How engineers are preparing for their industry to change dramatically

How engineers are preparing for their industry to change dramaticallyHow engineers are preparing for their industry to change dramaticallyAutonomous cars. Intelligent robots. Ubiquitous supercomputing. The evidence of technological change is happening at an aggressive pace.The future of work is being shaped by a range of new technologies that are blending the digital and physical world, impacting every industry, changing how tasks are done and shifting the skills equation. The resulting disruptions mean we are entering an era of great promise, with the ability to dramatically improve the efficiency of individuals and organizations, and unearth a bevy of new fields of study and employment parteicularly for software developers and engineers.Follow-upLadders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAs we celebrate National Engineers Week, we look ahead with great promise on where the future of work is he ading. Remarkable technical breakthroughs will position engineers at the epicenter of change and innovation.Remarkable technologies altering the employment landscapeA prestigevoll feature in science fiction over the past few decades has been artificial intelligence. Movies from the 1990s to today depict a future society of intelligent machines present among humans, like Sonny in I, Robot and Optimus Prime in Transformers. One thing these fictional characters all have in common is the use of artificial intelligence (AI).Today, organizations are embracing digital transformation powered by AI, harnessing big data, natural language processing and the Internet of Things (IoT) to transform their businesses and better serve customers and employees. Not only will these extraordinary technologies streamline our everyday routines, but they will also significantly disrupt the employment landscape.The emergence of new jobs in the world of AI and roboticsThe emergence of new technology often has a positive impact on the economy and creates new jobs. Careers such as social media manager, drone operator and app developer didnt exist until recently and today, millions of workers across the globe hold such positions. Accenture estimates that AI could boost labor productivity by up to 40% and double the economic growth rate by 2033. Additionally, PwC, predicts that professional, scientific and technical services will see a 16% net increase.As we approach the golden age of machine learning and AI, its clear that many jobs in 2020 and beyond will be in fields that didnt exist just a decade ago. For instance, an augmented reality developer and autonomous transportation specialist are just a few specially skilled careers that are starting to emerge and will soon be in high demand to fill. New roles may also include data detective, master of edge computing, AI business development manager, cyber city analyst, and the list goes on.Developing tomorrows engineersDespite many of todays alarming headlines inflating concerns over humans losing their jobs to machines, computers simply cannot perform many fundamental, human-oriented tasks involving judgement for problem- solving. It will be a very long time, if ever, that computers are capable of flexible thinking and reasoning, an area coined Artificial General Intelligence (AGI).Its likely that the fourth industrial revolution will favor individuals that can marry strong digital skills with softer skills like empathy and teamwork, which machines are challenged to replicate. Further, as AI and other innovative digital technologies mature, engineers will be part of its development and work alongside the technology.As working with robots becomes commonplace in every industry and workplace, tomorrows engineers will need to hone their hard and soft skills. A recent report from McKinsey shows that companies are responding by teaching these skills. Educational institutions must also prepare students for the new types of po sitions as technological advances continue. Preparing tomorrows workforce to have a healthy blend of technical and social skills will be key to creating a well-rounded, agile workplace in the age of AI.The world of work faces an epochal transition. As we mark National Engineers Week, theres never been a moreimportant time to uncover the new disruptive technologies that are reshaping the way we live and work as engineers will be at the center of this transition in the impending fourth industrial revolution.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Is Your Picture Hurting or Helping Your Job Search

Is Your Picture Hurting or Helping Your Job SearchIs Your Picture Hurting or Helping Your Job SearchDo my looks hurt or help my chances of landing the right job?While its not fair, experts agree that a persons appearance can affect the outcome of ones job search and potential for advancement in the workplace. Your personal grooming, professional wardrobe even your haircut play a role in your personal brand.But should you advertise your looks as part of your branding campaign, or do you save that for the in-person networking events and interviews? Below are my thoughts on including images with your resume and online profiles.ResumeUnless youre creating a CV and applying to a job outside of the United States, or youre in the entertainment world and a head shot is part of the job, you shouldneverinclude a picture of yourself with your resume.First, the photo will often clue the employer into your nationality, religion and age (among other factors) that could inadvertently lead to disc rimination. No need to give them any of those details until theyve considered your application based solely on your qualifications. In fact, some companies are so afraid of being accused of discrimination that theyll automatically reject resumes with photos to avoid any potential allegations.Second, Ladders did an eye-tracking study back in 2012 that showed the average recruiter looks at your resume for a mere 6 seconds before deciding if youre worth a second glance. When you only have six seconds, why would you give them something extra to look at?angeschlossen ProfilesYour LinkedIn profile is 40 percent more likely to get clicked on if it contains a photo. And being attractive with a professional and friendly photo thats in alignment with your personal brand can certainly be an advantage in the job search.However, we know that discrimination is alive and well in the job market. Many people worry about being passed over because of their age, and studies have even shown that women w ho are considered too pretty have a harder time landing whats considered to be more masculine jobs. In addition, it was found that overly attractive women were more likely to be passed over or penalized by a hiring manager of the same gender.If youre going to include a photo, avoid the web cam self-portrait it will only make you look unprofessional. Keep the shot on-brand that means no family group shots, cartoons, or cute pics of your pets. If youre concerned about discrimination, no photo is better than one that doesnt project the right personal brand.Your personal appearance will always play a part in your career and the job-search process. Carefully consider where and when you want to advertise that brand to platzset yourself up for success.

