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#YourCareer : Which Jobs Will AI Replace? These 4 Industries Will Be Heavily Impacted. Traditionally White-Collar Work—May be Heavily Impacted. Thoughts?

Since the release of powerful AI tools ChatGPT and Google’s Bard, discussions about whether “robots” will replace humans have grown, and studies show some jobs—surprisingly, some traditionally white-collar work—may be heavily impacted.

KEY FACTS

  • Generative AI, a form of artificial intelligence capable of creating text or other content in response to user prompts, has quickly gained popularity following the public launch of OpenAI’s ChatGPT.
  • Since its November 2022 release, people have used AI chatbot ChatGPT for an array of this, including writing college-level essays and generating code.​​
  • The AI race heated up after Google released Bard on March 21, a ChatGPT competitor and a separate entity from the company’s Google search engine.
  • A recent report from Goldman Sachs estimates around 300 million jobs could be affected by generative AI, meaning 18% of work globally could be automated—with more advanced economies heavily impacted than emerging markets.
  • The report also predicts two-thirds of jobs in the U.S. and Europe “are exposed to some degree of AI automation,” and around a quarter of all jobs could be performed by AI entirely.
  • Researchers from the University of Pennsylvania and OpenAI found some educated white-collar workers earning up to $80,000 a year are the most likely to be affected by workforce automation.
  • According to the report, jobs in agriculture, mining and manufacturing are the least exposed to generative AI, while jobs in the information processing industries, like IT, are the most exposed because jobs that use “programming and writing skills” are more closely related to GPT’s capabilities.
  • Generative AI isn’t perfect, both OpenAI and Google admit their program sometimes gives incorrect responses and has other flaws, like ChatGPT’s knowledge base that ends in 2021, and Bard’s limited conversation retention.

 

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What Skill Sets Do You have to be ‘Sharpened‘?

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit & contact us @ www.firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

JOBS MOST IMPACTED

  • Finance and banking: Banks have already begun incorporating AI into their business models. 56% of banks claim they’ve implemented the technology into their business domains like management, and 52% claim they’ve used it for revenue generation, according to Cambridge Centre for Alternative Finance and the World Economic Forum. Abhijit Bose, a Capital One senior vice president, told the Washington Post AI will potentially “monitor transactions” to give detailed financial advice on saving and spending. Morgan Stanley has begun using OpenAI-powered chatbots to organize its wealth management database, helping advisers pull up data and research more efficiently. The World Economic Forum also predicts AI will bring three changes to the finance division: job cuts, job creation and increased efficiency.​​ In addition, they estimate by 2027, 23% of jobs in China’s financial sector will be replaced by AI.

 

  • Media and marketing: Kristian Hammond, chief scientist of Natural Sciences told the BBC in 15 years, “90% of news will be written by machines.” Natural Sciences has a software called Quill, an AI paraphrasing tool that writes company reports ahead of earning announcements. German publisher Axel Springer announced in February plans to transition into “digital only,” which includes job cuts in favor of “modern technology” and automation. Reporters for different media outlets like Business InsiderCNET and CNBC have used ChatGPT to write news stories, though they have often been criticized for containing false information. In January, BuzzFeed CEO Jonah Peretti announced the company would rely on ChatGPT to personalize content and enhance quizzes, much to the employees’ dismay, according to the Wall Street Journal. In the marketing world, 84% of marketers reported using AI in 2020, a stark jump from 29% in 2019, according to Salesforce research. High-performing marketing teams averaged around seven different uses of AI and machine learning in 2020, and over half planned on increasing their use in 2021, the report also claims.

 

  • Legal services: An attorney used ChatGPT to publish a 14-page legal paper published in Social Science Research Network on a plethora of prompts, including creating a contract, explaining why the Supreme Court’s decision on same-sex marriage shouldn’t be appealed and developing deposition questions. The AI bot has the potential “to address access to justice questions” and make legal services available to those who can’t afford it, Andrew Perlman, the author of the paper and a Suffolk University Law School Dean told Reuters. Low-income Americans don’t get enough or any legal help for 92% of their civil legal problems, according to a 2022 report by Legal Services Corp. Some have already begun incorporating AI into legal service, like startup Lawgeex, which has a service that reads contracts faster than, and what they claim to be more accurate than humans.

 

JOBS LEAST IMPACTED

 

  • Manufacturing and factory workers: This industry has been undergoing automation for a while, with General Motors credited as the first major manufacturer to implement robotics in their assembly lines after the introduction of UNIMATE in 1961. However, generative AI may speed up the process. For example, Elon Musk unveiled the Tesla Bot, or Optimus, an autonomous android made to replace humans in dangerous, repetitive jobs. Musk plans to place these bots in his Tesla factories and eventually expand to millions around the world. According to an MIT and Boston University report, AI is expected to replace as many as two million manufacturing workers by 2025. “Our evidence shows that robots increase productivity,” the researchers said. A Chinese factory in Dongguan City replaced 90% of its workforce with machines, resulting in a 250% increase in productivity and an 80% decrease in defects. A job that took 650 human workers to complete now takes about 60 robots and 60 humans, the company claims.

 

  • Agriculture: According to the U.S. Department of Agriculture, in 2021 there were 21.1 million full- and part-time jobs in the food and agriculture sectors, making up 10.5% of the labor force. Agriculture is considered one of the world’s oldest professions and has stood the test of time, lasting through four separate industrial revolutions. According to the Washington Post, many small farms don’t produce enough profit to invest in more machinery, though larger farms have already begun the process of automation for strenuous tasks. In the U.S., family farms make up 98% of all farms, with a majority being small family farms that operate about half of the country’s farm land. However, the National Institute of Food and Agriculture does fund AI research, education and extension activities in the areas of natural resources and environments, agricultural systems and engineering and economics and rural communities.

