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Success often depends upon transcending your expertise to grasp a larger mission. 
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A lot of research is available about the IT talent shortage in the United States. The unemployment rate in just about any metropolitan area is close to zero for many functions, despite the recent slight slowdown in hiring linked to ever-greater cloud adoption.
12 TIPS TO SURVIVE THE TALENT CRISIS Proven Advice from CIOs and HR Leaders
Farid Mheir's insight:
A survey of CIOs shows challenges ir recruiting talent for IT organizations.
WHY THIS IS IMPORTANT Companies focus on technical expertise and skills but recruiting millennials means that other characteristics are as important - if not more - such as attitude and emotional maturity. The old saying remains true: hire on skills, fire on attitude...
1Seth Hodge's curator insight,
October 11, 2016 11:25 PM
A. The indicator being discussed is unemployment of IT workers/support. B. The article talks about how there are many jobs in the IT industry that are overlooked somehow and how many of these jobs provide good income and don't all require over the top certification requirements. Also tells about how to get some of these jobs. It also seems to point out that there are this many jobs that need to be filled but the unemployment rate is still sort of high for having so many vacant jobs. C.I did not realize there was such a huge demand for IT support.
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How many goals have you achieved today? Setting goals is key to making progress in any area. We know that those who write down their goals are 95% more likely to achieve them and that two best practices for goal-setting include making them measurable and giving them a deadline. We’ve even explored a variety of formats for …
Farid Mheir's insight:
Articles describes the Google goal setting approach called OKR which stands for “objectives and key results”. Buffer is a startup company that has applied this approach and describes its key learnings.
WHY THIS IS IMPORTANT Google is a very large firm and yet it has manage to define a simple approach to set goals that trickle down the org chart to all its thousands of employees worldwide. And it can be applied in small organizations as well.
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Mckinsey ran a comprehensive study of nearly 800 different jobs in the United States, ranging from CEOs to fast food workers. Between these roles, they found 2,000 individual work activities, and assessed them against 18 different capabilities that could potentially be automated. In their analysis, they found that 45% of work activities representing $2 trillion in wages can already by automated based on proven technology that currently exists. A further 13% of work activities in the U.S. economy could be automated if the technologies used to understand and process human language were brought up to the median human level of competence.
Farid Mheir's insight:
An interactive chart that graphs 800 different jobs along with their automation potential - as estimated by McKinsey.
WHY THIS IS IMPORTANT If you are in school or just out of school, this chart should be of particular interest. For all the others, this is essential must read tooling when preparing strategy and planning for the future of your business unit, organization - large or startup.
Jobs with highest potential for automation represent opportunities for cost reduction, process improvements to reduce lead times, or creation of the automated tools and software that will replace them. For example:
And 798 other sources of inspiration.
Abel Linares's curator insight,
July 30, 2016 1:08 PM
Potencial amortización #digital del #trabajo según Mckinsey.
Gráfico interactivo que analizar 800 trabajos diferentes. Concluye que con la tecnología actual el 45% del trabajo se puede automatizar, un 13% adicional cuando las máquinas entiendan el lenguaje humano a un nivel de ciudadano medio. Las previsiones son instalar 1.3 millones de robots entre 2015 y 2018
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By exploiting technology to enable workforce transformation, leading companies will create highly adaptable and change-ready enterprise environments that are able to meet today’s dynamic digital demands. This liquid workforce competitive advantage is apparent as IT and business executives surveyed report that “deep expertise for the specialized task at hand” was only the fifth most important characteristic they required for employees to perform well in a digital work environment – other qualities such as ‘the ability to quickly learn’ or ‘shift gears’ were ranked higher.
Farid Mheir's insight:
Accenture new report shows that digital transformation enables something big in the workforce: autonomy.
André Bélanger's curator insight,
February 10, 2016 1:08 PM
C'est toute la dimension de la protection sociale des travailleurs qui doit être repensée. Comment s'assurer que l'État protège ces travailleurs et éviter de s'en remettre au marché, comme c'est le cas pour Uber?
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Farid Mheir's insight:
Few jobs are safe from automation.
Jean-Simon Venne's curator insight,
February 2, 2016 9:39 PM
Thanks Farid for this interesting analysis, to be followed. 
Grant Tucker's curator insight,
February 14, 2016 11:10 AM
This is why we all should be innovating within our chosen professions 
Farid Mheir's curator insight,
July 20, 2016 2:09 PM
World Economic Forum survey of executives has compiled a list of jobs that are most at risk of being replaced by computers before 2025. The infographic shows a summary of the data which is available in detail here: http://reports.weforum.org/future-of-jobs-2016/
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Farid Mheir's insight:
World Economic Forum survey of executives has compiled a list of jobs that are most at risk of being replaced by computers before 2025. The infographic shows a summary of the data which is available in detail here: http://reports.weforum.org/future-of-jobs-2016/
Jean-Simon Venne's curator insight,
February 2, 2016 9:39 PM
Thanks Farid for this interesting analysis, to be followed.
