What Are The Job Trends of 2021 Telling Us About The Future?

 skillset-admin   /  19/11/2021

Now that 2021 is coming to an end, we look at the biggest HR trends in the global and US workforce, and try to figure out how these trends will affect the near future.   With an unprecedented reality of a world tangled in the midst of a global pandemic for nearly two years, yet trying to recover from lockdowns and maintain a renewed work routine, there are many gaps to fill. We might want to be more cautious for 2022 before some of these trends become dangerous and snowball into bigger problems, affecting the whole market.  

The never ending job search

  Starting with the surprisingly negative phenomenon of very long job searches, happening despite a shortage in working hands. Nearly 50% of job seekers are saying they are getting frustrated from the tedious search process, and 46% of workers saying they are not finding jobs according to their basic standards. Reports suggest that on average in 2021, a person will take about 6-12 months to land a job. That is way too much time wasted on searching instead of working, which translates into so much salary loss.  

Don’t veto on career transitions

The continued layoffs are encouraging or forcing people to rethink their career paths. For many of them, it means that their experience and years under a particular title will no longer be a factor in job hunting. For others, it means they will learn new skills to apply with their existing real-world skills and have a fresh start in the job market. People who are going all out for that career change will also have to face things they were always afraid of, in the process of upping their games. They will have to study a lot, but will also have to get to the point where they dive into the water and gain actual experience.  

Showing the ’correct’ you

Except for the fact that job interviews are becoming online, the competitive market requires candidates to upgrade their resumes, cover letters and digital presence, and even having their materials checked by a professional. A lot of job seekers are finding it hard to shine in an online interview, and they find it more difficult to express themselves properly. This online presence and external expectation to ‘do the right thing’ requires people to learn a whole new set of skills and upgrade their digital abilities, in order to be perceived as they wish. In some cases, having the ‘wrong’ online personality can disqualify a candidate from being considered for a job.

Diversity, not for real

  Plenty of large and small companies are realizing that they should be more inclusive and diverse, looking also at marginalized populations and overlook previous biases of race, gender, disabilities, background, education and religious beliefs. A lot of those companies who are interested in creating diversity, are doing it in a somewhat artificial way, that doesn’t eventually create real diversity. For example, they might create an empowerment workshop for a specific minority group, but they ultimately can’t promote it since it’s only intended for a certain demographic and not for everyone. And when it comes to include persons with disabilities, they are legally not allowed to ask about any disability, so the only thing they could do is to encourage people to expose themselves as disabled, which most of them are not interested in doing.  

Retraining in-house

  In the midst of the pandemic crisis, causing layoffs in certain industries yet still lacking in working hands in other fields, retraining became a norm in the last year. It’s not only job changes that require people to retrain, but it’s also retraining people in the company in order to promote them to jobs that have yet to be filled. Since businesses were required to transfer to leaner conditions, employees were asked to fill in for those who were laid off, or function in more capacities.

Companies are putting their time and money into retraining those who should acquire additional skills and benefit the company’s fluid status.   With our faces towards 2022, we see many challenges and opportunities taking place in a world of uncertainty and unstable economic conditions.   When it comes to learning new skills – it seems that everyone should up their game and open themselves to other possibilities that could be beneficial for them in the long and short term. And as it seems, learning new skills and retraining in the workplace will be the new norm for companies who are looking to become the more efficient version of themselves.  

As to diversity, it should not be the goal to strive for, but something that is an integral part of the recruiting and employment process. Trying too hard to close the diversity gap results in a work culture that is not really diverse. But when a recruiter can select candidates from an objective process that doesn’t take any stereotype into account, a true change can occur.   In regards to the image one may pursue, and in spite of the very digital age we live in with the blast of data coming from online channels, an online presence is nice to have, but it shouldn’t be a barrier on the way to get a job.

This presence has no connection whatsoever with the capabilities of someone to perform the job they were hired for. If you can’t do the job, you will be laid off in reality and not digitally.   Our main concern however, is about those long job searches. Time wasted in job searches creates despair, settling for jobs that won’t last, delays in creating experience and of course, loss of salaries. Job searching must be more efficient, hiring processes must be shorter, and there is a way to solve it. We know the solution, and we will make sure to find great partners to make that much needed change with us, a change that will contribute to employers even more.

 

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