A list of things we learned about careers and human resources in 2022 that will be helpful going in to 2023
Job for Life
The concept of a “job for life” or a long-term career with one employer has become less common in recent years, as more people are choosing to pursue shorter-term employment opportunities or to switch jobs more frequently. This trend towards shorter-term employment, sometimes referred to as a “tour of duty,” can be driven by a variety of factors, including:
The desire for new challenges
Some people may view each job as an opportunity to learn new skills, gain new experiences, and take on new challenges. They may be less interested in committing to a long-term position with one employer and prefer to move on to a new role after a few years.
Changes in the job market
The job market has become more dynamic in recent years, with new technologies and industries emerging and others declining. This may make it more difficult for people to predict long-term career prospects, and they may prefer to pursue shorter-term employment opportunities that allow them to be more flexible and adaptable.
Personal and professional goals
Some people may view each job as a stepping stone towards achieving their personal and professional goals, and they may be less interested in committing to a long-term position. For example, they may be looking to gain specific skills or experiences that will help them move on to a different role or industry.
Overall, the trend towards shorter-term employment reflects the changing nature of work and the increasing importance of flexibility and adaptability in the modern economy. While some people may still choose to pursue long-term careers with one employer, others may prefer to take a more flexible approach to their employment and pursue a series of shorter-term “tours of duty.”
Hiring Managers will be “The Candidate”
It is difficult to predict specific trends in hiring and employment with certainty, as these can be influenced by a variety of factors such as economic conditions, industry trends, and company policies. However, it is possible that in the coming years, there may be a shift towards a more candidate-driven job market, where candidates have more power and control in the hiring process.
In a candidate-driven job market, employers may face more competition for top talent and may need to be more proactive in attracting and retaining the best candidates. This may involve offering more competitive compensation and benefits packages, as well as creating a positive employer brand and employee experience. Employers may also need to be more flexible in their hiring criteria and consider a wider range of qualifications and experiences when evaluating candidates.
Candidates, on the other hand, may have more options and opportunities to choose from and may be able to be more selective in their job search. They may have more leverage to negotiate terms such as salary, benefits, and work-life balance, and may be more likely to choose employers that align with their values and career goals.
Overall, it is important for both employers and candidates to be proactive and adaptable in the job market, as the nature of work and the hiring process are likely to continue to evolve in the coming years.
The MILE factors: Meaning, Impact, Leadership and Ethics
The MILE factors are a set of characteristics that can be used to evaluate and measure the potential impact and success of an individual, a team, or an organization. These factors are:
Meaning
This refers to the sense of purpose and significance that an individual or organization derives from their work. It is the belief that what they are doing is meaningful and contributes to something larger than themselves.
Impact
This refers to the ability to make a positive difference or contribute to the success of an organization or society as a whole. It is the ability to create tangible results and achieve goals.
Leadership
This refers to the ability to inspire and guide others towards a shared vision or goal. It includes qualities such as charisma, vision, and the ability to influence and motivate others.
Ethics
This refers to the values and principles that guide an individual or organization’s behavior. It includes qualities such as integrity, honesty, and a commitment to fairness and social responsibility.
These factors can be used to evaluate the potential success of an individual or organization, as well as to identify areas for improvement and development. They can also be used to align an individual or organization’s goals and actions with their values and purpose.
Continued Rise of Self Employment
The trend towards self-employment, or the practice of working for oneself rather than for an employer, has been growing in recent years and is likely to continue in the coming years. There are a number of factors that have contributed to this trend:
Changes in the job market
The rise of technology and the gig economy has made it easier for people to work independently and find freelance or contract work. Many companies are also outsourcing certain tasks or projects to independent contractors, rather than hiring employees, which can lead to more self-employment opportunities.
Click here to read the top trends in technology of 2022.
Desire for flexibility and control
Many people choose self-employment because it offers more flexibility and control over their work and schedule. They may be able to choose when and where they work, as well as the types of projects they take on.
Changes in the economy
Economic conditions, such as high unemployment or a lack of job security, may also contribute to the trend towards self-employment. Some people may choose self-employment as a way to generate income when they are unable to find traditional employment.
Overall, the trend towards self-employment reflects the changing nature of work and the increasing importance of flexibility and adaptability in the modern economy. While self-employment can offer a number of benefits, it can also come with challenges such as the need to manage one’s own finances and the lack of employment protections and benefits.
Increased Focus on 3 Ds: Digital, Diversity and Data
The trend of increased focus on the 3 Ds, or digital, diversity, and data, in the field of human resources (HR) reflects the recognition that these areas play a critical role in the success of an organization.
Digital workplace
As technology continues to advance and transform the way we work, HR professionals are prioritizing the need to stay up-to-date on digital tools and strategies. This includes things like implementing digital HR systems, leveraging social media for recruiting and employee engagement, and providing training and resources to help employees stay current on digital skills.
Diversity in workplace
Diversity in the workplace has long been recognized as a key factor in driving innovation and success. HR professionals are focusing on building diverse and inclusive workplaces by implementing diversity and inclusion strategies, such as setting diversity targets and implementing diversity and inclusion training programs.
Data analytics in HR
The use of data analytics in HR is growing in popularity as it allows for more objective decision-making and helps identify areas for improvement. HR professionals are using data to track and analyze metrics such as employee retention, engagement, and performance, and to make informed decisions about things like recruitment, training, and succession planning.
Overall, the trend of increased focus on the 3 Ds reflects the importance of staying current and adaptable in the constantly evolving world of work. By staying up-to-date on digital tools and strategies, building diverse and inclusive workplaces, and using data to inform decision-making, HR professionals can help their organizations succeed and thrive in the 21st century.