 

  • Healthcare: A study published in the International Journal of Health Services found on average, psychiatrists spend 20.3% of their day on paperwork, followed by internists and general practitioners at 17.3%. Mundane administrative tasks like this can be automated, but other areas probably won’t need AI. David Dranove, a professor at Northwestern University’s Kellogg School of Management told the Kellogg Insight most adults want to hear about their health from a human, and there’s “a need for compassion…that AI is unable to contribute.” An Oxford University report predicts medical transcriptionists, medical records, medical secretaries and health information technicians are the most likely jobs in the field to be automated, not actual providers. This extends into mental health as well—the Washington Post has tried and failed at creating an AI version of infamous psychologist, Sigmund Freud.

Forbes.com Author: Arianna Johnson

 

                       Forbes.com | March 31, 2023

#ResumeWriting : Artificial Intelligence(AI) and Applicant Tracking Systems: How They Impact Your Job Search. Must Read for All!

In today’s job search climate, you need every advantage to get your resume into the hands of a recruiter or hiring manager. It can be difficult when they spend on average 8-20 seconds looking at a resume. It’s even more difficult when technology is used to weed out resumes before they are even seen by human eyes. Artificial intelligence (AI) is widely used in many different industries, and it’s only expected to continue to be utilized even more. It has particularly become more useful in making a recruiter’s job more efficient.

Artificial intelligence can handle certain tedious tasks automatically when it comes to sorting through resumes, so a recruiter or hiring manager can focus on the human element of developing relationships. Combine this with Applicant Tracking Systems (ATS), which helps recruiters narrow down resumes based on keywords and other criteria, and it’s easy to see what the future may hold for executive job seekers. Here’s what you need to know about these aspects when it comes to writing a professional resume. 

Hiring Professionals Are Using AI and ATS More

The combination of AI and ATS can save hiring managers a significant amount of time during the recruitment process and even onboarding candidates. By the time a resume gets to a hiring manager’s desk for a final review, it has already gone through many virtual checks to ensure the proper criteria was met. The top resume writing services can help you determine which keywords are most appropriate for passing through these initial automated checks. If you don’t have the right number of keywords or phrases, you could just be spinning your wheels during your job search.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued … 

AI May Even Be Involved in The Interview Room

Once the best executive resume writers help you pass through ATS and lead you to get a job interview, you still may have to go through some AI tests. Some companies even incorporate artificial intelligence during an interview to detect a candidate’s body language, eye movements, facial expressions and more. These are often characteristics that are difficult for humans to detect but are important to do so when determining the honesty and personality of a candidate. 

Don’t Spend Too Much Time Optimizing for AI and ATS

While AI and ATS are critical components to consider in your job search, the top resume writing services will still tell you to not let them consume a lot of your time. The best executive resume writers can help you pass these tests on paper, but you still need to focus on the human element of a job search, including networking and developing relationships. Basically, you should keep AI and ATS in the back of your mind, but don’t let those aspects take up a significant portion of your job search.

It can be easy to become too focused on these technology issues when crafting your executive resume. But don’t let yourself become consumed. Remember that your connections are still the best way to get your foot in the door at your desired company. Keep reaching out and networking as you work your job search plan.

 

FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog | May 13, 2020

 

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

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

#CareerAdvice : #ResumeWriting – How to Write a #Resume That Will Impress a Bot ( #AI )…Great REad!

Getting hired used to mean writing a resume that stood out to the HR manager or recruiter assigned to thumb through them. Today, the gatekeeper is a machine as AI revolutionizes the hiring process. That means the way you write your resume has changed, too.

“AI is handling processes that used to take an enormous amount of time away from engaging with the talent pool,” says Jon Christiansen, PhD, chief intelligence officer of the marketing research firm Sparks Research. “HR managers don’t have to sift through hundreds of resumes, and they can get into their real expertise of recruiting and placing the right talent.”

While this is good news for the HR department, it adds a new challenge for candidates, says Arran Stewart chief visionary officer and co-founder of Job.com, a recruiting platform.

“AI has made the resume writing process far more competitive as it now requires emphasis on personalizing the document for the job in question rather than submitting a generic resume for a myriad of vacancies,” he says. “Where recruiters and hiring managers are able to read between the lines and find the relevance of any skill or accomplishment on your resume to the open positions they have, AI is only concerned with how closely your resume matches with the skills it’s been asked to look for in the job you applied to.”

Get past the bot and in front of the HR manager by doing these six things:

1. WRITE A NEW RESUME FOR EVERY JOB

The ability to blast out one version of a resume and get nibbles is over. Now you have to write a resume that speaks to the job description.

“The job description contains several clues about what the machine is looking for,” says Christiansen. “It’s saying, ‘Here are the knowledge skills I’m looking for, and here’s background I’m looking for.’ Look at the tags, keywords, and streams of text; that’s where you should get started.”

Apply the language to the resume you submit to the job in question, says Stewart. “AI is looking for singular relevance to the role they’re searching for, so including job-specific language is a must if you want to make it to the shortlist,” he says. “It might be slightly more work, but no different than say having different cover letters ready for each position.”

 

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. USE EASY TO UNDERSTAND JOB TITLES

Some companies like to assign creative job titles, like Branding Guru or Planning Expert, but including them on your resume might get you passed over by the machine.

“It’s cool for culture, but that’s not the tags the machine is looking for,” says Christiansen. “If the job description says they’re looking for a marketing manager or product manger, that’s the tag it’s going to look for.”

Christiansen suggests going to the Bureau of Labor Statistics or O-NETand searching standard job titles. “If you can’t find your job title, it’s probably not going to be picked up and tagged during the machine screening,” he says.

Also consider the job progression, adds Stewart. “AI isn’t at the point of a mass scale predictive, so if you’re applying for a job that is senior to your current role as a logical next step in your career, AI won’t make the connection that it is the logical next step,” he says. “If your experience and skills make you seem underqualified, you should write in aspirational terms about your skills and accomplishments. That way the system views you as ready to take on the added challenge.”

