“We can say that in general, computers are better at the more automated tasks that humans find difficult, but in turn, they tend to work less effectively on tasks that humans find easy to perform”, detailed Cristián Carafí, Managing Director & Partner de BCG.
“Given this, we understand that new technologies will eliminate some occupations, but in many other areas it will improve the quality of human work by allowing them to focus on more strategic, imaginative, value-generating and personally rewarding tasks”added.
In countries like the United States and Germany, jobs related to computing, science, engineering and mathematics will be affected. The main reason is that technology has been driving the increase in automation in these industries.
Jobs that require human interaction will see increasing demand, in areas such as health care, social services and teaching. Core human abilities – such as empathy, imagination, creativity, and emotional intelligence, which cannot be replicated by technology – will become more valuable in the years to come.
Recommendations for companies
It is essential that companies take actions to anticipate job imbalances in their markets:
1.- Carry out workforce planning. To do this, they must evaluate future demand based on a strategic direction and determining the gaps for certain jobs and specific skills. Likewise, they should proactively design the measures to close these gaps, adjusting them appropriately in the budget to quickly ensure their implementation.
2.- Train the current workforce. Given the rapid changes taking place and the number of new tasks and roles emerging, today’s market will be unable to supply enough new talent to fill all available positions. Companies will have to complement external hires with internal training and development initiatives.
3.- Create a culture of constant learning. Corporate courses used to consist of intermittent training programs or certifications, but the digital economy is going to demand continuous skill enhancement. Therefore, companies must incorporate constant learning into their business models in a variety of formats so that they can be integrated into the daily routine of each employee.
4.- Rethink talent recruitment. Certain skills, such as computer language coding, are likely to be self-taught or not explicitly certified. This should motivate HR professionals to evaluate candidates with a more open mind and encompassing a greater diversity of resumes.
In the post-pandemic era, companies could also choose to create a pool of professionals with new skills to be deployed in a wide field and with development options without even knowing in which field of operations they would fit better.
Lifelong learning will be normal, either through programs offered by employers or through private channels. Individuals will also need to focus on soft skills, which will come in handy regardless of changes in the market.