Online video interviewing from Hire-Intelligence

What Will Hiring Be Like In 100 Years?

The hiring process has changed over the years as old methods of hiring make way for new ones.  Online job postings killed the classifieds and soon postings will succumb to social media.  Video interviews will replace the phone screen.  Resume screening software has replaced humans and eventually the flaws these systems carry with them will be replaced with better technology.

I’m setting myself up for ridicule by trying to guess what the future of hiring will be like in 100 years but then again who is going to read this post in the next millennium and point out all the ways I got it wrong?

First off, in one hundred years few jobs may be left that a robot isn’t already performing? According to the Boston Consulting Group, robots will replace humans in factories at a greater clip in the next decade than seen before.  As of now only ten percent of jobs than can be automated are taken by robots but by 2025 Boston Consulting foresees that 23% will be automated.  Two University of Oxford researchers estimated that by 2033, 47% of all U.S. jobs might be taken over by computers.  Imagining that the majority of factory related jobs will be automated by 2115 is not so difficult.

With each new innovation we seek to solve a hiring process challenge.  Here are a few of the challenges that organizations face today which we presently strive to solve:

  • Finding top talent
  • Finding candidates that fit culturally
  • Retaining employees
  • Reducing cost per hire
  • Reducing time to fill

Linkedin, Facebook and Twitter have connected companies and jobseekers in ways unforeseen ten years ago and in 100 years after these companies have become extinct, the Earth will be smaller still.  Chips implanted within us to purchase goods without waiting in line, to aid us in medical situations, or to track our abducted children, will also assist in the hiring process.  All of our information including our education, degrees, job history, criminal records and personality will be included and readily accessible to hiring managers.  Job candidates can be matched to any job quickly based on skills, personality, geographical preferences, and so on.

We will be better connected to big data that will track and forecast the worldwide hiring needs much like our current supercomputers monitor climate changes and the environment.  Universities as they exist today will be non-existent.  Students if such a thing as a “student” still exists, will be able to upload the necessary skills/information they require to perform a particular job onto their chips a la the Matrix.  Naturally the more profitable skills such as legal, medical and engineering will be most readily available to those already privileged enough to afford their purchase thus continuing a cycle of the rich getting richer and the poor remaining poor.  In-demand jobs will be tracked years in advance and newer generations will be outfitted with the skills to fill those open, high growth industries.

Employee engagement will continue to rise and fall with each economic resurgence and recession.  In an effort to retain top talent a continuing emphasis will be placed on monitoring each employees’ well-being.  According to research by Gallup, the greater an employee’s well-being the more engaged, productive and healthy they are.  One hundred years from now technology will be able to monitor an employee’s mood, physical and psychological state, and enable employers to take the necessary actions with regards to the employee to counter the life storms an employee might be enduring.  You’re depressed because your father died?  Your employer will know.  Your spouse left you? Your employer will know.  You have a chemical addiction?  Your employer will know.

Lastly cost per hire and time to fill will decrease drastically.  Employees will practically be grown with in-demand skills and employers will be alerted when these culturally fitting employees are ready.  Additionally technology will allow us to create four dimensional renderings of ourselves and sit in one another’s offices without ever actually leaving our homes thus saving time and money.

Honestly I don’t believe I’m being forward thinking enough.  One hundred years?  I bet we can do all this in thirty.

About The Author

Ryder Cullison

Ryder has more than 10 years of experience working with retained search clients as a search professional. As a pioneer of Interview4 he has great knowledge of video interviewing. He writes about all things hiring and looks forward to engaging with his audience on topics of leadership, recruiting, candidate screening, and employee satisfaction. Follow him on Twitter: @hireintelligent and @cullison1

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