Advice for Next Generation Workforce

The Financial Times has just published a remarkable guide to help students prepare for their first job opportunities

The FT recently issued a special report titled World of Work. A Guide for Schools. How to Plan a Rewarding Career. It’s a rich and insightful resource for anyone – especially students – looking to enter the workplace and explore new job opportunities. One of the strengths of this guide is its focus on practical advice, backed by real-life examples and expert insights. For instance, it provides tips on how to craft a compelling resume and cover letter, prepare for job interviews, negotiate salaries, and navigate workplace challenges. While I strongly recommend reading the guide, I also want to offer my view on the most important topics regarding the evolution of work and what it implies for the young today.

In recent years, at OpenKnowledge we have been talking and writing a lot about all the great changes taking place in the labour market. For instance, I tackled them in my last book, From Employee Experience to Employee Caring (2021). And we addressed the issues of how Gen Z is entering the marketplace in a dossier attached to Harvard Business Review Italy titled Zeneration Time (December 2021). The topic of whether youngsters are equipped with the right skills to meet employers’ expectations is definitely of the utmost importance.

In the last few months, large tech companies such as Meta, Twitter, Google, Amazon and others have started laying off thousands of employees while simultaneously looking for new talent with better skills. This has raised many questions about the current job market and the skills that are really in demand. The main reason for these layoffs is the rapid pace of technological change and the need for companies to adapt quickly to new trends and innovations. As technologies such as artificial intelligence (AI), machine learning, and automation become more prevalent, companies are looking for employees with the skills to use these technologies effectively. This means that traditional jobs are being replaced by newer, more specialized roles that require different skill sets. For these new roles there’s notoriously a worldwide situation of talent shortage.

Actually, the transformation is larger than that and it involves companies of every size and industry. Many companies are looking for ways to stay competitive in an increasingly globalized and uncertain market. This means that they need employees who can adapt quickly to changing technologies and trends, and who have the skills to innovate and create new products and services.

Undoubtedly, the demand for the so-called ‘soft skills’ (such as critical thinking, problem solving, and social interaction) is on the rise. FT’s guide includes data from the World Economic Forum and OECD that demonstrate this clearly:

Moreover, with the unprecedented push for remote work deriving from the pandemic, companies are also looking for employees who are self-motivated, independent, and can work effectively in a virtual environment. This requires a new set of qualities, such as strong communication and collaboration skills, and the ability to work autonomously.

While it is unfortunate that many employees are losing their jobs due to these changes, it is important to remember that this is a natural part of the dynamics of the job market. As the market evolves, new opportunities will arise, and employees with the right skills will be in high demand.

Owing to these changes, for young people looking to enter the job market it is becoming increasingly important to demonstrate a range of skills beyond academic achievement.

While having a strong educational background is still important, employers are placing greater emphasis on qualities that can help their new hires fit the current economic and technological environments. Drawing from the Financial Times guide and from our direct experience with our clients at OpenKnowledge, the list of qualities I personally see as crucial is the following:

Passion

Employers are looking for candidates who have a genuine interest and passion for the work they will be doing. This is especially true for jobs that require specialized knowledge or skills. If candidates have a passion for their subject matter, they are more likely to be motivated to learn and excel in their work.

Curiosity and Non-academic Experiences

Employers are also looking for applicants who are curious and have an intriguing range of non-academic experiences. These experiences could include internships, volunteering, or extracurricular activities (from sports to music). They show that a candidate is willing to explore new ideas, travel to foreign countries, take on challenges, and work in different environments. Additionally, non-academic experiences can help candidates develop transferable skills such as communication, problem-solving, and teamwork.

Creativity

In today's job market, creativity is highly valued. Employers are looking for candidates who can think outside the box and come up with innovative solutions to problems. Creativity is especially important in industries such as marketing, design, and technology. Applicants who can show their creativity through portfolios, projects, or examples of past work are more likely to stand out to employers.

Continuous Learning

As knowledge is transforming at a dizzy speed, learning has become a lifelong process and employers want to hire candidates who are committed to it. At a time when upskilling and reskilling are more important than ever, this means being open to new training, seeking out new knowledge, being willing to adapt to change. Young employees who have a positive attitude towards learning will be more successful in their job and contribute to the growth of their organization.

Problem-Solving

In the new, fluid reality we all live in, problems are everywhere. Thus, employers are looking for candidates who can identify and solve problems of any kind. This implies being able to analyse data, identify patterns, and come up with creative solutions that are effective and efficient. Applicants who can demonstrate their problem-solving skills through past experiences or examples of their work will be more attractive to employers.

Teamwork

In today's labour market, working well with others is simply mandatory. Employers want to hire candidates who can collaborate with others, communicate effectively, and work towards a common goal. This means being able to listen to others, share ideas, and offer constructive feedback. Candidates who have experience working in teams and can demonstrate their teamwork skills are more likely to be successful in their job.

Leadership

Last but not least, this is another essential quality that employers are looking for in candidates. Leadership means being able to inspire and motivate others, make decisions, and take responsibility for one's actions. When vetting young employees for management roles in the future, companies will favour those who can prove their leadership potential or have some kind of leadership experience (even in sports or other activities).

In short, by showing qualities of this nature, young people can increase their chances of success in the job market and stand out to potential employers. We surely attribute great value to those attitudes in our selection processes at OpenKnowledge.

Unfortunately, in many countries, the education system has not yet adapted to the demands of a rapidly changing workplace. In many cases, students are still required to learn by memorisation and acquire a great deal of notions in a relatively passive way (notions that today can be easily stored in a computer).

One of the main reasons for this is that the education system is often slow to adapt to new technological advances and changes in the job market. Many educational institutions – schools and universities – are still structured around traditional subject areas and teaching methods, which do not always align with the skills needed in today's workforce. Another reason is that the education system often prioritizes academic achievement over practical skills and experience. While academic achievement is important, it is not always a reliable indicator of a candidate's ability to perform in the workplace.

Thus, I am in total agreement with the advice provided by the Financial Times’ guide. If you are young and have any job interviews on the horizon, you may want to read it carefully and prepare yourself accordingly. It may give you the ‘nudge’ you need to start a rewarding and successful career.

Link:

World of Work. A Guide for Schools. How to Plan a Rewarding Career

https://www.ft.com/worldofwork

My last book

https://www.amazon.it/Dallemployee-experience-allemployee-organizzazioni-Covid-19/dp/8835108748/ref=sr_1_2?__mk_it_IT=%C3%85M%C3%85%C5%BD%C3%95%C3%91&crid=Z0T5KQRRL2J0&keywords=rosario+sica&qid=1680271737&sprefix=rosario+sica%2Caps%2C119&sr=8-2

?Zeneration time

https://www.open-knowledge.it/en/zeneration-time/