rock bottom became the solid foundation on which I rebuilt my life.” Amazon CEO Jeff Bezos often discusses how failure is the key to innovation, and how there is no innovation without failure. In his 2016 letter to shareholders he wrote, “Failure comes part and parcel with invention. It’s not optional. We understand that and believe in failing early and iterating until we get it right.” The difference is now this theory is backed by scientific research. If you take Cialis according to the individual dosage, this will eliminate the negative consequences. The substance will work even if you take a small amount of alcohol in parallel. It is only important to remember that alcoholic beverages can depress the sexual system, so you should not abuse them. For more information about the drug, see https://tadalafilhome.com.

The authors of the study eliminated all other variables that could have impacted this progression, like partnering with influential collaborators, changing to more prestigious institutions, changing research topics or moving into a “hot” field of research, but those variables were still not enough to account for the ultimate gap in success between the “near miss” scientists and the scientists that barely received the grant.

With no clear external variable that could have impacted the scientists’ success, the team’s analysis indicates that the failure may have motivated the “near miss” scientists to improve. Kellogg strategy professor and study co-author Benjamin F. Jones told the Kellogg Insight, “The advice to persevere is common,” he says. “But the idea that you take something valuable from the loss—and are better for it—is surprising and inspiring.”

Forbes.com | December 22, 2019 | Frances Bridges

Resume Writing: Make Your Job Application Robot-Proof. Great Tips to Get Past Robots.

December 19, 2019/in First Sun Blog/by First Sun Team

Job seekers often spend hours online researching employers and polishing their applications and résumés. Then they hit send.

And they hear nothing. Ever.

Looking for a job is hard enough without being rejected by a robot. But applicant-screening and tracking systems are increasingly powerful job-market gatekeepers. After scanning résumés, they hurl most applicants into a digital black hole.

These machine-learning systems save time and money for employers swamped by online applicants, and they could potentially reduce bias in hiring. But the tools also risk magnifying employers’ existing prejudices and rejecting worthy applicants. Most vulnerable are the most active job seekers, such as recent college grads looking for entry-level positions or older workers idled by layoffs.

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“It’s a hot-button issue with college students,” prompting eye-rolls and cynicism, says Mary O. Scott, a West Hartford, Conn., campus researcher and consultant who just completed a series of in-depth student interviews at 14 universities. One senior spoke of using her “trigger finger” to respond to hundreds of online postings, but she expects few if any replies, Ms. Scott says.

Savvy job seekers can improve their odds of getting past these gatekeepers by understanding how they work. Among valuable tactics: Spice up your résumé with specific on-the-job results, use meaningful job titles and tailor your choice of words to match companies’ requirements.

These systems scan résumés and applications for keywords showing hard skills, such as financial analysis or cybersecurity, and sometimes for softer skills, like team leadership. They may ask knockout questions for must-have attributes, such as whether you can work at a particular location. Some use text tools or chatbots to administer skills tests. Most disqualify applicants who don’t meet basic requirements, then list others in a ranked order, based on how well they fit the employer’s specs.

Tips To Get Past the Robots…

1- Network to build contacts inside the company who will put in a good word for you.

2- Use a text-based app like Word for your online application, rather than a PDF or other format.

3- Include in your résumé keywords and phrases from the employer’s job posting.

4- Quantify past results, citing dollars earned or other stats.

5- Camouflage brief gaps in work history by listing years only, rather than years and months.

6- List job titles in a way that shows increasing responsibility and status.

Some tools serve as job-market matchmakers. ZipRecruiter matches candidates and employers by scanning applicants’ qualifications and employers’ postings, tracking users’ behavior on the site and employing algorithms similar to those used by Amazon for suggesting products, CEO Ian Siegel says.

Rock Brouwer has hired many candidates ZipRecruiter has brought to his attention. “When I get one of those, it just makes my day,” says Mr. Brouwer, hiring manager for Pacific Service Center, a Portland, Ore., trucking-fleet repair company.

About 60% of employers admit such tools cause them to miss some qualified candidates, however, according to a 2016 survey of 1,200 job seekers and managers by CareerArc, a human-resources technology company, and Future Workplace, a research firm. Critics say the systems give too much weight to small differences between candidates.

They amount to a black box. “Often a job candidate doesn’t even know a system is in use,” and employers aren’t required to disclose it, says Sarah Myers West, a researcher at the AI Now Institute, a New York University research group. A new Illinois law will go into effect next month requiring employers to disclose and get consent for use of AI video-interviewing tools with job applicants.

Most vendors refuse to tell employers how their algorithms work. And most employers lack deep, accurate performance data.

