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Future Jobs

Robot

Do you remember what life was like before the internet or the iPhones existed? Or can you imagine actually having to look up a word in the dictionary? Probably not, but the truth is your most useful tools didn’t even exist 15 years ago. Yeah, you read it right. Want to know something even crazier?

By 2022, we’ll lose over five million jobs to automation. That means that future jobs will look vastly different by the time you graduate university. Don’t worry, though! The jobs of the future will actually be more interesting than those of the past.

Gone are the days of factory workers and physical production. We’ll let the machines handle that. Instead, future jobs will involve knowledge and innovation. Machines are actually doing you a favour. They’re freeing you up to explore experiment and find interesting solutions to complex problems, like pollution.

Say goodbye to a desk job and hello to the world of creation!

Future Skills

Although no one can accurately predict what jobs will look like in the future, there are seven skills that will be essential to your future success.

  1. Creativity:

Worried about robots stealing your job? The more creative you are, the less likely you are to lose your job to a robot! While robots may be better than you at calculating and diagnosing problems, they aren’t very good at creating original content, thinking outside the box or being abstract.

  1. Critical Thinking:

Technology may be able to automate many of the jobs that currently exist, but you probably wouldn’t trust it to do your critical thinking for you; as such your future career will require you to have excellent critical thinking skills. You’ll constantly need to be analysing various situations, considering multiple solutions and making decisions on the fly through logic and reasoning.

  1. Mental Elasticity and Complex Problem Solving:

The future is going to bring problems you’ve never seen before in a world you’ve never experienced. In order to solve these problems, you’ll need to have the mental flexibility to think outside of the box, see the big picture and rearrange things to find a solution. Luckily, this skill is highly develop able and simply takes practice. The more difficult problems you tackle, the more bendy your brain will get.

  1. STEM:

Even though Science, Technology, Engineering and Maths jobs are super-hot right now, don’t expect them to go away in the future. As technology progresses, you’ll need to have more advanced STEM skills to keep up.

  1. SMAC:

You’ve heard of STEM but you probably haven’t heard of SMAC (Social, Mobile, Analytics and Cloud). Catchy, right? Learning all of these skills/platforms will make you stand out in the future job market.

  1. Interdisciplinary Knowledge:

Your future career will require you to pull information from many different fields to come up with creative solutions to future problems. This skill is easy to work on as well. Start by reading as much as you can about anything and everything that interests you. Once you get to college, consider double majoring or minoring in completely different fields. Trust me, it’ll pay off in the long run.

  1. People Skills:

Listen, machines are going to take over eventually and technology is going to get much more advanced, so humans have to stick together. If you want to succeed in the future job market, you’ll have to learn how to manage and work with people and robots, which includes getting in touch with your emotions, having empathy and listening.

Now that you know what skills will make you successful in the future, let’s take a look at some future jobs.

  1. Waste Management/Trash Engineer

This may be the oddest future job but it’s totally necessary. Humans produce 2.6 billion pounds of trash annually, and what do we do with it? There is no way this practice is sustainable so we have to think about something else to do with all of our rubbish. You could turn our rubbish into clean gas or figure out a way to make it strong enough to construct buildings with. The possibilities are endless but it’s up to you to come up with the award winning ideas.

Average Salary: $25,425 – $87,178

Skills Needed: Strong STEM skills, critical thinking and mental elasticity.

Best Undergraduate Majors: Civil Engineering, Chemical Engineering, Trash Engineering.

  1. Alternative Energy Consultant

People cannot survive on fossil fuel forever, so alternative energy sources are the only hope. I’m sure you’ve heard of solar, wind and hydroelectric energy. The question is, which one is right for your home, your community and your city? You’ll be an expert in all energy forms and go from city to city around the world assessing the best sustainable energy source for each place. Believe me, you’ll be in high demand very soon.

