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Looking for a job? Three in four employers prioritise continuous learners

Continuous upskilling is required to secure your next job now that the fourth industrial revolution is upon us, according to recruiting experts Hays.   

A Hays survey of over 2,000 people found 77% of employers are more likely to shortlist a candidate who has regularly upskilled. 

Why? Research from management consulting firm McKinsey suggests about 60% of occupations could see at least a third of their job tasks automated. At the same time, Deloitte claims the half-life of learned skills is now about five years, which means what you learned to gain a degree or industry qualification could well already be out-of-date. Considering the average length of a career, that’s a lot of constant learning to do. 

However, while 96% of the professionals surveyed by Hays regard upskilling as ‘very important’ or ‘important’ only a minority are putting in the work to ensure they are keeping up with the changing demands in their sector. 

“There’s still time for jobseekers to get the jump on their competition as only 14% of professionals said they upskill weekly, 18% monthly and 20% quarterly,” says Jason Walker, Managing Director of Hays in New Zealand. 

“Don’t be part of the 24% who upskill only once a year, the 20% who do so even less often or, worse yet, the 4% per cent who never upskill,” he warned. 

To avoid this, Hays suggests 7 ways to take charge of your own development to stay employable: 

1. Ask for stretch opportunities at work: “Taking on a project outside your usual remit is a great way to develop new competencies,” says Jason. “If working on a project with people from other teams, you’ll also hone important collaboration and problem-solving skills. To find an opportunity, start a conversation with your boss. Often managers are the key to having your name put forward to be part of an internal project. Alternatively, be proactive and identify an area where your company could benefit from focused attention and what you could do to contribute.” 

2. Stay plugged in: Follow industry leaders and thinkers via LinkedIn, TED Talks, YouTube feeds, Twitter and other social media. According to Hays’s survey, 52% of professionals upskill by reading articles or professional literature, 49% attend conferences, seminars or webinars and 33% listen to relevant online content. A further 25% view content online shared by connections, while 23% read books and seek coaching and mentorships. 16% have joined a LinkedIn Group relevant to their sector. 

3. Join an industry or professional association: Membership of a professional association or industry groups can tick a lot of the boxes for skills and career building. “Before joining an association, ask about its continuous learning program as well as networking events and even mentorship programs,” suggests Jason. “Many associations offer reduced fees for those just starting out in a profession or industry so you don’t have to be an industry veteran to join.” 

4. Relevant courses outside of the workplace: Formal courses are used as a way to acquire knowledge and skills by 47% of survey respondents but there is much to consider before you embark on any study. Research any potential course for its relevancy to your industry, consider specialised certificates aligned closely to developing trends in your sector and check out online tutorials and Mass Open Online Courses. 

5. Learn at work: Many employers offer free self-learning modules that reflect the skills a workforce must develop. Jason points out that peer-to-peer learning is a hot trend too. “Ask a colleague to teach you a skill you want to acquire or set up a study group with colleagues. Peer-group learning sessions allow employees to learn from each other and explore relevant issues together, which can boost the learning process,” he said. 

6. Career mapping: Career mapping can help you develop a plan for your career and focus your upskilling dollars and effort.  Career mapping also makes it easier to pivot when necessary to align with changing trends in your industry. 

7. Employer supported external study: If you want your employer to pay for tertiary study or a specialist course you must be able to explain how your learning will benefit your team or company. Bringing in new skills to your organisation and upskilling colleagues should be central to your pitch for support. 

“Employers want people working for them who are self-directed learners and motivated to succeed,” says Jason. “Continuous upskilling shows that you are proactive, take your development seriously and – provided it’s relevant to the job – are genuinely interested in your field. 

“All of us, from MDs to graduates, need to upskill constantly if we are to keep up with the technical know-how relevant to our job, solve new problems and collaborate with peers to exchange knowledge and ideas. Upskilling also ensures you can pivot to a new role or area of responsibility as things change,” he said. 

Hays surveyed 951 employers and 1,253 professionals in Australia & New Zealand. 

Hays, the world’s leading recruiting experts in qualified, professional and skilled people. 

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For further information please contact Jason Walker, Managing Director of Hays in New Zealand, on jason.walker@hays.net.nz or +64 (0) 9 375 9424. 

About Hays

Hays plc (the "Group") is a leading global professional recruiting group and is celebrating its 50th anniversary this year. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in Asia Pacific and the UK and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. As at 31 December 2017 the Group employed 10,800 staff operating from 256 offices in 33 markets across 20 specialisms. For the year ended 30 June 2017: 

– the Group reported net fees of £954.6 million and operating profit (pre-exceptional items) of £211.5 million;

– the Group placed around 70,000 candidates into permanent jobs and around 240,000 people into temporary assignments;

– 24% of Group net fees were generated in Asia Pacific, 49% in Continental Europe & RoW (CERoW) and 27% in the United Kingdom & Ireland;

– the temporary placement business represented 59% of net fees and the permanent placement business represented 41% of net fees;

– Hays operates in the following markets: Australia, Austria, Belgium, Brazil, Canada, Colombia, Chile, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Mainland China, Malaysia, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the UK and the USA.