5 disruptions impacting jobs in 2018 · 2018-08-05 · 5 disruptions impacting jobs in 2018 ... 1

LABOUR TRENDS

5 Disruptions Impacting Jobs in 2018

2 | Labour Trends: 5 Disruptions Impacting Jobs in 2018

Copyright © 2008–2018, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

2017 was a year of rapid change. To help you keep up

with the changes in the labour market, we’d like to share the

top five trends affecting employers in 2017, as identified by

Glassdoor Chief Economist Andrew Chamberlain, PhD.

We offer takeaways on what these shifts — from the spike in

tech jobs to rampant whistleblowing — mean for employers,

along with actionable tips to help you stay current.

As you plan your HR and recruiting budgets along with

new initiatives for 2018, it’s helpful to consider the larger

trends shaping the labour market. We’ll cover what exactly

is changing and how the shifts are revealed through data.

We offer five labour market trends from Dr Chamberlain to

watch for in 2018, and actionable steps you can take to

move your organisation forward into a bright new future.

INTRODUCTION



SECTION 1

5 Labour Market Trends from 2017

It’s impossible to predict what’s ahead without looking back at

the forces that shaped the labour market over the past twelve

months. Here are the top trends that defined 2017 for jobs.

Each one played a role in how 2017 shaped up, and we’ll likely

see these trends building momentum in 2018.



SECTION 1: 5 Labour Market Trends from 2017

#1: Tech Jobs Are SpreadingTech jobs are no longer limited to tech companies like

Google and Microsoft, or tech hubs like San Francisco

and Seattle. The UK is now considered one of the hottest

tech clusters in the world. Industry giants including

Facebook and Google have offices in London and

Cambridge is now known as Silicon Fen because of the

rise in tech jobs based there.

Every industry is being transformed by technology, and

Glassdoor Economic Research revealed that software

engineering jobs are spreading into non-tech sectors such as retail, finance and manufacturing, compared

to five years ago.1

Companies in every industry and location that want to

attract tech talent are competing with the workplace

precedents set by high profile tech companies such as

Google (#1 Glassdoor 2018 Best Places to Work) and

Facebook (#4 Glassdoor 2018 Best Places to Work) that

have publicly championed strong benefits packages,

great perks, and compelling employer brands.

Edinburgh has one of the highest concentrations of people working in tech in the UK, with 17,136 people employed in digital companies.

1. Source: Glassdoor Economic Research, “Beyond Silicon Valley: Tech Jobs Spreading Out of Tech Hubs”, July 2017

https://www.glassdoor.com/research/beyond-silicon-valley-tech-jobs-spreading-out-of-tech-hubs/

https://www.glassdoor.co.uk/Award/Best-Places-to-Work-UK-LST_KQ0,22.htm

https://www.glassdoor.co.uk/Award/Best-Places-to-Work-UK-LST_KQ0,22.htm





For employers in some industries, it also means

wearing a new hat to recruit top talent in tech across

all industries. Big retail brands like John Lewis

and Harrods are exploring more virtual shopping

experiences. In the US, the department store,

Nordstrom, tailors virtual shopping to customers’

individual needs with curbside pickups for chosen

goods. In a September press release, Shea Jensen,

Nordstrom’s senior vice president of customer

experience, said “Finding new ways to engage with customers on their terms is more important to us now than ever.”

Impact on HR: Tech is fueling the modernisation of workplaces throughout the

economy. Attracting tech talent requires fresh thinking on pay

and benefits, workplace perks, office environments, adapting the

hiring processes for skilled candidates, creating more flexible work

options, and more.

To help you clarify definitions on terms you might not know,

refresh your knowledge, and stay up to date on the latest recruiting

and HR terminology geared specifically to tech and engineering,

download the new Recruiting Glossary!

HR TIP

http://press.nordstrom.com/phoenix.zhtml?c=211996&p=irol-newsarticle&ID=2299729

http://resources.glassdoor.com/recruiting-glossary.html?channel=ebook




While the economy is still growing, an impending slowdown could

mean job or budget cuts in the future. Shore up your focus on analytics now to improve your hiring process — and your Glassdoor

interview ratings along with it. If any budget cuts come down the pike,

you’ll be buttoned up in demonstrating your value. Download Talent

Analytics for Dummies today to ensure you’re on the right track!

HR TIP

#2: Booming Hiring — But for How Long?