Average Salary: $35,561 – $86,162

Skills Needed: Strong STEM background, mental elasticity and people skills

Best Undergraduate Majors: Chemical Engineering, Chemistry, Renewable Energy Engineering, Environmental Studies, Physics, Mechanical Engineering

  1. Organ/Body Part Creator

Ever heard of the organ black market? Well, it exists, it’s illegal and it’s a huge problem. Why? Because many people around the world spend years on medical waiting lists praying that their name will get called for the next eye, kidney or even heart available. Eventually, they get sick of waiting and they discover the deep, dark world of the organ black market, where they can buy whatever they need for a price.

Every 12 minutes a new name gets added onto the already gigantic waiting list and every day about 21 people die because they didn’t get the organ they needed.

With those kinds of stats, it’s not surprising that people turn to the black market. However, in a few years, it’ll be up to you to create organ and body parts from stem cells and other materials that is not yet known or don’t yet exist.

Average Salary: $34,882 – $130,484

Skills Needed: Strong STEM background, critical thinking, mental elasticity, complex problem solving and creativity

Best Undergraduate Majors: Biology, Genetics, Biomedical Engineering

  1. Memory Surgeon

Here’s where things start to get a bit sci-fi-y. What if there was a way to surgically remove bad memories, mental illness and destructive behaviour? Is it possible? Would it be ethical? Would it rid the world of terrorism?

Only you can unlock the answers to these burning questions by becoming a Memory Surgeon. Your future career is bound to cause controversy but stick to it and you could change the world. Just make sure you’re only removing memories, illnesses and behaviours that actually need to be removed.

Average Salary: $322,568 to $452,703

Skills Needed: Strong STEM background, critical thinking, mental elasticity, complex problem solving and creativity

Best Undergraduate Majors: Biology, Chemistry, Neurobiology

  1. Personal Internet of Things (IoT) Security Repair Person

We are used to calling plumbers or repairmen when something is broken around the house, but who do you call when your smart refrigerator gets hacked and tells your smart coffee maker to continuously make coffee and your smart lights to turn on and off every five minutes? A personal IoT Security Repair Person of course. Dis-functioning of products due to hacking is just one of the many problems that the world is bound to face as our devices become smarter.

As an IoT Security Repair Person, you’ll be in charge of thwarting hackers before they cause any damage and fixing any damage that you’re unable to prevent.

Average Salary: $113,670 – $157,197

Skills Needed: STEM, Critical thinking, people skills, mental elasticity, SMAC skills and complex problem solving skills

Best Undergraduate Majors: Computer Science, Computer Engineering, Mechanical Engineering

  1. Commercial Space Pilot

Elon Musk and Richard Branson are racing to space and soon, civilian space exploration is going to become a reality. However, there’s one little problem, who’s going to fly us around? We can’t possibly all become astronauts before exploring the moon or Mars that would take way too long and wouldn’t be practical at all. We’ll need someone who has the experience of an astronaut but is also trained to handle much larger rockets with many more people aboard.

Sounds like a tough job but if you’re an expert on space and have always dreamed of becoming an astronaut then it’s time to start thinking bigger.

Average Salary: $65,140 – $100,700

Skills Needed: STEM, Critical thinking, people skills, creativity, mental elasticity, interdisciplinary skills and complex problem solving skills

Best Undergraduate Majors: Aerospace Engineering, Astrology, Physics, Computer Science

  1. Personal Productivity Person

In order to compete with the up and coming automated workforce, people have to become as efficient as possible. Think about how many distractions you have in your present life that hinders you from unlocking your full potential: Facebook, Instagram, Snapchat, Netflix, the 24-hour news cycle and more. As technology continues to evolve, the number of distractions we have will continue to grow and if we are inefficient, machines will be looming in the background ready to take our jobs.

Unless, we have Personal Productivity People (PPP). As a PPP, your job will consist of analysing people’s daily lives and teaching them to silence their daily distractions in order to work harder and smarter.

