This is what the future of work looks like part 2

I just fell in love with the Women Who Code job board. They’re making job hunting slightly easier by including two pieces of critical content alongside their job postings.

The first is an overview of the interview process, providing much needed transparency into a stressful process.

future workforce trends
Transparency ftw

The second piece of content is an interactive list of company benefits that actually matter to me. I look at hundreds of jobs a month. I rarely see such forward thinking filters.

future workforce trends
Benefit search

Talk about the future of work is dominated by robots taking our jobs. While that type of content makes for good metrics, the robot narrative ignores how organizations are evolving into better places of work. Organizations are finally shedding outdated Baby Boomer models of work. They’re open to experimenting with new ways of work and management.

I teach people how to find remote jobs. Each week I round up the most interesting remote jobs that I find online. I’m constantly running into companies that are changing the status quo. Many of them offer benefits like this:

future workforce trends
Benefits at Glitch
Glitch’s inclusion statement

I’ve got a massive crush on Glitch, the company whose benefits are listed above. They get it.

Companies like Glitch are the future of work. They’re also what we miss when we only talk about robots in the future of work.

When job boards like Women Who Code include searchable filters like parental leave, 100% work from home, and unconscious bias training, they signal that workers have a choice. Workers can choose to work for old school companies that preach meritocracy but believe work only happens between 9-5. Or they can find an innovative company that believes in lifting up underrepresented voices, flexible work, and supporting parents in the workplace.

Here’s how to avoid endless resume reviews in career services

The majority of career services professionals hate resume reviews. They can’t say this out right of course. Career services leadership and university administration expects their department to function as a resume review service. I know this because it was common knowledge when I worked in career services. Full confession, I also hated resume reviews when I was an MBA career coach.

Career services leadership has access to an easy to solution that will put an end to resume reviews: Teach students how to use new resume platforms that use artificial intelligence to review and score resumes.

I wrote about how to write resumes using artificial intelligence on my website for remote jobs. I explain the three platforms that use AI to review resumes and show how to use them in the resume writing process.

Share it with your students or adopt the process in your own department. Then think of all the things career services could do if you didn’t have resume reviews. And while you’re questioning resumes reviews, start questioning all the things career services is doing that need to change.

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Learning how to learn

The shelf life of your college degree is getting shorter and shorter.

David Blake, founder of Degreed on the podcast episode, Speaking the language of skills

Spend any time in future of work or higher education circles, and you’ll notice how often people throw around the term lifelong learning. It’s incredibly in fashion to tell people how they’ll need to become lifelong learners. Beyond that though aren’t a lot of resources on how people should make this shift.

Degreed is out to change that. This interview with the founder of Degreed is an inside look at the challenges and opportunities of cultivating life long learning among employees.

I really appreciated this podcast episode, especially where they talk about learning to learn and creating a learning environment in the workplace. Plus I learned about an entire new category of YouTube videos: bad corporate training.

If you spend any time in future of work circles or higher education, you’ll like this perspective.