 Welcome everyone. So the topic changing world of work is very topical at the moment. But a lot of people take the perspective of economics and organisational level but we wanted to bring it down to individuals, to what it actually means for us as people in our working day life. The thing is for Tamsin and I, this is a very interesting time to be a careers consultant because we have found that a lot of the things are actually already happening. There's a lot of trends coming from overseas that we hear about and it's like a wave is coming down hitting New Zealand when it comes to career stuff. So we'll talk more about that. Up on the screen we've got one of our favourite websites. We tell the students if they get tired of studying and at midnight they want a little bit of a change from studying for their exam they should pop onto this website. It's actually really fun. I would like to be a robot councillor. That would be my pick. You're not actually counselling robots. You're counselling people who actually purchase robots to make sure that they get the one that they really need. Another fun one that I really like is next door, it's a rewilder. So the idea particularly overseas is that farms are going to be vertical. So all these car parks, car park buildings that we don't need, they're going to turn them into sort of like market gardens. So in the middle of the city you'll have a market garden. So that's what a rewilder is to turn to like all the roads and all the infrastructure we've got back into nature. So that's what a rewilder does. So if you ever get a chance just have a pop onto this slide. The PowerPoint that we've got will actually be sent to you so you don't have to sort of like try and memorise, take note of any of these websites. We'll have it all for you. So this is what we'll cover tonight. We'll start off by sort of looking at terms that are quite often talked about like internet of things or gig economy and we'll define them. We'll sort of like get an understanding of what they mean and then we'll bring it down to that personal level that I was talking about, how we find work, where we work, the types of work environments that we'll have and throughout and at the end we'll give some tips about how to thrive. We're trying to take a positive look at this rather than sort of its doom and gloom. Robots are going to take over our jobs and we'll all be unemployed. It is actually really exciting and I genuinely do mean that. But we're going to kick off with a bit of a fun quiz. So what we'd like to do is to get you to sort of let yell out some dates that these things were first used. First one is email. Any guesses for the first use of email? Sorry? Ninety-five. Ninety-four. Ninety-seven. Eriya. Eriya. Oh, you're almost there. I feel like an auctioneer. Can we have going up by one? 1971. Bingo. OK. What was the worldwide web? 1952. This time we're going to have to go up. Ninety-four. Ninety-nine. Very close. No, no, no. Someone said it. 1990. The winner of the bottle of wine said it first. OK, what's the name? Text message. When was the first text message sent? No, this was later than I thought actually. Ninety-four. 2000. No, no. Close, very close to 1991. 1992. 1992. So it was actually someone called Neil Papworth. He was a test engineer. He sent it on December 3rd. From his computer to the cell phone of someone called Richard Jarvis. If you want details. We've got one final one. Google. No, this was later than I thought. Ninety-eight. Yay! OK, and now for the last useless fact. When was Two Google first used on a television programme? Sorry, no. What television programme was it used on? Two Google. You should Google something. No. No. Buffy the Vampire Slayer. Oh, really? So there you go. Go Buffy. OK, so there's some fun dates. We've got, as you'll see here, quite a lot of interesting dates over the last few centuries that speak to the whole sort of changes in technology from the printing press in 1440 and 80M, I didn't even know a bit when 80M existed in 2013. So a great deal of technical innovations heaps, as you'll see, in the last 50 years. And you'll see from this that there's been a massive increase in productivity. This sort of goes back the last 150 years mostly. 30-fold increase in productivity has resulted mostly from technology and other innovations that have been going on in our environment. Change is normal. It's a natural and desirable state. We've always experienced it and as you can see from this we've experienced lots of changes over the last few decades. What's different now? It's the speed of the change. It took 50 years for the landline mainstream in America. It took 10 years for the smartphone to be mainstream. And so it's that speed of change that actually can freak a lot of us out. I'm going to go through a little bit of a glossary here because we're going to be using these terms throughout this presentation. Alternative staffing or non-standard employment which is about hiring people with a less traditional way, part-time, on-call, fixed-term, project, task-based, freelancing, those sorts of things. Portfolio career. This is a relatively new career term last 10 years perhaps. And it really looks at people who may have a variety of different roles. So they could have a mix of part-time jobs. They could have contracts, do a bit of freelancing. They could be self-employed but they also could be employed by a more traditional employer as well. The gig economy. It is, as it says, a sort of people doing gigs. So people who have those sorts of alternative staffing arrangements. And that's that trend has begun. There's a prediction that by 2020 40% of the US workforce will be independent contractors or freelancers. And I'm sure a lot of people in this room will be encountering that as well. Internet of Things. The IoT. This is the high levels of interconnection between our devices. And our devices have got stuff embedded in them that can talk to other devices. And you'd be surprised and somewhat frightened to know the level of that interconnectivity. And also the implications of that interconnectivity. God, it's hard to say. Cybersecurity is a major one there. So navigating this new... Oh, sorry. I forgot the fourth industrial revolution. That fusion of technologies and people. And so navigating towards the next industrial revolution. As you can see, each of these would have had massive impacts on the workforces of the time. So that first one back in 1784 where steam and water meant that things could be mechanised. 