Average Salary: $36,295 – $134,748

Skills Needed: Critical thinking, creativity, people skills, mental elasticity, SMAC skills and interdisciplinary skills

Best Undergraduate Majors: Communication and Media, Physiology, Sociology

So here were few jobs or technologies of future which I could think of but it doesn’t limit only to these. There are many upcoming technologies which are still not known to the world.

Although a lot of the jobs that exist today will be automated in the coming years, we should be excited about the future, not scared of it. The robots will take over all of the boring jobs which will leave more free time for us to explore interesting, creative and important new jobs such as the 7 I outlined in this blog.

However, you shouldn’t limit yourself to the jobs on this list. Dream up your own list of potential future careers that use the essential skills mentioned earlier and who knows, you might create the next million-dollar idea.

Pragna is always involved in development/appreciation of new technology space. Do review the different solutions we are providing to our customers for over the years.

I hope this blog helped you dive into the future. What do you think, what other jobs or technologies would be high in demand in near future? If you could imagine something new apart from what I listed in then do let us know in the comment section below. Also share this blog with all your known ones and help them plan their careers.

Do not forget to subscribe to continue reading such interesting topics in future.

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outsorce hr

Is outsourcing HR the best solution for your business, or should you move HR in-house? Do you have an answer to the above question if Yes then thumbs up, if No then continue reading to find out more about the two options.

HR workers manage a wide level of responsibility based on the needs of the organisation. They manage the hiring processes of recruiting and interviewing potential employees, as well as orientation and training of workers. They also manage the relationship between employee and employer, as well as completing payroll and managing benefits. HR professionals work with the leadership team to implement policy changes and to best coordinate the wider administrative functions and duties of a business. Hiring and training new employees is one of the most expensive parts of the business cycle.

One of the best ways to determine whether your business should outsource the HR department or keep it in-house starts with taking a look at the size of your company. This will give you an idea of the services and manpower needed to run HR. Next, review the pros and cons of both options by taking a deeper look into what you may gain or lose through the process. Last, research the stories of other businesses similar in size to your own and find out how outsourcing or in-house HR has worked for them.

When you first start your business, your priority is to hire people who are integral to building the product and growing the company to fill the roles that move the bottom line and grow the business. At some point, a business grows big enough that it needs people to take care of the back office operations of the company. You need someone responsible for coordinating interviews, sending offer letters, managing benefits administration, and much more.

Figure out what stage of growth your business is in:

10-50 Employees

If you’re running a new business it can be easy to believe you can do it all yourself. There are only a few people in your company. Between managing benefits, equity, salaries, time off, writing employee documents, hiring, firing, onboarding, and everything else that is going on, where will the time come to talk to investors, build the product, or do significant business development? At this stage, you should outsource most of your human resources function. Your focus should be on the people who are coming in and out, not whether they are getting their pay check on time.

50-500 Employees

You’ve raised a much larger round and you are going to be scaling your business much faster, maybe growing from 50 employees all the way up to 100-500 employees. Recruiting is probably a massive priority as you grow and you might be running into new issues when it comes to expansion and compliance.

At this point, you need a back office time. For starters, you need to have someone on board who is able to handle strategic HR projects that are meant to make the company better. These include initiatives to keep employees healthy, to ensure that they are acquiring new skills that make them more useful. These requirements are better filled in-house, since they are so specific to your company.

But there’s still a role for outsourcing. While you might feel an itch to bring everything in-house, payroll experts are costly and normally unnecessary. There’s also no need to bring basic compliance in-house. Outsourcing this or getting software to do it will save you money and time that will allow your busy HR department to focus on hiring and strategic projects.

500-1000+ Employees 

Top of Form

Bottom of Form

These types of companies are not too dissimilar to medium-stage companies. The difference here is that many larger companies bring many HR functions back in-house because they consider it a competitive advantage. But even for large companies, many of the administrative HR tasks can remain outsourced. Why bog down your in-house HR team?

Keep your HR department focused on finding quality talent, tackling strategic projects, and being the liaison to the rest of your team. Allow outsourced HR and payroll providers to handle the rest.

Apart from these few other factors can also be considered before coming to a conclusion:

  • What level of HR expertise/skills do you need?