3. RESIST THE URGE TO BE CREATIVE

Machines don’t judge you by the font you choose. If you have a font that can’t be read by most word processors, you might get spit out.

“Any font that isn’t within the Microsoft Word platform might not be able to be read,” says Christiansen. “Sometimes using a PDF format might work, but it’s not worth the risk.”

And don’t add graphics. Tables or images might look good, but again, the bot might not be able to recognize it.

“It might look like wasted space to a machine,” says Christiansen.

4. BE PRECISE

Including a long history of experience is no longer necessary, so try to keep your list of experience within the last five years, says Stewart.

“A full 20 years of work history dilutes the experience concentration weighing your resume, which will result in you being removed from shortlists,” he says. “When writing your resume remember the two Rs: keep it relevant and recent.”

5. CHECK YOUR SPELLING

You never want your resume to include spelling or grammatical errors, but a human might have been more forgiving than a machine.

“AI not only sorts through irrelevant applicants, in some cases it highlights the lazy ones as well,” says Stewart. “It’s still important to be sure your information is still meeting the usual standards of excellence expected for professional documents.”

6. INCLUDE A COVER LETTER

While a resume should be written to match the job and advance you past the bot, the cover letter is your chance to shine, says Christiansen.

“It’s an opportunity to speak like a human,” he says. “You can speak directly to the hiring manager, make yourself sound like a human and talk uniquely about the experiences you mentioned that spoke to the job description.”

Christiansen recommends writing three or four paragraphs about how you could fit that team, company and job. “Get into the why,” he says. “A cover letter may be an old practice, but I don’t see them go away. A good hiring manager wants to hear you in that.”

Taking these six steps involve more work on the part of the candidate, but skipping them might be a bigger risk.

“If you send out a generalized resume, it’s a case of garbage in/garbage out,” he says. “You want to get a match because you fit the job. If you’re getting calls from a generalized resume it’s because those companies want warm bodies, whether or not they fit the job. Is that where you want to work?”

 

FastCompany.com |April 1, 2019 | BY STEPHANIE VOZZA  4 MINUTE READ

#CareerAdvice : #FutureSkillSets – The Future of Work Has Arrived — Here’s How to Beat the Competition.

Between artificial intelligence, big data, machine learning, the Internet of Things and more, many of today’s most cutting-edge technological advances are iterating at a dizzying pace. Add to that fears of automation and an upcoming recession, and employees are facing serious pressure to stay relevant in an ever-changing work environment. But what exactly is on the horizon, and how can you prepare for it now?

To find out, we turned to the winners of Glassdoor’s Best Places to Work in 2019, some of the most innovative organizations out there today. Here’s what they said employees need to know — master these skills now, and you’re guaranteed to stand out above the rest.

Sharpen Your Data Skills

At this point, “data” has become a ubiquitous buzzword in the business world — but for good reason. Technological advances over the past couple of decades have provided companies with an unprecedented level of information, and even the most traditional companies are embracing it in order to make more strategic decisions.

“I’m seeing a few key trends continue and emerge as we look ahead to the new year, including the importance of being data-led. As a team, we’re leveraging our data to field new ideas and innovation and inform decisions,” said Rick Jensen, Senior Vice President, People & Places at Intuit.

“Developing digital skills is more important than ever,” agreed Kevin Peesker, Microsoft Canada President. “I am not speaking about coders or programmers — the shift is every role being impacted by digital, and possessing an awareness of technical and data-infused possibility will be fundamental to making an impact.”

Data proficiency means more than just glancing at numbers and drawing a conclusion, though. Matin Movassate, CEO of data analytics firm Heap, points out that today’s employees need to be able to determine whether or not their data is reliable.

“This grand, AI-driven future can’t happen without a complete, trustworthy dataset,” Movassate said. “So if prospective data engineers, data analysts, data scientists and business intelligence leaders can maintain a maniacal focus on the completeness and quality of their data, they’ll be well-prepared for anything the future has in store.”

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Commit to Continuous Learning

Data interpretation/analysis is certainly one skill that will be essential to the future, but with how rapidly technology is evolving, today’s workers need to stay abreast of as many cutting-edge areas as possible. After all, any one of them could completely rewrite the rules of work.

“If you think about certain roles today — cognitive data scientist, machine learning engineer — many of those roles didn’t exist 10 years ago and not only did they not exist, we hadn’t even imagined what they could be. We believe it will be the same in 10 years from now,” Peesker said.

A few trends to stay on top of in particular include “SaaS, cloud computing, mobile, user experience, AI and machine learning,” shared Aron Ain, CEO of HR technology company Kronos Incorporated.

“New ways of working will include more design thinking and working in an agile environment. The rapid development and creative application of new technologies will be applied across the business spectrum, from blockchain to supply chain,” added Manny Maceda, Worldwide Managing Partner at Bain & Company. “Job seekers can prepare by committing to ongoing, self-directed learning.”

Not sure where to start? Subscribing to publications that delve into these topics is always a good idea — a quick Google search should yield plenty of results — as is exploring relevant courses on online platforms like CourseraedX and Udacity.

Demonstrate Adaptability

With all of the rapid innovation occurring today, it’s critical that workers are able to keep up the pace when the inevitable changes occur.

“Technology is changing at a breathtaking pace, both with the products we develop and offer, as well as the products we use to run our business. We remain deeply focused on embracing new technology, innovating in all areas, breaking what is not broken to make it better, [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][learning] from our competitors as a means to improve and on and on,” Ain said. “We’re not only going to be part of the future of work — we’re focused on helping to shape it.”

This breakneck speed isn’t just limited to technology companies, though. Other industries, like aviation, have adopted a nimble mindset as well.

“To be successful in [the aviation] industry, one must be agile and able to manage large volumes of change,” explained Greg Muccio, Director of People at Southwest Airlines. “There are many variables that are outside of our control that impact our operations, so there is more pressure to adapt. Change is constant in the airline industry.”