Drip Marketing Best Practices for Recruiters

Drip Marketing Best Practices for Recruiters Drip Marketing Best Practices for Recruiters More companies are coming to the realization that ausverkauf and recruiting havequite a bit in common.Outside of the obvious audience variation potential customers vs. prospective employees the two fieldsshare a preponderance of similarities. So why have the tools for recruiting and sales been so distinctively different for so long? Well, thanks to savvy tech developments in sourcing, recruiting, and overall HR tech, thats changing. Drip absatzwirtschaft is one such toolquickly emerging as a recruiters best friend. While drip absatzwirtschaft is automated communication, recruiters can use this powerful tool to routinely follow up with interested candidates, driving an increased response rate while saving precious time. Recruiters who arent leveraging drip marketing practices are missing out on over 80 percent of potential responses to subsequent follow-up on initial outreach, based on inte rnal research conducted by TalentBin by Monster. Heres how recruiters can best use drip marketing and delivertop talent totheir organizations.Remain Top of MindRecruiters are constantly building up their networks, and it can be difficult to connect with candidates on a regular basis. Drip marketing can help recruiters achieve this by allowing them to set up campaigns to automatically and regularly check in with candidates. That way, recruiters canmore easily stay on top of their growing networks. Far too often in recruiting, recruiters get so busy that they drop the ball and forget to follow up. This should not betaken lightly, and candidate follow-up should not beallowed to fall through the cracks. Drip marketing will allow recruiters to ease that burden for themselves while staying on top of candidates minds.Customization Is KeyRecruiters can customize their drip marketing campaigns to target candidates with a variety of different techniques and strategies. To allow for more focus ed communication, recruiters can group candidates together by stage and industry, triggering different themes for drip marketing campaigns which can also be further customized by factoring in company culture or the nuances of specific job roles. Use this communication to sell the company or role to candidates using different points of interest each time. If successful, you will engage candidatesin more of a two-way conversation.Keep It on the Same ThreadRecruiters have the option to set up communication to engage and even more importantly reengage with candidates on the same thread.Following up on the same thread will give the impression that the messages are not automated and that it is a more authentic conversation one that is two-way and that acknowledges previous dialogue. This also makes it easierfor the passive candidate to view the recruiters original, customized message, which details the specifics of the position and the reason why the recruiter thinks the candidate wou ld be a good fit. This is particularly important for intermittent conversations that occur over longer periods of time.When done correctly, drip marketing can make quite an impact. A strong drip marketing campaign can be an effective tool for both corporate recruiters and agency recruiters. With the corporate recruiter, each message is a chance to elaborate on why the candidate should come work at theircompany, highlighting company culture, career growth opportunities, exciting challenges, and job role fits. For the agency recruiter, drip marketing is agreat way to keep candidates warm over time, build more meaningful relationships with key talent, and stay on their radars for future roles and referrals.In a live test with 50 candidates in a drip marketing program, only 17.65 percent of candidate responses came to the first, heavily customized email, which is a respectable response rate (due to the heavy customization of the content, as opposed to generic, non-relevant outreach). Ho wever, 26 percent came on the second email, 24 percent came on the third email, and a whopping 32 peercent came on the final I guess youre not interested email in the drip program. Of course, a drip marketing program can be much longer, depending on the amount of content you have, but this welches just a basic case study. Still, 82 percent of responses came after the first message, underscoring the importance of this sort of follow-up in this case, a follow-up that was automated in nature.Drip marketing campaigns provide a compelling candidate experience thatdrives candidate responsiveness and brings individuals down the hiring funnel, all with little to no additional incremental work on the part of recruiters. The key here is this a drip, a strategically timed and friendly reminder to those passive candidates, without being intrusive. You can keep your pipeline fresh by reaching out with a great initial message, followed by a steady flow of additional selling points while drastica lly increasing your response rates and saving hours of your time. All of the content will be curated by you and will get you closer to the talent youre most invested in developing relationships with. Do you want to be first in mind for those candidates that will drive success and innovation in your company? Then consider turning on drip marketing to create a steady stream of incoming talent.