1870, the division of labour changed. Electricity made a massive difference. And mass production really started to ramp up. As recently as 1969, that third industrial revolution with the interesting use of electronics, IT, and much more automated production. Some people think that IT was invented in the 80s. Of course. And that was invented a lot earlier than that. And then this fourth industrial revolution. Some people say that that's already here. But others say we're not quite there yet. So that's why that's got a question mark. But they do talk about the fourth industrial revolution being that fusion of technology and people. And I guess that can be slightly frightening in that our doctors and IBM's Watson going to be the people who actually diagnose you rather than you just relying on doctors. Are you going to have nanotech stuff injected into you to actually help solve problems? So kind of little robots going around in your bloodstream. But healing you. So that's got to be a good thing. Printing of limbs that might be done in someone's garage. Rather than having to go through a great rigmarole. So as you can see, there's the implications for the way that we work and the way that we live of this fourth industrial revolution are also really significant. And this is actually going to impact a great deal on business models. You'll see from this slide that there's already something that's impacting business models. Some of which are actually going to impact a great deal on business models. Some of which we're going to talk about tonight. Some of which we're not going to because it would be a day seminar rather than an hour seminar if we did. But you'll see that the 2015 to 2017 some stuff coming through there that's having a significant impact already. Internet of Things. The longevity and aging societies. Advanced manufacturing and 3D printing. And these are going to actually really significantly impact on things. In the future, robotics, autonomous transport that supports artificial intelligence. Now of course these are being used now but there's a sense that they're not making a massive impact on us at the moment but they have the potential to make an incredible impact on us in the future. I was really interested when I looked at the Internet of Things and I started thinking about it. On my smartphone I can turn my lights on at home. I can control my vacuum cleaner. I hate vacuuming so I've got a robot vacuum cleaner. And I control my stereo as well. So there's just so many things that we can already do. So the Internet of Things for me because I'm a techie geek is really exciting. I can't wait for the next thing that I'll get. I was really excited when I got my first robot. And so technical experts are predicting all sorts of really, really significant things that are going to affect that there will be really significant tipping points and things like clothes connected to the Internet. Why might you have that? Well you might have that because you live by yourself and you may have medical condition that you need to be monitored and those clothes could actually be monitoring your medical condition. Things like driverless cars, AI machines being on boards of directors. I find that a little bit freaky thinking of an artificial intelligence choosing the way that a business is going to go. But these all have the potential to really significantly affect jobs and affect the way that you're going to work in the future. Jobs and skills, they are changing significantly. And there's lots of doom and gloom out there about the way that the changes that are happening now could actually be bad for us. This is actually a more optimistic view point that one of the dominant truths of the 21st century is that almost anything that you can imagine being done by a machine will be done by a machine but that's great because what that leaves us is the creative space. There is significant labour market disruption but we talked about there being disruption as being jobs displaced but also jobs created and you'll see that careers in 2030 that link will be on this PowerPoint presentation so you can never play around with that. And so there will be an awful lot of jobs that have been created in the last 10 years, the last 20 years. We see students who come in and they ask us about a particular role and we thought it was, that we'd only just heard about it and sometimes we actually have to do some frenetic research because they may even be ahead of us. So yes, the labour markets are being disrupted but there's also an awful lot of jobs and job families that are on the increase along with those jobs that are going into the decline. So looking at those job families you'll see that things that use the intellectual skills, those creative skills, architecture, engineering, the computer and mathematical jobs, management jobs, business and finance jobs, those sorts of jobs are on the up whereas some of those jobs which have a lot more I guess repetitive nature to them. So things like office and administrative are being, are the ones that are more likely to be on the decline at the moment. Manufacturing is another construction or all possible areas or real areas of decline. The quote that started this section sort of talked about creativity and these were done by interviews with employers around the world. This comes out of the Future of Jobs report from the World Economic Forum and they see significant changes from 2015 to 2020 in what the skills that they are going to be looking for in their employees. And so that move to utilising skills like creativity, like critical thinking, is going to be significant and you'll see that all of those skills in 2020 are non-technical. You'll also see that there can be aspects of them done something like complex problem-solving. A computer can help with that certainly but it often can't do the complex problem-solving by itself. Critical thinking, again, you can get a computer and an artificial intelligence to have some thoughts of its own using algorithms but it can't actually do it for itself. We need people to do these. Creativity, I'm going to talk