Future World of Work – When the only certainty is yet more uncertainty potential is all that matters.

Across the globe, leadership teams are investing time and research on exploring what the future world of work will look like. What skills will they need within their organisations? How will these skills be assessed? How will they recruit individuals for jobs that do not even currently exist? The future world of work is so uncertain. We are operating in a continually changing environment and work outcomes are in a constant state of flux. Jobs have become and will continue to be increasingly fluid and dynamic.

We, therefore, need to ensure our approach to talent acquisition is aligned to the future world of work. We need to make sure we are attracting, recruiting and retaining future-fit talent. In a world where the only certainty is yet more uncertainty, we must look to assess an individual’s potential before we assess anything else.

Areas to consider

  • The biggest driver of high performance will be determined through assessing potential – Grit, Applied Intellect, Digital Intelligence and Creativity (as per the Amberjack high potential model)
  • People will need to be able to continue to grow and adapt based on their potential rather than solely their existing skills – recruiting based on potential rather than past experience will therefore be critical.
  • Recruiting individuals and developing future leaders who can draw energy from uncertainty is crucial – rather than fighting change, embracing it and leveraging opportunity from change.
  • Organisations need to be committed to building an agile and resilient workforce that can succeed in continued uncertainty.
  • Assessment for potential can be an automated process and used across an entire organisation – as an example, our HiPo-i psychometric tool, when used in its entirety, can screen out up to 80% of applications very effectively. This would drive huge candidate and recruiter efficiencies allowing more time and investment to be spent on the 20% of candidates who meet your future potential benchmark.
  • There are core behavioural requirements that need to be assessed in every role. Whilst there are of course technical competencies as well – these can be assessed at later stages of the process with individuals that meet all the baseline behaviours and demonstrate potential.

I think Talent Acquisition is at an extremely exciting crossroads. Diversity & Inclusion has never been higher on the global TA agenda. The pandemic has been disastrous in many ways but there are silver linings. A study by Monster found that 82% of companies are planning to hire this year. Individuals across the board, from students to CEOs, have been forced out of their comfort zone and into new ways of working and all of this has developed their resilience, grit, creative force and digital intelligence at a level beyond comprehension. These are exactly the behaviours that demonstrate future potential and so as we start hiring again, at every level of our organisations, we should look beyond universities, qualifications and past experience but to a future world of work that is much more diverse and inclusive, where teams and individuals with very different experiences can collaborate incredibly successfully because the behaviours that they all demonstrate are the same.

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