Despite the uncertainty of Brexit looming over the labour market, the UK economy continued

to crank out jobs in 2017. In fact, the country’s unemployment rate fell to 4.3%, the lowest

unemployment rate since 1975. And average weekly earnings excluding bonuses increased by 2.7% compared with last year.1 Yet some economists point out that with inflation spiking to

3.1%, people aren’t really benefitting.

Impact on HR: Low unemployment makes recruiting more

challenging and time-consuming. What’s more,

in the wake of Brexit, UK employers are increasingly struggling to fill jobs in industries

that traditionally rely on EU migrants, such as

shops, factories and hospitals.

Our research found job interview processes in the UK took an average of 27.5 days in 2017.2

1. Source: Office for National Statistics, 2017; 2. Source: Glassdoor Economic Research, “How Long Does it Take to Hire? Interview Duration in 25 Countries”, August 2017

http://resources.glassdoor.com/talent-analytics-for-dummies-uk.html?channel=website

http://resources.glassdoor.com/talent-analytics-for-dummies-uk.html?channel=website

https://www.glassdoor.com/research/time-to-hire-in-25-countries/




1. Source: Survey conducted by Harris Poll on behalf of Glassdoor from March 30 - April 3, 2017

#3: The Power of Whistleblowers Glassdoor has been focused on encouraging organisational transparency since our beginnings in 2007. The recent

explosion of high-profile whistleblowing for sexual harassment

and fraudulent behaviour at companies that include Uber,

The Weinstein Company, Barclays, Wells Fargo and the BBC

has shown us what happens when organisational culture is

not transparent.

At the same time, workers are looking to their

employers to take a stand on social issues.

An eye-opening 2017 survey from Glassdoor

showed that nearly four in five (84%) US workers say companies have an important voice in proposed legislation that could affect employers

and the lives of employees.1

For younger workers aged 18–34, 75% expect their company to take a stand on political issues affecting the country, including immigration,

equal rights and climate change.1

https://www.glassdoor.com/press/corporate-activism-survey/




A recent Glassdoor survey shows one-third of UK and US companies surveyed plan to boost investments in corporate diversity and inclusion

programmes over the next year.1

1. Source: Aptitude Research Partners, 2017

What it means for HR: 2017 gave us a stark reminder that suppressing bad

behaviour and dysfunctional workplace culture is not a

sustainable strategy in today’s world of ubiquitous social

media and online employer reviews. In addition to show-

ing little tolerance for unethical and inappropriate work-

place behaviour, companies are ramping up efforts to address social issues.

Employees are more productive in environments that don’t challenge their ethics or threaten their personal boundaries. Company policies and procedures are critical to establishing the

rules of conduct within an organisation, outlining the responsibilities

of both employees and employers. Think of policies like the

constitution by which your organisation is run.

HR TIP




1. Source: Deloitte, 2017 Human Capital Trends; 2. Source: Bersin, HR Technology Disruptions for 2018

#4: Goodbye Annual Reviews The evolution of performance management has led many

companies to abandon the dreaded annual review in favour of

more frequent check-ins and informal feedback. In addition,

companies are turning more attention to ongoing learning and

development efforts.

The learning industry has exploded, with businesses around

the world spending more than an estimated £100 billion on L&D annually.2

A variety of online learning platforms help employees develop

their skill sets by teaching new technologies, soft skills and

microskills, while enabling employers to adapt to the quickly

evolving tech landscape.

Learning & development is now the #2 topic on the minds of CEO and HR leaders: 83% of companies rate this issue important and

54% rate it urgent, up 11% from last year.1

https://www2.deloitte.com/us/en/pages/human-capital/articles/introduction-human-capital-trends.html

http://marketing.bersin.com/rs/976-LMP-699/images/HRTechDisruptions2018-Report-100517.pdf




A Glassdoor Economic Research analysis found that role changes are almost three times more likely to occur by changing employers rather than being promoted from within: 73% of workers left their employer to

change roles, while only 27% stayed at the same employer.1

Impact for HR: With the annual performance review becoming

increasingly seen as old-fashioned, employers need

to continually evolve performance management processes. In addition, companies that include

employee development as part of their company

culture will be even more likely to hold on to employees before they jump ship for a promotion.

Glassdoor reviews and exit interviews are an invaluable source of

feedback on performance management and missed development

opportunities. Conduct an audit of Glassdoor reviews with an eye toward performance management and development, and ensure

your exit interview process captures the information needed to

retain more employees. Download Effective Exit Interview Templates

to learn more.

