The beginning… a new year, a new decade… so what’s ahead.  I’m very excited to see what 2010 has to hold.  The last 18 months have been a turmoil.  The credit crisis, the stock market crash, major businesses from the Dow going under.  The economy was hit globally and nearly every American felt it at home… in their own pockets.  Even those that kept their jobs were working in fear or were affected by their companies reducing training, benefits, bonuses, and sometimes doing without basic upgrades or necessities.  After the layoffs, those left behind were tasked with finding ways to accomplish the same or more, albeit at lower revenue streams to their business.

Regardless… I’m seeing a new fresh hope for the workforce going forward.  The jobless rate has stopped its monthly plummet into the oblivion.  People that I’ve known out of work for a year are securing new positions.  Companies are slowly but surely starting to hire again (at least in pockets). 

The workforce that emerges over the next decade will be different.  Change is the only stable factor.  These are a few of the trends I see that will have implications on the workforce… 

  • Social media – This has changed the landscape on how we communicate.  The experts are the collaborative public.  Consumers are relying more on “word of keyboard” than on advertising.  Even those that say they aren’t “involved” in social media are feeling the effects.  Businesses can no longer control the message… they can only influence.  And influence they are.  And this too will affect our future workforce.  How do companies communicate?  How are employees and potential employees expecting their employers to get the message to them?  Employers doors are now open to the public in many ways.
  • Mobile – We are a mobile society… business is going mobile too.  Cell phones are more than to talk on now.  We text, browse, get entertainment, receive rss feeds, and more.  IPhone, Droid, Blackberry… apps are popping up for just about anything and everything on the mobile.  Recruiting and retention are no exception.
  • The aging population – We’ve all heard of the impending talent shortage due to the aging boomer population.  While there are many that believe boomers may be putting off retirement for a bit longer because of the hit to their retirement portfolios, it’s still looming.  Eventually boomers will retire.  Yet, at the same time, we’re living longer.  Many may wish to semi-retire and remain somewhat in the workforce but at a reduced stress level.  Or retire today and return tomorrow.  My experience is showing me that companies would like to retain or engage this experienced knowledge in theory… that’s not always the case in practice.  The term “overqualified” really means that the hiring company believes this experienced worker wants more money or will not stay.  Talk to those in the job search and most say that’s simply not the case.  Boomers at the cusp of retirement often want less or just want to work and put their skills to work.  Savvy employers will figure this one out in the next decade. 
  • Oh and while we’re at it on age… this means more and more diversity in age disparity.  We currently have 4 and some say 5 generations in our workforce all together (seniors, boomers, generation x, generation y (or millenials), and now generation z.  Some think it’s work ethics, others believe it is just generational differences.  Either way… companies need to deal.   And Generation Y will soon outnumber Boomers in the workforce.
  • Increased cultural, racial and ethnic diversity – PC is now the norm. The cultural implications of a greater diverse workforce is huge for employers.  It’s just strong business.  A diverse workforce means a diverse client population.  In the coming years, differences will be even more celebrated, not feared by litigious wary employers. 
  • Veterans Returning to Work At Home – Not since WWII has such a large percentage of our population been returning from active duty in the armed forces.  This is a coveted, yet misunderstood, population of the workforce.  What I mean by coveted is that those employers that actively recruit from the former military find them to be some of the best.  Yet, there is also an abnormally high unemployment rate amongst those seeking to return to the civilian workforce.  There are some obvious reasons for this including Wounded Warriors (those with disabilities) that may require special accommodations, increased mental health issues such as Post Traumatic Stress Syndrome.  But there are also less obvious, such as the fact that many entered the military as one of their first jobs.  Individuals may just not understand how to compete.  Once engaged, generally this population make excellent recruits.
  • Healthcare Reform — In my little knowledge, I’m not going to make any predictions on what will happen in the legislature.  Regardless, healthcare will have ongoing implications on the workforce of the future.  Employers and individuals alike are more fearful of ever rising costs in both insurance coverage and actual delivery.  The demographic changes discussed above including aging populations, cultural differences (meaning the way different cultures approach healthcare), and Veterans returning to work will all have an effect.
  • Education… or the lack and the need thereof… The Bureau of Labor Statistics predicts that one half of the fastest growing employment opportunities in the next decade will require a post secondary education.  That’s nearly 1/3 of all jobs in the US.  Yet, 1/3 of US students are dropping out before matriculation from high school.  The US is ranked 24th in most of the STEM (science, technology, engineering and math) fields in education.   This will lead to greater short-term shortages for employers seeking quality talent.  And I believe has affected the overall high unemployment of the past two years. 

I know there’s more… Please comment on this post and give me your predictions on what will have an effect on the workforce of the future.

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