04012017-JC-01.qxd 1/3/2017 5:14 PM Page 1 c m y b CHANDIGARH | WEDNESDAY | 4 JANUARY 2017 New Year is the time for new beginnings and change. This is true for the way careers will be planned, business will be conducted and employees will be treated. Here’s a look at some of the trends that will rule in 2017 Converging roles Bots, AI to fine tune hiring tech CAREERS GAURI CHHABRA The New Year is going to bring a shift in the way different job roles will be viewed by employers as well as job seekers. For all purposes the era of water tight roles is going to be passe in 2017. There would be a complete convergence of roles and sectors as you go high up the ladder. No more would Finance be from Mars and HR from Venus. With horizontal elevations and movements gaining momentum, following are some roles and sectors that would be close to merging in 2017 and the coming years. HR and Marketing This year you will see the walls come down between HR, marketing and customer service roles. With the talent crunch deepening, it is going to be all about candidate experience before and after he gets recruited in the company. A recent study found that nearly 60 per cent of job seekers have had a poor candidate experience and 72 per cent of them have shared their experience on an online employer review site such as Glassdoor.com. When employers don't notify candidates of their application status, they are discouraged from ever applying for another job at that company again, which limits their future talent pool. Furthermore, a bad candidate experience can turn away customers who may be your candidates, thus resulting in a loss of potential revenue. Therefore, if you are in an HR role, you need to market yourself and the company so well that it should be the second best option in the minds of even the rejected pool of candidates. You should be for employees what the marketer is to customers. HR and Data Analysis HR has always been in the numbers game. From salary JOB ECOSYSTEM KETAN DEWAN OPERATIONS, IT AND DATA ANALYTICS Today, it is time to rethink what we mean when we talk about "operations." A new set of relationships is being formed between the roles of Operations, IT and Data Analytics. Operations is not only about managing the shop floor. It is also about being efficient and innovative in terms of cost and scope. To get an opportunity to innovate, you need to either have the knowledge of data and analytics or work closely with data and analytics team which in turn depends on the IT department. So, if the essence of operations is bringing about innovation, digital technology is helping to bring about innovation. Whether we design a new financial investment product, or the next version of Snapchat, the bulk of any organisation's operating capabilities are going to be software-based. Therefore, if your handle the Operations of your organization, you need to beef up your IT and data analysis skills. THINKSTOCK value, allowing managers to forecast and align their corporate and people strategies. To be successful in your HR role you should be hungry for data that supports what organisations do and demonstrate a real contribution to business outcomes. In simple words, it means that an HR professional need not be only a people's person who can speak and negotiate well, if you have a degree in STEM, it would make all the more sense to move into HR and have an edge over others. silo, it's now more important than ever that a marketing professional also has an insight into the IT role. Marketing is now more scientific than ever. Through A/B testing and goal tracking, customer interactions can be more closely tracked and messaging more refined than ever before. The key to success in this new model relies on processing all of this information quickly, and making sense of it while it's still relevant. The same is true for product development. With the layers between you and your customers effectively gone, many companies are beginning to look into ways to integrate customer feedback into the product development process. More and more organisations would call them digital agencies going forward. By this there would be a need for people who understand both Marketing and IT. If you wish to carve out a successful career for yourself, you need to understand that being technical and a marketer is no longer an oxy-moron. 2017 MEGA TRENDS Marketing and IT and benefits costs to headcount, the numbers have always been big. The key shift that one would see in 2017 is moving away from counting and reporting toward analyzing and predicting - and therein lays the challenge. As an HR professional, you should have the ability to analyze chunks of data and make it tell a story that has profound business With an increasing need for marketing to be data-driven and for customer input to be quickly incorporated into product development, there is going to be a convergence of Marketing and IT. IT might cut across all roles but more so in Marketing. Recently, a Forrester report discussed the need for merger of marketing and IT roles as it would truncate the amount of time it takes to collect customer data and increase the value a company can gain from it. While traditionally each department may have existed in a continued on p3 HR and Finance In 2017, HR would cease to be just a support function; it would occupy a more strategic position. It