In December 2017 I was asked to comment on a CV of the future developed by the team at Michael Page. I received three Curriculum Vitae (CV) samples with their ideas on what a new starter might include in their CV. This would be directed to prospective employers in 2030. Each CV sets out the vital information on identity, experience, skills and achievements and I have included the CV2030 below. More details on all three CVs can be found on the following link
CURRICULUM VITAE 2030 (By Michael Page)
ID number: 76221
View live wellbeing metrics: 76221.live.profile
Part-time tech support worker for chatbot company
Human interface agent at Miller Bracken (2028-2030)
Co-creator of a VR production business
Advanced tech: data analytics, deep learning, VR, AR, CR
Level 1 certification in automation
Enhanced memory (chipset #3200)
Relevant nano degrees: leadership (summer 2027), robotics (summer 2029), and behavioural economics (spring 2030)
Advanced Learning Ability Score: 85
Social Impact Rating: 4.1 (including a personal carbon footprint of 7)
My Initial Thoughts on the CV 2030
My initial reaction was that of fascination.
Followed by the realisation that 2030 is less than 12 years away.
And in spite of all the media attention on AI and Robots taking our jobs I think Cobots, and chatbots (where humans and robots work together efficiently) is highly likely to be the norm in 13 years’ time.
Then I realised there are al sorts of practical ideas to help young people navigate their relationship with the digital world. For example, a social enterprise, DQ World, is inviting young people to measure their own digital social, emotional and cognitive abilities and have a greater awareness of their digital citizenship skills. https://us.dqworld.net/lang:en_GB/#!/landing/whatisdqworld
Thoughts on MichaelPage CV 2030
My first thoughts on the CV2030 itself were on the anonymous ID identifiers with a measurable indication of level of fitness for a work assignment. Could this measure bring a level of fairness and equality to the recruitment process? Particularly for those just setting out on their working life. Who will assign, select and evaluate the relevant experience, skills and achievements? Will that be a fully automated process? There are already Robotic Process Automation (RPA) systems in place. Check out the work of EY using RPA in HR
But we are not there yet. Talking with an HR professional of a global innovation technology company, they expressed frustration with the current automated evaluation process that values “topical” words over credible abilities. Never mind comparing apples and pears, the problem is how to digitally accredit the different values of a whole fruit bowl of achievements….and make it relevant to each employer.
There is a lot of work to be done on privacy v trust of digital profiles for both the employer and new entrant. In 2030 it is likely that we will have many layers to our digital profile from our DNA and digital enhancements portfolio to our life history, compliance measures and positive/negative social impact ratings. Not to mention the anonymous avatars we inhabit in virtual environments. Biohacking our nervous system to enhance memory or the potential power of our exoskeleton would need to be carefully maintained. I am guessing declared too. A huge industry around regulation will need to be created. Which will, in itself, need regulation.
My next question was, how much will an employer be able to access a prospective employee’s profile? For example. As populations rise will non-compliance to the system become a criminal act? Will that be part of your hidden CV profile available to the employer?
Lookng back at the CV2030, it is great to see lifelong learning is valued in this exercise. Interestingly, there is little mention of the arts or creativity. I have already mentioned that the World Economic Forum stated that creativity is a key skill of the future. The RSA (Royal Society for the encouragement of Arts, Manufactures and Commerce) published a paper on the importance of creativity and empathy hubs . Young people are being encouraged to not just choose STEM (Science, Technology, Engineering and Mathematics) for their learning journey but STEAM (Science, Technology, Engineering, Arts and Mathematics).
Recently, I attended a conference on applied robotics. I asked the panel of 10 academics (all leading courses in engineering and robotics) what skills they hope their students would attain when they finished the course. The list they gave me was a surprise.
- Be inquisitive – creative – curious
- Be good engineers
- Hands on – making things
- Think for themselves
- Passion for life – prepared to change – help make a difference – keep learning
- Human values
- Dream – THINK
- Know what you want to do
A challenging list to measure! None the less, they would seem to be aligned to what many employers are looking for now.
Do I have any advice employers around readying employees (new and existing) for these evolving requirements
- Be clear on the line between your automated systems and humans in your decision making and responsibilities in the workplace. Get to know your in-house programmers.
- Decide who is your customer really is. Then look at how they will inform your learning automated systems through their behaviours
- Review what your company is for and what your company’s legacy will be. Because an automated system is capable of redesigning the rules to reach the objective you set. You only have to look at the Alpha Go example
Ironically, it will not be the educators that lead the change, or the employers. It will be the market and demand and that means the consumer and how they choose to behave with the many digital assistants they interact with every time they make a decision.