2016將成為混合型職位元年？
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乍看上去，眼下的美國(guó)就業(yè)市場(chǎng)跟一年前頗為相似。比如說(shuō)，招聘信息搜索網(wǎng)站Indeed.com上的大量招工信息表明，卡車(chē)司機(jī)和注冊(cè)護(hù)士依然短缺，保姆也供不應(yīng)求。 另外，美國(guó)計(jì)算機(jī)行業(yè)協(xié)會(huì)發(fā)布的新報(bào)告顯示，IT行業(yè)繼續(xù)迅猛增長(zhǎng)，新創(chuàng)造出了20萬(wàn)個(gè)就業(yè)機(jī)會(huì)，使總就業(yè)人數(shù)達(dá)到670萬(wàn)個(gè)（該行業(yè)占GDP的比重也達(dá)到創(chuàng)紀(jì)錄的7.1%）。 然而，在這樣的表象之下隱藏著兩項(xiàng)巨大的挑戰(zhàn)。 首先，盡管各個(gè)收入層次的就業(yè)機(jī)會(huì)層出不窮，但技術(shù)水平最高的職業(yè)和普通職業(yè)之間的差距越來(lái)越大。Indeed.com高級(jí)副總裁保羅?達(dá)西指出：“公司對(duì)高薪員工的投資比以前還要多。”舉例來(lái)說(shuō)，科技行業(yè)普通勞動(dòng)者目前的年薪為10.54萬(wàn)美元，是所有勞動(dòng)者平均年薪（5.16萬(wàn)美元）的兩倍以上。達(dá)西認(rèn)為：“也就是說(shuō)，我們的經(jīng)濟(jì)呈兩極分化狀態(tài)。擁有恰當(dāng)技能的人春風(fēng)得意，其他人卻像是遇到了沒(méi)有盡頭的衰退?！?/p> 同時(shí)，用人單位對(duì)“恰當(dāng)”技能的定義正在發(fā)生改變，而且變的很快。最近找過(guò)工作的人可能已經(jīng)發(fā)現(xiàn)，在幾乎所有的白領(lǐng)行業(yè)，只擅長(zhǎng)某項(xiàng)工作已經(jīng)不夠了。 “以前各個(gè)專(zhuān)業(yè)彼此互不相干。以前由不同部門(mén)的兩個(gè)、甚至三個(gè)人干的活，現(xiàn)在被糅合成了一項(xiàng)工作。”萊恩?莫里森把2016年稱(chēng)為“混合型職位之年?！蹦锷潜咎乩髮W(xué)本科就業(yè)服務(wù)辦公室負(fù)責(zé)人。 這個(gè)結(jié)論的依據(jù)是本特利大學(xué)和就業(yè)市場(chǎng)數(shù)據(jù)公司Burning Glass對(duì)2450萬(wàn)條招聘廣告的分析。這項(xiàng)研究指出，“71%的技能要求都跨越了兩個(gè)或者兩個(gè)以上的工作類(lèi)別，”這讓研究人員很吃驚。同時(shí)，“此前的一些熱門(mén)工作正在減少，原因是它們需要的技能已經(jīng)不再屬于創(chuàng)新能力，而是成了主流技能，并且整合到了其他職位中?！?/p> 以社交媒體策略分析師為例。五年來(lái)，對(duì)此類(lèi)人才的需求量幾乎下降了三分之二（64%）。但作為技能要求之一，“社交媒體策略”在人力資源類(lèi)招聘廣告中的增幅達(dá)到了令人側(cè)目的376%，在招聘銷(xiāo)售和公關(guān)人員的廣告中也分別增長(zhǎng)了115%和117%。 對(duì)于現(xiàn)在（或者曾經(jīng)）的業(yè)務(wù)開(kāi)發(fā)人才來(lái)說(shuō)，他們最近找工作的時(shí)候也許會(huì)注意到，招聘業(yè)務(wù)開(kāi)發(fā)經(jīng)理的廣告比以前少多了，大約是2011年的一半。這并不是說(shuō)企業(yè)不再需要業(yè)務(wù)開(kāi)發(fā)這項(xiàng)技能。68%以上的營(yíng)銷(xiāo)工作和29%以上的IT工作依然有這項(xiàng)要求。 Burning Glass的研究顯示，所有用人單位都需要應(yīng)聘者能從大量數(shù)據(jù)中理出頭緒來(lái)。和五年前相比，包含“大數(shù)據(jù)”這個(gè)詞的招聘廣告爆增了3977%。 與之類(lèi)似，如今要求應(yīng)聘者熟悉某些軟件的廣告遠(yuǎn)多于以往。就在不久之前，大多數(shù)經(jīng)理還可以把這樣的事留給IT部門(mén)去做。Indeed.com的保羅?達(dá)西說(shuō)：“我們發(fā)現(xiàn)軟件正在取代一些管理工作。此外，應(yīng)聘者至少得能順暢地使用軟件，而且還得掌握一些軟件無(wú)法取代的軟技能?！?/p> 萊恩?莫里森指出，隨著對(duì)混合型人才的需求不斷增長(zhǎng)，“要說(shuō)有什么不同的話，那就是軟技能變得以前任何時(shí)候都更重要?！痹谒磥?lái)，主要的軟技能就是求知欲。莫里森說(shuō)：“要真的具有學(xué)習(xí)欲望，也就是說(shuō)要承擔(dān)‘有難度’的任務(wù)，而且盡可能地獲取各種不同的經(jīng)驗(yàn)。求知欲也包括承認(rèn)自己的知識(shí)缺陷，有了很高成就的人確實(shí)往往很難做到這一點(diǎn)?！?/p> 他認(rèn)為，對(duì)IT專(zhuān)業(yè)人士來(lái)說(shuō)，不斷地把新技能合并到原有技能中是一種司空見(jiàn)慣的做法，“他們已經(jīng)習(xí)慣于在職業(yè)發(fā)展過(guò)程中取得各種各樣的證書(shū)，參加各類(lèi)培訓(xùn)，并且緊跟下一個(gè)熱點(diǎn)?！彼a(bǔ)充說(shuō)，要跟上不斷變化的就業(yè)市場(chǎng)，“現(xiàn)在我們都必須這樣做。”（財(cái)富中文網(wǎng)） 譯者：Charlie 校對(duì)：詹妮 |
At a glance, the U.S. job market right now looks a lot like it did a year ago. Judging by the sheer numbers of job postings on career site Indeed.com, for instance, there still aren’t enough truck drivers or registered nurses to go around, and child care workers are in short supply as well. Meanwhile, information technology continues to soar, adding 200,000 jobs for a total of 6.7 million (accounting for a record 7.1% of GDP), according to a new reportfrom computer trade group CompTIA. But beneath the surface there have been two huge changes. For one thing, although the economy is creating jobs at every income level, the gap between the most highly skilled and everybody else is getting bigger. “Companies are investing even more in the people who are already well paid,” says Paul D’Arcy, a senior vice president at Indeed.com. The average tech industry worker, for