a little bit more about that. People management, I have my suspicions that there's a fair number of people who wouldn't be that entranced by the thought of having a manager who was a robot but he's always going to be. Can you imagine it? Even one that looks like a person? I think there would be resistance anyway. So certainly technology will be able to enhance some of these but will it be able to do it by itself? Probably not. One role that a lot of people talk about accountant, we're in the business school so let's talk about accountant. There's a slight that out there that says that accountants 95% likelihood that that won't exist as a career in about 10 years but the thing is that those jobs will still exist they will just change. So it's the skills that we've been talking about. So the computer will spit out all the numbers they'll be able to do a 100% audit rather than a sampling but then they need the person to translate what those numbers mean for the client. That means that for the accounting profession those complex problem solving, critical thinking creativity will become even more important. It's those people skills that they will need and if you think of them as interpreters they interpret the numbers for the client. So there's a lot of jobs that won't disappear they will just change. It was actually really interesting because we had someone from a seriously high level in a second tier accounting firm wasn't it a couple of years ago and he said he'd been talking to his people within that accounting firm already about the changes and someone came to him one day and said I've heard on the radio this morning that there are only going to be three accountants in New Zealand in five years and he said don't worry that's not going to happen but he said what have I been telling you we're going to have to change the way that we do things and so organisations are changing the way the nature of the work that they are getting people to do. I think Toyota is a good example so we think of them as a car manufacturing firm whereas they are actually starting to see themselves as a sales and marketing firm. It's quite interesting. Yeah, Lewis Road Cremory it's a marketing firm not a manufacturing firm so it goes back to those different business models too, doesn't it? So the whole creativity and humanity is the thing that we really bring to our roles, to our jobs. Automation is going to change the nature of our jobs but often what automation is going to change is the repetitive, the manual. There I say the boring parts of our roles that the tasks that can be duplicated that can be done through algorithms and that sort of thing. But automation and intelligence is going to help us to focus our attention on what matters most and that's creating new forms of value. It's allowing our creativity to flourish and you're going to talk a little bit more about ways to do that in the next section or in a couple of sections from now. And so we're going to actually have to really focus on the humility that we bring to the workplace. We're going to have to think about how can we actually use those creative skills? How can we develop those creative skills if we don't think that we have those skills? How are we going to be interacting with people? So how can we use our empathy, our imagination? Our vulnerability to actually enhance what we do in the workplace. And so it's going to be really, really different time. But actually one of the great things is that computers will be able to... that information overload that we're already getting probably from all our devices and things. The computers and technology will be able to deal with that and allow us to do what we're best at doing being human beings really. So I'm now going to hand over to Peter who's going to be talking about a variety of other changes. So in terms of job searching, so how are we going to find jobs in the future? It's actually already happening some of the changes that we've noticed. So just looking at this, I don't know how well you can see it, but in the pre-1990s it was newspapers. We looked for jobs in newspapers, but we also used networks as well. Make-and-see signs and shop windows. And then a 1995 career builder was launched. And today employers actually search for candidates and they can look at your social media. We can use social media ourselves to find jobs and employers can look at social media to find us. So what we're busy looking for work, you can actually have a situation where recruiters are sort of like investigating us as well. It's almost big brother is watching you. Almost. LinkedIn has developed an economic, and I won't read that one. OK, that's enough of that. But one of the important things too is that things like networking, it might be the old fashioned networking, but there is the enhanced capability that technology gives you the network, isn't there? So the thing about networking and the internet is it's actually transformed the way that how we search, how we apply for jobs, how we network. So before it was face-to-face. But now it's online. We can network using Facebook, but typically we use LinkedIn these days. So that saying about it's not what you know, it's who you know, that's more important now than ever before. It is really important. So in recent years, employers have been using LinkedIn, social media to find candidates. This particular example, one column that I thought was interesting was called Source. They're doing this manually. They're browsing the internet to find people. They also found some people from a job back and from a job posting board. But the scary thing is, even though I did say we were trying to be positive, is there's something called web scraping. So that's an automatic process where they can tell these bots to go onto the internet and look for certain things. So say they wanted to look for a software developer. So they could tell the spot to just basically look through so much data on the internet, go onto a software developer forum where they hang out and chat to each other. This little bot goes onto the forum, collects the name of the software developer, the area of specialty, where they work, their email address, their telephone. I actually hadn't thought about it, but when I was researching this, universities, we've got our staff profiles. Our