#BTColumn – The Evolution of the Job Market

In a world where change is inevitable, it comes as no surprise that the face of the employment sector is undergoing a continued metamorphosis. The changing demographic in the workforce has come about primarily because of an ageing workforce. The interest of employers in attracting young and enterprising workers who are said to have new technological skills also accounts for the shift in the labour market.

In a contracting employment sector, it is to be expected that fierce competition will prevail between the large numbers of young people who are seeking employment. It would appear that there has been a shift in the job market, from recruitment of persons based heavily on their academic qualifications to a blend that includes academic qualifications and specific skill sets. 

Looking at the vacancy advertisements appearing in the media, it is now common to see among the requirements that applicants should be proficient in the use of the computer and have Microsoft skills. These are the basic skills that new employees are expected to possess. Those who have not acquired information technology (IT) and computer skills are, therefore, at a disadvantage.

With the world moving into the digitalisation age, it is to be expected that the younger generation will be exposed to new skill sets. This should start at the primary level and continue through to the tertiary level.

Longstanding employees also need to embark on retraining programmes. This is important if they are to remain relevant in the job market and retain their current jobs.

As the systems of work change to accommodate the new mode of transacting business –, improving the means of communication and enhancing the methods of production –, young and prospective employees should understand that the demands of the technological age are unlimited. IT has opened the door for new employment opportunities. 

Whereas the coming of the IT age should not translate into an automatic decline of employment in the workplace, it must be accepted that new technology can result in the downsizing and restructuring of some operations.

Some employers now have the opportunity to downsize and restructure their operations while using technology to improve production efficiency and enhance the delivery of service. 

The information age has changed the nature of employment, as it allows for remote working and outsourcing of work to a category of persons known as self-employed or independent contractors. This new order has many implications for workers. It stands to break the backbone of the unionisation of workers, denying them the benefit of representation under a collective bargaining unit.

Dennis De Peiza is a labour and employee relations consultant with Regional Management Services Inc.