A free job hunter’s workbook from Careers.gov.nz
Are you wondering how to get started again in the job market?
NZ Careers has created a workbook packed with helpful information and tips on how to search for, apply, and get the job you want.
A free job hunter’s workbook from Careers.gov.nz
Are you wondering how to get started again in the job market?
NZ Careers has created a workbook packed with helpful information and tips on how to search for, apply, and get the job you want.
Published by the Australian Careers Service.
By Karen Lomas
Many of us have been forced to shift from long-utilised methods of in-person career coaching to new systems of delivery and service. We’ve all had to adapt as quickly as possible to school closures and social distancing while continuing to support our students and clients. Making the shift to online career coaching has been key.
I have been utilising online platforms for quite some time; however, COVID-19 has meant a shift away from anything delivered face-to-face. Here is my personal reflection on this period of churn.
The initial slow-down
For me, COVID-19 lock-down policies resulted, for a short while, in an almost total suspension of work. In particular, revenue for March dived in comparison to revenue for March 2019. In addition to being bed-bound with illness for a five days, a project I was working on was suspended.
Another issue was that families lost income, as some were either furloughed on reduced pay, or laid off. The JobSeeker and JobKeeper schemes had not yet come into play. I felt the need to offer some discounts and it felt good to be able to do this. Then I waited and things picked up. Sometimes there’s nothing else for it but to be patient.
Changing my business model
I went from running a career office that clients attended in person, to an all-online careers service. This shift meant marketing the new provision of career coaching via my website and on social media. This costs money because I have to pay for back end support on my website.
Once I mastered Zoom, I had to learn how to use Webex quickly, then keep on top of the deluge of information coming from Victorian Tertiary Admissions Centre, Career Development Association of Australia, Careers Industry Council of Australia, Careers Education Association of Victoria, tertiary providers, my Careers Group and from virtual careers expo organisers. It was super intense for a while.
I now use both of those Webex and Zoom platforms and lock my meetings, but do not take recordings. I did this upon the advice of CICA. In a discussion with my Careers Networking Group I realised that schools have different policies, so I was anxious about the fact that while school-based career practitioners had policies that protected them, I had to abide by a different set of rules. I have to rely on my handwritten notes and the interview summary that I share with my clients. For sure, I have insurance policies and the backing of my professional associations.
In my private practice regarding counselling with children, I always obtained written permission from parents to counsel their child, whether it be online or in-person. If a child is happy for their parent to be present during their coaching session, I accommodate this. The preamble is a little longer with online counselling — the assurances around the session not being recorded, and that when I look away it’s because I’m taking notes ( not because I’m tickling the cat)!
Challenges my clients are facing
The language that I was hearing and reading from parents and students was challenging. Many admitted they weren’t coping, and there were parents who said their Year 12 child was thinking of dropping out of school. When asked how they were doing, clients were increasingly circling the word ‘anxious’.
Some students and young adults do not wish to turn on their screen during sessions, therefore I cannot look for clues from their body language. Then again, there is the potential for the disinhibition effect — the potential benefit of distance, or the barrier created by the screen, and with respect to email and texting, the delay. Students and young adults are indeed divulging, so then it’s a case of listening actively and checking that they are, in fact okay.
Challenges I’m facing
Along with the above, there’s an increasing demand for services — and the fact that I don’t have any bells ringing to tell me that it’s lunchtime or time to knock off.
With a new way of working, we have to protect ourselves from burn-out. I am indeed feeling tired and on one Friday, about a month ago, I was still at my desk at 7pm. That was not an easy day for me, as three students did not seem too good. I had to tell myself that something, just a smile, some words of encouragement will have helped them.
An overall success
Shifting to online career coaching has worked and this is gratifying. However, it has required a process of adjustment over which I have had very little control. When I set up my business, I was calling the shots. This year I, like all of us, have been forced to adjust my work in the face of what felt like what I might describe as ‘organised chaos’. It takes me back to a time early in my career when I was working in London and having to run a business despite IRA bomb scares and actual bombings. I recall my Assistant Manager saying on one such day, ‘Well, it’s character-building’. We had to laugh.
