HR Connection blog

For employers and recruiters still smarting from the trials of 2021’s Great Resignation, the prospect of filling jobs in the New Year might be more than a little anxiety inducing. From overworked teams and unfilled jobs to high turnover and frequent ghosting, employing and retaining talent became a bruising contact sport. It was a competition full of injuries and short on wins. Does 2022 promise more of the same?

Thanks to the effects of AI and automation, an estimated 375 million workers may need to switch jobs by 2030. These changes will surely reshape the working world, but the outlook isn’t all doom and gloom. Companies can have some control by proactively preparing their workforces through “reskilling (learning new skills for a new position) or upskilling (learning current tasks more deeply).” Unfortunately, although business leaders and employees alike are well aware of the impending digital revolution, most executives have not yet started such preparations or are simply getting it wrong. ReWork recently chatted with Vikita Poindexter, the owner of Poindexter Consulting Group (a full-service human resource consulting firm), and asked her  to explain the crucial missteps that organizations are taking and what they should be doing to prepare their workforces for the future work scene.