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10 Jobs Disappearing Due to Technological Advances

10 Jobs Disappearing Due to Technological Advances

Could you have imagined as a kid that Google’s driverless cars and consumer space travel would actually exist when you grew up? And how many more incredible sci-fi inventions are on their way to the mass market? Yet to have enough room for the new, the old sometimes has to go. As our society becomes more and more tech-driven, expect these 10 jobs to disappear in the next couple of years.

1. Newspaper reporter

Reporter's notebook

    The future of traditional printed media becomes more and more uncertain with over a million blog posts published daily and a long line of freelance writers competing to pitch the juiciest story to top online publishers. As the advertising revenues shrink, having a permanent staff of reporters with an average salary of $37,090 per year makes deeper holes in the tiny budgets of traditional news outlets.

    2. Lumberjack

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      As we are gradually shifting towards a greener and more sustainable environment with more paper products going digital, the lumberjack has been marked as one of the disappearing jobs, with at a projected 9% decrease in employment by 2022. At a certain stage, I believe we will end with all human labor replaced by advanced technologies.

      3. Flight attendant

      Emirates Flight Attendants

        Frankly, it was my dream to become a flight attendant when I was a kid and I was really sad to learn that by 2022 we will see 7% fewer of these charming ladies (and gents) welcoming us on-board. As the air carriers struggle to beat one another with more competitive prices and by reducing all sorts of possible costs to maximize profits, a whopping number of flight-attendant jobs have already been cut, and the hiring projections for the next decade promise no positive changes. As most aircraft today are equipped with screens to demonstrate security rules and advanced automated security equipment, having numerous flight attendants on-board is no longer needed.

        4. Mail carrier

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          How long have it been since you last sent a letter by snail mail? Or paid your utility bills that way? Years, right? Expect to see at least 28% fewer postal carriers within the next decade. While older folks argue that the fuel cost and getting a motorcycle license in Texas—basically all you need for a fast mail delivery—are still cheap, paying an average salary of $53,100 per year hurts most service providers with less and less first-class mail sent each year.

          5. Librarian

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            If you ever written a research paper, I bet you know how incredibly effective these folks can be—helping you to format the sources properly, suggesting a few more points to cover and navigating around the huge library collection with ease. However, they are still not as fast and effective as any search engine. With top universities shifting library services online, keeping traditional librarians becomes pretty costly. If today a masters degree in library science still costs a small fortune, in 10 years it would become absolutely priceless as no one would pay a single penny for vague job prospects.

            6. Fast-food cook

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              What? Have those days already came when a robot will serve me a hamburger? I seriously doubt that, yet as Forbes implies, in a decade we should expect at least a 3.6% decrease in jobs for low-skilled cooks who can easily be replaced with advanced cooking facilities.

              7. Tax examiner and collector

              tax-examiner-and-collector

                Right after utility-bill payments, taxes have also gone digital as most companies already opt to use technologies for streamlining the tax examining and collecting process, instead of hiring extra workers costing around $50,440 annually.

                8. Taxi dispatcher

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                Reporter's notebook

                  With apps like Uber and Lyft on the rise, along with car sharing and even bike sharing services, taxi dispatchers will become an extinct species, eventually being replaced by even smarter apps able to dispatch cars where they need to go. 

                  9. Farmer

                  Farmer practices tractor use in field session

                    Nope. That does not mean that all of our foods will be produced with a few clicks on a 3D printer. Nonetheless, fewer farmers are needed to cultivate grains each year due to technological advances and new ways to grow larger crops with less human labor required.

                    10. Travel agent

                    bg_travel_agent_landing

                      Do you really still need a dedicated travel agent to purchase your air fare or plan an itinerary for you? With Bing Travel, Google Flights, Kayak, Skyscanner and a bunch of other flight-search engines, scoring dirt-cheap tickets has become as easy as one, two, three. Same goes for booking a nice room with a view somewhere in Paris after checking a bunch of real reviews and scanning all the prices. Airbnb allows you to rent an awesome apartment somewhere spectacular and Couchsurfing will let you sleep for free on a fellow traveler’s couch. And just look at all those travel bloggers out there. Their blogs already have all sorts of itineraries and things to do in almost every city in the world. Now, what are the chances we’ll still see this profession in 10 years?

                      Featured photo credit: Andy Purviance via flickr.com

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                      Published on December 17, 2018

                      15 Important Interview Questions to Ask Employees During an Interview

                      15 Important Interview Questions to Ask Employees During an Interview

                      The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

                      Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

                      How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

                      You know it already; ask great questions!

                      The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

                      Ask great questions, of course.

                      Without further ado, here are 15 interview questions to ask employees during an interview:

                      1. “What are your career goals?”

                      Another version of this question is “What types of problems do you see yourself solving in the future?”

                      This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

                      Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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                      This does two things:

                      1. It reveals the skills and interest in your employees.
                      2. It lets you know what types of candidates you are attracting in the first place.

                      With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

                      2. “Why do you think you’re a great fit?”

                      It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

                      Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

                      3. “What do you hope to learn from this role?”

                      The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

                      As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

                      4. “How do you deal with conflict between colleagues?”

                      Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

                      Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

                      Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

                      5. “How did you learn about this position?”

                      Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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                      This also lets you know how effective your current staffing processes are and which channels are worth the effort.

                      6. “Why are you interested in this position?”

                      Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

                      What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

                      7. “What excites you the MOST about this position?”

                      After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

                      For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

                      While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

                      8. “What do you consider your weakness?”

                      Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

                      Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

                      Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

                      There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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                      Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

                      9. “What will you find challenging about this position?”

                      Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

                      Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

                      Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

                      10. “What additional support will you need during your transition?”

                      This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

                      As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

                      11. “What qualities do you desire in a leader or manager?”

                      Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

                      Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

                      12. “What do you do if you don’t agree with your manager’s decisions?”

                      Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

                      The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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                      The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

                      13. “What would make this company an amazing place to work?”

                      Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

                      In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

                      14. “What other questions do you have for me?”

                      Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

                      The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

                      15. “Tell me about yourself”

                      If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

                      Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

                      It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

                      The Bottom Line

                      Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

                      While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

                      More Resources About Job Interview

                      Featured photo credit: Drew Beamer via unsplash.com

                      Reference

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