Karen is a career coach specialising in early career exploration with school-aged students.
A career in health services and support is a rewarding experience as it makes a big difference in people’s lives.
Whether it’s a position as a dental assistant, anaesthetist or carer, there are plenty of job opportunities in health services, as it’s one of the fastest-growing industries.
The Good Universities Guide rankings look at Australian universities’ specific strengths, offering insight to support and guide decision-making when choosing a university. View the rankings in terms of how each university performs overall, or you can narrow down by field of study and state.
We looked at which universities with undergraduate health services and support degrees performed best in full time employment, teaching quality and graduate salary.
This rating compares the employment rates of graduates at different universities. It looks at the proportion of graduates who were employed full time four months after completing a course. UNSW Sydney ranked highest, achieving a full score of 100%, while University of Tasmania scored 87.10%. CQUniversity placed third in this rating with 84.50%.
This rating looks at the proportion of students who were satisfied with the quality of teaching they experienced. It’s based on students’ ratings of their overall educational experience and the quality of teaching they received. Australian National University ranked highest with 100%. Following closely behind, Bond University placed second with 97.60%.
This rating compares the median salary of graduates from different universities. University of Tasmania takes the top spot with their graduates earning a median salary of $82,000, while UNSW Sydney followed with $75,000.
View all 2020 rankings for nursing health services and support by The Good Universities Guide here — filter by level to view both undergraduate and postgraduate ratings.
By Andrew Bassingthwaighte
While career development practitioners (CDPs) help clients navigate their career journeys, often we are also called upon to help these individuals deal with other issues that may impede them on their path. These issues can range from housing to immigration support to discrimination, to name a few; in each case, there is often a desire either from within us or from the client to act as an advocate.
Advocacy is a long-recognized concept in career development, and many professionals are aware of the value of this process, especially when the goal is to help clients access supports and resources that will further their economic and social well-being. Many of us engage daily in promoting self-advocacy – or the ability of our clients to make choices and decisions that affect their lives. Sometimes, though, there is a need to engage in further advocacy work on behalf of a specific client or community.
No matter the type of advocacy that we engage in, it is essential for CDPs to recognize two issues when engaging in this type of work. The first is to respect the dignity of clients with whom we work. The second is to be aware of any ethical considerations that could affect our work or profession.
Advocacy looks different depending on the client or community that we are supporting. There are four main types of advocacy that could intersect with career practitioners’ work:
What all these advocacy models have in common is that they encourage practitioners to go beyond their typical daily tasks and engage in the process of challenging social justice issues that many of their clients face daily.
For those wanting to engage in advocacy efforts, the Canadian Standards & Guidelines for Career Development Practitioners – Code of Ethics highlights several areas that practitioners should be aware of in their work. Chief among these is the notion of informed consent.
The Code of Ethics framework (CCCD, 2004) prioritizes informed consent in several areas concerning how information is collected and used, but also with respect to the individual and their rights. At all times within our advocacy efforts, we need to ensure that we are putting the rights of the client first and taking the time to engage them in the process to identify their level of comfort with any steps taken.
However, there are times when, despite a client’s insistence on confidentiality, action is required (for example, where there is evidence of imminent danger to the client or others) (CCCD, 2004). In a CERIC blog on “The Ethics of Advocacy,” Roberta Neault (2012) gives a compelling overview of the debate that practitioners face when dealing with these concerns, which I encourage all practitioners to review.
Your comfort level
Further to recognizing the client’s comfort level when engaging in advocacy, as practitioners, we need to be comfortable in our abilities to do this type of work. The national Code of Ethics (CCCD, 2004) is clear that we must recognize the boundaries of our competencies, especially when dealing with issues that involve legal or other advice that may be outside of our areas of expertise. Alongside this, though, are personal competencies and boundaries. In becoming involved in advocacy work, we need to recognize our capacity and resilience when dealing with potentially stressful or traumatic issues.