HR TIP

1. Source: Glassdoor Economic Research, “Why Do Workers Quit? The Factors That Predict Employee Turnover”, February 2017

http://resources.glassdoor.com/effective-exit-interview-templates-uk.html?channel=website

https://www.glassdoor.com/research/studies/why-do-workers-quit/




#5: The Year of the Informed Candidate Job seekers have more opportunities than ever before to

learn about your company: Glassdoor users visit an average of 7 different job sites during their search.1 As they embark

on the candidate journey, they use this information to form

opinions about your company.

Still, employers are struggling to fill open positions — a 2017

survey of 750 US & UK hiring decision makers revealed that

76% of respondents said that finding quality candidates was their #1 recruiting challenge.3 Quality candidates are

also informed candidates, according to 88% of hiring decision

makers in the survey. Informed candidates transform the hiring

process by coming prepared to interviews with questions;

being knowledgeable about the role and understanding the

company’s culture and values.

93% of job seekers today say it’s important to be thoughtful and informed about all aspects of a company prior to accepting a job offer.2

1. Source: Glassdoor.com Site Survey, January 2016; 2. Source: Survey conducted by Harris Poll on behalf of Glassdoor from March 30 - April 3, 2017; 3. Source: Aptitude Research Partners, 2017




Impact for HR: Attracting informed candidates makes your hiring

process easier by contributing to an improved

candidate experience, reducing time to hire, and

offering better hiring manager satisfaction. To top

it off, informed candidates are likely to stay with your company longer, as well as be more productive

and engaged employees.1

Companies can improve their ability to attract

informed candidates by communicating their employer brand proposition and giving candidates

the materials they need to become more informed.

This information goes well beyond the careers

page and employer profiles to include employee

photos, ratings and reviews.

Identify the sources of hire that give you the highest

quality candidates — those that make it from interview to

offer. Focus more of your brand and advertising resources

on those sources that attract informed candidates.

For more, download our eBook, How to Recruit Informed

Candidates at Scale.

RECRUITING TIP

1. Source: Aptitude Research Partners, 2017

http://resources.glassdoor.com/how-to-recruit-candidates-at-scale-uk.html?channel=website

http://resources.glassdoor.com/how-to-recruit-candidates-at-scale-uk.html?channel=website



Evaluate these trends along with your hiring and HR plans to

develop achievable, market-right goals for 2018.

SECTION 2

5 Labour Market Trends to Watch in 2018



#1: Bracing for AI in HRWhen it comes to the future of work, artificial intelligence (AI) and automation are poised

to impact nearly every facet of the workforce in some way.1 In the HR world, AI is being

tapped to free up HR professionals’ time by helping to create bias-free job descriptions,

identify the best candidates, screen candidates and schedule candidate interviews.

Many AI solutions are affordable and easy-to-use, and we expect to see much broader

adoption in recruiting and HR in 2018 and beyond. A growing list2 of HR-focused vendors

using AI includes companies such as Entelo (candidate sourcing), Textio (job descriptions),

Textkernal (candidate matching), HiringSolved (candidate matching and recruitment

process automation) and x.ai (scheduling).

Action Steps: Identify the biggest pain points in your sourcing and

recruitment process. Then research appropriate

vendors and schedule demos. Consider a trial before

committing your budget to a new software solution.

SECTION 2: 5 Labour Market Trends to Watch in 2018

1. Source: Glassdoor Economic Research, “Who’s Hiring AI Talent in America?”, November 2017; 2. SHRM, “Intelligent Technology Is Changing Recruiting”, February 2017

RECRUITING TIP AI is also impacting work processes in financial services, healthcare, retail and

transportation. More positions will be created that either develop, interact with or

support AI software. Make sure you work closely with hiring managers to understand

requirements for these positions. Titles might include AI software engineer, data

scientist, solutions architect, or even AI copywriter (for chatbots). They may also

include support for AI technology, such as sales, marketing and legal support. Because

of the small experienced applicant pool in this new field, identify transferable skills

for candidates.

https://www.entelo.com/

https://textio.com/

https://www.textkernel.com/

https://hiringsolved.com/

https://x.ai/

https://www.glassdoor.com/research/studies/ai-jobs/

https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/intelligent-machines-changing-recruiting-ai.aspx



#2: Bringing Transparency to the Application Process Partly thanks to Glassdoor, the workplace is much more transparent than it was just

10 years ago. Yet the job application and interview process is still largely opaque. Candidates

frequently mention frustration with the “black hole” that can occur anywhere in the

recruitment process, from application submission to late-round interviews.

In an era when consumers can easily track every step in a parcel delivery process — from

a mobile device — it strikes most job seekers today as archaic to be unable to track the

status of a potentially life-changing job application in real time.