The systems risk magnifying managers’ prejudices if those biases are reflected in the makeup of the employer’s current workforce, according to a 2018 study by Upturn, a Washington, D.C., nonprofit promoting fairness in the use of digital technology.

High performers may share traits that have nothing to do with job performance, skewing outcomes, says Mark Girouard, a Minneapolis attorney who advises employers on pre-employment screening. One vendor built a résumé-screening tool that tagged being named Jared and playing high school lacrosse as factors predicting success. “The system didn’t have a very deep set of learning data,” he says. The employer didn’t put it to use.

Even if employers and vendors aren’t trying to reject female or minority applicants, they still risk doing so if they train algorithms on data gleaned from a current workforce that lacks diversity. An employer with mostly male employees, for example, might inadvertently train a screening tool to downgrade applicants who participated in sports played mostly by women, such as field hockey.

One employer intent on reducing employee turnover found that people who lived closer to its offices tended to stay with the company longer. But screening applicants based on distance from the worksite turned out to be a proxy for race, resulting in a lack of diversity.

The systems can easily stack the deck against older workers, says William A. Rivera, senior vice president of litigation for the AARP Foundation. An employer who wants to hire applicants with three to five years’ experience can award candidates three points for three to five years’ experience, two points for five to seven years and one point for more than seven years, Mr. Rivera says. The result: The most experienced workers, who are also typically older than others, would likely receive a lower score and a lower ranking on a candidate list.

It’s sometimes possible to tell whether an employer is using an AI-driven tool by looking for a vendor’s logo on the employer’s career site. In other cases, hovering your cursor over the “submit” button will reveal the URL where your application is being sent.

Otherwise it’s best to assume a robot will be your first-round judge. To pass the test, use clear, functional job titles that reflect progress in your career, and prove your value by quantifying results in dollars earned or number of customers gained, says Robert Meier, chief executive of Restore Hope Resources, a Tampa, Fla., job-coaching firm.

Some applicants try to game the systems by choosing answers to knockout questions that are obviously desirable rather than accurate, says Jim D’Amico, president of the Association of Talent Acquisition Professionals. Others fudge their ZIP Code to make it look as though they live in the employer’s target area.

These ploys risk annoying hiring managers, Mr. D’Amico says. Candidates weigh the risks against potential rewards. “Some candidates think, ‘To know me is to love me. If I can just get in front of you, you’re going to love me,’ ” he says. “And sometimes that’s true.”

Author: Sue Shellenbarger at sue.shellenbarger@wsj.com

WSJ.com | December 16, 2019

Must Read & Share: Give Yourself The Gift Of The Greatest, Most Successful Decade Of Your Life.

December 17, 2019/in First Sun Blog/by First Sun Team

This is the season of giving. You spent the last couple of months meticulously searching for the perfect gifts for your family, friends and co-workers. Now, it’s time for you to take care of yourself. Use this holiday season to give yourself a special gift—the permission to change your work-life for the better. This is the time to give yourself the gift of the greatest, most successful decade of your life.

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The Team here at FSC LinkedIn Network would like to wish you/yours a Wonderful Christmas & a Happy, Healthy, & Prosperous 2020!

We are our own worst enemies. We hold ourselves back by being too self-critical and deathly afraid of taking on new risks and challenges. It will soon be a new year and new decade. It’s time for a radical change. Make this your decade to succeed.

You always have some reason to put off going after a new job or pushing for a promotion. When you ruminate over the excuses, they seem rational, but deep down inside you know that it’s inertia. It’s easier and less stressful to stay where you are.

You think that the devil you know is better than the devil you don’t know. It’s the path of least resistance to just stay put and promise yourself that one day you will summon up the courage to take action. This new and upcoming decade is the perfect time to pursue a change. Stop telling yourself why you shouldn’t do something and start demanding yourself to go after what you deserve.

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Give yourself the gift of courage. No one else is going to do it for you. You must be the hero of your own story. There won’t be anyone coming to knock on your door with offers of a great new job. It’s solely up to you to make something happen. Instead of procrastinating, start right now! Fight back against the negative and fearful thoughts running through your mind and forge ahead. Be brave and bold. If you don’t get that job, try for another one. Keep moving forward with determination and optimism. The laws of science say that an object in motion stays in motion. It’s similar in life as your energy propels you forward and attracts people and opportunities to you. Conversely, if you stay still, nothing will ever change and you’ll always have regrets.

We hold ourselves prisoners to our past. Mistakes, poor decisions and bad luck make you doubt yourself and your abilities. You’re afraid to shoot for something new, as you feel you’ll just fail once again. It’s a downward-spiral way of thinking. Keep in mind, this is the season for forgiveness and love.