Conflicts of interest
Our efforts may come into conflict with the agencies, organizations or funders that we work with each day. In some cases, this can be beneficial, as our advocacy work might identify opportunities to fill gaps or provide tailored services to individuals or groups. In other cases, though, our work may come in direct conflict with organizational policies or the practitioner’s personal beliefs or value systems.
It is vital that practitioners inform clients up front about the limitations of our services, alongside disclosing any potential conflicts of interest that might arise. In instances where a conflict arises and we need to step aside from the process, it is imperative to work with the client on what happens next (ie, referral to another organization), so the client is not left struggling with a lack of agency.
Engaging in advocacy is a critical but also enjoyable element of a career practitioner’s work. While there are several ethical considerations to bear in mind when engaging in this work, we need to understand that we are not alone. Not only are there groups and organizations that can help support the clients we work with, but as practitioners, we can also access these groups to learn from them, the issues that they face, and how we can support and walk alongside them as allies.
Andrew Bassingthwaighte is a Talent Development Specialist and Master of Arts – Social Justice and Equity Studies candidate at Brock University in St Catharines, ON. Having worked for almost 20 years in the UK and Canada providing employment counselling, training and mentoring to individuals from different socioeconomic and cultural backgrounds, he now has the privilege of serving on Brock University’s President’s Advisory Committee on Human Rights, Equity and Decolonization (PACHRED).
Cadenas, G. (2018). Advocacy in career development with immigrants. Career Planning & Adult Development Journal, 34(4), 7–20.
Mitcham, M., Greenidge, W., Bradham-Cousar, M., Figliozzi, J., & Thompson, M. A. (2012). Increasing career self-efficacy through group work with culturally and linguistically diverse students. Journal of School Counseling, 10(22).
Anderson, S. K., Peila-Shuster, J. J., & Aragon, A. (2012). Cross cultural career counseling: Ethical issues to consider. Career Planning & Adult Development Journal, 28(1), 127–139.
Canadian Council for Career Development. (2004). Canadian standards and guidelines for career development practitioners: Code of ethics. Retrieved from
Neault, R. (2012, October 31). The ethics of advocacy: A Canadian perspective. [Blog post]. Retrieved from ceric.ca/2012/10/the-ethics-of-advocacy-a-canadian-perspective/
New research by Dr Johann Fortwengel and Professor Howard Gospel of King’s Business School with Dr Phillip Toner of the University of Sydney, Australia, has highlighted the difficulties of expanding apprenticeship numbers, especially in industries with little historical experience of this form of training.
The team also found that successful attempts to renew apprenticeships involved efforts to synchronise government-led and employer-led initiatives, and engaged employer associations, unions and others. This kind of coordination was more likely to lead to a sustained increase in apprentice starts; simply providing funding and leaving employers and market forces to determine the types and structure of programmes available was less effective.
Professor Howard Gospel, Emeritus Professor of Management said:
“Apprenticeships were a theme in the UK election; the Conservatives, Liberal Democrats and Labour all talked about investment in apprenticeships. But expanding the number of apprenticeships and ensuring they are valued by employers is challenging to get right.
“Our research shows that while both England and Australia have delivered increases in apprentice numbers since the 1990s, that growth faltered when expansion into new industries led to doubts over quality and confusion over what apprenticeships should really deliver.”
Dr Johann Fortwengel, Senior Lecturer in International Management, adds:
“These experiences are important lessons for the US, where efforts to increase apprenticeships have so far been proportionally smaller. Expansion into new areas has been on the agenda since the Obama administration, but with little real progress to date.”
The researchers tracked efforts in England, Australia and the US to revive apprenticeships as a solution to skills shortages, youth unemployment, and broader challenges like rising income inequality. Historically, these ‘Anglo-Saxon’ economies have lacked effective support for industry-wide apprenticeship training schemes. Also, compared to countries, such as Germany or Switzerland, demand has historically been limited, with a large proportion of young adults choosing the university route over an apprenticeship.
