Future of Work will be Skill Heavy rather than Brand Heavy

Future of Work is going to be Skill Heavy rather than Brand Heavy
Since the outbreak of Covid-19 the present as well the future of jobs has been affected
tremendously. Covid has been a driving force for shutting down markets, businesses and other
various instruments which generate employment.
After the Covid era, the world has warmed up to the idea of work from home, not just during the
outburst period, but business houses and other resources are exploring the idea of working
from homes on a permanent basis. Since, during Covid-19, Companies were forced to quickly
figure out how to communicate, collaborate, share documents, and manage teams virtually.
Big businesses and other image conscious brands are all going through major transformations
in their hiring process.These companies are openly accepting and talking about massive
changes Covid had on the workforce. To quote the leading global consultancy giant, Mckinsey;
“The pandemic accelerated existing trends in remote work, e-commerce and automation, with
upto 25 percent more workers than previously estimated potentially needing to switch
occupation”.
Now companies have wider outreach and they have the opportunity to hire not just remote talent
but globally as well since, the employee has an option to deliver relevant services from the
comfort of his choice, be it his house or a library or any other place desired.
Many of the major drivers of transformation currently affecting global industries are expected to
have a significant impact on jobs, ranging from job creation to job displacement, and from
heightened labour productivity to widening skills gaps. In many industries and countries, the
most in-demand occupations or specialties did not exist 10 or even five years ago, and the pace
of change is set to accelerate. By one popular estimate, 65% of children entering primary school
today will ultimately end up working in completely new job types that don’t yet exist. In such a
rapidly evolving employment landscape, the ability to anticipate and prepare for future skills
requirements, job content and the aggregate effect on employment is increasingly critical for
businesses, governments and individuals in order to fully seize the opportunities presented by t
hese trends.
There have been numerous start-ups in the market after the advent of covid-19. Big budget
companies as well organizations have warmed up to the idea of remote working.
During the coronavirus pandemic, the transition to working from home was fast paced for a lot
of organizations. But many companies are now figuring out that permanent remote work is the
future of work—pandemic or not.
Multiple million dollar companies are considering going all the way with the policy of work from
home.
Flex jobs.com whose speciality is to help job-seekers find high quality remote, work from home,
and other flexible jobs talks about Giants such as Amazon, Facebook and Adobe among others
who are planning on converting their work from home situation into a more permanent type.
According to Criteria Pre-Employment Testing, up to 78% of resumes are misleading and up to
46% contain actual lies!
Skill assessment tests help employers check the truthfulness of candidates’ resumes.
By applying a skill assessment test, employers can verify if their candidates really possess the
skills they claim to have.
The purpose of skills verification is to ensure the people hired have the capabilities necessary to
succeed in their respective roles. After Covid era, the world of business and networks has
opened up to new dimensions.
People have the possibilities of working from anywhere, connecting to business, markets and
other enterprises without limiting their options.
Accessing the right kind of skills required for your designated job profile, comes into play in this
situation. Since verifying skills is a crucial part of the hiring process, a skills assessment can
help you identify and hire active learners.
Verification is used as part of the assessment process to confirm that a candidate can
consistently complete certain tasks to the organisation’s requirements. All the learning gained
by the candidate on training programmes has been transferred to the workplace. There are
various evidence which can be presented which, in most circumstances, includes the
candidate’s answers to questions, workplace documents, and verification.
Skill assessment tests are especially useful for handling high volume hiring. When you have a
large number of applicants, having a handful of resumes pre-verified, and having qualities
specific to your job profile reduces the burden a lot. A pre-screening method can help you
differentiate the top candidates early in the hiring process.
As a result, you can avoid wasting a ton of time interviewing unqualified candidates.
Recent research conducted by the Society for Human Resource Management has found that
75% of HR professionals who reported difficulty recruiting in the past 12 months say there are
skill gaps in job candidates.
Having a dedicated platform for Skill verification, can provide valuable insights into the ability of
candidates to learn new things and upgrade their existing skills.
By sticking to a specified norm early in the hiring process, companies can eliminate unqualified
candidates quickly and easily.
That way, they can ensure that only the most suitable candidates progress through the selection
stages and that hiring managers’ interview time is focused only on the best candidates. All
companies want to hire someone whose skills, experience, and values match with the job
description.
What is the criteria undertaken by the majority of companies, while looking through the profiles
for hiring the desired candidate?
While scanning through the numerous resumes’, organizations and other industrial experts tend
to be biased towards CVs which are more brand heavy. From a job-seeker’s perspective, having
a well-known company on your resume definitely works in your favor when it comes to catching
the eyes of recruiters or setting yourself up to move forward in the future. Working for big brand
names means that people make an instant, usually very positive judgement about you.You say ‘I
am at Apple’ or ‘I work for Google’ and people picture a mountain of capabilities. When business
contacts or potential recruiters recognise a big name, brand association happens, creating an
impression of a well-trained candidate with a lot of valuable experience and knowledge.
Sole focus on the brand heavy CV cannot be desired always. Once you start looking for the right
kind of candidate, a whole lot of scenarios come into the picture. Company and culture of the
hiring company can be quite diverse from the brands with which the candidate was previously
associated. Having used a set up, having a specific kind of work environment varies from
start-ups to tech giants to other multinationals. Hiring candidates on the sole basis of brand
recognition can be tricky, the candidate would not always be able to make transitions from one
workplace environment to the other so easily.
Hiring talent remains the number one concern of CEOs in the most recent Conference Board
Annual Survey; it’s also the top concern of the entire executive suite. PwC’s 2017 CEO survey
reports that chief executives view the unavailability of talent and skills as the biggest threat to
their business.
Having the right kind of combination between both soft and technical skills in employees is the
way to go about it. The key differences between hard skills and soft skills are how they are
gained and put to use in the workplace. Hard skills are often gained through education or
specific training. They include competencies like how to use a certain machine, software or
another tool. Soft skills are more often seen as personality traits you may have spent your whole
life developing. They are called upon when you manage your time, communicate with other
people or confront a difficult situation for the first time. Put another way, hard skills could be
defined as your technical knowledge whereas soft skills are your overall habits in the workplace.
Finding the candidate with heavy brands backing him wouldn’t guarantee the skills and required
fit for your office environment. But having a driven employee who possesses the right skills can
surely pave the way towards getting the work done.
Footnotes
https://www.shrm.org/about-shrm/press-room/press-releases/pages/skills-gap-research-workp
lace-immigration-report.aspx
https://www.mckinsey.com/business-functions/organization/our-insights/getting-practical-abo
ut-the-future-of-work
https://www.coorpacademy.com/en/blog/learning-innovation-en/world-economic-forum-the-sof
t-skills-to-prepare-employees-for-the-future-of-work/
https://hbr.org/2019/05/your-approach-to-hiring-is-all-wrong