85% of the jobs that will be in demand in 2030 haven’t even been invented yet. These new jobs, and the new skills required to do these new jobs, stem from the shift toward the green economy or an economy based on lowering environmental risks.

Is your resume ready to impress employers taking a greener approach? According to research in our white paper, Skills for the Green Economy, the energy sector alone can produce 18 million new jobs if workers have the right skills (or can be trained on these skills) to adapt to green practices.

Here are the top opportunities to look out for and green economy skills to add to your resume:

Green skills will drive the automobile industry

In just five years over 1/3 of all cars sold will be electric vehicles, hybrids, or plug-ins. As a result, automobile companies will look for new talent with the right skills to drive their business through this transition. The jobs that will need filling? Network engineers and software specialists to help design vehicles, mechanics and manufacturers to produce batteries, and educated salesforce members to sell new products.

A whole range of skills from software design to systems analysis will be in-demand for the automobile sector. Want to learn these skills and add them to your resume? Our sister company, Modis, has developed a state-of-the-art reskilling program where you can get trained to work for the automobile industry and more.

Maintenance will make a big comeback

Reduce, reuse, repair? As Americans are shifting to throwing out less and recycling more, households will make an effort to maintain products like appliances and electronics instead of buying more. Even Ikea, famed for being the face of the “fast furniture” industry, will focus on offering repair and maintenance services to prolong the life span of their products.

According to new Pew research, demand for mechanical skills like repairing and system maintenance will see a 27% increase in the new green economy. Highlight these skills for the green economy on your resume, along with knowledge of specific equipment and your ability to problem-solve to help you land a future maintenance job.

Analytical skills are increasing in importance

The trend in future work isn’t just going greener. It’s going smarter, too. As we enter the Fourth Industrial Revolution, technology continues to permeate the workforce, edging into traditionally manual jobs like warehousing, too.

How exactly? Fields like warehousing rely more and more on computer programming to run complex machinery and systems analysis to maintain their supply chain. According to Pew, system analysis rates as the most critical analytical skill for the green economy, while programming is the green skill that will increase in demand the most.

But soft skills will still reign supreme

While technology will help shape green economy skills, soft skills will remain fundamental. When asked to rate 35 skills on importance, employers listed soft skills as the top four most crucial. In order of importance, they are active listening, speaking, critical thinking, and reading comprehension.

Learning how to sell your soft skills will be increasingly important on both your resume and in your job interview. Instead of listing basic skills like “speaking,” give examples of meetings you’ve led, or presentations given. With 92% of recruiters agreeing that soft skills are as important (or more important) than hard skills, don’t overlook the importance of these on your resume.

How do I get these skills?

Whether you need training on analytical skills or want to expand your soft skills, the Adecco Aspire Academy can help. Through a partnership between the Adecco Foundation US and Penn Foster, courses ranging from “Warehousing and Distribution” to “Stress and Time Management” are available to you free of charge. Enroll now and check out what green skills you can learn.

At Adecco, we’re here to help you through every stage of your career. Whether you’re returning to work, looking for a new opportunity, or just starting out in the workforce, you can find support from one of our local recruiting teams.

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Workplace safety regulations are getting stricter. Effective January 1, 2022, California Senate Bill 606 will dramatically expand OSHA’s enforcement powers, meaning stringent fines for employers who fall foul of their OSHA compliance responsibilities. And although the new law is state-level, California tends to set the bar when it comes to workplace safety. So, employers coast to coast had better take note.

Below, learn what changes are ahead, why the new Occupational Safety and Health Administration laws are coming, and how to turn workplace safety into a profitability driver at your company.

What types of violations will be subject to the new OSHA fines?

There are two new categories of violations – “Enterprise-wide” and “Egregious.” Senate Bill 606 creates a presumption that an “enterprise-wide” violation has been committed if an employer has a written policy or procedure that violates current OSHA workers’ rights, or, if there’s a pattern or practice of the same on-site health and safety violation involving more than one location. (Things like known hazards that employers haven’t taken action to fix, persistently high worker injury or illness rates, or a record of consistently working people over 60 hours a week.)