Put Customers First

It might seem counterintuitive, but as technology continues to revolutionize the way we work, a human-centered approach becomes increasingly important. That’s why Intuit puts such an emphasis on what they call “customer obsession.”

“Intuit was customer-obsessed before it was popular, but we’re continuing to hire for, and teach, capabilities that fall in love with the customer problem — not the solution. We want and need all of our employees to really fall in love with the problem in order to best solve it,” Jensen shared. “Diversity of thought, background and craft will help us move the needle on solving problems for our customers quickly.”

Human connection is especially crucial in industries like healthcare, where positive patient-provider relationships are key to favorable outcomes.

“At the end of the day, healthcare candidates must be able to stay connected to the human side of research and patient care. Approaching patients with care and compassion are traits that technology can never replace,” said Dana Bottenfield, VP of Human Resources at St. Jude Children’s Research Hospital.

Build Strong Relationships With Colleagues

A people-centric approach isn’t just for those outside of your organization, however.

“Successful job seekers need to have a balance of strong subject matter expertise with a focus on getting results through teamwork,” Bottenfield explained.

“Job seekers need to be comfortable working collaboratively with a broader range of people — data scientists, software developers and design thinkers — to deliver results,” Maceda elaborated. “The new norm is being able to work in new ways and with a more diverse set of talent.”

And as companies grow larger and more complex, maintaining this connection — no matter your location — is imperative.

“As companies continue to move to platforms with more interdependencies across the entire organization, top talent needs the ability to work seamlessly across the organization,” Jensen added.

The key to doing that? Trust, Ain said.

“Technologies like our own are empowering employees to work their way, from anytime, anywhere. Trust is a two-way street, one that’s earned through transparency, reliability, communication and performance. This world of flexibility can be wonderful — and trust is key to making it work.”

GlassDoor.com | January 9, 2019 | Posted by 

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Your #Career :The #FutureOfWork – How to Prepare your Kids for Jobs that Don’t Exist Yet…. #ArtificialIntelligence will Rule the Jobs of the #Future , so Learning How to Work with It Will be Key. But the Skills Needed Might Not be What you Expect.

With total robot domination seemingly impending, preparing the next generation for the future of work can feel like a lost cause. But fear not, the future may be brighter than expected.

“There’s three job opportunities coming in the future,” says Avi Goldfarb, coauthor of Prediction Machines: The Simple Economics of Artificial IntelligenceHe divides them up into people who build artificial intelligence, people who tell the machines what to do and determine what to do with their output, and, finally, celebrities. This last category comprises actors, sports players, artists, writers, and other such luminaries surrounding the entertainment industry.

2017 report from Gartner concludes that artificial intelligence will create more jobs than it kills. In particular, the report singles out healthcare and education as areas ripe for growth. But the handling of artificial intelligence is where Goldfarb thinks an overwhelming number of those new jobs will be created.

“We’re moving toward more equality of opportunity,” says Goldfarb, noting the steady increase in overall access to technological tools. “But that doesn’t mean equality of outcomes.”

He thinks even human-centric positions in nursing and education will require a proficient understanding of artificially intelligent tools as the technology becomes a more routine facet of those jobs. For example, to assist with home healthcare for elderly populations, little robots have emerged to help patients remember to take their medications or go for a walk. These bots are still nascent, but it’s not hard to imagine a world in which nurses have to understand how to help patients set reminders or even be able to communicate with these devices remotely as a way of checking in on a patient as part of their jobs.

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“The most valuable combinations of skills are going to be people who both have good training in computer science, who know how the machines work, but also understand the needs of society and the organization, and so have an understanding of humanities and social sciences,” he says. “That combination, already in the market, is where the biggest opportunities are.”


Related: Welcome to the first day of work for the class of 2025


HUMANITIES

So how does one prepare to lead these artificially intelligent machines into the new world? Oddly enough, a liberal arts education might be the best antidote to automation, says Goldfarb. While he believes that most people will need a basic understanding of computer science, he thinks that studying art, philosophy, history, sociology, psychology, and neuroscience could be key to preparing for the future. These studies will help young people to have a broad range of knowledge that they can use to put artificial intelligence to its best use.

Experts who study the future of work agree that our ability to make sense of the world is our biggest asset in the wake of automation. While artificial intelligence is good at narrow, repetitive tasks, humans are good at coming up with creative solutions. Anything you can do to get your child thinking creatively will no doubt help prepare her for joining the working world.

DON’T SPECIALIZE

In addition to embracing the humanities, Amir Orad, CEO of business analytics software Sisense, says that children should be multidisciplined. “Our tradition of schooling from the Industrial Age makes you really, really good at one thing,” he says. “I think that’s very dangerous for the next generation.”

Parents should encourage kids to be good at more than one thing as a way of being flexible, he says. By choosing interdisciplinary courses of study, kids will not only develop a variety of skills, they’ll also be knowledgable about more than one subject area, giving them some adaptability as jobs change. Another way to think about it? Try out a lot of different stuff. Having a variety of experience will prove valuable in the future, he says.


Related: These are the 5 “super skills” you need for jobs of the future


STAY TECH SAVVY

One more piece of advice from both Goldfarb and Orad is to expect the unexpected. “Fifty years ago, the idea that people would be social media marketers wasn’t imaginable,” says Goldfarb. Artificial intelligence and automation will change the jobs landscape in ways that can’t be anticipated. Kids should be engaged with both culture and the latest technology, he says. Whether that means engaging on a new social media app or learning how to edit video for fun, kids should be allowed to play intuitively with technology.

Because of how cheap technology has gotten, Goldfarb says, this means that more people have more access to the kinds of technology and tools that will prepare them for the future. However, that doesn’t mean that all kids will be on equal footing in this technologically advanced future. There are still pockets of the U.S. without quality internet. The Federal Communications Commission reports that 24 million people don’t have high-speed internet. Meanwhile, roughly 11% of Americans don’t have broadband at all, according to PEW.

