Talent management goes Digital – a new age for recruitment

Talent management goes Digital – a new age for recruitment

Talent Management Goes Digital - A New Age For RecruitmentThe job market is changing rapidly. But too many politicians still are promoting and sometimes make decisions on subsidies to professions from the 20th Century that is about to disappear. At the same time as they defend labour-market regulations that today only is holding people back. In a Harvard Business Review report the president of Northeastern University, Joseph E. Aoun, outlines a new labour market that is growing with hybrid jobs. This means jobs where a lot of different skills and knowledge is required. At the same time as talent management goes digital along with the recruitment process. According to a report by workforce analytics firm Burning Glass, more than a quarter-million such jobs were advertised in the US between April 2014 and March 2015. This is employment where the limited traditional work-role is abandoned and you have to be an entrepreneur.

Recruiting entrepreneurial skills for hybrid jobs

But how do you find such talent? If you ask Google, Uber och why not the US Army, they would say that you put up the prospects before different challenges in a gamified environment. Because this is the method these employers and many others are using. This is job-positions like digital storyteller, user experience designer, product manager and marketing automation manager. This hybrid job market is growing rapidly and is based on, to use Joseph E. Aoun’s words; “ the increasingly intricate nexus between hardware, software, and human beings”.

Internet as the primary source to look for new employment

A Boston Consulting Group report shows that 55% of the job seekers use the Internet to look for employment, while 33% rate Internet job sites as the most effective channel for finding a job. The findings are from a survey of more than 13 000 job seekers from 13 countries (approx. 59% of the global workforce), which delivers a global view of the job search process today. In comparison, besides 55% use the Internet to seek for a new job, 36% use paper media, 33% use referrals, 24% use inquiries directly with a prospective employer, while 20% use public services and 17% use permanent-employment agencies.

Talent management goes Digital

This means that job-seeking mostly appears on the Internet. The job-positions is increasingly hybrid requiring a manifold of entrepreneurial skills besides deep knowledge within two fields or more. Where recruitment to a large extent is taking place in challenging gamified environments. The best subsidy that politicians actually can give to these new conditions is an educational system that is adapted to these prerequisites. And to let go of labour market regulation that now is holding people back.

Written by
LarsGoran Bostrom©

TransLearning Design In Practice For Everybody By Larsgoran Bostrom

Learning Design in Practice for Everybody by LarsGoran Bostrom

This book is intended to work as a practical guide to improve the prospects for you to succeed in your learning design project. It includes four parts, beginning with an introduction to learning design including the latest trends within the field. Then the knowledge and skills are gradually built up by describing tools to use for emphatic human-centred and efficient learning design. To in the third part exploring the 6i-model and put it into practice. The 6i-model is a framework that includes a foundation of six stages and guidance for designing excellent learning experiences and other creative projects. The last part of the book is targeting present and future prospects for you as a Learning Designer.

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