Forgive and forget all of your former bad decisions, choices and indiscretions. Give yourself the gift of leaving the past in the past. Don’t let the choices you’ve made over 10 years ago define who you are today. Start the new decade with a clean, fresh slate. Let go of past grudges and grievances. Make your inner peace with everyone around you. Carrying the heavy weight of hate, jealousy and anger wears you down. Shed this weight and start living the life you truly want and desire.

Forbes.com | December 17, 2019 | Jack Kelly

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15 Smart Negotiating Techniques For Business Professionals.

December 16, 2019/in First Sun Blog/by First Sun Team

Coming to a consensus and closing a deal both rely heavily on the ability to negotiate. Business professionals utilize negotiation both with employees and investors, whether it’s in negotiating their salary or discussing future investments.

Negotiation isn’t a skill that arises from nothing, however. It requires a technique to properly execute and usually demands understanding of the other person to some extent.

The genuinely great negotiators always get what they want, while offering the other side enough to compromise on without losing faith in the deal. To aid professionals that have to navigate the treacherous routes of business agreements, 15 contributors to Forbes Coaches Council examine their best negotiation techniques.

1. Build Rapport First

In addition to being a business owner or professional, you are a human being. Human beings like to work with people they know, like and trust. Rapport is critical in the negotiation process because, when done correctly, it fosters trust, understanding and communication. The best negotiators know that building rapport first helps ensure they get what they want and that without it, they may not. – Lori A. Manns, Quality Media Consultant Group LLC

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2. Offer Something Of Value

Successful negotiation is about getting everyone to feel like they’ve won. If, for example, you’ve been offered a desirable job but wish to negotiate salary, make it worth an employer’s effort by offering something of value. Couching a reasonable request for a higher salary with, “If you can meet me on this, I’ll sign the offer today,” can give an employer a compelling reason to go to bat for you. – Scott Singer, Insider Career Strategies

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3. Focus On Obtaining A Win-Win

Negotiation outcomes are win-win, win-lose and lose-lose. Should you want a win-win outcome, first decide on the wins that would work for you. Second, brainstorm potential wins that would appeal to the other side. Third, plan how these “opposing” positions could foster your win. At the negotiation, rearrange your steps. Learn the other’s desired win, roll out your plan, work through to win-win. – Rita Coco, Rita Coco Consulting

4. Make The Negotiation About Them

If you want something, you need to determine how what you want is good for the person that you want it from. If you can figure out how they will benefit from giving you what you want, then you have learned the most important tip in negotiation—you’re no longer negotiating. Now you have become good at presenting the value proposition of what you’re selling. – John Knotts, Crosscutter Enterprises

5. Don’t Take It Personally

As a salary negotiation coach, my biggest advice for clients is to not take things personally. While a salary offer affects you personally (a lot!), the offer itself is not personal. What a company is willing to pay says far more about how they value the job than how they value you as a person. The more objectively you can look at the offer, the more effective you’ll be in negotiating your pay! – Kate Dixon, Dixon Consulting

6. Determine What You’re Worth

I recently helped a client who didn’t think she would get a salary increase because she was younger than most of her peers. I advised her to truly think about the value she brings to the firm, come up with what she believes that is worth and confidently point out to her boss that this is what she deserves. She got the entire amount, which was well over $50,000. – Eric Beaudan, Odgers Berndtson

7. Always Be Honest

Most negotiations focus on strategy and some degree of calculated manipulation. I believe in doing the opposite. Instead, I prepare for discussing the underlying elements of what I want, why I want it and why and how the other side would benefit from (letting me have) it, as well. By being honest, you are not merely being vulnerable, you are creating a climate of value and equitable exchange. – Candice Gottlieb-Clark, Dynamic Team Solutions

8. Never Take The First Offer

Especially on job offers, never settle for the first offer. There are a hundred different things you might want in your new job, and if you’ve accepted the original offer, you’re doing yourself and the company a huge disservice by starting the relationship without what you both want. – Brian M Harman, Business Management Hallmark

9. Embrace The ‘Pregnant Pause’

During negotiations, both parties outline their top priorities. Usually, more intense conversations follow, including discussions about deal-breaking terms. A great tip is to embrace the “pregnant pause” during negotiations, which is when both parties stop talking to reflect or plan their next step. Don’t talk first. See if the other party comes back with a better offer or option. – Karan Rhodes, Shockingly Different Leadership

