Posted on February 10, 2020With the rise of technology, the nature of work is changing. There's a movement away from always hiring people with "hard," repeatable skills, and more towards those with curiosity and proven learning ability.
Some observers suggest that upwards of 80 percent of today's jobs will no longer exist in 20 years, mainly because most of those hard skills will have been automated. The techniques hiring managers use at interviews, therefore, need to change. In the future, employers will come to rely less on resumes and instead evaluate a candidate's cognitive abilities and personality directly. It'll be less about "what you know" and more "what you can learn fast."
The new approach, however, is raising questions over fairness. AI-based hiring tools that promise to streamline the talent acquisition process are not always transparent in how they operate. There's also concern that personality profiling algorithms that scan candidates' social media profiles will intrude further on privacy and give companies unprecedented insight into their personal views.
These concerns aside, how candidates sell themselves may soon change for the better. Instead of relying on the candidate's assessment of their abilities, employers may be able to use a "credit score" for skills that prospective employees publish online on sites like LinkedIn. Hard skills, like programming and soft skills, such as communication, will likely be the first to get a rating that hiring managers can use. Other more-difficult-to-assess characteristics may follow.
Employers may also begin to use technology to determine whether somebody has the right type of brain for the job. Advanced skin sensors could be used to track signals indicating anxiety or arousal or even monitor brain waves, helping reduce problems such as burnout.