faculty pages are public. So if someone wanted to find someone from a university, say an academic, all they have to do is just get a bot to go out, trawl through all the university pages and find names, phone numbers, areas of specialty, email addresses. I started to get a little bit freaked out by all that. I am the introvert in the room, though. And the other thing is phone numbers. So you know how social media wants you to put your phone number so that then if something happens, they can contact you on your phone? No, they really want to do that because then people can search for you using phone number. So I'm sort of slightly going off on a track here, but I actually use social media in two different ways. So I have two names. So I use my work name for things like LinkedIn, but I use another name for my private social media. But if I use my phone number to, on both, they'll be able to figure out who I am. So that's a little bit scary, but I'm just going to be putting my phone number anywhere in the future. So anyway, so web scraping. It is legal in case you're wondering at the moment. They are looking at the legality of it because there is so much information they can find out or automate it so it doesn't require any effort. And then what happens is applicant tracking systems. So you will have encountered these already. If you decide you'd like to work on your information, you might sign up on their profile, put in your information, and then if a job comes up, they'll have a look at the system, see if anyone matches what they're looking for. But it can also be when you apply online, you'll submit your CV, the ATS will take all the details, pop it into the computer system. It will look for key words. The computer will decide whether you are a match for the role or not. The computer could be the one that rejects you based on your score or the computer could be the one that sends you an invitation to do psychometric test or a video interview. So it can take a while down the process before a person is actually involved. And we know this happens because some of our students say that when they put their application in online during say March Madness, when they have recruitment going on, sometimes within three to five minutes they get their rejection. And sometimes they're putting that application and I had one who put the application at 3.30 in the morning, I said, what? She said, yeah, I was rejected by 3.40. So I doubt that anyone from the big four was actually sitting up waiting for their application to come in so it must have been a bot that rejected her, yeah. So this just all happens automatically. They can also... So you don't put your social media into your CV or into the profile. The ATS can actually go and search social media and it can link any of your social media like put your URL into your profile and it can even take more information from say your LinkedIn and pop it into their system. And we don't realise all of this is happening. But unless you're a privacy... Unless you're worried about privacy. It cannot necessarily... Yeah, privacy not, okay, let's face it. It doesn't necessarily mean it's a bad thing. But for you it does mean that you need to be very careful about your social media and your social media brand and make sure that that's spot on. It means that when you put in an application you need to match key words. So the ATS will be searching for certain key words like people skills. So you need to check the job ad, the job description, their website and see what words they use and make sure those words are in your application. And people skills and interpersonal skills are the same thing. But if you use people skills and they've used interpersonal and even sort of like abbreviations and things. So search engine optimisation use the words that they use both in say your application and on your social media as well. And then the other thing is when it comes to sort of like doing a CV you don't want to use tables, borders, boxes, headers, footers. Because sometimes the ATS can just not read what's in them and it can just come up as blank. If you do sort of like you think that the type of application you're putting in chances are it'll be looked at by an ATS then just Google it because how to do a friendly ATS friendly CV is all over the internet. Lots of tips. It's happening a lot overseas it is happening in New Zealand but it tends to be the larger organisations but as this becomes more cost effective it saves organisations time administration and what it does is it frees up the people in the organisation to do the people stuff that Tamsin was talking about. The connections are making contact with people. We attended a one day seminar last week and one recruiter was talking about how his team are always online. They use LinkedIn excessively, extensively and excessively. And they want to be connected. They want you to connect with them and connect with other people in the firm. It's those personal connections that are really important. They're not keen on scattergun applications but they can see someone is just applying to every job that seems to be going on their firm. They want them to be targeted and really matched and they want you to reach out and talk to them. They reward initiative in that way too. So if you contact them in a slightly different way then they may reward that initiative by contacting you back. The other thing we're noticing because of this partly is the focus on online application firm forms. Firms aren't doing a cover letter anymore. They just want you to submit an application form and a CV. There's one organisation during the graduate recruitment round which here at the University a lot of firms recruit in March. One organisation had just an application form. No CV or anything. One recruiter from one of the banks she was saying that she thought CV would pretty much die in the next few years and it would be replaced by something like LinkedIn. So they might just want application form, your LinkedIn, your URL. No CV, no cover letter. So it'll be interesting to see how that pans out. And in those online applications sometimes they'll ask quite weird or unusual questions that you think that they are but they actually do matter. They may use that as a screening tool so you may not even get to the next stage