10. Define Your Nonnegotiables

Negotiations can get very emotional, so remind yourself that you can always take a breath and take some time to consider your options. Of equal importance is your understanding of your nonnegotiables before you get into the negotiation, so you know what you need to protect. – Brad Elson, Palmer OSG

11. Get Comfortable Saying ‘No’

Being able to assertively say “no” to a request is an important skill for a leader to master. “No” holds power. “No” saves time and money. “No” is a verbal brick wall that stops the forward movement of a request or inquiry in its tracks. It has the power to end a negotiation or conversation in a split second. “No” can be used for convenience, while other times it can be used out of necessity. – G. Riley Mills, Pinnacle Performance Company

12. Let Go Of The Outcome

It sounds counterintuitive; however, it’s easy to walk into a negotiation with a firm or fixed idea of what “must happen.” Letting go of desired outcomes leaves you free to listen to the other party and explore possibilities. Know your boundaries, what you can and cannot do, but don’t be so fixed on what you want that you can’t hear or think of alternative options. – Alex Rufatto Perry, Practically Speaking, LLC

13. Understand The Big Picture

During negotiations, it is important to understand the big picture. Be curious and gain an understanding of the other person’s perspective and what they are trying to achieve. The information gained can be used to have meaningful communication among the involved parties and shape the negotiation process to your advantage by generating creative solutions that meet the interests of all parties involved. – Jonathan Silk, Bridge 3 LLC

14. Focus On Your Counterpart’s Emotions

You need to accept the fact that emotions are involved in negotiations and you will be more successful when you start focusing on your counterpart’s emotions. Try to understand their motivations, expectations and fears. Acknowledge their feelings through positive body language, active listening and summarizing what they say. This attention to emotions lays the groundwork for joint success. – Antonia Bowring, ABstrategies LLC

15. Ask Questions And Listen

Knowing what drives the other person always stacks the odds in your favor. Ask good questions and really listen so you know exactly what they value most. When you know what excites them, you can tailor the conversation in a way that resonates most effectively and better anticipates their needs and potential objections. Once you’re on the same page, dazzle them with how you’ll deliver. – Erin Miller, Erin Miller INC

Forbes.com | December 16, 2019 | Forbes Coaches Council

A Must REad :Dire Predictions For The Job Market In 2020. Artificial Intelligence, Robotics and Technology will Slowly and Steadily Displace Millions of Workers.

December 16, 2019/in First Sun Blog/by First Sun Team

Just because you turn the page on the calendar, it doesn’t mean that things will be radically different. History shows that most major events unfold slowly and then happen all of a sudden.

Avoid jobs that could easily be taught to someone else who the company could pay a lower salary to or easily relocated to another country.

The start of 2020 will continue the current trends that we are witnessing right now. This includes the slow and steady ascension of sophisticated technology, global connectivity, an aging population in the workforce and a confluence of other factors that will enhance existing trends and bring about big, new changes.

Artificial intelligence, robotics and technology will slowly and steadily displace millions of workers. It will happen industry by industry and you won’t even know what’s happening until it comes for your job. The so-called professionals promise that AI and related technology would only replace repetitive tasks for workers on the lower end of the job market and free people up for more meaningful work.

To remain relevant and employed, you need specialized skills that are not easy to learn or replicate.

What we are actually seeing is that AI is being aggressively deployed by investment banks, law and accounting firms, hospitals and major corporations to displace white-collar professionals. This is just the beginning stages of this dire trend. If your job can be replaced by AI, it will. You will then be forced into scrambling for a new career.

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Today In: Leadership

People at all ends of the social and economic spectrum will be impacted. Doctors won’t be spared, as cutting-edge robotics will do some jobs more precise than they can. An older doctor with shaky hands and less-than-perfect eyesight will easily be replaced by a robot who doesn’t take off Wednesday to golf. Robots using AI can scan x-rays better than the naked human eye to detect issues, such as hard-to-find cancer cells.

Blue-collar factory workers, truck and cab drivers, fast-food cashiers and retail sales associates will be replaced by robotics and technology. Autonomous vehicles, kiosks in fast-food restaurants and self-help scans at stores will decimate minimum-wage and low-skilled jobs.

To succeed in the near future, it would be helpful to have a background in science, technology, engineering, mathematics and coding.

People live much longer than they used to, due to advancements in medicine and an increased focus on nutrition, exercise and diets. This trend will benefit those who tend to senior citizens and the elderly in a variety of capacities. Financial advisors, hospice workers, assisted living home personnel, physical therapists and people who are involved with surgical enhancements will thrive.

