How the Future Skills are impacting HR
What the world of work will look like in five years’ time can already be predicted today. Digitization will play a central role in this. Organizations that want to remain fit for the future, have to adapt to it.
And Human resources plays a key role here: After all, a businesses’ success largely depends on whether employees have the right professional and personal skills.
In the digital world, there is an increasing need for applicants with high technical competence.
According to a report by CISCO and market intelligence IDC, around 5 million jobs in information technology are projected to be added globally by 2027. Being among one of the fastest growing industries, this will be a real challenge, as IT specialists are already in short supply today.
However, recruiting will not be the only obstacle for HR, since training for existing employees is crucial too. Existing employees also need to stay fit for the future, and upskilling will play a significant role in that.
What are Future Skills?
Future Skills are skills that will gain importance across industries over the future, for example the next five years.
Lionstep has seen a pattern of 3 classifications – the skills divided into:
1. People skills: these are more classical skills, including soft skills and personal characteristics. They are important as they ensure easier adaptation to new situations. Applicants with these skills often solve complex problems more easily than others.
- Emotional Intelligence
- Communication & Active listening
- Attention span
- Curiosity & Instigation
- Problem-Solving Competence
- Negotiation & Persuasion
- Growth Mindset
2. Basic Digital Skills: In a world that is progressively dominated by digitization, we all need a certain set of basic digital skills. They are not only valuable for our profession, but also in our private lives.
- Basic Digital Literacy (required)
- Digital Learning
- Digital Analytics
- Digital Psychology
- Digital ethics
- Agile Working
3. Technological Skills: Technologies are constantly developed, designed and improved. Specialists should therefore have the following skills in the future:
- Data Analysis
- Design thinking
- User/Customer Experience
- Artificial Intelligence/Machine Learning
- IoT (internet of things)
- Cloud Computing
- Blockchain Technology
- Growth hacking
- Translation between IT experts and IT laypersons (Tech-Translation)
How Future Skills affect Recruiting/HR?
The demand for qualified employees is high.
All employees should have as many skills as possible in categories 1 and 2. At the same time, companies are also looking for IT experts with skills in the 3rd category.
Effective outreach, profiling, qualifying and recruiting is more important than ever.
As a recruiting-as-a-service business, we at Lionstep have valuable insights and experience in what it takes to ensure that the qualification is done right – so that the quality of our selected candidates best match our clients needs.
We have developed a unique screening process that ensures transparency, speed and an optimal job-candidate matching for both parties.
With the a system of so-called “Spotlight Questions” (which all have to be answered with “yes”), the talent gets “validated” and continues to the next round of screening by a Lionstep-Recruiter.
These Spotlight Questions are developed together with a Lionstep-Recruiter and our client before we post the job profile on our platform. We experienced that it is a valuable service for our clients, as this support really makes the difference between a good and amazing candidate result.
Check out our recruiting funnel below:
How the digital skills are influencing the future of Recruiting:
- More informal qualifications to determine people skills. “Culture-fit” interviews.
- Digital competence analyses carried out more intensively.
- A trend in recruiting technical experts is that companies are resorting to applicants from abroad. Cultural integration programmes are then more frequently used for onboarding.
- The talent search and selection process is likely to become more complex. This is where Lionstep provides major support to it’s clients, by finding and qualifying talent to make the selection process as efficient as possible.
- Small and medium-sized companies are pressured to make special efforts in the fight for the best (IT) minds. In order to position themselves as attractive employers, they are already luring with flexible working hours, home office regulations, agile working or co-working cultures.
So, are you adapting your HR and recruiting process to the future skills?