“We’re moving toward more equality of opportunity,” says Goldfarb, noting the steady increase in overall access to technological tools. “But that doesn’t mean equality of outcomes.”

 

FastCompany.com | June 27, 2018 | BY RUTH READER 3 MINUTE READ

#Leadership : What’s on Your Mind? #Bosses Are Using #ArtificialIntelligence to Find Out…. AI Tools Give Companies Instant Insights from Employee Surveys that Once Took Months to Process.

Human-resource departments are becoming a bit less human as companies turn to artificial intelligence for help with hiring and firing—and to learn how employees really feel about their bosses.

Every year at SPS Companies Inc., most of the steel processor’s 600 employees, from warehouse staffers to top executives, fill out a 30-minute confidential survey that asks, among other things, whether they feel micromanaged  and whether they feel their managers support their professional growth. One question challenges survey-takers to gauge how respected and valued they feel within the organization.

This year, for the first time, the Manhattan, Kan.-based company tapped an artificial-intelligence tool called Xander to analyze responses. Xander can determine whether an employee feels optimistic, confused or angry, and provide insights to help manage teams, the tool’s developers at Ultimate Software GroupInc.ULTI -0.82% said.

From a block of text, the software analyzes answers to open-ended questions based on language and other data, assigning attitudes or opinions to employees.

One top executive at SPS learned from recent survey analysis that he needed to work on his temper. “One of my lowest scoring items was maintaining my composure under stress,” he said of the feedback from his direct reports. On the bright side, Xander reported that the manager’s staff felt he was fair and honest.

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Research shows that emotions are key to understanding what motivates employees. How people feel often determines if they go above and beyond in the workplace or underperform, says Jason Hite, chief people strategist at HR consultancy Daoine CentricLLC. It can also explain why people leave.

Companies have used technology to track employee actions and help boost productivity for years, but now some are turning to software to sniff out differences between what employees say and how they feel.

At First Horizon NationalCorp. , a regional bank based in Memphis, it once took a team of six human resource personnel three months to pore over 3,500 surveys. Managers would take another five months to submit action plans based on the data.

“By the time they got started we were getting ready to do another survey,” says Mario Brown, manager of leadership assessment and development at First Horizon.

Using Xander, First Horizon could slice and dice the feedback as soon as the survey closed. One insight the company gained from the survey was that it needed to work on its training program.

Steel company SPS streamlined its health-care plan offerings after survey results showed the options confused and overwhelmed employees. HR staffers have used some of the time saved processing survey results to start new mental and physical health initiatives for employees, including a wellness blog.

More than 40% of employers world-wide have implemented artificial intelligence processes of some kind, according to a recent study from Deloitte.

But as AI tools infiltrate HR departments, regulators are struggling to keep up.

A number of software companies including HireVue Inc. and Syndio offer artificial-intelligence tools to help make decisions about hiring, firing and compensation. That worries employees who are wary of being psychoanalyzed by software, and some employment lawyers fret that AI programs might contain biases that could lead to workplace discrimination.

“I’m fully aware of a handful of people who didn’t want to take the survey because they had a fear of being tracked,” says Corey Kephart, vice president of human resources at SPS.

Since most emotions are communicated nonverbally, programs that solely rely on text can miss the bigger picture, said Julie Albright, a digital sociologist at University of Southern California. Artificial intelligence might one day be trained to recognize signs of depression and other emotions in facial expressions and voice tones, she said, but the technology isn’t there yet.

Any algorithmic bias is likely to have an outsize impact on minorities and other protected classes of employees, said Garry Mathiason, an attorney at Littler Mendelson P.C. who specializes in artificial intelligence and employment law. A hiring algorithm might notice a higher rate of absences for people with disabilities and recommend against employing them, for example.

The Equal Employment Opportunity Commission, the U.S. regulator that enforces laws preventing workplace discrimination, hasn’t issued official rules determining how artificial intelligence can be used in human-resource decisions, but a panel convened by the agency in 2016 concluded that the technology can potentially create new barriers for opportunities.

Mr. Mathiason said he expects official guidelines from the EEOC in the near future. In the meantime, companies can avoid legal gray areas by keeping human review as part of any AI-enabled decision-making process and by disclosing how the AI is being used, he said.

Though confidential, the surveys aren’t anonymous. Xander can take into account an employee’s demographic data, previous surveys, and other background information when analyzing responses. Ultimate Software said the tool has safeguards in place to protect confidentiality. For example, a manager may need a certain number of direct reports to respond to a survey before gaining access to verbatim responses to make it harder to identify who said what.

The company said Xander can’t always get it right—but neither do people.

It still requires humans to pick up body language cues, and “even humans only catch sarcasm half the time,” says Suhail Halai, Ultimate Software’s head of customer experience.

Write to Imani Moise at imani.moise@wsj.com

 

WSJ.com | March 28, 2018 | By Imani Moise

#Leadership : Screw #EmotionalIntelligence –Here’s The Key To The #Future Of #Work …This Y Combinator Alum & Former #IBMWatson Strategist Believes the Market Value of One Particular Capability will Soon Outpace EQ.

On the walk back from her high school, Max drops by the corner bodega to pick up a NeuroStim pill, a prescription neuroplasticity stimulator. She’ll pop it at exactly 10 a.m. tomorrow as she sits down to take the “AEI.” NeuroStim will accelerate her brain’s ability to create new synaptic pathways, helping Max quickly learn new behaviors and spot new connections when exposed to rapidly changing stimuli. The AEI is a standardized test, implemented 10 years ago, in 2035, to replace the SAT. It has become a globally accepted metric for aptitude and projected performance in the modern workplace.