When hiring a in house HR person you are getting only the skill set they bring. When using an HR firm with multiple consultants, you have access to all of the skill sets employed at the firm.

  • What is your budget?

This is a key question. If you determine that you would like to hire a HR Manager with 5-10 years of experience, this is where the cost of outsourcing to an HR firm makes more sense because the cost will be a fraction of hiring an internal HR Manager.

  • What are the employee-related goals for your business?

Do you want to become an “employer of choice” with a goal of attracting top talent? Do you want to create career paths for employees? Focus on employee retention? Using an outsourced HR firm with the experience of doing this type of work regularly, can help you achieve these goals more quickly. Additionally, it will provide you with some ideas you may not have thought about due to the consultants varied experiences.

  • Do you need your HR person onsite every day?

With 100 plus employees, having HR onsite every day makes sense.

  • How much time do you have to supervise an HR person?

Entrepreneurs rarely have time to effectively supervise. And supervising a skill set like HR, that they often know nothing about, makes it even more difficult. Working with an outside HR firm gives Leadership peace of mind knowing that skilled professionals are in place who will work proactively, advice and collaborate, versus look for frequent direction. With an outside HR firm true supervision is minimal.

  • Do you want an HR professional who can provide objective advice and guidance?

When hiring someone in-house, they may not be as forthcoming with feedback that does not agree with “the boss”. The internal HR person wants to remain employed and because of this may be reluctant to share feedback that could be perceived as “not being a team-player.” An experienced HR consultant understands that one of the roles they play is to be a trusted advisor and look at situations objectively while sharing ideas and feedback that will improve the client’s workplace, support their goals and culture while also mitigating risk.

HR is an important department. But many businesses sometimes forget this. Or they forget that the people doing it are qualified to do more than monotonous tasks. Outsourcing human resources and introducing new changes within the company can be both eventful and fruitful and worth the risk taken. Finding the right consultant not only gives you a sense of satisfaction but also will reward you and your company in the long term and will provide you with long lasting benefits. Try to hire a professional that truly understand the sentiments of the company and its motives and values.

I hope this article inspired you to investigate what works best for you, your organisation and most importantly, your employees – because they are your business’s most important resources.

If you found this helpful then don’t forget to share it with your friends and colleagues.

What business functions have you considered outsourcing? Tell us in the comments section below.

Pragna provides a wide range of Recruiting and HR solutions for businesses of all sizes. Click here to discuss your HR/Recruiting needs with us.

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Who Fits In A Start-Up

Who fits in a Start-up

A start-up is a company working to solve a problem where the solution is not obvious and success is not guaranteed. There’s something incredibly adventurous to work in start-up companies. Maybe it’s the lack of bureaucracy and office politics or the freedom to create ideas and make decisions. Either way, many job candidates are attracted to the start-up environment. But this doesn’t mean that start-up companies are right for everyone.

Are you considering a jump into the start-up industry, than there is a series of questions you must answer to yourself to find out “Do you actually fit in a Start-up?”

  1. How Can You Solve the Company’s Problems?

Start-ups have too much work to do and not enough people. So if you are capable of solving the specific problems a company faces and get results, many other concerns goes the side way. The main one left is cost and your interest in the job shouldn’t be about money, but rather fulfilling specific personal goals or mere learning.

  1. Does your Passion connect to the Company’s Mission?

Convictions and motivation are way more important in a candidate than experience. Wanting to work at a start-up is a terrible motivation for applying. A good motivation is finding a company whose mission resonates with you, whose values align with yours, and whose goals work perfectly with your skill set.

  1. Are you a Multitask-er?

Since most start-ups financially aren’t able to fill all of the positions they need. They expect to do significant savings by combining two or many staff positions into one. That way, the cost of benefits can drop significantly. So if you are capable of wearing multiple hats without taking a toll on your focus and productivity then you are the right fit.