because of those application questions so you need to treat them with just as much importance as if they even if they ask for a CV and a cover letter because they may not look at your CV and your cover letter if you haven't answered those questions in a way that engages and interests them. So these are things we're seeing sort of are coming through but they seem to be gaining momentum. Another thing that they've been talking a lot about overseas is blind applications and this has come through to New Zealand now as well and they take away sort of identifiable information. So your name, anything that identifies your gender, your ethnicity they even can remove the school that you went to. So this is to remove what's called unconscious bias which in our sort of like field is sort of like a big buzz word at the moment. Unconscious bias. The other thing we're noticing psychometric testing pretty much has stayed the same for a very long time. Sort of you know I don't know 10, 15 years ago they went from paper to online that was about the only difference. They seem to be pretty much the same but they are changing just lately and gamification is a particular change that is using technology to its utmost. I think we've got time haven't we? So gamification it's like playing an online computer game. So people like me would love it. So I just want to pause just that bit for a minute. So one of the things that's different is you know how when you do some people do a jigsaw puzzle they'll look at the piece they'll look at sort of the puzzle and they'll look and then they'll just put it straight in the right spot. And then other people will take a piece and they'll just move it all around. So with this system they can actually track all your movements around the screen. I think that's really clever. Really clever. So for some people that would be really scary and other people looks like a lot of fun. You don't have to be a pro gamer. It's sort of like Candy Crush type level angry birds. So that looks like fun and it was introduced into New Zealand couple of years ago. Two or three years ago. And like one or two firms in terms of the graduate recruitment space were using it and more and more are starting to do it. So that is definitely a growing trend. Another one is video interviews that was introduced about four or five years in the graduate recruitment space by one of the big four and now pretty much everyone is doing it. That one was like a snowball just downhill. Really quick uptake of that. So video interview is where you are sent a link. You were asked to record answers to say five questions. You do it with your computer. There is no interviewer there or behind sort of a camera. So it's very sort of like weird and you're trying to sort of like answer these questions. Yeah, some people are nodding. It's a bit disconcerting of just speaking to the camera and then you send it off and you don't know who's going to look at it, how many people are going to look at it. It's a little bit freaky. And then video CV it might be that some people do one a video CV to sort of basically show their personality. So they might take a recruiter through CV and it's just as a compliment to their paper CV but in some cases employers might ask you to do a video CV. So it's a bit different from a video interview in that they might ask you to just talk for a couple of minutes about this topic or take us through your CV in a video. So they are using technology more and more and they're coming up with ever creative ways to test people. There's another thing we've noticed and it sort of relates to this. It's about job seekers so the talk that we went to last week the speaker was talking about something that we've noticed as well and that's from a job seeker perspective job seekers are starting to look for different things. So he joined his organisation in 2011 and he said until 2014 hires were really interested in stability. Then since 2015 they've been actually focusing on other things they've been asking about things such as career progression the physical work environment which I'll talk about later. Flexible working so whether they can work from home whether they can work part-time whether they can do project work which is what Tamsyn is going to talk about now. So alternative forms of employment as I mentioned earlier the there's going to be a great deal more of a contingent workforce there's going to be a lot more people who are going to have much more unusual arrangements with their particular organisations so one thing that in Peter and I discussing this we've actually realised is that this may may all really be more prevalent so what we'd like you to do is to actually think about your family and friends think about how many of them have got traditional employment as a permanent full-time employee or how many of them have got more alternative employment so I'd just like you to turn to the person next to you and have a bit of a discussion on this so OK, so I'd just like to get a few people to give a little bit of feedback on this so these two people on the front here what was your percentage for say your family and friends who are more traditional employment versus more perhaps less traditional employment I think from the conversations we've figured out that the vast majority is traditional the hours may vary my family is more alternative so your family is a bit more alternative people on the front here actually it was quite interesting because you had that bit about the different types of careers now that are sort of up or coming down or whatever and it was quite interesting because my son he just graduated last week and he's an intellectual property engineer for Fisher and Papo Health Care and that was a degree in engineering mechatronics so at first we were really scared what he was doing because it was so new and everything when he first started it was like not being even doing it and so now we're sort of like chose the right thing to do and is he an employee or is he a project worker so he more of an employee type arrangement did anyone else discuss where they had more people than you who were alternative forms of employment so some people down the back yeah but I recently also I believe that a lot of jobs are lost in Hollywood like 20 million then what jobs are lost but that