Showing posts with label trends. Show all posts
Showing posts with label trends. Show all posts

Why we all need to rethink our career plans right now


By Neil Patrick

We all need to think differently about our jobs and careers in the 21st century. This isn’t something which is ever talked about in the mainstream media. They are too busy reporting job losses and hunting down stories about new jobs being created. At best you’ll find tips about interviews or resume writing. None of this information deals with the fundamental shifts in society that we seeing today and which will become more and more dominant in the future. Worse, none of this really helps people who are desperately searching for jobs and trying to figure out why even if they have great qualifications, they still can’t find work…

What is REALLY going on?


Part of the reason for this tragic state of affairs is that the world is undergoing a radical transformation. It’s a change so great that nothing like it has happened for over two hundred years. It’s the endgame of a complex interplay between technology, energy sources, demographics, communications, globalisation and the biosphere.

Jeremy Rifkin’s latest book, “The Zero Marginal Cost Society” has set out an immensely insightful view of what’s really going on in the world today. And it has nothing to do with selfish businesses, greedy bankers or corrupt politicians.



As Rifkin says, “We are just beginning to glimpse the bare outlines of an emerging new economic system, the collaborative commons. This is the first new economic paradigm to emerge on the world scene since the advent of capitalism and socialism in the early 19th century. So it's a remarkable historical event. It has long-term implications for society”.

Technology will continue to make goods and services cheaper and cheaper until they are almost free

The trigger for this global change is something called “zero marginal cost”. Marginal costs are the costs of producing an extra unit of a good or service after your fixed costs are covered. All business people are familiar with marginal costs, most of the public isn't. And as I discussed here, marginal costs have been falling consistently for decades as technology progressively replaced expensive human labor and drove down the cost of production. I distinctly recall wanting a flat screen television about twelve years ago. I never bought one then, because they cost about £15,000. Today I could buy a bigger and much better TV for less than £1000.

Books used to be another thing I would spend a lot of money on. It wasn’t unusual for me to fork out £20, £30 or even more to buy a printed copy of a book that really interested me. Today I can download an electronic version usually for around £5. CDs would cost me £10-£15 each back then. Today, most CDs are about half that price and legal downloads even less.

Endlessly falling marginal cost means consumer goods and many services will continue to get cheaper and cheaper, heading ever closer to zero. Zero or near zero marginal cost is going to dramatically affect every single person in the world in the coming years in every aspect of their life.

A new economic paradigm is on its way right now

There's a paradox embedded in the heart of the capitalist market system that’s pretty much never discussed. This paradox has been responsible for the tremendous success of capitalism over the last two centuries. But here's the irony; the very success of this paradox is now leading to an end game and the new paradigm emerging is what Rifkin calls, “collaborative commons”.

In a traditional market, sellers are always constantly probing for new technologies that can increase their productivity, reduce their marginal costs so they can put out cheaper products and win over consumers and market share and beat out their competitors and bring some profit back to investors. So business people are always looking for ways to increase productivity and reduce their marginal cost.

But they simply never expected in their wildest dreams that there would be a technology revolution so powerful that it might reduce those margins of cost to near zero making goods and services essentially free, priceless and beyond the market exchange economy. That's now beginning to happen in the real world.

And the internet is at the heart of this transformation

The first inklings of this zero margin cost phenomenon was with the inception of the world wide web from 1990. Millions of consumers became prosumers with the advent of the Internet. Today, they produce and share their own videos, their own news blogs, their own entertainment and their own knowledge with each other. In these lateral networks, this is done at near zero marginal cost. It’s essentially free, completely bypassing the capitalist market.

This zero marginal cost phenomena wreaked havoc first on publishing businesses. Newspapers went out of business; they couldn't compete with near zero marginal costs. Magazines went out of business. Record companies went out of business.

But free stuff cannot easily be converted into stuff which earns us money

The strange thing about it is that at first a lot of industry watchers said this was a good thing. They argued that if we give out more and more information goods free and people are producing and sharing it free, these “freemiums” will stimulate people's appetite to want premiums and then upgrade this free goods and information by getting more customized information.

Musicians gave away their music free when they started to see this happen hoping that they would get a big loyal fan base and then their fans would be enticed to go to their concerts and pay the premium in order to be there in person. We saw a similar strategy with newspapers. The New York Times will give you ten free articles a month, hoping that you'll then upgrade to premiums and join their subscription service. It just didn't happen on any large scale.

