Skills Obsolescence Is a Challenge We Must Face Together!

Table of contents:1. Are we all equal when it comes to the evolution of work?2. Recruiting while knowing everything will change!3. Developing a learning culture4. Making skills obsolescence everyone's businessA drama of the 21st century, yes, but not a new one. Skills obsolescence has always existed; work methods have been evolving for centuries. Only now, it's happening at full speed! Recent years have seen alarming figures pointing to ridiculously short lifespans for technical skills. Listing the jobs most impacted by digital transformation is fine, but accelerating employability within your company is even better!

Are we all equal when it comes to the evolution of work?

Predictions about the future of work announce both the death of certain jobs and the birth of others requiring a whole range of new knowledge and technical capabilities. While it may be tempting to believe that skills obsolescence only impacts certain sectors, nothing could be further from the truth. It can affect a large number of professions, from the HR professional who posts job listings to the employee on a production line. Yet, less qualified worker profiles deserve our attention.

"Moderately qualified jobs are increasingly exposed to these profound transformations. Over the next 15 to 20 years, the development of automation could lead to the disappearance of 14% of current jobs, and an additional 32% are likely to be profoundly transformed."

Angel Gurría, Secretary-General of the OECD To the question of whether we should fear skills obsolescence, we answer "absolutely not, quite the contrary!"

Recruiting while knowing everything will change!

Skills obsolescence is a reality we can anticipate starting today. The first step in this direction is to map the skills present in your organization. For companies subject to it, the obligation to maintain strategic workforce planning (SWP) may seem tedious. Yet, establishing a skills framework structures your efforts in talent acquisition, training, and even reskilling. Then, why not broaden the scope by reviewing your recruitment channels or primary criteria? Your strategy can revolve around candidates' potential and growth opportunities. Look for soft skills such as adaptability, listening, creativity, or critical thinking that contribute to a smoother upskilling process. In this context, an inclusive recruitment campaign focused on soft skills brings new perspectives, including a mindset oriented toward change. In this regard, personality tests integrated into the recruitment process aim to reveal character traits or abilities that don't typically appear on a resume. During interviews, HR can also probe candidates by asking questions designed to identify complementary ways of thinking for daily tasks: curiosity, ability to mobilize resources, positive communication, etc.

Developing a learning culture

Job obsolescence places the willingness to evolve with the times at the forefront, especially in the face of digital transformation. A recent Deloitte survey indicates that 72% of leaders consider employee adaptation a priority, particularly through reskilling, job changes, or accepting new responsibilities. When driven by employees, upskilling is far more stimulating and more likely to meet everyone's desire for career development. Leading a collective reflection on the reality of the sector, its future developments, and the challenges ahead can rekindle vocations and be a source of motivation. Each person can conduct personal reflection that could fit into the company's collective effort. This might translate into learning a new management style or training in a technique offered by a competitor or requested by clients, for example. 97% of respondents in the Deloitte survey say they lack information about their employees. There is clearly a need to invite employees to express their career development wishes. This way, you will combine collective and individual challenges and build a learning culture that benefits both employees and the company.

Making skills obsolescence everyone's business

Instead of a prescriptive approach, the contribution of managers and employees helps find effective solutions. Since they are the ones tasked with carrying out daily missions, they are best positioned to explain why certain tools or processes need updating. They are valuable contributors to the skills framework and to updating job descriptions. Gone is the anxiety-inducing review of past failures — the annual performance review transforms into a shared, dynamic, and forward-looking reflection! Under the effect of digital transformation, skills obsolescence invites us to better support and guide employees, on whom the survival and growth of companies depend. To achieve this, the company must become the stage for a learning culture and collective intelligence. In doing so, it can contribute to finding solutions not only to skills obsolescence but also to other societal challenges such as socio-professional inequalities, the digital divide, and job insecurity.Get a demoTry free for 14 days.