Grant Tucker's curator insight,
February 14, 2016 11:10 AM
This is why we all should be innovating within our chosen professions
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We’re sharing a new version of Buffer's transparent salary formula, and a web app that anyone can use to find out what you might make on the team at Buffer.
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LinkedIn is the de facto source of information when I look for candidates to hire or when I present myself to potential clients and colleagues. I also have a resume, a 3-page word document with text and descriptions of my experience, field of expertise, education, etc. but I thought I needed a more visual way to present who I am and what I've done.Five years ago I created a visual version of my resume as a powerpoint document and uploaded it to slideshare.To my surprise, it attracted 88000 views
Farid Mheir's insight:
A short story on how I created a visual resume for myself and how I want to improve it.
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IBM is now training Watson to be a cancer specialist. The idea is to use Watson's increasingly sophisticated artificial intelligence to find personalised treatments for every cancer patient, by comparing disease and treatment histories, genetic data, scans and symptoms against the vast universe of medical knowledge.
Farid Mheir's insight:
IBM Watson computer is now being trained as a medical doctor and is now study for a fellowship in cancer diagnosis and treatment. WHY THIS IS IMPORTANT All jobs are candidates to replaced or drastically transformed by software. I wrote about this in the past but this text in paper says it best. "While there's much debate about the extent to which technology is destroying jobs, recent research has driven concern. A 2013 paper by economists at the University of Oxford calculated the probability of 702 occupations being automated or " roboticised " out of existence and found that a startling 47 per cent of American jobs - from paralegals to taxi drivers - could disappear in coming years. Similar research by MIT business professors Erik Brynjolfsson and Andrew McAfee has shown that this trend may be accelerating and that we are at the dawn of a "second machine age"." Also see - about the second machine age and digital transformation http://www.scoop.it/t/digital-transformation-of-businesses?q=mcaffee - half of jobs are vulnerable http://sco.lt/5Loi3d - impact on jobs http://www.scoop.it/t/digital-transformation-of-businesses?q=jobs
Eléonore PINAUD-PLAZANET's curator insight,
July 10, 2015 4:45 AM
La robotique d'Asimov est en marche.
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Farid Mheir's insight:
Must read to understand what it means to be an employee in the new digital world...
Farid Mheir's comment,
May 25, 2015 3:15 PM
Thank you @Hector Romano@Andy Thompson. Please recommend my topic if you can!
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"If we can apply science to improving the selection, management, and alignment of people, the returns can be tremendous." Via Luca Naso
Luca Naso's curator insight,
February 10, 2015 10:50 AM
Big Data help to make better decisions also when it comes to choose a "person". 1. Tune hiring policies 2. Focused recruitment marketing 3. Evaluation based on "public" work 4. Proactive hiring 5. Recruiters still matter (and they need to update their own skills)
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The concept of HR must change to support an increasingly distributed workforce that operates socially in increasingly ad hoc teams.
Farid Mheir's insight:
The paper advocates HR departments to become more networked and embraces technologies more. Read with care and remember this is a promoted report from a software company. The conclusions remain valid IMHO.
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Jamais les recruteurs n'ont eu accès à autant d'informations sur les candidats. Ils doivent maintenant apprendre à les sélectionner, les analyser et les valoriser.
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Geoffrey Moore recently authored a Report focusing on middle class job creation in the Digital Era. These same forces that Mr. Moore describes in the context of job creation are disrupting the very...
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INFOGRAPHIC: Using digital tools to unlcok HR's true potential.
Farid Mheir's insight:
Infographics that summarizes the discrepency between what the market wants and needs - job seekers, employees - and what the talent professionals do, how they do it and with what they do it. I agree with Capgemini that HR still lags in its techniques, its communications and its technologies (even though the infographics is a bit light on details and the recommendations feel a bit generic) Case in point. Most organizations still rely on job postings and physical interviews to source candidates and assess their expertise. Few if any have moved the sourcing into social networks, leveraging the LinkedIn and Facebook networks of their employees (who better to know a good engineer than your existing employees in the engineering department - after all they probably went to school with most of them!) to identify the most promising candidates, getting recommendations from people that know them and trust them, then calling them up for a video interview. In this "Sourcing 2.0" scenario" no resume changes hand before a candidate has been vetted by its peers, thus reducing the number of interviews and increasing the quality of candidates that are being interviewed. Moreover this provides HR teams with access to "passive candidates", ie. those guys and girls that have a job right now and may need just the right kind of push to switch to a new job, employer or position...