This was very naïve by industry watchers. Sure, some people have moved from freemiums to premiums but when more and more information goods are out there nearly free shared with each other, music, film, arts, information and knowledge, the attention span and scarcity is not there to motivate people enough to want to pay for the premiums when they have so much available already for free.

What does this mean for jobs in the future?

All the while that this has been going on, jobs have become scarcer for more and more people. Even where human skills are required to deliver services, like healthcare, the ever increasing efficiency of the technology they use to provide care, means fewer and fewer people are needed.

The implications of the zero marginal cost society are huge. We all need to think differently about how we will earn a living in the coming years. There are several implications as I see it:
  1. Even if we are working full time currently, it is almost certain that the number of people organisations require to do the type of work we do will continue to reduce. 
  2. As traditional jobs continue to become scarcer, competition for the remaining jobs will continue to become fiercer. 
  3. The loss of a job is likely to result in longer periods without work. The loss of income coupled with continuing outgoings, will continue to bankrupt many people. 
Placing our entire faith in our skills and qualifications that have enabled our careers until now, will therefore not guarantee our incomes in the future. We all need to plan for this eventuality and the start point for this planning is how we assess the personal assets that we have to deploy. And these may be very different assets to the ones which have enabled our careers up to now.

I believe that we can keep ahead of this tsunami of job destruction if we embrace three essential ideas about our careers in the internet age:

The importance of connectivity and personal networks. The internet facilitates the development of our personal networks. The largest numbers of opportunities will accrue to those who are the best connected people. This is why Linkedin and other social media is so important to all of us.

Collaborative approaches will yield greater returns than competitive ones. Building our opportunities will be less and less as a result of competition. More and more they will be the result of collaborations. People do business with people they like. And helping others out is the best way I know to develop the necessary goodwill for a relationship which has future value to both parties.

Personal intellectual capital and especially forms of creativity that cannot be easy replicated by technology will be the most resistant to erosion. We tend to think of intellectual capital as a very corporate thing. But every one of us has personal intellectual capital which is ours and ours alone. It might be great cooking recipes. Or a gift for oratory, or the ability to show great empathy. The list is endless. But more than ever before we need to clearly understand what our personal intellectual capital assets are. This will be the only way we can figure out how we can leverage our value and continue to earn money in a zero marginal cost society…



A recruiter’s views on the 2014 job market


By Neil Patrick

If you’ve ever wondered what recruiters really think about job candidates and the evolving job market, you’re not alone. So last week I set out to find some answers. And here they are!

One of the great things about this blog is how it helps me get to speak to experts all over the world about their specialist insights into the world of jobs and careers. And recruiters are a very important group. But recruiters are very busy people. So their perspective is valuable but hard to come by.

Last week I was especially pleased to interview Laura Warnes, the Managing Director of a brand new specialist marketing recruitment agency, Proudfrog.

I wanted to get her insights into how the digital revolution is reshaping marketing jobs and what trends she is seeing. Even if you are not in marketing, it’s clear that technology is a key driver in the evolution of the jobs market and because tech is moving so fast, skill requirements are changing fast too!

A lot of great insights emerged from this interview and I’m pleased to share them here.


Proudfrog


NP: In what ways have marketing job descriptions changed in the last 5-10 years?
LW: That’s a huge gap to speak about – 10 years ago we didn’t even have apps! I’ll go with the last five years. Multichannel, Big Data, and a bigger focus on consumption/ analytics have all become more widely used in JDs since the late noughties. There is more focus on the customer journey and UX (User experience – Ed.) over simple promotion and making a sale. There is also often now a requirement for global reach.

NP: What are the most in-demand marketing skills right now?
LW: Digital, creative, content, analytics, UX and CMS (Content/customer management systems – Ed.) seem to feature everywhere.

NP: Are marketing pay rates rising or falling in real terms?
LW: In real terms, it is on par with the average rise across all sectors.

NP: Do you see any skewing between gender, age and race profiles in marketing hires?
LW: Only in terms of pay in my experience. Female hires at entry/ graduate level in general secure higher salaries, but as the roles become more senior it is reported that the gap becomes wider, with men earning around 17k more than women as Marketing Director. There is a growing trend for hiring graduates in to positions which in the past would have required a “second jobber” as well and an overall more accepting attitude of youngsters in responsible roles.