People Trust Leadership Brands More Than Employer Brands
The trend of people trusting leadership brands more than employer brands in the field of human resources (HR) reflects the recognition that the way an organization is led can have a significant impact on employee engagement and satisfaction.
An employer brand refers to the overall reputation and perception of an organization as an employer. It encompasses things like the company’s values, culture, and benefits, and is often marketed to potential employees through recruitment efforts.
A leadership brand, on the other hand, refers to the personal brand and reputation of an organization’s leaders. It encompasses the values and leadership style of the organization’s leaders and how they are perceived by employees and others.
The trend of people trusting leadership brands more than employer brands suggests that employees are more likely to be engaged and satisfied when they feel that their leaders are transparent, authentic, and aligned with the company’s values. In other words, employees are more likely to trust and be motivated by leaders who they perceive as genuine and who lead by example.
HR professionals can leverage this trend by focusing on developing and promoting strong leadership brands within their organizations. This may involve things like providing leadership training, encouraging transparency and open communication, and promoting a culture of trust and respect. By focusing on building strong leadership brands, HR professionals can help create an engaged and motivated workforce that is more likely to drive business success.
Aging Population and Talent Crunch Makes Recruitment Challenging
The trend of an aging population and talent crunch making recruitment challenging in the field of human resources (HR) reflects the increasing difficulty that organizations are experiencing in finding and retaining top talent.
An aging population refers to the trend of the global population getting older as people live longer and birth rates decline. This can lead to a reduced number of young people entering the workforce, which can make it more challenging for organizations to find new talent.
A talent crunch, also known as a skills shortage, refers to a situation where there is a lack of qualified candidates to fill job openings. This can be caused by a variety of factors, such as a lack of skilled workers, a mismatch between the skills that employers are looking for and the skills that workers possess, or a high demand for certain types of jobs.
The combination of an aging population and a talent crunch can make recruitment challenging for HR professionals, as they may have a smaller pool of qualified candidates to choose from and may face competition from other organizations for top talent. To address these challenges, HR professionals may need to be more proactive and strategic in their recruitment efforts, such as by targeting specific groups of workers, offering competitive benefits and salary packages, and implementing employee retention strategies.
The Remote Work Tug-of-War
Some people may enjoy the flexibility and autonomy that comes with remote work, as it allows them to create their own schedules and work from a location that is convenient for them. Others may find it isolating or difficult to stay focused and motivated without the structure and social interactions of an office setting.
It’s important to note that whether or not someone enjoys working remotely can depend on a variety of factors, such as their personal circumstances, the type of work they do, and the support and resources they have available to them. HR professionals may need to consider these factors when deciding whether to offer remote work options and how to support remote employees.
Career FOMO
Career FOMO, or “fear of missing out,” refers to the feeling of anxiety or concern that one may be missing out on opportunities or experiences in their career. It can be fueled by a desire to keep up with peers or competitors, or a fear of falling behind in terms of skills, experience, or accomplishments.
Career FOMO can lead people to make impulsive or hasty decisions about their career, such as taking on new responsibilities or making job changes without fully considering the long-term implications. It can also lead to feelings of stress or frustration if individuals feel that they are not able to keep up with the demands or expectations of their career.
HR professionals can help employees manage career FOMO by providing support and resources for career development, encouraging employees to take a long-term perspective on their career goals, and helping employees to identify and focus on their strengths and areas of passion. It can also be helpful to create a positive and supportive work culture that promotes work-life balance and encourages employees to prioritize their well-being.
Soft Skills Become More Important
Hard skills are technical abilities or knowledge that are specific to a particular job or industry. Examples of hard skills might include programming, data analysis, or financial modeling.
Soft skills, on the other hand, are more general skills or personal qualities that are not specific to any one job or industry. Examples of soft skills might include communication, problem-solving, leadership, and teamwork.
As AI and automation continue to take over certain tasks and responsibilities, it is likely that hard skills related to those tasks will become less valuable. However, it is also likely that the demand for soft skills will increase, as these skills are more difficult for machines to replicate and are more focused on human interaction and collaboration.
HR professionals may need to consider this trend as they develop training and development programs and hire and retain talent. It may be important to prioritize the development and promotion of soft skills in the workforce in order to stay competitive in the job market.
Work/Life Balance Replaces Work/Life Blend
The trend of people thinking less about work/life balance and more about work/life blend reflects the recognition that the boundaries between work and personal life have become increasingly blurred in the modern world.
Work/life balance refers to the idea of achieving a healthy balance between the demands of one’s job and the rest of one’s life, including things like leisure activities, family responsibilities, and personal interests. Work/life balance is often seen as an important factor in overall well-being and job satisfaction.
Work/life blend, on the other hand, refers to the idea of integrating work and personal life in a way that allows for flexibility and fluidity between the two. This might involve things like working remotely or on a flexible schedule, or taking advantage of technology to stay connected to work while engaging in personal activities.
The trend of people thinking less about work/life balance and more about work/life blend may be driven by factors such as the increasing prevalence of remote work, the blurring of boundaries between personal and professional lives due to the use of technology, and the changing expectations and demands of the modern workforce. HR professionals may need to consider these trends as they develop policies and practices related to work/life balance and support employees in finding a healthy blend between their professional and personal lives.
Check out other trend related articles:
How the World Is Shaping Up for 2030 (According to the 8 Predictions for the World in 2030 by WEF)
Top Ten Technology Trends of 2022
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