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Hire For The Individual Potential And Growth

Author: 
Procter & Gamble

Rowin Singh, Talent Practice Leader at P&G South Africa discusses how young people can equip themselves now to stay relevant later.

Hire for the individual and potential for growth

Recently, there’s been a pressing question popping up in headlines globally: are formal qualifications still worth the investment? The consensus is yes, maybe. But skills and potential are where it’s at.

Degrees are enabling but they can also be inhibiting.

They’re expensive, can incur debt that might outweigh earning potential, and may bring about a false sense of security that static knowledge is enough. It’s not.

Additionally, in SA, traditional institutes simply can’t capacitate all the annual matriculants. So, we need a viable, career-enabling alternative.

As a young person, if you don’t know what you want to do just yet – that’s okay! Already, big-name companies around the world are making the switch to hire for capability rather than a specific qualification.

This opens huge potential for young people to follow their passions.

At P&G, for example, while we do require some formal qualification for most roles, proactive willingness to learn and flexibility are stand-out characteristics we look for in prospective candidates, demonstrating to potential candidates they can make an impact and continue doing so from their first day.

As a build-from-within company, where most of our leaders are promoted from within the organisation, our future success depends on recruiting the right type of individual and their potential for growth. It’s all about rewarding and growing passion. If you have the skills we need, demonstrate the right behaviours and thought processes, and share our values, we will find you the role irrespective of your specific qualification.

Then, we will ensure that you get the coaching you need to succeed.

This mind-set is part of a global change. P&G, PwC, LinkedIn, Apple, IBM and more are leading the charge in hiring on potential as evidenced by numerous Silicon Valley start-ups who are hiring liberal artsgraduates alongside technology experts.

The key is identifying which kinds of skills are in-demand. While we don’t know exactly what future roles will be, we can give it our best guess.

The commonly cited stat that ‘85% of jobs that will exist in 2030 haven’t been invented yet’ seems to be largely unproven and factually incorrect.

Amplified by Dell and the IFF in a report on human-machine partnerships, it’s an unsubstantiated opinion that spread like wildfire.

And that’s probably the most interesting part about it. It proves just how much we’re speculating about tomorrow’s world of work.

The jobs of the future have captured our collective imagination and dominated discourse for the last few years – understandably, given the rise of automation and its inevitable impact on job security.

The World Economic Forum’s Future of Jobs report predicts that 75-million jobs will be displaced by 2020.

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