Recruitment: Finding Genuine Talent in an Artificial World
The following excerpt is based on the book Tomorrow’s Jobs Today, available at fine booksellers from John Hunt Publishers.
One of the biggest myths about tomorrow’s jobs is that unless you have a tech background, you are as doomed as the dinosaur. Forget that! Futurist Michael Jay Moon breaks down why a growth mindset eclipses both work history and formal education. Every single person alive has this completely unique perspective. And, as you read this book, you are going to see opportunities that are right in front of you, in this very moment. You will realize that no matter how technology changes life, the world is still going to be powered by the people who value fairness, discernment, decency, and flexibility. What are you waiting for?
We spoke with Erick Swaine about what recruiters and employers look for in our new book Tomorrow’s Jobs Today.
“Employers need to be able to ask specific questions, drill-down, and recover the root causes of problems and fill those gaps. We do not minimize skill sets by any stretch, but we have also learned that the ‘intangible’ side of the equation gives both sides a better shot at a long-term fit.”Erick Swaine
From the interview
Erick, do we have enough of the right types of candidates? For example, insurance companies can’t seem to find enough people who understand telematics because the technology is so new in and of itself.
That’s certainly the case in some respects. You take machine learning, deep learning, or natural language processing. There’s certainly a limited talent pool there. AI is a field that’s just a few years old, and so to go in and ask someone for three to five years’ experience is very tough. As a result, organizations have grown these capabilities internally and certified their own people around those programs. Yet, there remains an absolute shortage in many different related areas.
Good data scientists, for example, can be hard to find. Certain developers are moving away from traditional skillsets, and into the open-source world, so we see a shortage of talent there. Employers need to be able to ask specific questions, drill-down, and recover the root causes of problems and fill those gaps. We do not minimize skill sets by any stretch, but we have also learned that the ‘intangible’ side of the equation (i.e., personality, culture, management style, etc.) gives both sides a better shot at a long-term fit.