Colloquially called “the Qs,” the AEI tests three variables:

  • Adaptability quotient (AQ)
  • Emotional quotient (EQ)
  • Intellectual quotient (IQ)

While each “Q” matters, the AEI weights AQ the most. Strong scores in adaptability mean that you’re eligible for the “salaried track,” which leads to a three-year contract with an employer that commits significant sums toward your retraining every one to six months.

With lower scores, you must rely on the “gig track,” which can mean more flexibility and higher near-term rewards, but only short-duration contracts and no supported retraining. There is no inherent safety net if you bet too long on the wrong gigs in dying industries instead of continually refocusing on emergent needs.

Welcome to the future.


Related: This Is The Mind-Set You’ll Need To Thrive In The Future Of Work


WHY ADAPTABILITY WILL SOON MATTER MORE THAN EVER

It’s no secret that technology is changing at an exponential rate, requiring us to learn faster than humans have ever had to before. The behaviors we’ve honed for decades will become obsolete in a few short years. Our off-the-shelf “neuroplasticity” might not be enough for us to succeed in a 45-year (or, likely, longer) career, where each year’s work dramatically differs from the last’s. As a result, our “adaptability quotient” (AQ) will soon become the primary predictor of success, with general intelligence (IQ) and emotional intelligence (EQ) both taking a back seat.

In the late 1990s, we witnessed an emotional intelligence boom, with scholars and psychologists led by Daniel Goleman arguing that we’d been over-indexing on IQ instead of prioritizing the “people side” of smart. In business, the concept of EQ was course altering, taking even Goleman by surprise, “particularly in the areas of leadership and employee development,” as he reflected in 2012.

But while EQ is important, it’s only one leg of the stool. I subscribe to psychologist Carol Dweck’s “growth mind-set”: IQ and EQ aren’t fixed properties but can be developed through dedication and hard work. I believe AQ works similarly: Some of us are born with more potential to adapt, but each of us can get better at it over time. We all have that friend who loathes change and another who thrives on new experiences. We’re already aware that AQ exists and varies from person to person, but we’re not talking about it enough–and don’t have a compelling way to test or improve it.

To help fix that, it’s worth looking at a few examples of how AQ plays out at societal, organizational, and individual levels.


Related: 5 Habits That Let Emotionally Intelligent People Adapt To Anything


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NATIONAL AQ: SWEDEN VERSUS THE UNITED STATES

The New York Times published a fascinating article last month on Sweden’s approach to automation and the impact to their collective livelihood. Times reporter Peter S. Goodman interviews Mika Persson, a remote mine operator who tests self-driving vehicles to replace truck drivers.

Persson doesn’t fear automation because of Sweden’s strong social safety net; the government provides healthcare and free education, and employers finance extensive job-training programs. As the Swedish employment minister tells Goodman, “The jobs disappear, and then we train people for new jobs. We won’t protect jobs. But we will protect workers.” Plus, Swedish unions “generally embrace automation as a competitive advantage that makes jobs more secure,” Goodman writes.

He notes that the U.S. healthcare system, by contrast, is largely dependent on employers, so “losing a job can trigger a descent to catastrophic depths. It makes workers reluctant to leave jobs to forge potentially more lucrative careers. It makes unions inclined to protect jobs above all else.” Goodman cites a recent Pew survey, in which 72% of Americans report worrying about automation, alongside a European Commission survey finding 80% of Swedes feeling positively about it. If the AEI test existed today, I think Sweden as a whole would receive a higher AQ score than the U.S.

ORGANIZATIONAL AQ: IBM VERSUS KODAK

According to a 2012 report by Innosight that crunches almost a century’s worth of market data, corporations in the S&P 500 Index in 1965 stayed in the index for an average of 33 years. By 1990, average tenure in those upper ranks had narrowed to 20 years, then fell to 18 years in 2012. It’s now forecast to shrink to 14 years by 2026. At the current churn rate, writes AEI’s Mark J. Perry about these findings, about half of S&P 500 firms will be replaced over the next 10 years as we enter “a stretch of accelerating change in which lifespans of big companies are getting shorter than ever.”

IBM, my previous employer, is among the 12% of companies that made both the 1955 Index and the 2016 Index. Why has it succeeded for so long? I’d argue–and I’ve seen it firsthand–that IBM has a strong organizational AQ. On Day 1 of my corporate training in Herndon, Virginia (mandatory for every U.S. employee), I distinctly recall a slide about IBM’s core competency: IBM is not a hardware company, nor is it a software company, it harped–IBM sells innovation.

Innovation naturally evolves, thus IBM has well positioned itself to ride the shifting tides over the years. From 1880 to 1924, IBM sold tabulating machines; in 1933, electric typewriters; in the 1960s, it was one of the first on the market with mainframe computers. Since then, IBM has profited on everything from PCs to scanning tunneling microscopes to software and management consulting. While at IBM Watson in 2014, I worked with a partner who was one of IBM’s top machine-learning experts. Fast forward to 2017, and his LinkedIn profile now reads “Bitcoin & Digital Currency Industry Expert.” IBM changes course quickly, always in the direction of the money.

Contrast IBM’s trajectory with Kodak’s–the nearly cliché case study in failure to adapt. Starting in the ’90s, Kodak began a steep decline in the face of mobile technology and, eventually, social media photo sharing. Its business model was deeply rooted in photographic film, which proved to be a dying art. The company struggled to capitalize on new revenue streams and was slow to adopt relevant products like digital printing and digital picture frames. Unlike IBM, Kodak was not organizationally adaptable enough to survive, and was ultimately forced to file Chapter 11 bankruptcy in 2012.

INDIVIDUAL AQ: YANGYANG CHENG

In 2003, Yangyang Cheng was a recent college graduate and CPA working as an auditor for Ernst & Young in Hong Kong. By 2007, she’d moved across the globe to teach Chinese language and culture as an adjunct professor at Pepperdine University, while taking improv lessons at the famed Upright Citizen’s Brigade at night.

