The Hiring Ins and Outs

Due to uncertainties triggered by reason of Brexit in 2017, hiring in the UK private sector has dropped to its lowest level in previous years. The slowdown has been most marked in the financial centres. Till date, hiring has been done relatively great and beating the predictions made by the economists. A notable increase has been observed in the hiring plans of the construction sector. UK economic growth has been better than expected due to Brexit, but a rise can be seen in inflation rates curbing the purchasing power of the household. Service sector is expected to remain positive with respect to new hiring. Exporters from both sectors; manufacturing and service would be benefitted by the fall in currency value. Although many of the employers are complaining about the skill shortage in existing work force due to demand for many technical skills.

We are witnessing Skill Revolution in current scenario. Even in countries where hiring intentions are positive, employers face challenges to find the right person who possesses the right skill for the given job. Even after employing the best suited personnel for the job, employers are experiencing challenges with regard to adaption of new skills demanded while working in a dynamic environment. The work performed requires to be modified according to a fast-changing-world-work; which turns out to be bigger challenge of time.

We live in a world of automation of work processes , most exposed sectors to potential automation includes retail and wholesale, transport and storage, and manufacturing. But these new technology will bring about rise in productivity which in turn can generate jobs in service sector. Therefore employees should keep themselves updated with the knowledge required for performance of job. Government also needs to respond to the changing needs of work environment by reshaping education and vocational training to help workers adapt to this fast evolving technological world.

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Multi-Skilled Or Differently Skilled Are The Most Preferred Personnel.

Adaptability and versatility are the key qualities that recruiters look for while filling up the vacancies. Adaptability is thinking on your feet. It’s more about being thrown unexpected turns and instead of just reacting, you look at the opportunity, see it and deal with it. People who can work under pressure, take on new tasks and can manage just fine out of their comfort zones, these are two essential qualities the companies need now. Company’s desires people who are flexible enough to adapt the changes quickly, apply their scepticism and ability to perform their duties competently. We witness drastic changes in jobs and careers compared to 20 years age. As time goes by, jobs that are known today are going to disappear tomorrow. Hence adding up value to your skills is a statutory requirement. So if you possess the requisite skills and are looking for a job you can contact the recruiters or online job portals which provides you consultancy regarding the enhancement of soft skills and also they help you gain knowledge about the latest hiring trends and demands, which proves to be a booster in your career.

Skilful employees are never out of job. What matters is how skilful you are than your degree. Graduates might possess all the theoretical knowledge but without practical experience it is not of much use. An automobile engineer, for example, can explain in fifteen steps on paper about how to change a tire, but may have never done it physically. There is a clear mismatch of supply and demand of labour due to lack of technical and soft skills and inappropriate education system. Hence, updating skills is the prime requisite to survive in the competitive environment. There are opportunities for people who possess the right skills; businesses are willing to hire them even at a higher cost because finding the right personnel for the job has become a challenge for employers these days.

Technology –A Threat To Human Resource

Technological advancement is viewed as a threat, as it may cause loss of jobs to the people. Machines have driven away the need for labour to a notable level. There has been a shift in industries from labour incentive techniques to machine intensive due to more efficiency achieved by the technological changes in the work culture. Historical examples include artisan weavers reduced to poverty after the introduction of mechanized looms. A contemporary example of technological unemployment is the displacement of retail cashiers by self-service tills.

It is widely accepted that technological change can cause short-term job losses. The view that it can lead to lasting increases in unemployment has long been controversial. Optimists agree that innovation may be disruptive to jobs in the short term, yet hold that various compensation effects ensure there is never a long-term negative impact on jobs. Whereas pessimists contend that at least in some circumstances, new technologies can lead to a lasting decline in the total number of workers in employment.

Measure To Cope Up With The Prevailing Skill Gap.

Institutes and people themselves should function to cope up the skill gap prevailing so that they do not lose their competitive edge in the ever changing environment. Practical training cannot happen within closed doors. There shall exist a bridge between the industry and academics. New entrants and employees should take up various vocational courses to enhance their knowledge and skills. On the contrary, institutes should lay more emphasis on practical education and innovative ideas should be encouraged to support entrepreneurship at a greater level. They shall enter various collaborations with the corporate organisations to ensure industry standards in training. Knowledge sharing platforms should be provided for both technical and soft skills to the youth.

 

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July 18, 2017

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