Buried at the bottom of an an HBR post titled 8 Ways Machine Learning is Improving Company Processes, is a little nugget about the ways machine learning might soon affect career planning. Machine learning could help employees in navigate their career development by providing:
Recommendations (that) could help employees choose career paths that lead to high performance, satisfaction, and retention. If a person with an engineering degree wishes to run the division someday, what additional education and work experience should they obtain, and in what order?
Could this be a career coach in the future of work? It’s a fascinating idea and I’d love to see it in practice. We’ve already seen machine learning technology take over some parts of a career advisors job. There’s even a chatbot in development that’s trying to be a career coach (let’s hope they’re better than LinkedIn’s mediocre job recommendation algorithm.) IBM uses AI to guide job seekers through their search.
A good career coach will listen to you, help you work out ideas, guide you through an ambiguous process, support you emotionally, and reflect your own words back to you. Machine learning technology can’t do this yet, in answer to my clickbait title.
But there aren’t enough good career coaches to go around. And few people can even afford a good career coach. Moreover, not every organization offers career coaching that helps employees navigate their next steps. Tools that help people navigate a world full of increasingly ambiguous career paths are mighty helpful.
Like many jobs, career coaches won’t be fully replaced by robots or artificial intelligence anytime soon. There will always be people who prefer working with people over machines. But the role of career coaches will change as new tools and technology emerge. Career coaches need to be aware of these changes. The workplace and available roles are shifting rapidly. Career coaches need to be able to coach their clients through these changes. They need to rethink outdated career advice, especially given that our job search is becoming less human. University career departments in particular need to upskill.
Today’s post is brought to you by my half way mark to 50K words for #NaNoWritMo. I’m deep into a chapter on the future of work for my book and still finding a ton of good content to write about. The challenge of course is to write about it and not just read about it. Reading is not writing, I have to remind myself a bajillion times a day.
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