As people live well into their 90s and longer, they will delay retirement and work into their late 70s to ensure that they have sufficient funds to support themselves. Many older people will work just to have healthcare benefits. When Social Security was first enacted, the average lifespan in the U.S. was roughly in the mid 60s. A person would retire, collect a small pension and supplement it with Social Security. Today, very few—if any—corporations offer pension plans. It will be a burden on the younger generation to support the Social Security and healthcare benefits for the aging population.

The challenge in 2020 is that after 10 years of uninterrupted growth, history dictates that there is always a regression to the mean.

This will put stress on younger people to pay for the older population through higher taxes. They’ll also have to foot the bill for the Baby Boomers and older generations, as it relates to higher insurance costs. Since the older generation won’t leave the workforce voluntarily (especially since they need the benefits), there will be less chances for the younger employees to advance up the corporate ladder, as all of the good seats will already be taken. Also, there is a growing movement to discriminate against workers 40 years and older, who are earning a decent salary. They are—and will continue to be—replaced by younger, less-expensive people in the U.S. and other countries.

The trend has been for companies to relocate jobs to the cheapest locations. It starts with moving from a costly city, like New York, to a lower-cost state. Then, the jobs go to other countries, such as India, and will be ultimately moved around to where the corporations could find the cheapest labor that can’t yet be done by computers. The migration will keep shuffling people to the lowest-cost places around the world.

As the gig economy becomes mainstream, corporations will realize that there is little need to maintain expensive corporate offices, pay benefits and bear the burden of full-time permanent employees. Instead, companies can offer project work for people when they are needed. These contractors can work from home, won’t receive benefits and will save money for the corporations.

It will become tougher to get raises and promotions if you hold a job that is easily replaceable. When a job can be moved from New York City to lower-cost cities in the U.S. and other countries, there is little incentive for companies to pay you a higher salary. It’s more cost-effective for them to relocate your job and show you the door. Due to globalization, jobs will be moved around the world like chess pieces. If you are a pawn in this game, you’re in trouble.

To remain relevant and employed, you need specialized skills that are not easy to learn or replicate.

As we pollute the earth, there will be a great need for people with the skills to clean up the environment. There will be a growing need for skilled scientists and engineers to design ways to colonize other planets and build the means to get there and construct a habitable community.

We’re experiencing an unprecedented 10-year run where the job market has kept getting stronger. We are currently at full employment. This is an economic term where 5% unemployment is considered full employment, as statistically there will always be a certain amount of people in between jobs. This is not due to a systemic problem, but rather based on individual circumstances. Since the unemployment rate is only at about 3.6%, it’s an historically great time for job seekers.

The challenge in 2020 is that after 10 years of uninterrupted growth, history dictates that there is always a regression to the mean. Growth doesn’t—and can’t always—go up forever without corrections (when the stock market drops 5% to 10%) along the way. There are usually corrections that bring back the economy and job market to lower levels. Usually the causes are not known at the time and come from left field. It seems reasonable that we are long overdue for one. When this happens, companies will layoff thousands of workers to cut costs and stay competitive. Many companies will try to get ahead of the curve and preemptively downsize workers. James Gorman, the CEO of top-tier investment bank Morgan Stanley, announced that he was letting go of about 1,500 employees due to concerns about the future of the economy.

If a Democrat, such as Elizabeth Warren or Bernie Sanders, wins the presidential election in 2020, the country will tilt toward socialism. Taxes will significantly increase to pay for the newly enacted entitlement programs, such as free healthcare, wiping out student debt (which is primarily backed by the U.S.), universal basic income (which offers people thousands of dollars of month without having to work) and numerous other benefits offered.

Companies will need to cut costs to pay the extra taxes and layoff people since they will not be as profitable. The government will become an even larger employer, as it will need millions of people to work in these new bureaucratic agencies to administer the new initiatives.

If Donald Trump wins, it will be hard for him to keep up the economic and job growth. There will be a reversion to the mean, as corrections are inevitable.

To succeed in the near future, it would be helpful to have a background in science, technology, engineering, mathematics and coding. If you don’t have these skills, try to find a job or profession that is hard to be replaced by technology. Avoid jobs that could easily be taught to someone else who the company could pay a lower salary to or easily relocated to another country.

Forbes.com | December 16, 2019 | Jack Kelly

Job Search -What You Must Do Before You Leave For Another Job. Great REad!

December 14, 2019/in First Sun Blog/by First Sun Team

At this time of year, some people will receive a job offer, which will make a very nice holiday present. They’ll start their new role after the holidays are over or at the beginning of the New Year.

