The Future of Employment
Article by Corri Byrne, dLook General Manager – Like dLook on Facebook
What are your plans for team expansion? Are you employing full time or on a project basis? In-sourced or outsourced? How is the employment landscape changing with technology?
Worldwide Changes in Employment
Government argues that we need more stimuli and the opposition argues that we need more tax cuts to increase demand. There is some truth in both arguments, but that’s not the whole story.
There is a restructuring going on in economies worldwide, jobs are moving to contracted people on value / relevance based terms; that are reviewed by project rather than traditional annual arrangements. Individuals are becoming more like actors / directors / producers and crew on movie sets.
The internet economy is ushering in a new wave of networked project based people working in enterprises with staggering capital values. Facebook is now valued near $100 billion, Twitter at $8 billion, Groupon at $30 billion, Zynga at $20 billion and LinkedIn at $8 billion. These are classed as US companies, when in reality they are becoming stateless organizations that are global in their reach.
While the company capital valuations are huge, they cumulatively employ less than 20,000 people. That’s not a lot of people, relative to their valuations, and while they’re all hiring today, they are largely looking for specific skill sets, suited to needs of “the movie” being made today.
The people resume of the future will call for people who have the critical thinking skills to do the value-adding jobs that technology can’t do, as well as people who can invent, adapt and reinvent their jobs (value) every day, in a market that changes @ NetSpeed.
Today’s college grads need to be aware that the rising trend in Silicon Valley is to evaluate employees every quarter, not annually. Because the merger of globalization and the I.T. revolution means new products are being phased in and out so fast that companies cannot afford to wait until the end of the year to figure out whether a team leader is doing a good job.
Employers or should I say Prime Contracting parties are asking of contract candidates: Can this contactor add value every hour, every day — more than a contractor in China, India, Poland or Russia? Can they add significant value to my prime contract position in the market place, can they adapt to my evolving role in the current project; and can they reinvent themselves for the projects of tomorrow? And can they become continuous self learning organisms that adapt to continuous market place change, so that as a federated group we can adapt and export more into the fastest-growing global markets?
In today’s interrelated, interconnected and intelligent networked world, more and more enterprises will evolve into these federated networks that will not hire sub contracting people who don’t fulfill those criteria.
This will require a new mind-set and skill set to compete. The uncertain, rapidly changing conditions in which entrepreneurs start companies is what it’s now like for all of us planning careers in a world filled by dynamic points of stability. Each point of dynamic stability has the potential to have a catalytic affect on all other points of the federated networks that we may become part of.
In accordance with the Chinese proverb “we do indeed live in interesting time”