In England* apprenticeship starts grew by 400 per cent from 1996 to 2017, especially from the late 2000s onwards. Growth was driven by changes in the definition of apprenticeship and by the extension of apprenticeships beyond construction and engineering into non-trade specialisms, especially from the mid 2000s onwards.
Expansion into the service sector has also prompted two major dips:
Howard Gospel says: “There are multiple reasons for disenchantment with the apprenticeship levy. Some employers see it as too complex, or excessively interventionist. Other commentators are concerned that it is funding already well qualified existing employees on degree and other higher qualifications. To date the initiative hasn’t delivered on some high hopes for what it might achieve.”
By comparison with England, Australia grew its number of apprenticeships relatively steadily from 60,000 in 1995 to 377,000 in 2012, with consistent employer and bipartisan political support. Extension of apprentice-type training to new service sector occupations accounted for over 80 per cent of the increase.
Publicly funded non-profit Group Training Organisations (GTOs), often linked to employer associations and unions played an important part in the growth, and were successful in recruiting smaller employers to apprentice schemes, which often lack the financial and staff resources to support their own training program. A relatively strong technical college system also helps in Australia. However, funding was cut back sharply due to escalating government expenditures and concern at declining quality, prompting a collapse in trainee led by non-trade apprenticeships.
”Support for the traditional apprenticeship model remains strong in Australia in government, and among employers and unions. It continues to be an important institution for young people seeking to enter the labour market and for older people looking for a skilled, better paid job,” says Dr Phillip Toner.
“However, the extension of this model into new occupations, mostly in the service sector such as lower-skilled hospitality, sales, security guards and clerical work has been largely unsuccessful. Employer support for extending apprenticeships to these roles was only partly founded on real labour market need, and more substantially down to generous government employment subsidies. This fact has been revealed by the sustained collapse in this type of training over the last 6 years following the cessation of the subsidies.’’
In the US, President Obama re-visited President Clinton’s relatively unsuccessful efforts to revive apprenticeships in the 1990s and also sought to target non-traditional sectors such as ICT and health. The policy of expanding apprenticeships has continued under President Trump, with the explicit intention of encouraging greater involvement of industry and to promote apprenticeship in new areas.
However, to date, little progress has been made.
Dr Johann Fortwengel continued:
“between 1998 to 2017, there was a 65 per cent in apprentice starts in the US. However, as far as we can see from Department of Labor figures, extension into new sectors and occupations has been limited. Given our findings, that may be a blessing in disguise: there is an opportunity to reflect on what might work before ploughing resources into this effort.”
*Because of differences in apprenticeship systems and data across the jurisdictions of the UK, only England is examined here.
Great Place to Work Australia is a global research and consulting firm focusing on employee engagement, organisational alignment and the effect it can have on high-performance workplace cultures.
Each year they release a much-anticipated publication, 50 Best Places to Work 2019. The report is based on research conducted by surveys and evaluation of a company’s policies and procedures. A key finding of the report is that the hiring process plays an important role in retention rates of employees — almost 80% of organisations consider employee retention to be their biggest challenge. Artificial intelligence is assisting in the acquisition of skilled workers in most organisations. It can analyse, predict and filter what the organisation needs from each employee.
The report is sectioned into three different categories based on size: 1,000 or more employees, 100 to 999 employees, and 100 or fewer employees.
IT giant Salesforce took the top spot — an impressive accomplishment in addition to powering the world’s number one CRM and empowering companies to connect with their customers in a whole new way. Salesforce believes that honouring their 1,473 employees is key to leading an organisation — every presentation begins with a ‘thank you’ slide in recognition of their peers’ hard work and efforts.
Second place goes to Cisco Systems Australia, who develop tech equipment for consumers and other businesses. Cisco takes pride in a culture that promotes and encourages personal and professional development. Global hospitality chain Hilton nabbed third place due to a priority on team recognition and occasional shout-outs from the president and CEO, guests and team members.
