The latest news and advice from our recruitment experts.
As if recruitment wasn’t already tough enough, the Government’s planned changes to the rules around people getting work visas from overseas are set to produce more headaches for Kiwi employers.
Regardless of where you sit politically and your views on immigration, many businesses looking to fill roles in New Zealand are in some cases going to have to change where and how they look for those candidates or at the very least update their checks and recruitment system to accommodate the proposed new legislation.
It seems that the jobs market and recruitment is seldom far from the headlines these days, whether it’s the construction industry saying they need another 30,000 workers to cope with the boom in building over the next two years, or it’s District Health Boards claiming that visa restrictions for mental health nurses are leaving roles unfilled. Certainly the days when the main way employment got on the news was though a monthly unemployment figure are long gone.
Nowadays, it’s not just how many of us are in work, it’s how we are working and how businesses can find the right people to fill rapidly changing roles in a rapidly evolving market.
Over the coming years, and regardless of skilled visa laws and immigration totals, it’s more than likely that recruitment will become tougher and tougher for one simple factor: we’re heading towards a total split in the jobs market.
This divide is already being felt around the world: increased numbers of skilled roles with limited candidates fought over by companies keen to get them on board, versus dwindling numbers of less skilled jobs fought over by applicants whose roles are increasingly being taken over by automation, mechanisation, and machine learning.
And this is precisely where the major changes are occurring. In a recent Harvard Business Review article that predicted many corporate ventures into Artificial Intelligence were “doomed to fail”, the authors still pointed out that:
Recent research from McKinsey Global Institute found that 45% of work activities could potentially be automated by today’s technologies, and 80% of that is enabled by machine learning. The report also highlighted that companies across many sectors, such as manufacturing and health care, have captured less than 30% of the potential from their data and analytics investments.
And it’s this room for growth that will make such a large impact on recruitment though all sectors. The article talks about AI being used for anything from scheduling meetings to checking and processing car insurance claims – but, according to the HBR, you don’t have to be a PA or a claims investigator to be looking over your shoulder at who (or rather, what) may take your place.
Algorithms, data, and IT infrastructure for large-scale machine learning are becoming accessible to even small and medium-size businesses.Further, the cost of artificial intelligence talent is coming down as the supply of trained professionals increases. Just as the cost of building a mobile app went from $200,000–$300,000 in 2010 to less than $10,000 today with better development tools, standardization around few platforms (Android and iOS), and increased supply of mobile developers, similar price deflation in the cost of building AI-powered systems is coming.
So if you’re running a business or a company’s recruitment campaign, how should you approach the coming AI revolution? Or, for that matter, any of the ongoing headaches that our changing world and battling politicians require?
QJumpers General Manager Simon Oldham says the key is to coping with change is to have a sturdy structure in place that is still able to adapt to changes in the marketplace and technology.
“My favourite topic at the moment is machine leaning, AI and robotics because it’s really starting to make an impact on the type of jobs out there,” Simon says.
“There are certainly fewer and fewer lower skilled jobs because those are the ones that are getting automated and there are more and more people going for those fewer jobs – at the same time businesses are having to fight for those with higher skills wherever they are in the world.
“So it’s important to have a robust recruitment system – and that’s where our QJumpers rebuild comes in because we need to be at the edge technologically. Our clients need to be able to get to the best people really, really quickly for those highly skilled jobs to beat the competition and then pretty much filter out all the people who don’t meet their requirements for these lower skilled jobs. And then they still need to have some tools that make their lives a whole lot easier when it comes to recruiting such as automated screening tools.”
While it seems like it’s never been tougher to recruit quality candidates for the right roles in New Zealand, having the right technology at your fingertips can help cope with the obstacles that are constantly thrown in your path.
QJumpers has designed its leading edge recruitment software so businesses can trust their system to cope with constant changes. To learn more about how we work and how our software can help your company, contact us on 0800 758673, firstname.lastname@example.org or via our website.
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