NP: If so why do you think this is happening?
LW: In regard to the younger hires, I believe the value of millennials when it comes to technical aptitude for social media etc. is recognised more as these skills play a bigger part in Marketing and the ability to pick up new skills fast is important in an age where new technologies are introduced almost daily. Regards the gender pay gap, at Director level, women have often needed to take a pay cut to re-enter the work place after maternity leave and haven’t yet caught up. This is probably true of all sectors and not unique to marketing.

NP: What’s better for a marketing person’s resume/CV, a big brand name, or a small fast growth business?
LW: It depends entirely on the hiring manager and company culture! It is very difficult to achieve, but a well-rounded exposure to both environments will generally give you the best advantage. A theme which has emerged over the past few years is a dislike for applicants who have been in the same role for too long, or stayed within one industry sector through two or three roles – unless you wish to stay in the sector in which case this will be an advantage. I remember a time when anything less than five years in a role made an applicant appear “flaky”, now if you haven’t moved on to something bigger, better, or different after a couple of years then my clients are asking me why you aren’t driven or hungry for something new.

NP: What’s the most common error made by applicants for marketing roles?
LW: Not detailing your technical skills. If you’ve used it – put it on your CV and let us know about it! A dynamic personal statement is also crucial. We expect marketing professionals to be more tech savvy and more creative than others so a dry Times New Roman two pager isn’t going to cut it. Your CV is your personal marketing tool and demonstrates the value that you place on presentation, branding, content and technology.

NP: What are most marketing people looking for in their next employer?
LW: Learning, variety, a collaborative environment, flexible working, and the opportunity to use creative skills.

NP: Do you think recruitment firms serve clients and candidates equally well?
LW: A recruiter’s fees will always be paid by the client, and with this in mind they will usually be viewed as the true customer over and above the candidate. Many recruiters treat the candidate relationship as lesser and, on a basic level, that is understandable. However, for two reasons it is very important to treat candidates with respect and professionalism in the same way we treat clients: One, it is the ethical thing to do, we should treat others as we would wish to be treated and as professionals we should enjoy passing on our time and expertise to those who can benefit. And two, from a business perspective these candidates are our “tribe”. Good marketeers hang out with other good marketeers and as such we want them out there telling their peers how great we are! I have enjoyed many occasions where a former candidate becomes a client, or recommends me to a hiring manager even when I didn’t actually place them myself, simply because I treated them with kindness during an often daunting time in their life. 

NP: What are the main tools used by Proudfrog to search for suitable candidates?
LW: In the main, traditional job boards will always play a big part in sourcing candidates, and here at Proudfrog we put most of them through their paces day and night! However, it is also important to be constantly networking with passive candidates who aren’t active in the market for everyone to see. The real value for our clients is in the relationships we have built through dedicated networking and intelligent market mapping using social media, physical market presence, and research.

NP: How does Proudfrog think and act differently from other recruiters?
LW: Everyone at Proudfrog without exception is incredibly excited by what we are achieving. Being a start-up business we have a lot to prove and have no laurels to rest upon. Given the positivity in our market, we were confident to hire big right from the off and at just eight weeks old we are a team of eight, and actively seeking our next intake of trainees. As a lighthouse customer of Proudfrog you will receive the full, undivided attention of our founders but rest assured, if you miss that boat, we have the resources to hire around your needs and would be incredibly quick to do so! We all have big characters, boundless energy and our core team is diverse. At the helm we have 30+ years of the highest calibre of recruitment experience, but amongst us we also have a budding mobile app entrepreneur, a fashion graduate, sportsmen and a holistic therapy evangelist. We think like you do and ask ourselves every day: how can we utilise every technology and personal skill in our armoury in order to do our job as well as we possibly can?

NP: What should marketing professionals do if they would like to be on your radar?
LW: There are many ways to get in touch. There is a contact form on our website for one. We are also contactable via Facebook, Twitter, and LinkedIn. You can email me at laura@proudfrog.com, or – my personal favourite – give us a call today on 0203 0565581.


I’d like to thank Laura for her time and the insights she has shared with me. And I wish Proudfrog every success with their business. Thanks guys!