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Three ways HR technology will fundamentally reshape careers, jobs and work

Source | LinkedIn : By Lewis Garrad

It seems very fashionable to make predictions about the future, even though the evidence suggests that most people are rather bad at it. Much of what is written about it is either obvious or complete guesswork. Given that, I thought I would take a stab at it. I have found that I’m capable of both guesswork and observing the obvious so I feel entitled to give it a go. I am going to make three predictions about the future of work based on real technology that has either already been developed or that looks likely. Let me be clear – the capability to do these things, more or less, already exists. What I’m contemplating is how they’ll be used and what it means for people at work.

I’d also like to address something that is sorely missing in a lot of the conversation about jobs, work and technology – the idea that technology will teach us something about ourselves that we do not yet know. So while others are pondering automation and impending irrelevance of human beings to many areas of work, I believe that a much more noble pursuit is to consider what HR technology will enable us to do for people and for the employers of those people. So, here are three ways life at work could change based on the emergence of increasingly powerful HR technology:

  1. Your digital twin will be winning you a job.

As of today there are 1.2 billion users of Facebook, 500 million members of Linkedin and 3.5 billion Google searches a day. The result is that many professional people have an online data footprint that is large and growing.

This vast array of data provides a unique window into humanity and an increasing body of research shows that it can be highly predictive of what you are really like, especially at work. The language that people use, how often they share, the sort of content they interact with is a direct indication of their personality; what people “like” online and how they perform in problem solving games is predictive of their cognitive ability. These connections have not gone unnoticed and tools are emerging that can use this data to create rather accurate talent profiles which means they can predict your chances success in certain jobs. While some tools are still asking you to do something to know you better (like MercerMatch and Hogan-X), others are using available public data about you (like Crystal Knows or Receptiviti).

The natural progression of this is that organizations of the future will see it as necessary and responsible to use this data to assess and understand candidate fit before giving someone a job – particularly if it’s managerial or professional. In the same way that a lender looks to vet your credit history when planning to loan you money (as a route to understanding how reliable you are), employers could use your digital footprint to help them understand if you’re really the right person for the role without even needing to speak to you. The data they can get online would be far more valid and reliable.

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