Why is this change a big deal for companies operating in California?

Because the fines are massively more expensive! Traditionally, when Cal/OSHA found an on-site health and safety violation, it would fine an employer for that instance only. But now, it can slap fines on multiple sites based on one violation – and for every time an employee is exposed – without investigating other sites or observing other violations. And considering that each violation can incur fines up to $124,709, that’s a huge multiplier effect.

Why should employers outside of California pay attention?

California is known as a leader in worker rights. As such, labor laws often start in California and move on out to the East Coast. Senate Bill 606 is one of a whole host of new Californian labor laws that come into play next month. Employers across America should take note and make adjustments to comply with California safety standards.

What’s the reasoning behind this new law?

Today’s labor crunch means unprecedented safety challenges for American employers. And an alarming uptick in workplace-related injuries, accidents, and illnesses. In the scramble to fill millions of jobs, we’re seeing multiple staffing companies operating on the same shop floors. This makes it difficult for employers to ensure that all workers are pre-screened, skill-tested, and drug and background checked. Unfortunately, this has meant that workplace accidents and illnesses are on the rise. And that’s why we’re seeing more stringent on-site health and safety measures to uphold OSHA workers’ rights.

What can employers do to get ahead of the changes?

Employers with strong on-site health and safety cultures will already be one step ahead in complying with the California safety standards. Ensuring staffing solutions are streamlined and well-managed is paramount. Adecco is the ideal partner for employers navigating this minefield because we’re just as invested in worker safety as they are. We keep abreast of every piece of Cal/OSHA news and send our safety team out and offer on-site training to ensure ongoing OSHA compliance.

“At Adecco, we’re experts in helping employers with large contingent workforces and multiple staffing vendors in complying with California safety standards and OSHA workers’ rights,” says Susan Shemanski, Vice President of Risk Management at Adecco USA. “We have a great safety team who can help identify areas of concern, and train on-site teams and managers.”

Visit Adecco USA for more advice on all aspects of building a safe, healthy, and inclusive workplace. From helping you get your workers safely back to a physical workplace, to promoting mental health at work, to sourcing temperature takers, we can help you build the resilient, flexible, and engaged workforce you need.

Visit our employer resources pages for articles, white papers, case studies and more. And talk to us about making your workforce the best it can be.

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In the digital age, semiconductor chips have been popping up all around us, from connected cars, to smart home lightbulbs, to robotic vacuum cleaners. In the past year, a perfect storm of factors – from COVID-induced disruptions to fragile supply chains, to geopolitical tensions – has sent demand for semiconductors surging far beyond current supply capacity. The resulting shortage, which was being felt as early as in the April jobs report, has been peaking in recent weeks. Facing a throughput time of three months or longer, many industries are waiting until supply and demand are back in sync.

If employers are to build the resilience needed to navigate – and thrive – in this tricky reality, they will need to start building more adaptive business strategies. Below, better understand the impact this could have on your workforce planning and how working with agile, experienced staffing partners can help. 

Automotive sector is hardest hit

Although the impact is being felt across all verticals of the US economy, the automotive sector remains the hardest hit, with a ‘severe decline’ in automotive production – and employment. Automakers are hemorrhaging profits, with the sector expected to produce four million fewer cars this year than last. (This comes on the heels of a modest recovery in the industry after car sales fell off a cliff at the height of the pandemic last year.)

Many automotive manufacturers must reduce production. From a jobs perspective, employment in the sector continues to fall to way below 2020 levels, and employers are adopting a range of measures from extended summer shutdowns, to cutting out overtime, to reduced shift rotations.

This means that many find themselves needing new workforce solutions to navigate this tumultuous time and prepare themselves for when production cranks back up again.

Dearth of skilled engineering talent is compounding the impact

The talent shortfall in the semiconductor industry, and tech industry more generally, is nothing new. For years, American employers have battled with a lack of qualified engineering talent. Recently the problem has intensified as the electronics sector has grown. In fact, 30% of CEOs surveyed in KPMG’s Technology CEO Outlook identified a lack of talent as a top risk for the industry.