again depends on the nature of the job that you're actually in like permanent some jobs are you need a permanent person to write them for that and then they're on credit for the basic rate if you gain some experience so I think the nature of the job comes into play I think certainly the nature of the job can influence that I guess one of the interesting things is that some organisations are now deliberately having their more standard employees but also they're choosing to change down around their workforce a lot more through having more people with that alternative forms of employment even the just pay them a different rate all days you get a concern to do it in case they're not enough for many boys that is again to the defense which actually brings me nicely on to the benefits and not actually what about me most of my family are alternative I'm one of the boring months who actually have five day a week job I've got authors in the family self-employed self-employed and working so portfolio career they're quite a wide variety but yes I'm really the only one who's actually got a standard job in my wider immediate family and I'm sort of similar in terms of my friends I've got two friends I think who have traditional employment the rest are all alternative so it's a mix of some of them self-employed I guess it could be considered both depending on the combination I guess with people often used to be self-employed or not perhaps more non-traditional as the portfolio worker who might be self-employed two days a week employed in a corporation and doing something like contracting or something like that a day a week so I guess perhaps that portfolio type career is perhaps a little bit more alternative so a lot of my friends are part-time and also self-employed they do both most of them would be that mix and then the others would be part-time for various reasons family responsibilities or because they're trying to develop their own career self-employed but they have to sort of work part-time while they're working on it and some people that part-time choice may be because they want a steady income in one of their roles whereas sometimes a self-employed or contracting may not be quite so reliable as far as income goes so moving right along thinking about the benefits benefits for employers definitely can be more flexibility they can adapt more to the changes in market conditions and their labour requirements when things go up and down there's the potential for lower labour costs but that's just the potential there are also labour regulations and things like that redundancy packages those sorts of things can be avoided in some of those forms of employment for employees you can actually have a lot more flexibility you can choose who to work for and when to work so you have a much higher flexibility there's a potential for higher income for employees because as a contractor you often get paid a higher hourly rate sometimes as a part-time person you get paid a higher hourly rate I know that I've said to someone when they wanted me to come in for one day a week I can't afford to go below this certain amount because that's the certain amount I don't go below and they said but they paid that because they needed wanted me so there's the potential for that there's also some risks though for employers that if they've got a high level of people who have less standard employment if the labour market gets really tight finding qualified staff can become really difficult and we see that in New Zealand now with some employers really struggling to get skilled people and so they may have to pay more for them there's also the potential for turnover to be a lot higher because of that lack of certainty of employment there's also less of an emotional contract for a lot of people with the employer and not in an employer-employee relationship for employees one of the downsides is the lack of job security and one of the problems of course is that when the labour market gets really tight you may struggle to get a job so you may struggle to have an income at all and you can also miss out on benefits things like superannuation kiwi saver those sorts of things can be impacted upon so it can have some significant effects downstream as well and the sort of career implications of this different people have different career anchors so if security and stability for example was a really important career anchor for you then you may struggle quite a lot being in an environment where you're a freelancer and you don't have that security and that stability and so that's something that could affect the way that you choose to be employed as well whereas if other things like say pure challenge are important to you then you might get a buzz a lot of a journal about being on different projects that excite you and you might find the whole going to work for the same employer but more boring so thinking about your career anchors may impact on the sorts of employment that you might choose one thing I would like to say about the risks though too is that the risk is greater for people who are low skilled because they are less likely say in an economic downturn to be able to find the number of jobs they need to make a full time income or if they live in rural areas as well there's sort of a bit of a rural city divide sort of like Wellington and Auckland and the rest of New Zealand and all of that can impact on some of the risks to this for employees so basically in the 1960s some bright person invented open plan offices so as an introvert you can imagine that has gone down really well with me and with the rest of us and then someone else in 1968 designed the cubical office and then if we just kind of like fast forward two, round about now so 2015 big organisations like Apple BBC, Google most of us will have seen pictures of what the Google offices look like they decided that collaborative office design was really important that we're social people that rather than having a desk and having formal meetings designing offices so that there's a collaborative space you're walking along the corridor you bump into someone you have an informal chat can be perhaps even more effective than all this formal stuff so that happened has happened around about now and the thing that has actually made this happen is communication