There are many types of insurance that we are paying on a regular basis, and we don’t typically reflect too much on that since it has become routine. It is a guarantee of compensation for specified loss, damage, illness, or death. But what can an individual do to protect their job, their income without which their mere existence is jeopardized?
Protect your job through your skills.
The job market changed and today it is almost impossible to protect any job. World events destabilize the job market and employers need to react quickly. Employees have no protection against such events regardless of the position within the organization. So, what are they to do to insure themselves against such possibilities? The answer is in continuously striving for opportunities to learn new skills and improve on the existing ones. Think about your answer if during a job interview you were asked to name two or three new things that you have learned during the last year. Employers want to see skills and ambitious personality learning new skills because they know that the future in business is going to demand something that can not even be predicted today.
Companies are adapting fast – but are you?
There are a myriad of companies developing tools, software, and systems for sourcing talent. Employers are investing in such products because they want to stay competitive. The supply of applicants or even passive candidates (A passive candidate is employed, but not currently looking for a new opportunity) is vast and they need tools to effectively sift through the many thousands of them. Automation is the answer.
The interviewing process changed
Once the vast number of potential candidates has been narrowed down to a reasonable number, they enter another phase in this competition. Companies need to be careful with their expenses and they are investing in new and existing technology. For example, more and more companies are using not only video or Zoom interviewing but AVI or Asynchronous Video Interviews. Candidates are asked to interview on camera without an interviewer present. After they are sent a link to such a software they are given between six to ten questions to which they have only a short time to answer. This process results in short video which sent to the interviewing team. Each team member can make comments and score each candidate. The process seems very fragmented but certainly efficient. Once the candidate passed this phase, he or she is invited for a video interview. And now the big question is how many people are prepared to make a great impression via this videoing system and at the same time able to deliver great interview answers within merely seconds.