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  • Ricards Krizanovskis

Work is changing, and so should the way we work with people

Work is going through many revolutions at the same time. First, there is an increasing amount of tech and digitalization coming in which is changing how we work, collaborate, and experience things. Interestingly, recent McKinsey research showed that the pandemic has sped up digitalization by at least 7 years, making the change even more rapid and disruptive. Second, there is an ongoing revolution of purpose with employees and candidates increasingly demanding a sense of fulfillment and meaning. The Deloitte Global 2022 Gen Z and Millennial Survey shows that for the youngest generations deriving a sense of meaning at work is one of the top factors for choosing their employment. Finally, we see a shift in the ways of working with more flexible work setups, e.g., the emergence of remote work as well as shorter work weeks.

With all of these changes happening at once, it becomes harder to find a workforce that has adapted to all of that. And rightly so - it's hard to find an educational institution that has successfully adjusted its programs to fully meet the necessities of the modern labor market. On top of that, jobs are becoming more complex and require a growing amount of skills and knowledge from the employees.

That is why it becomes critically important to look at skills rather than formal credentials and consider a wider variety of learning and on-the-job experiences as proof of possessing skills. Skills allow for more precise matching with jobs and projects and could help discover more possibilities for assigning projects to employees. Essentially, it is critical to get as accurate skills profile as possible and for that you need to consider all sources of learning - from involvement in informal education to strongest interests.

At UpMatched, we look for interests as well as allow users themselves to choose skills they want to develop. By taking the angle of learning and interests, we are able to get a fairly accurate picture of person's skills profile. There are also alternative ways how you could do that but we see learning essentially being a foundation of your skills. What are your experiences with defining skills profiles? Curious to figure out more examples of defining and assigning skills!

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