Many people commence their job search in early January as part of their New Year’s resolution. There are a number of candidates that have progressed far along in their search, but due to the choppiness of the holiday season, the search has been placed on hold. Once the new year kicks into gear, they’re confident that after another round or two of interviews, they’ll likely receive a job offer.

Once you’ve received and accepted an offer, negotiated your compensation and benefits package, tendered your resignation and declined the counteroffer, your job search process is almost over. Here are some simple, helpful housekeeping tasks that you need to complete before you finally leave your job.

Here is your checklist to complete before you head out onto your next great adventure.

Inquire if your company has a “garden leave” policy, which requires you to stay with the company for a certain defined length of time. The garden leave policy at some companies can prohibit you from starting work at your new firm for up to three months.

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This was primarily intended for senior-level executives, business-generating and sales types of employees. Making a person remain at the organization or forced to sit on the sidelines is advantageous to the company. If you are in sales, your company can try to stem clients from leaving with you. They can also have you on call if any problems arise during the transition phase. It puts the brakes on any possible funny business a departing employee will do with internal proprietary information.

If this is the case, you must immediately advise your new employer as they were probably counting on the traditional two-weeks’-notice period. If you inform the new company that you are unable to start within a reasonable time frame, they may renege on the offer, which will put you in a bad spot. You should always check any restrictive agreements that you may have signed before you embark upon your job search.

Find out if your current firm will “claw back” money from you. If an employer offered tuition reimbursement, a sign-on bonus or other incentives, they may demand repayment once you leave them. This could turn into a deal killer. If the amount of money you’re walking away from is too high, it will make the job switch seem not as financially lucrative as it was before. It may push you into remaining or desperately entering into last-minute negotiations with the new company to see if they can do something to ameliorate the difference.

Do you hold any stock, options or restricted shares? If your company granted you stock or options, there are usually restrictions and lock-up periods associated with these grants. Don’t assume that you will be able to realize the full value of these securities upon your departure. Oftentimes, restricted stock have a three-year or longer vesting periods. Once again, please check for this at the beginning of the search, so as not to run into any problems at the five-yard line.

Similarly, inquire about the portability of your 401(k) account or any other retirement vehicles offered by your current company. Also, check for any potential gaps in insurance coverage.

Remember not to say anything negative in the exit interview. Let them know that everything was fantastic and you had a great learning experience that you’re eternally grateful for. Prepare in advance what you will report to HR, so that you don’t end up saying something foolish or incendiary that you will later regret. Leave on good terms and personally thank the people that deserve it to ensure that you’ll receive glowing recommendations in the future.

It’s always nice to leave as a class act. Offer to help your boss find and train a replacement. Let her know that you’ll be available if they have any questions or need some assistance. Recommend someone who may be a right fit for replacing you. Ask for contact numbers and email addresses from colleagues, so that you can stay in touch with everyone.

Be prepared for some discomfort and awkwardness during your last two weeks. You won’t be sure what to do. Your boss isn’t giving you assignments, as she doesn’t want you to start on things that you can’t finish in the time left. Some employees may see you as a traitor for leaving. Others may feel jealous that you received a better offer with more money and opportunities for advancement. Just play the game. Complete whatever work you have left, ignore the haters, hangout with the people you care about and start planning for your next job.

Forbes.com | December 14, 2019 | Jack Kelly

Job Search -Where The Jobs Will Be In 2020. A Must Read!

December 13, 2019/in First Sun Blog/by First Sun Team

Resolved to land a new job in the new year? Although the U.S. economy is 110 consecutive months into its record-breaking stretch of job gains and the unemployment rate is at a 50-year low, hiring among employers in some areas is projected to soften. But that’s no reason to become one of the 80% of Americans who let their New Year’s resolutions fall by the wayside. You just have to be savvy about where to look.

“The thing that’s interesting is we’re not seeing the largest economies—the New Yorks and the Los Angeles’s—at the top,” says Michael Stull, senior vice president of ManpowerGroup North America, a Milwaukee-based global staffing firm. Each quarter, ManpowerGroup conducts an Employment Outlook Survey to get a sense of the hiring plans of employers in America’s 100 most populated metropolitan areas.

When seasonally adjusted to remove the influences of recurring events such as holidays and school schedules, the report reveals a net employment outlook of 19% for the first quarter of 2020, a 1% decrease from both the first and final quarters of 2019.

“Some of the uncertainty in manufacturing has pulled it down a bit, but when you look at the economy, we have more open jobs than people looking for jobs, and the quits rate is the highest it’s ever been,” Stull says. “I don’t think there’s cause for concern.”