  1. What are your Intrinsic and Extrinsic Motivations?

It’s important to figure out your motivations before you start working in a start-up. Inevitably your start-up career will go through extreme challenges, and this understanding will be called upon. Extrinsic motivations could be salary and benefits and intrinsic motivations could be purpose, mission and learning. But it’s important for you to articulate your motivations and have clarity on what it really means.

  1. Do you tend to push the Boundaries?

If you are a person who likes to be in your own comfort zone then think twice before joining a start- up. Start- up environment seeks candidates who put continuous efforts to achieve a task and tend to experiment new, pushing their boundaries every time.

  1. Do you have the Entrepreneurial Spirit?

The best start-up employees think like entrepreneurs and are prepared for the challenges. They have Creating something from nothing attitude. Working at start-up involves working with different types of personalities, keeping an open mind, always staying true to yourself and speaking up when you have an opinion.

  1. Are you Accountable or Do you have sense of Responsibility?

Successful start-ups have no place for sycophants. You have to show that you are willing and able to not only come up with ideas, but also defend those ideas and implement them. You can adapt and think on your feet.

So analyse yourself before thinking to start you career in a start- up. If you have a “YES” for all the above questions then you are right fit. If not kindly drop down the idea and focus on improving your Entrepreneurial skills which could help you in many other ways.

If you’re looking for top tech talent to power your start-up and strengthen your culture, try Pragna Solutions today.

And if you enjoyed this post, it would be great if you’d help it spread by emailing it to your friends, or sharing it on Linkedin Twitter FB. Thank you!

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Ways to Sell A Job

Sell a job

We often come across a statement “The hiring manager doesn’t have to sell the job to candidates. It’s the candidate’s job to sell him- or herself to the hiring manager”.

In 21st Century if you go by this statement then that means your hiring engine is designed to attract people with enough low self-esteem that they don’t need to be sold. They’re desperate. They’ll take anything. You’ve got an open position? Great. I want the job. I don’t need to know anything about your company. I just want to get hired!

But if you wish to recruit top candidates you have to be on top of your game too. Just imagine you are sitting in interview room with the job description in front of you, and your usual line of questioning. Then a smart, well-presented candidate walks in, and hits you with a question: “What happened to the last person in the role? What’s a typical day in this office?”

Good candidates know that hiring is a two-way process. Particularly in this market, with unemployment rates near historic lows, it’s tougher than ever to win a candidate’s attention and get them to apply to your positions as they have a lot of options. Interviewers have to be prepared to sell the role and the company just as much as candidates have to sell themselves.

Below are the best ways to make your company attractive to exceptional candidates and selling your employment opportunity to them during the interview:

  • Social Media Tricks– It is important to post jobs on social media platforms but this doesn’t mean you do it in the most boring way. Instead of uploading a dull and boring list of job description, post a video or photo of someone actually doing the work. When a candidate sees the work being performed, it’s easy for him to imagine himself in the role.
  • Make each Job Irresistible– When you post jobs, promote the upsides of your opportunity. Think like a candidate, in addition to earning a competitive wage, what else would attract you towards this job? Few things which are just as important as money:
  1. Exceptional benefits
  2. Challenging work
  3. Opportunities for learning and advancement
  4. Convenient location
  5. Flexible work options
  6. Early or frequent performance / salary reviews
  7. Mentoring opportunities
  • Improve Communication- Take great care of candidates and be proactive at every step of sourcing and recruiting process. Ensure it’s convenient and quick for candidates to submit an inquiry or apply to a job – especially from mobile devices. Keep them informed about timelines and next steps, from the moment they upload a resume or respond to the job posting. If you tend to remove a candidate from consideration, inform them as soon as possible. Being “left hanging” is a chief complaint among job seekers – and may drive them to post negative reviews on sites like Glassdoor.
  • Be Friendly, Organised and Prepared- Hiring Manager is the only link between the company and the candidate, everything they know about the job they know from you, so put on your best smile and sell the job. An excited interviewer will transfer their passion to the candidate. Make sure you have studied the candidate’s resume and cover letter in detail to understand their motivations for putting themselves forward for the role. Try to show that just as they have been researching your company, you have spent as much time researching them, and the companies they have worked for.
  • The Position- This makes the most sense but talking just about the job description can be monotonous and boring. If this is a top candidate, he/she already meets the criteria.  Instead, make it compelling.
  • The Company’s Potential for Growth- Take them through the company’s journey from incubation and share the vision of company’s potential for achieving growth within the marketplace.  Top candidates want to be part of an achiever, so show them how your company already is a winner and will continue to be in the future.
  • The Company’s Culture- Every company has its own work culture and not every candidate fits or feels comfortable working in the same. This point is often overlooked, but doing so can be a serious mistake.  The candidate wants to know how they fit into the company’s culture.  You must be able to communicate that to them
  • The Position’s Potential for Growth- Top level candidates are always curious to know more so go beyond the position in its current form and discusses what growth potential the position offers and explain how the position ties into the company’s plans for the future.
  • The Candidate’s Potential for Growth- The whole process is about the candidate, they want to know how making the leap to a new company is going to benefit them, especially in regards to the growth and overall well-being of their career. A-level candidates thrive on vision, so share that vision with them.

