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The Future of Work: Will Jobs Exist in 2050?

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Technological breakthroughs and shifting cultural attitudes towards work mean that these are turbulent yet exciting times for the world of recruitment.

As we find ourselves amidst a sea of change and on the cusp of recruitment 4.0, now is the ideal time to take stock of where we are and try to see where we might be going. This type of exercise can help us all to steady the ship and prepare for the future of work.

What Work Will Look Like in 2050

By now, we’ll all have seen several studies that suggest automation could upend many industries and result in mass unemployment. Those studies offer conflicting numbers, though, and we’ll only see the full impact of automation as it makes itself known.

Whatever the extent of the disruption, we can be confident that jobs will indeed exist in 2050. But what will the labour landscape look like by then?

Together, let’s imagine what the world of work might look like in 2050. We’ll wade through some trends and try to grab some of the highlights. Here are some of the key trends that might define the world of work in 2050:

1. Workers will be selected mainly for their decision-making skills

As automation takes hold and manual labour positions are displaced over the coming years, we’ll see countless businesses scramble to find talented decision-makers.

Those professionals will have the necessary tools and abilities to leverage great sets of data to make critical decisions for those high-tech businesses. The skills and techniques of those professionals will empower them to guide enterprises through new territory with confidence.

Wayne Stottler of Kepner-Tregoe suggests that in the future, the skills and techniques of those specialists will need to be replicated across the broader workforce. This will help businesses to solve several unique and diverse business problems better.

2. Team members will adopt multiple roles

Bernard Marr suggests in his Forbes piece that as we move closer to 2050, we’ll see positions become more fluid within organisations. Strict organisational charts will disappear as project-based teams take the spotlight.

This more fluid structure will help businesses to morph and quickly respond to new challenges that emerge over the coming years.

As the concept of a “job for life” continues to recede into the past, Marr expects that we’ll more frequently see professionals work with a host of businesses as a contractor or freelancer before moving onto another role.

3. Unforeseen jobs and opportunities will emerge

A couple of decades ago, it would have been hard to predict the recent exponential rise of small, labour-intensive services. This yearning for small products and experiences that deliver a personal touch mainly came about as a response to mass production.

Interestingly, this piece by Timothy B. Lee over at Cox explores how automation is making human labour itself a mark of luxury. There’s a good chance that as automation continues to take hold, we’ll see novel trends and professions emerge as a result.

New opportunities will also emerge in light of automation. We can expect for robotics engineers and technicians to be in high demand in the coming years, for instance. Mechatronics – the intersection of electrics, mechanics and computerisation – is an exciting field that is projected to experience serious growth.

4. The volume of manual jobs will waver

As automation takes hold, we can expect several manual roles to be replaced. In its future of work in manufacturing report, Deloitte outlines a number of ways that those roles might be restructured or adjusted as we move forward.

Back in 2016, Dan Collier, Director Of Sales Strategy at Elevate, outlined his thoughts about the future of labour in a roundtable discussion hosted by The Guardian about the future of work.

In the discussion, Dan explained that not everybody could be a “knowledge worker”. This means that there will inevitably be lots of unemployment and a “division between the few jobs that need humans, and those that can be automated.”

The future of work and the displacement of workers is currently a pivotal challenge that we all face. Over in the United States, Andrew Yang is bringing attention to this challenge with his “Freedom Dividend” policy. This universal basic income would aim to provide a foundation to protect against mass unemployment.

5. Corporate alumni networks will become a precious resource

“Job-hopping” used to be perceived negatively by some employers, but it’s now becoming the default for many workers. As automation takes hold and businesses employ project-based teams, we can expect this trend to continue.

With workers dipping in and out of different companies, we predict that many businesses will develop robust corporate alumni networks. Those networks will become a valuable resource for companies that will have to rehire outstanding performers with specific skills.

If you want to learn more about corporate alumni networks, we’ve put together these resources for you:

Prepare for the Future with Elevate Direct

As the nature of work continues to evolve, the recruitment industry will need to adjust in parallel. There are exciting times ahead that will undoubtedly be filled with unique challenges and opportunities for forward-thinking recruitment professionals.

Ready to prepare yourself for whatever comes? Be sure to learn more about Elevate and how our AI-powered talent intelligence can help you keep pace with a shifting recruitment landscape.

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Why building a Corporate Alumni Network Makes Sense.

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There’s plenty of talk around how rehiring boomerang employees can benefit an organisation, but few companies have yet to take advantage. One of the easiest and most effective ways to keep in touch with ex-staff members is to establish an alumni talent network.

The Importance of Alumni

If you’re considering rehiring an alumnus, you know off the bat that they’re a good cultural fit, they know the company policies and processes. They’re comfortable with products and services. But alumni bring much more than that.

They can make quality referrals

Because alumni know the organisation, they can refer candidates with the right skills and who will fit in. Also, as the candidates understand the alumni successfully worked for the company, they’ll be more likely to accept an interview invitation. Alumni can boost your talent pool.

They can refer new business

As they move on in their career, alumni become exposed to different industries and markets, and they can recommend you with confidence. Again, knowing that they will have referred by someone who can vouch for a company, buyers are more likely to support the business. Alumni add credibility to business referrals.

Employers have still not Found their Feet.

Most alumni networks are on social network platforms like Facebook, Google and LinkedIn.  Corporate alumni programs are few and far between.

A 2014 study by the University of Twente in the Netherlands found that only 15% of companies surveyed had a formal alumni network, while 67% had informal alumni networks established by employees. What that indicates is that those past employees are keen to keep in touch with their previous employers; however, employers have yet to catch on and make an effort.

Establishing an Alumni Talent Network is Easier than you Think

It begins long before an employee resigns. Making employees feel valued, focusing on engagement and having an offboarding policy in place are where it all starts.

Employees who feel valued even after they’ve resigned will stay loyal to an organisation. During offboarding top talent must be asked if they’d like to join the alumni network. The bond of mutual trust has already been established, and it’s up to the employer to keep it alive.

Setting up a group on social media doesn’t take much time, but it does take time to maintain and keep the group engaged, providing open vacancies, company news and new developments; much like an ongoing company newsletter. You also have to take into consideration any comments, questions or enquiries from alumni must be addressed.

Add Benefits and Incentives

There are plenty of ways that you can keep your alumni network engaged.

Incentivise candidate referrals just as you do your employee referrals program. Offer a reward for every successful placement. You can offer cash rewards, discount vouchers, paid holiday trips or tickets to top events. Receiving recognition can make alumni feel that they’re still part of the organisation.

Free webinars and online training programs for skills improvement is another option. For a small investment, you not only upskill people but if you do employ them again, you get a better-qualified employee. 

Another assurance is that people who continually upgrade their skills are top talent.

You can also connect with alumni through social or industry events. This way, you keep them directly involved, and they can mix with past colleagues and new hires. 

Conclusion

An alumni talent network reinforces your employment brand in a multitude of ways. As alumni work as brand ambassadors, your organisation will gain a market reputation as an employer that cares for its employees. You will earn an employer of choice status, and top candidates will start approaching you for jobs.

Imagine the savings on the cost of hire and time to fill, as well as added income from new business. Can your company afford not to establish an alumni talent network?

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