According to the World Economic Forum, 85 million jobs may be displaced by machines, but even more—97 million—new jobs will be created1. AI automates repetitive tasks and enhances human capabilities, allowing workers to concentrate on value-adding and creative tasks2. | | "...85 million jobs may be displaced..." |
To harness AI's full potential, you must proactively prepare for the changes it brings. A recent study conducted by Oxford University has analysed over 11 million job postings from 2018 to 2024, and it has shown that AI is impacting the world of work to the extent that hiring practices are shifting away from formal qualifications and towards skills-based hiring3. The flow-on effect is that researchers are now recommending universities consider alternative forms of education to keep up with the changing demands: on-the-job training, MOOCs, vocational education and training, micro-certificates, and online boot camps. | | "...over 11 million job postings shifting towards skills-based hiring..." |
Your qualifications and experience might hold little value. The traditional career path of obtaining qualifications and gaining linear expertise to climb the corporate ladder is now closer to extinction than ever. So, how can you stay employable and marketable in this changing career landscape? The short answer is: “Change your attitude!” | | "Change your attitude!” |
A protean career attitude implies that you take ownership of your career. This attitude allows you to shape your career according to your values rather than an organisation's objectives for your career, enabling you to set career goals based on what is important to you. | | "...take ownership of your career." |
A boundaryless career attitude is where you actively move between different jobs and companies, or you collaborate across multiple divisions and projects within your profession or skill sets, exploring diverse opportunities. | | "...exploring diverse opportunities." |
The protean and boundaryless career attitudes present themselves through three key behaviours: knowing why, how, and who. These three behaviours enable you to navigate the career landscape more effectively. Let’s explore how:
Knowing why refers to the extent to which you have self-insight about your strengths, weaknesses, interests and values, allowing you to make informed decisions about your career choices and supporting you to perform more consistently as you are intrinsically motivated6.
Knowing how refers to diverse skills, knowledge, and experiences gained across multiple organisational boundaries, which you can apply in the work context and is now more than ever valued by skills-based organisations6.
Knowing who refers to the breadth and strength of relationships you have built. These relationships provide exposure to opportunities, guidance, and support6.
So, start by gaining self-insight and an understanding of what is important to you. Take ownership of your career; don’t let your organisation or manager determine your path. You need to create your development plan and define the career opportunities you want to pursue. Don’t limit yourself by only viewing your career within one organisation, industry, or even profession. Seek alternative and non-traditional opportunities to use your skills, knowledge, and expertise. This will allow you to gain further self-insight, develop diverse skills and expertise, and build a broader and more meaningful network, making you more employable in this ever-evolving landscape.
References:
‘Executive Summary’, The Future of Jobs Report 2020, October 2020, p.5 <https://www3.weforum.org/docs/WEF_Future_of_Jobs_2020.pdf> [accessed 30 Jan 2025].
Sarah Choudhary, ‘AI And The Future Of Work’, Forbes, 12 July 2024,< https://www.forbes.com/councils/forbestechcouncil/2024/07/12/ai-and-the-future-of-work/> [accessed 30 Jan 2025].
Gonzalez Ehlinger, Eugenia and Stephany, Fabian, Skills or Degree? The Rise of Skill-Based Hiring for AI and Green Jobs (February 25, 2024). Available at SSRN: https://ssrn.com/abstract=4603764 or http://dx.doi.org/10.2139/ssrn.4603764
Arthur, M.B., Rousseau, D.M.: The Boundaryless Career: a New Employment Principle for a New Organizational Era. Oxford University Press, New York (1996).
Hall, D.T.: The protean career: a quarter-century journey. J. Vocational Behavior. 65, 1–13 (2004).
Cornelius Nel, Gideon de Bruin, Development and validation of the career orientations, meta-competencies and career outcomes model' (doctoral thesis, University of Johannesburg, 2016), p.2.