This week there were a lot of big announcements in the publishing world. One that struck a chord locally was the announcement of Time Out Chicago being sold and the plans to go completely digital. The other was Hollywood’s Daily Variety also announcing its plans to drop its daily print edition in favor of going digital as well.
These two transitions may not mean a lot in the recruitment world, but what it continues to signify is a change in how people are consuming their information and how companies are looking to adapt to the current trends in the market place.
What we see as trends in the market place in our HR technology vendors are more formally responses to these same shifts. Consumers digest information differently than they did a decade ago. They interact with companies and each other differently. And, as we all know, these same consumers are employees and job seekers and brand advocates.
Employers must take a look at their own processes to make sure they are not being left behind as well. Evaluations of how they reach and connect with job seekers and their networks must occur on a more frequent basis than in the past, because how we exchange information is changing more rapidly than ever before, and eventually they will cease to be relevant if they can’t find ways to engage.
Vendors not only have to keep up with the technology demands, but experiment with what will be the next trend. They also have to work harder than ever to educate their customers on taking more strategic approaches to their recruitment cycles to increase their effectiveness in attracting and retaining talent over time.
Taking risks and being at the forefront is not easy, but the reward is greater for those willing to take chances. There is always something to be learned from the process.
On a separate note, what these recent announcements also mean is more talented people are losing their jobs to technology shifts. We’ve seen this occur over the course of history, however, we often forget that behind all these business transactions are real people (and some day might be one of us.)
These new job seekers are taking an apprehensive look into a workforce that has made them obsolete, wondering where they will now fit in as they revise their resumes and adjust their vision of their careers. It becomes a game of identifying their transferable skill sets, and for some, learning the art of persuading hiring managers of their merits and talent in completely different roles.
It’s a scary situation for many to say the least. Especially after several chaotic shifts with the economy over the past few years have aided in the increase of a transient workforce. This shift has led many people to take on free-lance and contract roles after careers of being full-time employees.
Life, work, communication, it can all change faster than we can imagine. One day we know who we are and what we’re doing, and how to do our jobs, and the next we have to pivot.
As everything moves faster, we all need to call a time out to focus on the impact we’re making and what needs to change. A moment set aside is all that’s need to make sure we’re asking the right questions and in search of answers that make a difference.
Many questions remain: How do we all adjust to these shifts together? (And can we? Or is that just wishful thinking?) Are there ways that we can help the ebbs and flow of the workforce to seem less severe for those in transition? Will taking a long term approach to building talent networks and circles of influence help companies to compete in the short term?
What are your thoughts? And what questions lurk in your own mind? Share in the comments below.
In the meantime, I happen to know quite a few talented people in Chicago looking for new horizons if any recruiters out there are interested in connecting with them. 😉