Tuesday, February 20, 2018

#mustread :3 Reasons Global Firms Should Keep Investing in India

HBR recently published this article.

And Abhijit Bhaduri  produced this visual.  There is no way one can express it better.

Happy reading

Please do feel free to reach me -we help companies find talent they cannot find themselves. 

Options for professionals of Indian origin and international experience !!

Tuesday, February 13, 2018

AI- Bane or Boon for Recruiters?

Image courtesy HR Talent IQ

There are so many theories predicting dooms days ahead in the next 10-12 years
-McKinsey argues that demand for work will increase as automation grows. Technology will drive productivity growth, which will in turn lead to rising incomes and consumption, especially in developing countries. Meanwhile, there will be more jobs in health care to meet the demands of aging societies and more investment in infrastructure and energy. For these benefits to be realised, everyone needs to gain new skills, with governments and private companies taking on the unprecedented task of retraining millions of people in the middle of their careers.
- Accenture predicts that by 2030, the only full time jobs that exist would be the C-Suite roles. The rest would either be automated, or outsourced -and if not be done by freelancers.
With the reducing tenure of employment, it is anybody's guess that the present pricing models -linked to annual salaries would eventually change?
With the mortality rates of businesses increasing, would they be really invested in the careers of their employees?
Are we seeing larger companies building their own internal/in-house recruitment teams -and reducing the dependence on third party firms?
Do we see recruitment models being changed?
Recruiting is no longer about Networks and Convenience.
Is the future of recruiting in Candidate Management + Marketing! With thousands of firms selling to the same HR Audience, it definitely going to be getting tougher. The smart recruiters are going to leverage the digital tools to Market to Clients better and pull them in by creating specific and exclusive talent pools that they alone have access to?
Perhaps we would be better off -managing 'rejected' candidates, and building a niche talent pool- and managing their careers?
Just like private bankers help High Networth individuals manage their financial assets, do we, as recruiters have our roles cut out to become trusted advisors. Surely, for professionals, careers are much as a financial asset-that needs to be managed ?
What are your views on this? Would love to hear.

Monday, February 12, 2018

The future of work - We need to switch occupations & upgrade skills!

These days, it is easy to get confused about the impact of Artificial Intelligence (AI) and Machine Learning (ML)-and robots can have on the jobs of the future.

One of the key findings by McKinsey surveys is that while there may be enough work to maintain full employment to 2030 under most scenarios, the transitions will be very challenging.

Automation and AI will lift productivity and economic growth,but millions of people worldwide may need to switch occupations/upgrade skills!

For a country like India, here is some interesting data -there will be increase in jobs..but they would be spread out..differently!

1) Creative (Artists, designers, entertainers, media workers)-58% increase

2) Technology professionals(Computer engineers/specialists) -129%

3) Teachers ( & education support workers)- 208%

4) Managers and executives-75%

5) Builders (Architects,surveyors, construction workers, installation and repair workers (buildings and infrastructure),crane and tower operators) -117%

6) Care providers (Doctors, nurses, physician assistants, pharmacists, 
therapists,health aides and health support, childcare workers, health technicians,community social worker)-242%

7) Professionals (Account managers, engineers, business and financial  specialists, lawyers and judges, legal industry support staff, math specialists , scientists, and academics)-46%

8) Office support (IT workers, information and record clerks, office-support workers, procurement, payroll, etc), administrative assistants) -21%

9) Predictable physical work ( ie equipment installation and repair workers, 
protective services, gaming- industry workers, dishwashers, cleaning- equipment operators, food-preparation workers, general mechanics)15%

10) Customer interaction ( Food-service workers, sales workers (retail& online),
 therapeutic workers (personal trainers), entertainment attendants, personal-appearance workers, hotel and travel workers) - 46%

11) Unpredictable physical work ( Specialized mechanics and repair, emergency 
first responders, material movers and loaders, machinery installation and repair workers,
agricultural field workers, transportation maintenance,building and grounds cleaners) -9%

So what could be the take away for us?

-Instead of being replaced by machines, humans must learn to collaborate with machines to enhance their own productivity and ingenuity. We must learn to ‘run with the machine'.

-The more predictable and repetitive the activities that make up the task, the more likely it is to be replicated by machines … and automated! Hard-to-automate jobs include tasks like influencing people, teaching people, programming, real-time discussions, advising people, negotiating and cooperating with co-workers

“The illiterate of the future will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” - Alvin Toffler (1928 – 2016), author of Future Shock

“Instead of teaching students to answer questions, we should teach them to ask them. Beyond creating better employees, we must aim to create better leaders and innovators.“ - Raya Bidshahri, Singularity University