In 2009, Cheng parlayed her cross-cultural understanding into a role as the host of Hello! Hollywood, a TV show filmed in L.A. but aired in mainland China. The show was a hit; 300 million Chinese viewers watched Cheng bring the “Hollywood lifestyle” into their homes. In 2012, despite her success, she pivoted for the fourth time to create “Yoyo Chinese,” an educational video platform to help English speakers learn Mandarin online. Yoyo Chinese has since delivered over 12 million lessons to over 300,000 students worldwide. In my favorite video below (viewed more than 48,000 times), Cheng teaches Mandarin through the songs in La La Land.

Cheng is clearly highly adaptable, not only because she’s navigated four successful careers in under 15 years, but also because of the growth mind-set she’s shown at each step. She is motivated by curiosity–hence the nightly improv classes–and able to see future themes across her experiences, tying threads between her professorship and entertainment roles into a big vision for Yoyo Chinese.

IBM, Sweden, and Yanyang Cheng are enough to convince me that we might be well on our way toward a future of high-school AQ tests and NeuroStim pills. But before any of that happens, I expect these other things will:

  • As a society, we’ll agree that adaptability is an important indicator of future success for which we need a solid metric: AQ.
  • We’ll seek new ways both test to test our AQ and improve it over time.
  • A sizable industry will emerge to boost our AQ, from pharmaceuticals to training, games, and media–and maybe even a TV show hosted by Yangyang!

No matter what, though, the future is fast approaching–and we’ll all need to adapt to it.

 

FastCompany.com | January 29, 2018 | BY NATALIE FRATTO  7 MINUTE READ

Your #Career : Here’s Exactly What To Put On Your #Resume To Land An #Interview (And What to Leave Off)… Maybe Getting another #CollegeDegree or Adding an #Internship isn’t the Best Way to #LandaJob .  Perhaps you just Need to Update your Resume with a Few #Stats & #KeyWords.

While resumes are often written to appeal to a hiring manager, few are ever actually viewed by a human.  “Companies, more and more, are using automated screening systems to make it cheaper and faster for them, which grossly dehumanizes the process,” said Kushal Chakrabarti, CEO and cofounder of TalentWorks, an AI-driven resume optimization and job search platform.

That means that the first filter for a lot of people isn’t actually a person looking at their resume, it’s a robot seeing whether or not you included a keyword, scoring your resume to decide if a human should even look at it.”

As a result, Chakrabarti has found numerous ways candidates can better stand out to hiring managers and automated tools.

Over the past few months TalentWorks has tracked 4,068 job seekers across 541 distinct locations and industries to determine the resume factors that had the greatest impact in landing an interview.


Related: How To Trick The Robots And Get Your Resume In Front Of Recruiters


GOING BACK TO SCHOOL DOESN’T HELP YOU THAT MUCH

The study found that those who had a second college degree saw their chances of getting an interview increase by an average of 21.9%; a modest improvement compared to other, far less costly, and time-consuming resume touch-ups.

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“There is fundamentally different hireability improvements associated with different majors, but within any one industry, there’s often a lot you can do that’s more effective than going back to school,” said Chakrabarti, explaining that if you want to switch careers, getting a degree in a new field can help, but getting an advanced degree within your field likely isn’t worth it.

REMOVE BUZZWORDS LIKE “TEAM PLAYER”

Counterintuitive as it may sound, those who frequently mention buzzwords associated with collaboration–such as “team player,” “supporting member,” or “participated”–are often penalized by hiring managers. In fact, candidates with more than one or two mentions of these buzzwords on their resumes are 50.8% less likely to be called in for an interview, according to TalentWorks research.

“As a hiring manager, I’m looking for reasons to disqualify you,” explains Chakrabarti. “If I see a resume that talks a lot about collaboration, I will think this person probably didn’t have much of an impact.”


Related: This Is The Part Of Your Resume That Recruiters Look At First


INSTEAD, USE NUMBERS AND CONCRETE FACTS

While being a “team player” can signal a minimal or insignificant contribution, concrete numbers have the exact opposite effect. In fact, demonstrating results using numbers increases a candidate’s likelihood of being interviewed by 40.2%, according to the TalentWorks research.

[Image: Talentworks]

“Saying you’re a ‘leader’ doesn’t prove anything; explaining how you led your team to achieve 120% of their quota demonstrates your aptitude in leadership,” explained Amanda Augustine, a career advice expert at professional resume writing service TopResume. “Recruiters care about measurable success. If you were successful in a similar role in the past and able to deliver results, they assume you’ll perform successfully for their client or team, too.”

ADD A KEY SKILLS SECTION

While collaboration-focused buzzwords like “team player” can cause hiring managers to question the extent of your contribution, industry-specific buzzwords can serve to demonstrate a deeper understanding of a given field. In fact, adding 15 to 20 buzzwords, acronyms, and relevant key skills will increase the likelihood of being interviewed by 58.8%, according to TalnetWorks’ research.

Furthermore, since today’s gatekeepers take the form of keyword-seeking robots and potentially fatigued hiring managers, Augustine says adding a key skills section to the top of their resume can help applicants stand out to both.

“This skills section is one of the major factors in determining whether or not your application passes the initial gatekeeper and reaches a human being,” she says. “If specific skills are routinely being mentioned as requirements for the position, be sure to include them in your key skills section and incorporate them throughout your resume.”

START EVERY SENTENCE WITH DIFFERENT ACTION VERBS

Overall, the single most effective way of improving the likelihood of being interviewed for a position, according to TalentWorks’s study, is by starting every sentence with distinct action verbs. Doing so has been found to increase the likelihood of landing an interview by 139.6%–nearly seven times more than going back to school.

[Image: TalentWorks]

Chakrabarti adds that this finding demonstrates the overall theme of the research, which is that softer, flimsier claims are often punished, while strong, specific descriptions are rewarded.“If you give me soft language and weasel words, I don’t really know what do with that [as a hiring manager],” he explained. “If you can really make it concrete and make it real for me, that goes a really long way in giving me the information I need to hire you.”