If the semiconductor crisis teaches us anything, it should be that – in this age of rapid digital transformation – employers should continually educate, train, and upskill existing workforces in key digital technologies, now and in the future.

Flexible staffing is key

A flexible staffing model is the core of the flexible, agile supply chains that companies need to cope with the relentless changes of today’s business landscape. Biden’s jobs plan is looming, wages keep rising, and COVID-19 cases continue to rise across America. Companies need to be ready to flex their production model to scale up and down as the market dictates.

At Adecco, we are working with our manufacturing and automotive clients across multiple industries who are being impacted by the semiconductor shortage. We partner with them to make sure they’ll have the right people lined up – and at the right pay points – to deploy as soon as the shortage is resolved.

To meet every client challenge, we’ve gone a step further and partnered with Modis, a branch of The Adecco Group focused on technology and digital engineering consulting, talent services and skilling. This allows us to develop workforce and technology solutions on a global scale and for you to find the best candidates for your office, industrial and service sector positions. 

So, as the U.S. economy continues its twists and turns amid surging demand and an ever-tighter jobs market, will your supply chain be staffed with the people it needs to thrive?

To learn more about how we can help you develop a flexible and resilient workforce that’s ready for whatever the future holds, learn more about our partnership with Modis. We’re experts in staffing and workforce solutions with global and local expertise that has helped thousands of companies just like yours thrive, even in times of uncertainty.

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While most industries have managed to spring back into action despite the COVID-19 pandemic causing far-reaching disruption, the effects of social distancing and lockdowns are still seen in many sectors. The shipping and transportation sector was slowed down to a steady crawl in 2020 as social distancing and lockdowns hit, and as the industry has started to recover in 2021, demand for truck drivers is skyrocketing. Let’s dig into our insider scoop on the main factors that are driving this trend.

Why Is There Increased Demand for Truck Drivers?

There are several reasons for the sudden increase in demand for truck drivers across the country, and they all seem to be related to the COVID-19 pandemic. Here are a few of the main factors impacting the industry:

Licensing Roadblocks

Nationwide lockdowns have caused disruptions to the Commercial Driver’s Licensing process and wait times for licenses were extremely long in most cities. This means that the number of new truck drivers entering the job market dropped considerably in 2020.

Safety Factors

Safety has been the number one concern for most essential workers during the pandemic, and just like in other industries, the shipping and transportation sector has seen a sharp drop in available talent. New truck drivers are hesitant to enter the industry as they may be seeing it as a high-risk option compared to other industries that are mainly working from home.

Increased Job Openings

Although we may be entering an economic downturn, demand for truck drivers is booming due to growth in some sectors. The e-commerce industry, for example, has seen record-breaking growth over the last year, as has the demand for supermarket products like toilet paper and cleaning supplies. This goes hand in hand with the need to transport and deliver products, meaning that truck drivers are the foundation for the future of online sales and retail chains.

What Does This Mean for Truck Driver Wages?

The rising demand for truck drivers looks like it will continue through 2021. If employers are still struggling to find truck drivers, they’re likely to increase wages even further attract qualified talent that will in turn spur growth across a number of sectors. This could be a great time to become a truck driver or get back to driving if you already have experience!

The post Increased Demand Fueling Wage Increases for Truck Drivers appeared first on Adecco Staffing, USA Blog.

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As we investigate the future of the automotive industry, it’s clear with technology developing and changing, the industry will continue to evolve with this impact. With additions such as automation, electric vehicles and many other automotive-related updates, the industry will continue to adjust and adapt.

Massive technology-driven disruption, intensified by COVID-19, has accelerated the pace of transformation and shifted talent strategies, according to the latest report from The Adecco Group. As traditional automakers move to embrace new standards, it is becoming increasingly clear that now more than ever companies must review their talent strategy to accommodate this shift.