So pull up your socks and get inspired with the tips discussed above, sell your jobs and get the best candidates on boarded.

Pragna Solutions is always been in fore front of technological development. Helped several clients about our innovative methods of Recruiting using AI and scalable models. Contact usContact usContact us to learn more.

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AI for Recruitment

In the competitive period, the volume of candidate for a job position is increasing but there is no substantial increase in recruiting teams. Introducing AI into an existing process involves an investment of time and money.

This new technology is designed to modernise the recruiting workflow, high-volume tasks.

  • Saving recruiters’ time

Screening resumes and shortlisting candidates to interview is estimated to take longer hours of a recruiter’s time for a single hire.

  • Improve the quality of applicants

AI can help you formulate clear, descriptive job descriptions, which helps to explain what exactly you’re looking for in applicants.

  • Automating conversations

Related to specific hiring or job questions, candidates can get the answers they’re looking for at any time of the day. This reduces your need to respond to emails or phone calls without reducing the experience of the candidate.

  • Better Experience for Candidates

When job candidates and applicants can get the answers, responses, and information they need quickly and easily, they’ll feel more compelled to stay connected with your organisation.

  • Cost Effective

Reduce the cost for to hire additional recruiters, interviewers, reduces turnover and save money on training, signing bonuses, and other expenses associated with taking on new team members.

  • Improves quality of hire

AI improves the quality of hire by the usage of data matching between candidates’ experience, knowledge, and skills and the requirements of the job.

  • Reduce bias

Achieve the goal of various teams as it will rank and score candidates based on qualification and leave unfairness out of the decision of whom to add to the short-list of top candidates.

  • Innovative

Intelligent screening software that automates resume screening, recruiter and digitized interviews that help assess a candidate’s fit.

  • Boost Efficiency and Recruitment Productivity

AI automation in recruitment makes things simple, effective, and saving time for the hiring managers so that they can hire smart candidates who would be a culture add.

AI can used in the following:

  • Job Publishing

AI evaluate the data about the company like the companies’ culture, hiring process, and current employees in order to govern the companies top match their particular candidate.

  • Candidate Screening

AI acts as a personal assistant to recruiters by programming many of the routine tasks that eat up the day. One of the best ways to utilise AI is through chat bots and automated message services.

  • Talent Acquisition

AI can remove tons of stressful and uninteresting work from HR managers, like talent acquisition software can scan, read, and evaluate applicants and quickly.

  • On-boarding

AI extremely productive in practice since new workers who went through well-planned on-boarding programs had much higher retention rates than their peers who didn’t have the same opportunity.

  • Training

AI can successfully plan, organise, and coordinate training programs for all staff members.