Companies may consider developing a platform such as Johnson &

Johnson’s “Shine,” which lets candidates check on the progress of their

application, get information on next steps, and browse related information

about the role and company that’s relevant to where they are in the

hiring process. Or they may choose to adopt or reconfigure ATS

technology in order to send automated status updates to candidates.

Action Steps: Find out the biggest candidate pain points in your recruiting process by conducting

candidate surveys and examining Glassdoor interview reviews. Then determine how

you can modify your processes with the help of technology to offer more transparency to

candidates. For an overview of the leading methods for planning and executing great

interviews, download our How to Conduct Better Interviews.


In 2018, we expect more employers to start embracing transparency in application processes. Transparency during the interview process not only improves candidate satisfaction, it differentiates your company in the competition for talent.

http://resources.glassdoor.com/interview-templates-uk.html?channel=website&utm_source=b2b-asset&utm_medium=asset-b2b&utm_campaign=b2b-asset-interview-templates-uk-ebook



#3: Tapping Employee Passion Through Role Experimentation While departmental career progression is usually well-outlined in organisations, lateral

moves are often harder to make for employees interested in developing new skills. Glassdoor

research shows a key reason workers quit is stagnating too long in roles that no longer fit their skills and interests.1 To combat this, we expect to see more employers in 2018

promoting flexible role experimentation. They may also offer formal pathways to encourage

employees to venture into new roles as their skills and passions evolve over time.

One pioneer in this space in recent years has been ATB Financial. In 2017, the Canadian

company launched an innovative formal career development programme, allowing for more

flexible role changes inside the company. The programme created new onboarding and

recruiting channels specifically for internal role changes, and featured management training

to help lay a cultural foundation for greater openness to cross-team role changes and internal

talent mobility at the company.

Action Plan:

Create outlines for various career paths in your organisation

Collect examples of lateral moves within your organisation

Ask for employee testimonials

Include this information in employer branding communications:

• Careers site

• Glassdoor Profile

• Internal communications

Determine how you can encourage lateral career progression through training and managerial support


1. Source: Glassdoor Economic Research, Why Do Workers Quit? The Factors That Predict Employee Turnover, February 2017

https://www.glassdoor.co.uk/Reviews/Employee-Review-ATB-Financial-RVW15588675.htm

https://www.glassdoor.com/research/studies/why-do-workers-quit/



#4: Smoothing Out Bumps in Mobile Job Search People in the UK spend an average of 2:09 hours per day on their mobile devices.1 Job

seekers, too, tend to favour their mobile devices: more than half of Glassdoor’s traffic from its 48 million unique monthly users occurs on a mobile device.2 Employers who don’t have

a mobile-friendly job search and application experience are missing out, particularly for key

audiences. Surveys find Hispanic job seekers and Millennials disproportionately rely on mobile devices as a main way to access the internet.3

Yet the mobile job search experience is filled with bumps and hurdles. Complicated online

forms, clunky drop down menus, hard-to-upload CVs, unnecessary passwords and required

fields, and forms that often ask for duplicate information that already appears on applications

plague the mobile job application process.

Action Plan:

Conduct an audit of your mobile job application process, including your:

• Careers page

• Job ads

• Application process

Identify problem spots and schedule follow-up actions

Consider mobile-friendly ATS and job ad solutions


1. Source: Statista Digital Marketing Outlook, 2017; 2. Source: Google Analytics, CQ3’17 average; 3. Source: Jibe, “Why Workforce Diversity and Mobile Job Applications Go Hand-In-Hand”, March 2015

In 2018 and beyond, we expect to see big improvements in mobile job experiences as employers seek to stay competitive. Mobile friendly careers pages, ATS improvements,

and job advertising features like Glassdoor’s “easy apply” jobs will help employers stay current, leaving “pinch and zoom” as a thing of the past.

https://www.jibe.com/blog/why-workforce-diversity-and-mobile-job-applications-go-hand-in-hand/

http://help.glassdoor.com/article/What-are-Easy-Apply-jobs/en_US




1. Source: Association of Accounting Technicians, 2015; 2. Source: Glassdoor Economic Research, “Beyond Silicon Valley: Tech Jobs Spreading Out of Tech Hubs”, July 2017; 3. Source: CIPD/Hays Resourcing and Talent Planning Survey, June 2017

#5: The Changing Face of the UK WorkforceA ‘job for life’ is now a thing of the past. Today, the average

person in the UK will work for six different companies over their lifetime.1 Priorities have also shifted: it’s now

more common for people to seek a sense of worth at work,

rather than view a job as just a way to pay the bills.