Workers would do well to set their sights on the South, where a seasonally adjusted net employment outlook of 22%, up from 21% last year and at its highest level since 2006, makes the region the nation’s most promising job market. Of the many Southern cities posting net employment outlooks well above the national average—among them Charleston, South Carolina, and Little Rock, Arkansas, both of which boast outlooks of 28%—none is set to offer more opportunity than Chattanooga, Tennessee.

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Claiming the No. 1 spot on this list with an employment outlook of 34%, much of the city’s strong hiring outlook can be attributed to its booming leisure and hospitality sector. Dubbed one of the best places to visit by the New York Times in 2018, Chattanooga is home to dozens of attractions, among them one of the world’s largest freshwater aquariums, a thriving music scene, miles of hiking trails along the Tennessee River and the Chattanooga Choo Choo, a train station-turned-historic-hotel and one of the city’s most popular destinations.

The businesses that make up Chattanooga’s leisure and hospitality industry contribute $1 billion to the local economy annually, and the eight new hotels set to open their doors in 2020, will be looking to hire. “Cities like Chattanooga are seeing the impact of consumer confidence,” Stull says. “When consumers are confident, they go out to dinner, they go on vacation. When they believe they have a bright future, they spend money.”

Some 600 miles away in Florida, Cape Coral and Deltona are also reaping the benefits of strong consumer confidence, tying for No. 3 with net employment outlooks of 31%. The leisure and hospitality industry is, unsurprisingly, expected to drive much of the hiring in the Sunshine State, as well as the South as a whole, where the sector’s outlook is 34%, when seasonally adjusted. But second to leisure and hospitality is wholesale and retail trade, posting a seasonally adjusted outlook of 25%.

Retail trade is the most common industry employer in Cape Coral and Deltona, employing 15.4% and 15.5%, respectively, of the two cities’ populations. Wholesale trade is measured separately and employs 2.07% of the population in Cape Coral and 3.34% of that in Deltona. “We are seeing the impact of consumer confidence and the retail-driven economy, not just in stores, but through all of the distribution,” Stull says. “Towns are benefiting because they can be hubs for distribution and play a role in ecommerce.”

Of the four regions measured by ManpowerGroup—Midwest, Northeast, South and West—the South is projecting the greatest hiring prospects in the new year. But the Midwest isn’t far behind: Employers in this region are anticipating a seasonally adjusted net employment outlook of 21%, one percentage point higher year-over-year and the highest since 2001. As was the case in the South, the leisure and hospitality industry is propelling most of the hiring, its outlook at 32%, when seasonally adjusted. Unique to the Midwest, though, is a growing professional and business services sector, one with a seasonally adjusted net employment outlook of 30% that is best illustrated in Columbus, Ohio.

Reporting an outlook of 33%, Columbus has earned the distinction of being the No. 1 metro area for hiring in the Midwest and No. 2 in the nation. Some 18% of the population works in professional and business services, making that the most popular sector for employment in the city. A hub for small and big businesses alike, the Accelerate Columbus and Goldman Sachs 10,000 Small Business Initiative programs have cultivated an entrepreneurial environment, one that has landed Columbus among the Kauffman Foundation’s top metro areas for startups three years in a row.

In addition, jobs growth and downtown office incentives have attracted some of the area’s largest employers, among them JPMorgan Chase and Nationwide. The fastest-growing city in the Midwest, Columbus is a microcosm of a larger employment trend that Stull has observed lately. “Companies are moving to where people are, as opposed to people moving to where companies are,” he says. “The Columbuses, the Pittsburghs, the Baltimores are being able to compete with jobs.”

While the seasonally adjusted net employment outlooks in both the Northeast and West have slumped since the first quarter of 2019 (the former down two percentage points to 18%, the latter down one percentage point to 19%), this fact may not have as much to do with any looming economic slowdown as with workforce mobility. “We’re seeing this surge from the West and East coasts into other areas because that’s where there’s less competition for talent,” Stull says. “We continue to be in a talent-tight economy, and that’s not going away.”

Author: Vicky Valet Follow me on Twitter. Send me a secure tip.

I am an associate editor covering careers, jobs and the ever-changing workforce. In a previous Forbes life, I worked as an editor on the mobile team, telling stories on

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Forbes.com | December 10, 2019

Happened to You? -When Your Coworker Gets Promoted, While You Do The Extra Work.

December 13, 2019/in First Sun Blog/by First Sun Team

A professional colleague came to me with a sticky office situation I have unfortunately seen before: what do you do when you are assigned extra work but someone else gets the promotion?

