Find out what functions employers are adding to their team
A number of companies have given existing roles new, nontraditional titles in recent years—using sales evangelist, for example, in lieu of sales professional—and some have integrated entirely new positions.
Often designed to fill crucial workplace needs, these new jobs can range from roles that allow the company to utilize emerging technology to positions that help prevent impending skills gaps.
Could your organization benefit from a similar move?
Consider a few of the following new roles companies have added:
AI-related positions: While machines and algorithms are predicted to cause 75 million jobs to be displaced by 2022, according to a 2018 World Economic Forum report, artificial intelligence-related technology is also expected to prompt the creation of 133 million new positions. Evidence suggests that process has already begun: 43 percent of manufacturers have added a data scientist or data quality analyst role, according to research conducted by the Manufacturers Alliance for Productivity and Innovation.
More than a third (35 percent) say they expect to incorporate a data scientist or quality analyst position within the next three years. A third of manufacturers are also inserting machine learning engineer or machine learning specialist roles; and 26 percent are hiring AI-centric solutions programmers and software designers.
A diversity and inclusion leadership role: A moderate amount (28 percent) of organizations had, as of 2017, incorporated a C-suite diversity and inclusion position—and the effect can be profound, according to global PwC data, which indicates having someone in that role is the biggest differentiator between companies where diversity isn’t a barrier to progression, and organizations where it is.
An employee experience officer: A positive employee experience was found to correlate with stronger workplace performance, a willingness to go above and beyond at work and increased retention in a global IBM Smarter Workforce Institute and Globoforce WorkHuman Research Institute study. To oversee the planning and implementation of initiatives designed to increase engagement and employee satisfaction, some organizations have instituted a new role, hiring someone to serve as an employee experience officer within the organization, according to Deloitte data.
Part-time positions for older employees: With a significant number of workers at or nearing retirement age in the U.S., Canada, Europe and other regions, some employers are attempting to remedy the situation by allowing employees to ease into retirement by working a reduced schedule. In some cases, they may work only seasonally.
To provide that type of flexible role, approximately 44 percent of employers either offer a formal phased retirement program or plan to in the future, according to a 2019 WorldatWork survey. The number that allow employees to transition into retirement may actually be much higher, though, given the top reason companies say they don’t offer a formal phased retirement program is because they feel it’s easier to handle employee requests for a reduced schedule on a case-by-case basis.
For more information about determining the best internal structure and filling key positions within your organization, read our blog posts on using assessment tests to help with succession planning, recruiting executive candidates the right way, writing a job description that rocks, signs that indicate someone is right for a leadership role, how to recruit tech talent and 3 ways big data can help with hiring.