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Intelligent processes, enabled by digital technology, create a virtuous cycle of constant improvement fed by continuous feedback. And they are set to soon reinvent much of the way that businesses are run.
Farid Mheir's insight:
The article conclusions are very important to consider in all change management activities of a digital transformation. We must ensure that resources are comfortable with a new way to do things that may require skills they do not possess and that may clash with the way they have been brought to consider "knowledge work".
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Everything you need to kickstart your mobile recruiting strategy
Farid Mheir's insight:
Recruiting digital transformation is being forced by candidates, with the HR professionals largely staying behind and holding on to old ways. One read that may help provide data that candidates are going in another direction.
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When Google was less than a year old, John Doerr, one of its investors, made a presentation pitching the company on using a organizational system called Objectives and Key Results, or OKRs.
Farid Mheir's insight:
Not a digital transformation post per se, but applicable to all businesses, large or small.
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In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through
Farid Mheir's insight:
This report by Capgemini raises important concerns regarding the very low usage of digital technologies by HR professionals. This is in sharp contrast with the data that proves the usefulness of digital tools in the recruitement and talent management in general. Unfortunately, I believe HR is plagged with two problems that prevent these problems from being addressed rapidly 1- HR is a support process and thus considered a cost center. To that end, investments into new technologies that may help to improve the candidate recruitment process to bring higher quality candidates is often not approved because of the difficult to demonstrate a hard number ROI 2- HR professionals pushback against digital technologies and the required business process transformation it requires. It is indeed often difficult to have HR professionals turn to crowdsourcing and social network interactions (ie. spending a lot of time in front of a computer to roam linkedIn and facebook and other networks to source and qualify candidates) rather than spending time doing phone and in-person interviews. This will change with younger generations and millenial but one should not minimize the pushback they may receive and plan for adequate and important change management. As you can gues, I've been down that road a few times! ;-)
Fabrice Schwertz's curator insight,
December 14, 2013 10:13 AM
Les RH en décalage avec les candidats sur le plan digital ? Un rapport de Capgemini souligne l'important retard qu'accusent les RH dans leur usage des technologies numériques.
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Five years after the start of the worst six months for the U.S. labor market since the Great Depression, we learned Friday that 203,000 new jobs were created in November and the unemployment rate dropped to 7%.
Farid Mheir's insight:
Trends is clear: study in tech and you'll have a job in the future. Also charts that show healthcare, governments and other growth industries.
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Automation is reducing the need for people in many jobs. Are we facing a future of stagnant income and worsening inequality?
Farid Mheir's insight:
I am firm believer of the people-process-technology equilibrium. Digital transformation impact humans and if they are not willing to change, then technology implementation often fails. However, this paper makes the point that, over time, the transformation will occur and those that fail to change their way loose their jobs. What is even more interesting is the research that indicates which industries and sectors are most vulnerable in the next few years. Is your job on the list? A nice short companion article to read is Report Suggests Nearly Half of U.S. Jobs Are Vulnerable to Computerization
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HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune.
Farid Mheir's insight:
Have a look at section #3, starting page 17 for metrics and then for case studies to help Hr professionals gain a more data-driven visibility into the HR practie in their organization.
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Read Accenture’s report on how games and gamification are changing - and disrupting - Human Resources (HR) in today’s modern enterprises.
Farid Mheir's insight:
The report is light but presents some interesting examples of the use of gamification in HR. Employee on boarding could benefit from gamification I beieve, as would training. The idea of talent sourcing gamification I also find appealing. I have also seen games be very successful in sales team training with solutions developed by Talentuum for example. I've seen enterprise social networks leverage the peer rating and badge allocation that new solutions provide be successful. However, as in real life, "games" do not appeal to all and thus this is why I believe gamification is one tool amongst many that should be leveraged.
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There are three types of primary recruiting content you should focus on.
Via LinkedIn : www.linkedquebec.com
Farid Mheir's insight:
I zlways look for digital flip opportunities. Here I believe that using YouTube or other video streaming channels are great ways to improve the recruitment process. If combined with other transformations in the recruitment process, this can indeed lead to a real flip. Nevertheless, videos are great way to improve the recruitment process and, if anything, differentiate organizations. I worked wit Bombardier on their HR career improvements in the past where they created such a career youTube channel. It is a start and when combined with attractive product videos, can help turn watchers into applicants.
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Curated by Farid Mheir
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If you are a subject matter expert (SME) you must read this. It enforces the need to report properly up the food chain in your organization in order for your work to be valued and respected.