FastCompany.com | January 18, 2018 | BY JARED LINDZON 4 MINUTE READ

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Your #Career : How You’ll Look For A Job In 2018…Here are Three(3) Things to Pay Careful Attention to If you’re Among those Who Plan to Look for Work in 2018.

Plenty of New Year’s resolutions include searching for a new job. And people don’t just add it to their lists because they hate their current job. Overall, ZipRecruiter found that nearly half (49%) of Americans who are actively looking for a new job said they love, or at least like, their current job. But 68% of employed job seekers believe that the types of jobs available today are better than what was available before.

For those looking at greener pastures, there’s good news. The ManpowerGroup Employment Outlook Survey found that 21% of the over 11,000 employers across all industries in the U.S. they surveyed are planning to hire in the coming quarter. And no need to fear that AI or automation is eliminating jobs. Deloitte’s Global Human Capital Trends report of more than 10,000 HR and business leaders found that 77% said they will either retrain people to use new technology, or will redesign jobs to better take advantage of human skills.

So if you’re actively looking for a new position or planning to hunt in 2018, here are some things to keep in mind that will impact the way you search and land that new job.

TOP SKILLS AND HOW TO SHOWCASE THEM

Dan Shapero, vice president of careers, talent solutions, and learning at LinkedIn says, “The skills employers are looking for are changing rapidly, so it’s important for professionals to constantly learn the emerging skills in their field as well as new skills that open up entirely new career options.” LinkedIn recently added a feature that notifies members what skills are trending among people with the same job title. But Shapero suggests, “By switching their thinking from “what is my title” to “what are my skills,” professionals can broaden their job options.”

Joachim Horn, CEO of SAM Labs, says current job seekers can better position themselves for 2018 career opportunities by making it a personal goal to become more proficient in STEM. “Whether it’s taking on a specific subject like computer programming or psychology, learning how to analyze data more effectively, instructing others to use technology,” he says, “signing up for a course like statistics or basic fundamentals of coding, watching an online tutorial on argumentation, or even working on an independent project at home like a DIY kit, are all great examples of ways to build STEM abilities.”

SurveyMonkey CEO Zander Lurie contends that the soft skill that will get more play in the coming year is curiosity, especially as AI gets smarter. But it’s still flying under most people’s radar, given that only 5% of more than 13,000 workers polled by SurveyMonkey and INSEAD say curiosity “should be in the top two most rewarded employee characteristics to help your company change and adapt for the future.” Communication (36%), self-motivation (29%), commitment (28%), and professionalism (27%) were the top three soft skills listed by workers. Yet, as Lurie points out, “You know who’s really good at commitment and professionalism? Freakin’ robots.”

 

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What Skill Sets do You have to be ‘Sharpened’ ?

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WORKING WITH AI

Get really prepared to work through artificially intelligent means of searching for jobs. The 2018 Entelo Recruiting Trends Report that surveyed 1,143 talent acquisition professionals found that 62% of companies plan to spend on AI-powered recruiting software. Of those, 86% plan to spend on intelligent sourcing software.

That starts with Google. Susan Vitale, the CMO of iCIMS, notes that earlier this year, Google announced Google for Jobs. As part of that program, recruitment software providers such as iCIMS have partnered with Google to improve the job search experience through machine learning capabilities. “What this means for job seekers is that it will be much easier to quickly search and apply for a job with a simple Google search,” she says. Google’s partnership with Paysa means that it’s also easier to search for a salary range for those open positions.

But it also means there are a plethora of platforms designed to match you with jobs that you might never have considered otherwise. For example, with Leap.ai, you have to do a self-assessment that focuses on sussing out your strengths (i.e., collaboration, leadership), skills (UX design, sales, marketing), and personal values, as well as job preferences (working in teams, independent, remote). TalentWorks also uses AI to optimize your resume and application and also provides human coaching (for a fee), while Talify’s college student users take personality assessments, and SquarePeg’s users take psychometric testsdesigned to make better matches to jobs where you’d actually perform your best.

ADAPTING TO DIFFERENT KINDS OF INTERVIEWS

Elaine Varelas, managing partner of Keystone Partners, insists that video interview expertise will be a must. “Every level of candidate will participate in AI video-screening interviews,” she states. “And they will need to be skilled at answering questions with no visual cues, feedback, or encouragement.”

Lindsay Grenawalt, head of People for Cockroach Labs, says that exercise-based interviews are becoming more common for non-technical workers. “Rather than guess if a candidate can do the job based on their answers to behavioral questions,” she says, “exercise-based interviews ask for candidates to show [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][what they can do].”

That means job-based simulations in the form of case studies, individual exercises, and presentations. “Since each interview focuses on different areas, collectively, says Grenawalt, the interviews are mini snapshots of the candidate’s capabilities.

“Candidates get a clear understanding of what it would be like to work at the company and in that role on a day-to-day basis,” she says. Fear not, she says. Because they require a high degree of engagement, they are more collaborative and a better experience overall than traditional interviews in which candidates have to sweat through a series of stress-inducing questions. Grenawalt recommends taking advantage of all of the information companies are making available on their hiring and interview process to shine in this kind of interview.

Matt Glotzbach, CEO of Quizlet, says it will be important for candidates to be able to articulate and emphasize skills that allow them to work side by side with new technologies. “Showing to future employers not only that you understand the technologies of today, but also that you’re actively learning new skills, topics, and subjects will be key,” says Glotzbach. Be prepared to discuss microcredentials, boot camps, self-driven learning projects, or side hustles, he says. “Learning doesn’t stop when you receive a diploma.”

ABOUT THE AUTHOR

Lydia Dishman is a reporter writing about the intersection of tech, leadership, and innovation. She is a regular contributor to Fast Company and has written for CBS Moneywatch, Fortune, The Guardian, Popular Science, and the New York Times, among others.

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FastCompany.com | January 1, 2018

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