Healthcare manufacturer Stryker ranked first as best place to work in the middle-sized category. The organisation installs different development programs for their employees, such as the Women Without Limits program and the Emerging Leaders Program for employees who show potential. Graphic design website Canva placed second after finishing first in 2018. Upon hiring new employees, Canva introduces an ice-breaker activity in the style of a treasure hunt, in which they’re given clues to look for locations and staff members.
Finishing first was Avenue Dental, an Australian company that aims to ‘positively transform dentistry’. Their 65 employees say that the organisation reinforces positive values and recognises and rewards staff who perform well. Employees recognise each other’s efforts during weekly meetings by reading out positive feedback given by their patients or co-workers.
Below is a summary of the top 10 in each category from the report 50 Best Places to work 2019:
|Rank||Over 1,000 Employees||Between 100 and 999 employees||Fewer than 100 employees|
|2||Cisco Systems Australia||Canva||LogMeIn Australia|
|4||MECCA Brands||OMD Australia||Amicus|
|6||REA Group||Adobe||SC Johnson & Son|
|8||Service NSW||Optiver||Altis Consulting|
|9||Atlassian||Nous Group||Beaumont People|
|10||Campbell Arnott’s||Richard Crookes Constructions||Morgan McKinley|
As a UK General Election date has been announced no doubt some MP’s will lose their seat – and as a result will be looking for a new career. The following explains what support is available to their Canadian colleagues.
When Liberal Mark Holland lost his seat in 2011, he couldn’t get out of bed for days.
“It was absolutely devastating for me … Because it was my hometown, it felt personal. It felt like a personal rejection,” said the Ajax MP, who went on to be re-elected in 2015 and again on Monday.
“It’s like being in a car going 100 kilometres an hour and hitting a brick wall and everything stops.”
He credits the House of Commons’s transition program with helping him move on from his defeat. The program offers counselling and up to $15,000 to help defeated MPs transition from the House of Commons back to the civilian world.
It’s a program the nearly 50 incumbents who lost on Monday can access as they take stock of their defeats.
The taxpayer-funded package can be used to cover the cost of career transition services, job training or post-secondary education and some travel expenses, according to the members’ allowances and services manual.
Holland was first elected at the municipal level at age 23. He said he leaned on the transition program to dust off his resumé and get some retraining before eventually landing a job at the Heart and Stroke Foundation.
“Having a service that helps folks make the transition back to a normal life — helps them get their resumé in shape, makes sure that their mental health is in a strong position and that they have the support they need to get reintegrated — is incredibly important,” he said.
For former MPs seeking career advice, the House of Commons offers the services of a third-party firm that provides one-on-one career coaching. MPs can use another career counselling firm as long as it’s cleared in advance.
In order to qualify for the transition fund, career transition programs have be started within 12 months of the general election. The fund also requires that ex-MPs submit certificates for career transition programs.
Defeated incumbents can also use the program’s cash to go back to school in Canada.
The MP handbook stipulates that, in order to qualify for transition program funding, ex-MPs must prove the training or education they’re seeking is in a field related to the work they intend to pursue. The institution also must be required by contract to provide on-the-job instruction, tutoring, training or supervision.
The manual lists teaching, law, accounting, engineering and the trades as examples of skills that could be subsidized.
As with the career transition programs, training programs have to start within 12 months of the end of the general election to qualify for funding, and proof of completion is required.
The money also can be used for travel. Members who are not re-elected are entitled to up to four economy-class round trips within Canada if they can prove they’re travelling to and from job interviews, education sessions or career transition sessions, or if they need to travel to Ottawa to sell their homes.
Transition program funds can also be used to pay for sundry services such as long-distance phone calls within Canada, stationery and office supplies, but the program requires receipts.
Holland says sceptics who baulk at the program’s price tag need to understand the sacrifice most MPs make by leaving promising careers to run for office.
“I think that nobody understands the pressures of somebody who steps forward and offers themselves to public service,” he said.