Key Trends for the Automotive Industry
When we look into the key trends within the automotive industry, technology plays a huge role. In a recent report by Adecco, subject matter experts examined the way technology is vastly reshaping the automotive and mobility industry. These are some of the 10 trends laid out in the “Future of Talent in the Automotive Mobility Industry” report:

1. By 2030, the automotive industry will likely look completely different than it does now – and companies are chasing that growth and the new workforce that comes with it. In the next 10 years, automotive companies will need more workers trained in automation, robotics, and Artificial Intelligence (AI).
2. Autonomous vehicles are expected to be on the road by 2030, requiring an entirely new skillset in machine learning, computer vision, sensor processing, and more to design the guiding intelligence of autonomous cars.
3. Electric vehicles, too, will continue to have a big impact on the automotive industry. By 2025, an estimated 25% to 35% of all cars sold will be hybrid cars, plug-in cars, or fully electric vehicles. That demand will place increased pressure on companies to build new platform architecture to support advanced driving technologies.
4. Companies will need to upskill or reskill their workforce to meet the demand for different types of engineers, specialists, service teams, and much more – leading to a big impact on their talent strategies.
5. All this comes as the industry wrestles with a more digitalized future where Gen Z will emerge as key decision makers across the world, shifting consumer patterns and behaviors. Ensuring business continuity requires a deeper, more meaningful and holistic assessment of companies’ talent strategies.

The ways in which companies can recalibrate their talent strategy priorities to build a technology-first future and culture will be imperative to ensure competitiveness in this evolving market.

How Automation and Electric Vehicles Are Changing the Game
In a recent article from Infosys by Nitesh Bansal, Senior Vice President and Head of Manufacturing Practice notes that, “We’ve all heard Mary Barra, CEO, General Motors, repeatedly refer to how the automobile industry is changing more today than it has in five whole decades, as it awaits a revolution in personal transportation. The change this is bringing is not only fundamental but deep-rooted, caused by actors on the outside such as Tesla and Uber, slowly but surely making both driver and owner redundant with their autonomous vehicles and ride-sharing model. The impact is starting to show.”

Bansal continues his thoughts by noting, “As traditional automakers struggle to stay profitable in the short term, and alive in the long, we believe that automation – in each of the three most important entities in the ecosystem, namely manufacturers, financiers, and dealers – could provide the answers.”

In addition to automation, electric vehicles continue to impact the industry as well. According to this article by Charles Riley with CNN, “…dramatic declines in the price of batteries will allow leading automakers to sell fully electric vehicles for less than cars powered by gasoline and diesel as soon as 2022. Electric cars, they argue, are already gaining traction: As recently as 2010, annual sales were close to zero. “There’s just such an incredible amount of money being poured into electric cars,” said Al Bedwell, the director of global powertrain at LMC Automotive.” I’ve been looking at this industry for 20 years, and my real gut feeling is that it’s kind of unstoppable now.”

Learn more through this data chart by CNN:

These large shifts within the automotive industry have allowed Adecco to strategize and solve for future staffing needs. This includes filling new, niche roles such as Quality Techs and Engineers, Safety Managers, Line Supervisors, Designers, and many others that may have not existed previously, while also filling roles that have been around for decades.

Adecco’s Approach
Our team of experts is dedicated to staying “in the know” with the latest updates for automotive technology and trends. As another example, this study “The Green Economy” from our parent company, The Adecco Group, highlights discussions around transformative processes within the global automotive industry. Being at the intersection of fundamental societal and economic shifts and megatrends such as mobility, sustainability, interconnectivity, and AI, expectations about the innovative power of the automotive industry soar high. The Adecco team identified disruptive key industry trends that will drive change in the automotive industry in the decades to come, you can read more here.

As an organization, Adecco values the automotive industry and has the ability to rapidly source and hire candidates with the right experience, expertise, and passion, and place them directly to fill our customer’s needs. Learn more about our strategic solutions through this manufacturing case study as well as our entire resources section. Our teams at Adecco are ready to solve your specialized automotive needs.

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