Here’s how it played out most recently:

A key team member leaves, but instead of rehiring for the role, the responsibilities are distributed to the rest of the team.
The colleague in question, let’s call her Jane, is asked to take on all the departed member’s responsibilities, in addition to her initial role.
Jane asks for a promotion to account for the added work, but is told that the team doesn’t have approval for any promotions.
Shortly thereafter, another colleague, let’s call him John, gets the promotion Jane asked for.
John and Jane used to be peers, and John hadn’t taken on any of the additional work that fell to Jane.

What should Jane do?

1 – Gather the facts

The above bullets are Jane’s retelling of what happened, and she paints an unfair picture. However, as a first step, Jane should dig deeper to see if her career has stalled, or if there is more to the story than she realizes.

While it’s true that John didn’t take on the responsibilities that Jane accepted, maybe he took on other responsibilities or did something else differently since his promotion. Maybe the initiatives he’s responsible for are higher priorities for the company. Maybe Jane thinks she’s doing all this work, but the company is not satisfied with her performance.

If you have been passed over for a promotion, make sure you’re worthy of a promotion—schedule a performance review if it’s been a while since your last one and you’re not sure how you’re perceived.

Make sure your employer knows all that you do—sometimes restructuring happens, and higher-ups don’t realize everything that fell on your plate. Make sure you’re working on things that matter—while John and Jane are peers, they serve a different client base, so there might be a difference in the significance of their work.

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2 – Bolster your own case for a promotion

Let’s say that Jane schedules that performance review, and her boss is happy with her work, aware of all that she does and confirms that her scope of responsibility is a priority and on par with John. If that’s the case, then Jane needs to renegotiate her promotion. Just because her boss said no before does not mean she needs to wait a full year or promotion cycle to ask again.

If you asked for a promotion and were declined, prepare to renegotiate and ask again. The no you heard before was either about: what you asked for; how you asked for it; when you asked for it; or who you asked. You need to change one or more of those factors to get a different result, so prepare to ask differently this time.

3 – Enlist outside support

Your boss is the logical person to ask for a promotion, but what if they are not a supporter? In Jane’s case, what if her boss favors John for illogical reasons and will never make things right? Jane needs to cultivate allies outside of her boss who are peers or even senior to her boss, so that she has influential and powerful advocates in her corner. Jane’s boss may change direction after prodding from their boss. Another source of support could be an employee resource group, such as one focused on women, emerging leaders, military veterans, etc. If other people in the company can’t or won’t help, Jane could still raise her profile in her own industry through publicity, public speaking or writing for trade journals in her area.

To make an end-run around an unsupportive boss, you need outside support, which includes support outside your current employer. Establishing yourself as a thought leader within your functional area or industry is a way to develop support in your field. Cultivating relationships outside your immediate department ensures that you are not solely reliant on your boss or immediate coworkers.

4 – Get creative about what you ask for

Just like you want to expand who can help you, you also may need to expand what you ask for. Some companies have a set number of promotions they approve at any one time or for any one department. You still want to be rewarded for your extra work, so how else can your employer compensate you? I once blogged about 100 items you can negotiate for, so a title change isn’t the only thing you can ask for. Getting creative about how your employer can make you whole is one way you can still get something of value for your work.

An important caveat, of course, is that you only negotiate and accept things you actually value. If your employer offers you a raise but no title bump, and you really want that change of title for future career prospects, then push for the promotion (you can accept the raise too in the meantime!). If your employer offers you more vacation but you normally don’t take all of your vacation anyway, that’s a worthless trade. Before you go into a renegotiation, brainstorm alternatives, and get clear about what you will and won’t accept.

5 – Launch a job search

Jane might do everything I recommend and still not get what she wants. Therefore, even while she’s taking all the steps to renegotiate a promotion, she should still launch a job search. If she gets another offer elsewhere, she can still decide to stay put, but it gives her leverage when she negotiates. Even the effort of researching companies and roles might give Jane clarification on what she wants from her current job (she might find that her employer is better than she thought and feel better about staying).

You want to have options. You want to know your market. You want to be ready because career management is all about people (people hiring people, people promoting people), and this makes career outcomes unpredictable. Don’t lock yourself into a bad situation by not putting yourself out there.

When you get passed over for a promotion, your employer has made its move. The next move is yours.

I don’t advocate quitting out of hurt or protest or principle. Take your time to conduct your due diligence on what happened. Try to make it work where you are – renegotiate, or stay put without the promotion (there are other ways to grow your career). However, if you really want that promotion and your employer won’t give it to you, your ultimate leverage is to leave. You have multiple moves available as your next step. What will you do?

Forbes.com | December 13, 2019 | Caroline Ceniza-Levine Contributor