“Regardless of the partisan stripe, I have enormous regard for people who put themselves in that position and I think that it makes only good sense to make sure that they transition back to public life.”
MPs who do not seek re-election are also entitled to up to $15,000 in transition support to help re-establish themselves after leaving politics.
The money comes out of the House of Commons administration central budget.
It’s a job seeker’s market in Canada and employers are still struggling to fill roles with many positions remaining open for more than 60 days.
To get more perspective, Indeed economist Brendon Bernard shares his thoughts on the regional labour market and hard-to-fill roles.
Specialized engineering roles in very different sectors, such as software engineering manager (#1) and senior geotechnical engineer (#2), an expert in soil, in addition to real estate associate (#3), are the three most difficult-to-fill roles, with 57% of jobs remaining vacant for 60 days or more. Rounding the top five in western Canada, we find technical program manager (#4), which also requires coding knowledge, and psychiatrist (#5) both represented 55% of hard-to-fill jobs. The latter is not that surprising as mental healthcare access and psychiatrist shortage, especially in British Columbia, have been debated in the media recently.
According to Bernard, tech roles stand-out as taking long to fill. “Employment in the sector is growing quickly, but the strong competition for talent between employers makes filling individual roles difficult. The resource extraction sector in Western Canada might be facing tough times, but it is still difficult to find geotechnical engineers, suggesting opportunities remain, but they often require highly specialized skills.”
Bernard also explains that Western Canada highlights how labour market conditions are varying across provinces. British Columbia has made significant progress in recent years, while conditions in Alberta remain weaker than they were prior to the fall in oil prices.
Highly-specialized engineers are also difficult to find in Ontario
Senior test engineer (#1), a tech profession that evaluates products, proves to be the most difficult to find talent for, with 58% of jobs remaining vacant more than 60 days.The most populous province in Canada also finds it difficult to find senior mining engineers, with senior geotechnical engineer coming in second on the list with 55% of available roles long remaining vacant. However, solutions engineer, which is more of a leadership role interacting with technical support and sales, comes in third with 45%.
Speciality in the health sector can also be a headache, with infusion registered nurse, who specializes in the administration of medications and fluids, coming in at number four (45%). Last year, that profession was in the top 10 nationwide of hard-to-fill health care roles. Civil designer, who deals with municipal infrastructure, completes the top five with the same percentage.
Bernard explains that the Ontario job market is showing both strengths and weaknesses. On one side, there’s been strong growth in certain higher-paying fields, tech being a notable standout. In contrast, conditions aren’t great for those without postsecondary education.
Quebec has one of the lowest unemployment rates, so talent is scarce
In September, Quebec was tied with B.C. for Canada’s lowest unemployment rate, which is going to make it more challenging to fill lots of different types of job openings, as Bernard explains. Statistics Canada found that Quebec had the highest share of job openings remaining vacant for over 60 days in the second quarter of 2019, suggesting hiring difficulties for many roles because more of the workforce is already employed.
Because of increased demand and competition, tech is also well represented in this regional list, with software developer (#1) seeing 50% of opportunities remaining vacant for at least two months and programmer (#4) having 47% of its jobs unfilled for at least 60 days. Engineering is also a pain point in the French-speaking province with electrical (47%) and structural engineer (46%) in third and fifth respectively. One job that stands out from other regions is optician, a provider of eyeglasses and contact lenses, which is actually the second most hard-to-fill job in the province (49%), but that may become a national challenge, since the Government of Canada expects labour shortage for opticians in the country over the next decade.
Atlantic Canada deals with high unemployment but still has trouble finding the right fit
According to Bernard, unemployment rates in Atlantic Canada are higher than the national average. Still, it can be tough to find workers to fill a number of niche roles requiring specific and rarer skills.
Tech talent often being attracted to major tech hubs in big cities, it makes it difficult to fill some roles in smaller areas. As such, senior java developer (50%) and senior software engineer (41%) open and close-out the top five in that region, at number one and number five. Psychologists (#2) are in high demand in that region, with 48% of roles long remaining vacant. Still in the health sector, pharmacy technician appears on the list at number four (41%) while equipment operator arrives just above (#3), with the same percentage.