would have to understand finance and business. For HR to play a more effective, strategic role in the organizations and for them to apply quantitative analysis to HR functions, it is crucial that HR professionals possess the requisite skills. For example, you would need to apply financial modeling to better predict future workforce shortfalls. In addition to enhancing their HR departments, some companies would also move midlevel finance personnel to HR simply to give them more experience in preparation for higher positions. If you are thinking that moving laterally from finance to HR would be a drag on your income then it is time to rethink as new compensation models are being built for horizontal movement. So salary would not be a limiting factor. c m y b The macro-economic environment, BREXIT, outcome of US elections will support emergence of the following mega trends in 2017. Indian IT sector will face heat from job creation policies to be proposed in the US: It will be impossible for the US to create experienced IT engineers overnight, but brash policies by the new government will demand IT employers and job-seekers to play the wait & watch game. Start-ups with high pedigree co-founders will be the employer of choice for fresh and experienced talent alike: The opportunity to work with certain co-founders and start-ups will be the new wave in comparison to working for a low pedigree boss or operating in a less challenging mundane role in a large MNC. BREXIT, EU Economy slowdown and tough visa norms to the UK will pave way for boost of global talent supply to India: Supply of Expatriate talent, reverse brain drain from UK & UK, global students desire to make a career in India initiated with University degrees from Indian colleges will all add up to availability of high pedigree talent that will find employment in multiple sectors and schemes set up by Government of India including Make In India, Swachh Bharat, Fight against Corruption, MGNREGA, Smart City and Start-up India. A lot has changed in India & the world in the last few months — Demonetisation, US Elections and BREXIT. The signal seems very clear — the US & UK are promoting protectionism, while India is raring to open its gates to be a true open economy. Owing to the global scenario, India will not only continue to attract reverse brain drain but also will be a hot destination for global talent. As they say — If you can work in India; you can adapt yourself to work anywhere; so, Indians will definitely have an upper hand on that count — perseverance and can-do attitude are a key criterion in making hiring decisions. On the other side, expatriate talent will bring along the most innovative technologies and understanding of processes that is critical for the fast growth that the country is experiencing. Job seekers and employers, need to positively ride on some of these mega-trends that the job scenario might have started experiencing already. The Mega-trends are an outcome of various macroeconomic factors, global/domestic shifts, challenges experienced by job seekers — associated issues faced by employers and innovative technologies impacting lives of both. The 10 Indian job ecosystem mega trends 2017 that will shape how jobseekers & employers will find each other with ease and speed include: Bots, Interactive Voice Response (IVR) & non-real time messaging to shape conversations between job-seekers & employers: Conversations with their respective bots, IVR; during-the interview process will make for effective recruitment decisions. Currently, as candidates are more on mobile devices than on desktop/email, so it takes employers 8-10 calls to reach one candidate hence time to hire & cost per hire gets impacted. 1 experience will 2 Candidate Employers who decide who will be ‘employer of choice’: deliver on equality and respect the time of job-seekers in the interview process will stand to gain while lip service on candidate experience will be condemned on social channels. Currently, either there are no candidates on a given drive or they are in large turnaround. On the other side, 1 full day and ~ 300 of the job-seekers gets consumed and they are not sure if they will get that job or if they want to join on selection. CVs are fake instruments and will be replaced with video pitches that auto match with video Job Description (JDs): Time spent on searching CVs and matching is a very low skill and Luck by Chance game and the match is between two fake keywords. Many companies, including jobsites, have a revenue model supported on making a CV. The following illustration explains the current situation: Radhika could be the best candidate with the worst CV, while Rahul could be the worst candidate with the best CV; wherein Radhika will not get an interview call and Rahul will not get a job offer; but both will end up wasting the recruiters time. biases' will 3 ‘Recruitment and Machine be normalised with Artificial Intelligence Learning interventions: Right candidate for the right job without recruiter biases will begin to gain importance for large volume hires owning to attrition becoming unacceptable to the CFO. Currently job-seekers need to feed into the ego of recruiters, who are mostly not qualified for or do not understand the job they are interviewing for. continued on p4
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