CareerBuilder in December 2013 released its prediction for high-wage, in-demand jobs for 2014. These jobs cover a large array of sectors, positions, and median hourly earnings.
Top Trends for 2014
MBO Partners recently released their prediction of the top three workforce trends for 2014, which include managers finding their own workers, employers as partners and workers taking more responsibility for their career development. MBO believes that following on the consumerization of IT with “bring your own device”, talent will also become consumerized as managers are empowered to source their own workers for specific project needs. Managers will be able to build their own teams and procure the help they need on a project-by-project basis, and to realize this potential Human Resources and Procurement will collaborate to meet the challenge of this democratization of talent sourcing while retaining governance to control spend and compliance requirements. The employer-employee relationship will also continue to evolve as companies play less of a parent role, and more of a partner role by providing more self-source programs to employees for items traditionally associated with the employment contract, such as health, insurance, and retirement benefits. Finally, workers will claim a greater control over their work-life balance and career, transitioning to a self-employed professional mindset.
“As the ball drops on 2013, American workers will move in larger droves to self-employment, with over 1 million more Americans joining the self-employed ranks in 2014. American professionals are adjusting to a sea change in how work gets done.” ~Gene Zaino, CEO and President of MBO Partners.
Other key trends include:
The impact of health care reform costs on company’s sourcing decisions, and an increase in hiring temp workers to avoid penalties.
Software-as-a-service for workforce system needs.
Point technology solutions that help companies solve single problems, despite the cost associated with separate technological infrastructure, inconsistent experience, and multiple vendors.
Addressing the skills gap and focus on STEM.
HR will continue to focus on compliance for compensation, wages, new-hire orientation, payroll, recruitment and hiring, separations, and performance management, while also adding immigration to their umbrella, as U.S. Citizenship and Immigration Services starts to move down market and look at smaller and medium-sized businesses.
Companies will invest more in business analytics and big data as they strive to increase transparency, improve decision-making, and identify new opportunities.
Large number of Baby Boomers leaving the workforce.
Transition from investments that are tech-focused to being more people-focused.
More companies will provide wellness programs, using financial rewards and penalties to promote healthier behaviors, as they realize that they save more money and are more productive and effective with a healthier workforce.
The Decline of Job Boards
Industry experts predict the use of job boards to decrease in 2014, as recruiters seek out more effective and meaningful ways to reach candidates. Social media in 2013 has gained popularity as a recruiting channel, as these platforms allow employers to make relevant connections. Jobvite.com reports that this year, 94% of employers used social networks for recruiting.
“More smaller companies and even midsize companies are looking at your online footprint first before giving you an interview to see if you would fit into the corporate culture.” ~Dan Schawbel, workplace expert and keynote speaker, New York Times best selling authore of Promote Yourself