In addition, while Brexit’s full impact on the UK is yet to

be seen, employers and job seekers are already feeling the

effects of the referendum. In fact, as a result of the UK’s

vote to leave the EU, 72% of HR professionals expect the competition for well-qualified talent to escalate. And 61% predict further challenges recruiting senior and skilled employees over the next three years.3

On the tech front, software developer is projected to be among the fastest growing jobs in the next decade, adding an estimated 253,400 new jobs by 2026.2

Our research shows many of these jobs are likely to be added in retail, finance, manufacturing, consulting and biotech, outside of the Silicon Valley tech world.





With so many companies hiring for the same positions,

organisations will need to focus on retention in order to

differentiate themselves and stay competitive. Whatever

the level of skill required for a position, workers thrive

when they have a sense of meaning, can take pride in their

work, and receive sustainable benefits and pay.

Employer branding, career development opportunities and transparency are now more important in 2018 than ever before. When workers can easily search for and apply

to jobs on their morning commute, and with recruiters

increasingly sourcing passive candidates, employers must

create environments where it’s more attractive to stay

than to leave.

Action Plan

To shore up your retention efforts, find out why employees stay

with your organisation:

Conduct a retention analysis, examining longevity by department and demographic groups

Conduct “stay interviews” to pinpoint the positive factors working within your organisation

Use data from exit interviews to identify opportunities to strengthen retention

Examine Glassdoor reviews with an eye toward why people love working for you and why they don’t

Identify two to five opportunities from your analysis and create an action plan for each



Technology — tech jobs and tech for HR and recruiting — is a common thread throughout these trends.

While organisations still need to focus

on the basics of efficient recruiting and

boosting retention, we encourage you

to be on the lookout for how technology

can assist with your recruitment and

people management process — and that

includes the information and analytics

you can glean from technology tools

such as Glassdoor.

CONCLUSION

Glassdoor gets your company’s open jobs in front of millions of candidates who might not

otherwise find them. Employers can engage those candidates with a compelling brand story

at the most influenceable time in their job search — right when job seekers become informed

candidates. Those informed candidates have been shown to be 2x more likely to be hired because they’re the right fit,1 so you spend less time sifting through CVs and more time with

the right people, which saves you time and money both short- and long-term. And when you find

yourself with better hires who do great work and stay longer, everyone wins.

Here’s to all of us doing great work, staying engaged, and finding new success in 2018!

1. Source: Based on app-to-hire ratios in a 2015 study of 30 million applications from a leading third-party recruitment agency



To get involved in the conversation on Glassdoor and start managing and promoting your employer brand,

email [email protected], call +44 (0808) 134 9950 or visit www.glassdoor.co.uk/employers.

For the latest in recruitment marketing tips, best practices and case studies, follow us on Twitter: @GDforEmployers.

About Glassdoor

Glassdoor is one of the fastest growing major job sites in the UK.1 Set apart by

the tens of millions of reviews and insights provided by employees and candidates,

Glassdoor combines all the jobs with this valuable data to make it easy for people

to find a job that is uniquely right for them. As a result, Glassdoor helps employers

hire truly informed candidates at scale through effective recruiting solutions like

job advertising and employer branding products. Launched in 2008, Glassdoor

now has reviews and insights for approximately 700,000 companies in more than

190 countries.2 To stay up to date on employer-related news, industry trends and

hiring tips, visit the Glassdoor for Employers Blog.

1. Source: comScore Media Metrix, February 2017; 2. Source: Glassdoor Internal Data, September 2017


Claim Your Free Employer Account

For more must-read materials on how to win over informed candidates, check out our Employer Resources. To get started,

mailto:employers%40glassdoor.com?subject=

http://www.glassdoor.co.uk/employers

https://twitter.com/gdforemployers?lang=en

https://www.glassdoor.co.uk/index.htm

https://www.glassdoor.co.uk/employers/products/job-advertising.htm

https://www.glassdoor.co.uk/employers/products/enhanced-profile.htm

https://www.glassdoor.co.uk/employers/blog/

https://www.glassdoor.co.uk/employers/signup.htm?source=mktgasset&utm_source=b2b-fea&utm_medium=asset-b2b&utm_campaign=b2b-fea-mktgasset-fea

https://www.glassdoor.co.uk/employers/resources/ebooks.htm

5 disruptions impacting jobs in 2018 · 2018-08-05 · 5 disruptions impacting jobs in 2018 ... 1

Documents