it's had a big impact so particularly laptops and cell phones it means you can work anywhere which may or may not be a good thing if you're sort of like one of your career anchors is work-life balance maybe not so good because you can be on the beach and your cell phone rings but it's communication that has allowed this to happen and some companies are now starting to take advantage of that so an example in Auckland is Smouse Farm building so everything in the building is enabled by smartphone wireless enabled voice and video aware and also incorporates virtual reality you can see I'm smiling so you can work anywhere in the building you can work in a cafe so we did actually have a presentation where someone from Vodafone spoke but he was in a cafe came up and he was talking to our students in the seminar room at the cafe using technology it's cool so that's communication it's allowed all of this to happen but 1987 cubicle a lot of us sort of like that 1987 side there's a lot of offices that still look like that unfortunately not so many that look like this but they're happening particularly newer buildings so like the ones that are popping up in Winyard quarter for example the larger organisations that are shifting down there they're not just doing open plan they're incorporating other aspects of the design you can do really simple things so I was talking about hallway meetings you widen the hallways so it's possible for people to have a hallway meeting you have whiteboards in public places so for me that just totally freks me out and I always thought open plan no way and then I started seeing the newer designs and how they incorporate different spaces so you might sit at a desk like that open plan hot desking you can move around the whole building in some cases they don't insist that you sit at your desk for these sorts of organisations it's not that you have to be at your desk some organisations think to be working you've got to be sitting there nine to five, nine to whatever and if you're not at your desk you're not working and there are some companies still like that but more and more they're switching this way you've got your cell phone you can work anywhere in the building or the cafe and it means you've got a choice of spaces if you're hot desking so I used to hot desk and it meant that I had to sit at the desk of someone there, it was their desk I would just camp out that's not real hot desking this is you could sit in that little curved area one day you could go down to the cafe another day but you need different spaces so it's not all about the open plan and the whole office thing you need places for privacy for people to focus on their work where they can contemplate, restore, relax that one there where it's all whiteboard that really excites me Tamsin just didn't get it but I just love that idea that's where you would find me if not I would be there so this is all really cool and it's that communication the technology that's allowing it to happen we do a workshop with our students and we get them to split themselves into introvert and extrovert and interestingly they all want all of this they want that they want an office building with a slide one of them said so you could go down the slide to get to the next floor they want coffee but the introverts and the extroverts want the open plan as well and they want the private spaces so they all want the same things it's just the balance which we thought was really interesting too and it's interesting that more organisations are recognising that people are different and I think that's an important thing but also important when you're going out into the workforce to work out what's the sort of thing that you are interested in how and where you want to work because if the workplace freks you out even if you're loving the work that you're doing you may actually find that the environment is actually poisoning your brain so it's really important to sort of consider that when you're making choices and I guess one question is okay so people can work at home why put in all this effort and money into these office spaces but we're actually social animals we actually do like to be around other people there's actually chemical reactions that happen when you're around other people so that's why people work in cafes when they're on their own it actually makes them feel better so that's why organisations are putting the effort into this people do actually want to go to work it's just that balance so this is our final slide so it's strategies to thrive and we've been talking about it as we've been going on so networking, social media thinking about what your personal brand in are all really important but so is personal resilience so you need to know your personality what you can cope with what sort of degree of stress you can cope with do you need stability in your workplace are you okay with sort of like freedom the other thing is financial resilience there could be periods where you actually have to upscale, retrain so you might not be working or you might have been made redundant you're in between projects so you need that financial resilience to cope during those periods personal resilience as well and then of course on top of all of this you're saving for retirement and some people some people say oh superannuation won't go down there so personal awareness knowing what you're worth knowing what your values are what's important to you in a workplace what sort of work style and environment you will thrive in so just knowing that about yourself and then connected with knowing what your worth is that negotiating skills you need to actually be able to ask an employer for more money and that's something New Zealanders in particular are very bad at but you need to know what your worth and be prepared to go and ask and negotiate on your own behalf and also involved in that too is thinking about what's important to you what are your values because then you may be that you're actually able to sacrifice some money for other aspects of what you want in your working arrangement so that self-awareness is incredibly important as well That's partly why portfolio career has been on the rise so some people have deliberately downsized job-wise, career-wise or they've picked up portfolio careers because they want to be able