  • Performance analysis

Using AI tools, HR managers are facilitated to set real goals and let all units work in smaller increments. This type of work is easier to follow and evaluate, which creates better results

  • Retention

AI has the ability to analyse and predict the needs of staff members. It can determine individual similarities and who are dissatisfied with the life-work balance.

 

 

 

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“When building the perfect team, the single most important thing is to bring the right people”

Finding the right people startups will inevitably reach the point where they need outside help to keep growing. Retaining the talent to help grow the business is a problem.

Hiring

  • Finding Talent

The initial problem which most startups face is finding the people suitable for the job.

  • Budget Constraints

Budgets are usually low for open positions in startups. Where the startup organisation pays very well, there is a risk of offering too high salaries to candidates as well. As a result, they either quit sooner or their performance goes down due to stress.

  • Lack of Brand Recognition

This is quite obvious because the organisation is newly set up and applicants may neither be aware of the upcoming brand. To solve this problem, startups can try to build a larger brand image using free platforms, such as on social media, print media and more.

  • Not knowing what you want

Being unclear about any part of the job can lead to a potentially bad hire.

With a clear idea of what you need, it will be easier to see those skills in the candidate.

  • Having an unclear hiring policy

One of the most critical mistakes a company can make is failing to define its hiring policies before beginning an employee search. An unclear policy can confuse the hiring managers and candidates at best

  • Competition

Starting it out as a small company, most often they have a lot to compete against; big branded companies, startups, other small businesses.

  • Limited resources

The less number of resources available at hand can prevent better hiring.

The true art of recruiting is combining knowledge of the company’s unique culture so that both parties succeed and grow together.

  • Challenge of Finding qualified candidates

Finding qualified candidates as dozens of applications from unqualified candidates waste a lot of time.

  • Not Conducting Market Research

Most startup recruiters fail to focus on the huge talent pool of passive candidates and lose out in the process.

  • Company Reputation

Candidates always look for the reputation of the company in the business. Reputation is earned with years of quality services. It’s not something to achieve overnight.

  • Low Marketing Budget

Marketing battle matters a lot in successful startup business.  It’s hard for a new firm to access specialised recruiter for marketing specialists for advertising.

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As you probably are aware, Outsourcing is a regularly developing industry.

​Outsourcing has witnessed a massive boom over the past decades. Outsourcing has revolutionized the way business is done in almost all sectors.

Outsourcing has significant importance to not only businesses that choose to engage in said activities, but also to the citizens of any country with involvement in outsourcing. Businesses now face a growing array of factors influencing outsourcing and it is imperative that they understand the nuances of outsourcing so that they may readily adapt to a rapidly changing global economy.

While there has been a constant growth in this sector, there have also been several new trends, which have emerged and stayed for the betterment of outsourcing.

Emerging of New Technologies

Emerging technologies such as cloud computing, social media, software and automation are being used by BPOs to reduce costs and accelerate growth.

Process Automation

New technologies that have emerged over the past few years including robotic process automation (RPA).  RPA with its cost savings, speed and efficiency is slowly making its way into all industries and all types of business processes. Bring on the new era of AI which has taken over RPO (Recruiting process outsourcing). This will have a major impact on how BPOs operate and lead to jobs losses.

Focus on Social Media

Companies now realize that social media is a game changer. It provides an unprecedented wealth of consumer data and feedback that can enhance a company’s ability to analyze upcoming trends and to innovate. Instead of call centers, companies now want to invest in real-time customer engagement that will allow them to gain first-hand product insights and turn issues into new products or solutions that will address future problems.

Use of Cloud Technology

The cloud technology is likely to become the path for the outsourcing. With more usage of cloud technology businesses are working efficiently. Also, it will give further impetus to these firms to deliver innovative products and services to customers depending on the latest market trends.

Higher Efficiency and Competence

The outsourcing industry is now edging towards automating process utilizing the latest software and other computer programs in the process. These technical tools will shorten the tech support to enable services and also resolve consumers’ problems on time.

Digital Transformation

Companies are adopting online services, social media marketing, email promotion, and mobile marketing greatly.

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