We can see that specialities are required in varied sectors across the country. This impacts different industries and company sizes who struggle to fill roles with special skills when it’s a job seeker’s market. Smaller businesses also have to contend with the competition from larger companies.
When your pool of qualified candidates is small, whether it be because of the particular skills needed or because of the high competition, you have to be able to be seen by the right candidate at the right time and to use the tools accessible to you. A few tips are:
Data represents roles open for longer than 60 days in Canada during the first half of 2019 in Western Canada, Atlantic Canada, Quebec and Ontario. While job postings can be open for longer than 60 days for many reasons, Indeed uses this measure as a proxy for difficulty in hiring. Due to data restrictions, we are unable to meaningfully analyze Northern Canada.
The Australian Tax Office (ATO) has released their most recent set of income statistics that reveal the country’s top earners according to their average taxable income.
The rankings are based on 13.9 million individuals who submitted their tax returns for the 2016–17 income year.
Somewhat unsurprisingly, the top three occupations come from the medical industry, while finance and engineering also feature prominently.
Of the 1,100 occupations listed by the ATO, the following top 10 have the highest average taxable income:
|Rank||Profession||Individuals in profession||Average taxable income|
|3||Internal medicine specialists||8,500||$299,378|
|6||Other medical practitioners||28,000||$204,387|
|7||Judical and other professionals||3,500||$195,703|
|9||CEO and managing directors||174,000||$157,643|
To find out more about Australians’ income characteristics, such as the country’s highest-earning postcodes, head to the ATO’s Taxation statistics web page.
It’s estimated that around 45 per cent of jobs in the current workforce will be automated within 20 years.
Although rapid progression of technology has made (and will continue to make) many jobs obsolete, it’s also creating new ones.
Research conducted by a cohort of University of Melbourne professors indicates that Artificial Intelligence (AI) is being used to replace cognitive tasks — that is, any tasks that
A 2013 report from the University of Oxford said that administrative support workers and even transportation and logistics occupations can and will be substituted by computers in the future — think telemarketers, clerks, cashiers, bus drivers and even hospitality workers.
According to research conducted by Ford, cognitive tasks are more likely to be replaced by AI. But rather than panicking about robots taking our jobs, we can look at the opportunities that technology brings to tomorrow’s workforce. A 2017 report by Commonwealth bank stated that ‘the future of work will be primarily about how people can collaborate effectively with machines to do what neither can do alone’.
The advancements of technology offer career opportunities across all sectors. The University of Melbourne has done extensive research on how AI will influence the world and predicts that the next generation will be the most educated yet, which will lead to accelerated growth in jobs. Josh Bersin, principal and founder of Bersin by Deloitte, said that instead of eliminating jobs, AI is eliminating tasks and is creating new jobs for humans. These jobs require traits that robots haven’t mastered: empathy, communication and problem-solving.
Professor Tim Miller from University of Melbourne says that there are still plenty of jobs that won’t be handed to the rise of robots. Leadership positions, childcare and social workers, politicians, teachers, CEOs and doctors are here to stay, although they will inevitability evolve with advancements in technology.
Machine learning, deep learning and other AI technologies are being incorporated into many different industries. If anything at all, robots are helping humans and making their jobs easier to manage. We’re already seeing this take place: cranes are helping humans to carry big loads, and driverless tractors and drones help humans with crop spraying. Factories already depend on AI to perform labour-intensive tasks.
AI can also assist in making effective decisions. Machines have higher predictive power to make better consumer decisions because of analytic tools that can automate and scale data. With trends consistently influencing customer expectations, there is a need for more data-driven insights.
Increasingly, more jobs are focusing on data to manage and implement strategic initiatives to provide better solutions. The University of Melbourne predicts that technology development has created a demand for more jobs in diverse occupations such as urban planning, construction, social work, transport and environmental science.