to explore what they're working they want to have more time with their families portfolio careers are becoming more popular than they used to be when it comes to skills so like when we're talking to our students they're sort of worrying about if I study this what job will I get and we can give them direction about that but a lot of the time we tell them to look at what skills you're gaining from that degree that some employers are hiring means you've got a brain and you've got motivation and they will actually teach you what you need to know and they're more interested in transferable skills like critical thinking, communication people skills because they can't teach you that and also enthusiasm to work for them to work in that particular job and industry they can't inject you with enthusiasm so they're the things that are really important embracing technology and just lifelong learning so one big thing about this is that we will just always be learning it's not going to stop and it's ironic because a lot of our students when they finish their bachelor's degree come to say yes, that's it that's me done for life no more qualifications, no more study and then a couple of years later hi so that whole life long learning and also organisations are recognising that the most successful organisations are ones that actually have a strong level of professional and personal development as part of their interaction with their employees it's another thing that's interesting about the whole way that sort of work is going is that if you are actually a freelancer or something like that you're going to have to embrace that lifelong learning for yourself so your employer may not be doing the professional development for yourself how do I get to the next stage what's important for me to do these particular roles to gain those skills so hopefully that was a optimistic look at the future of work and gave you some tips we do have some further information here as I said we will send you out the powerpoint but this has got links to other information that we found interesting and a lot of the images that we've used you'll be able to link to some of the articles that we got them from has anyone got any questions very interesting that concept because I hear a lot of companies don't own buildings so they don't actually work in a building and people only work from so the network force essentially what are some of the constraints there that seems like a really interesting concept that can help a lot of people and at the same time save organisations of a lot of money and also save infrastructure and things like that and getting people to and from work what's the future like in that area is that something that's in the immediate future can you see a lot of big organisations I know a lot of smaller organisations do it but some of the bigger ones can they actually move to that model interestingly one of the reasons we didn't put so much focus on that I've done recently on that is that organisations are thinking about it a lot but not moving so much I think there's the social aspect of it as part of it and certainly organisations are using the networked capability in a variety of different ways international project teams that sort of stuff but I think that it hasn't changed as fast as we might have thought there doesn't seem to be a massive amount of buy-in for larger organisations at the moment I think there's a trust aspect as well and I think that perhaps that knowledge environment becomes more prevalent and people are trusted more then that might change but even so again it's that whole social aspect of it isn't it? I think it will depend very much on industries so you can see that happening more say in the IT industry than in some others and what might happen is yep the head office will get smaller and they might have satellite offices so they can still have the social aspect where people will still come together but when someone is in a totally different country then yep they'll network in so it'll be a mix I think it's interesting when you talk about the concept it sounds like a cost saving concept yes there are a lot of times when bigger companies lay off people it's more because of expenses and I'm thinking you can actually have more employees that have better quality service so but you move to a model like this but if it's someone at home there is still an expense so say you've got someone in their home office there are still expenses associated with that who's going to pay for the computer is it all going to be economically designed safety who's going to pay for the power etc etc so there are still some costs and from the social aspect we are social animals and so we can become quite disassociated from the organisation we don't feel the same sort of loyalty if we're not actually there meeting the people if you think about it you go to work and it's the people that you interact with that you enjoy and it's often the people that keep you there it's also sometimes the people who send you away but it's you know I don't want to leave I really love my team whereas if you're sitting on your own in an office networking in so going on Skype or whatever it is but you won't have that connection so I think employers will find there's more cost associated because turnover will be high there won't be as much loyalty having said that technology with augmented reality and virtual reality if people can gain the similar experience sitting at home but as if they are actually right beside someone being able to do that social aspect then that could be some significant changes then so it may not be right now but because at the moment virtual realities a lot of it's pretty clunky but in the future that could change significantly I mean we might live in all our little virtual worlds I was thinking like holograms that sort of stuff I'm not sure if it was Donald Trump but some politicians they actually couldn't have physically be there at the venue there was some speech just recently Jacinda Ardern is launching tech week next week but it's a hologram of Jacinda Ardern not herself so the future is here it was in France during the presidential election any other questions? that was a really good one okay we've kept you slightly over sorry enjoy the rest of your evening thank you very much for coming