example, now makes $105,400—more than double the annual pay of $51,600 for the workforce overall. “So we have an economy that is split in two,” D’Arcy notes. “For people with the right skills, these are the glory days. For everybody else, it’s as if the recession never ended.” At the same time, how employers define the “right” skills is changing—and it’s happening fast. If you’ve looked for a new job lately, you’ve probably already noticed what is happening in almost every white-collar field now: Being good at just one thing is no longer enough. “Areas of expertise that used to be separate from each other, and jobs that two or even three people in different departments used to do, are now being combined into one role,” says Len Morrison, who runs the undergraduate career services office at Bentley University in Waltham, Mass. He calls 2016 “the year of the hybrid job.” That’s based on an analysis of 24.5 million job postings, by Bentley and labor market data firm Burning Glass. The researchers were startled to find that “71% of in-demand skills are required across two or more job categories,” the study says, and that “some previously popular jobs are in decline as their once-innovative skills have become mainstream and [are now] integrated into other roles.” Take, for example, the job of social media strategist. Demand for people with this title has dropped by almost two-thirds (64%) over the past five years. But “social media strategy” as a required skill jumped an eye-catching 376% in postings for human resources jobs, 115% in sales, and 117% in public relations. Or maybe you are (or were) a specialist in business development. If you’ve looked for a job lately, you may have already noticed that there are far fewer ads for business development managers—about half as many as in 2011. That doesn’t mean business development as a skill requirement has gone away. It shows up in descriptions of 68% more marketing jobs, and 29% more IT listings too. A knack for making sense out of enormous amounts of data is in demand just about everywhere, says the Burning Glass study, noting that he words “Big Data” appear in a whopping 3,977% more job ads of all kinds than five years ago. Likewise, many more jobs now call for the kind of familiarity with software that, until recently, most managers could leave to the IT department. “We’ve seen some management jobs being replaced altogether by software,” says Paul D’Arcy at Indeed. “But at the very least you have to be comfortable with using it, and you also need to develop the soft skills that software can’t replace.” As demand keeps growing for people who can fill hybrid jobs, “soft skills are, if anything, more important than ever,” says Len Morrison. Chief among them, in his view, is intellectual curiosity. “Be authentic about wanting to learn, which means taking on ‘stretch’ assignments and getting as many different experiences as you can,” he says. “Part of it is admitting that you don’t know what you don’t know, which is often really difficult for high achievers to do.” Continually combining old skills with new ones, he points out, is old hat to IT professionals. “They’re used to picking up certifications throughout their careers, going after more training, and staying current with the next ‘hot’ thing,” he says. To keep up with the job market as it’s evolving, Morrison adds, “we all have to do that now.” |
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