The future of work by Photo by naomi tamar on Unsplash

The future will need a unified employment solution

The future of work is going to be mobile and on-the-go and will require a solution that will help fast-changing teams adapt to the hiring needs.


Work is anywhere, anytime, and on the go — a line from a fantastic video that clearly describes how the World prefers to work.

The video I am talking about is from Fuze, a unified communication platform that helps people interact more efficiently no matter where they are. Attending a board meeting in a cab, or joining an all-hands meeting from halfway around the World; all is possible with communication technology these days. Fuze is a great example, and they bank on the fact that the future of work is going to be mobile, in-the-moment, and fun.

The data available shows the drastic change in trend. In a survey by the same company spanning 6600 workers and over 500 companies, the conclusions were astonishing. Over 95% of the workers say work-life balance is an essential factor while searching for a new job. 89% stressed that flexible working hours should be how we work. 73% of them said they were more productive working in hours other than the contracted ones.

And talking about the gig economy, 36% of the workers say freelance and short-term contracts are an appealing way to work. And the numbers go on.

Michael Hopkins, a work futurist and founder of The Solo Project, fondly said, “We’re all in a ‘project economy’ now,” stating the way work is conducted all over America and the change in preferences of working. 

Work-as-a-service has genuinely arrived, and it is not just in America. Its the rest of the World and America.

The change to a work-as-a-service culture is something which we can see in every sector of work in varying degrees. Information technology is one where it reflects the most.

The big employment question

How then, in an ever-changing employment scenario, should everyone evolve?

How can the organizations maintain a steady stream of employment for the ongoing projects?

How can the workers find work once one gig is over?

How can we maintain the quality of perpetually changing teams?

How to evaluate the gig-workers for the skills they have?

How to be sure of the authenticity of the work anyone has put out and claimed?

These are some serious question, and these questions are as varied and ambiguous as it comes. The answer to these are not straightforward, though. 

For companies, the primary reason is the amount of work required to set up a team and the amount of additional effort needed to maintain it after that. And, the above work is only going to grow when more and more people start working on a project basis.

Finding full-time employees would become hard in the future and might not even be the best way to form a team. Maybe a particular integration in your product requires a specialist who is way too costly to hire on a full-time basis but not so much for a short contract. Maybe the best way to manage your branding exercise is to have a consultant build the requisites. It could be working from your office or working from a different country altogether. The requirement in the future for a company, for the most part, would be to get the work done.

This would inadvertently include a vast number of people coming in and moving out of positions for the employer. Especially when you consider the size and scale of projects a big company or organization could have.

Consider the same scenario from a worker’s, sorry a specialist’s perspective. A specialist could have multiple positions or projects she would be handling at a given time. It would change on a quarterly or monthly or whatever time frame basis and would require constant due diligence to maintain. There would be companies queuing up for the time she could afford to spend, and this could create a necessity to manage it all.

Photo by Neil Thomas on Unsplash

The tough solution

The future of work as more than a few prominent thinkers of our time would say is going to change. How? This is tough to predict. There are concepts such as universal basic income being thrown around for the fear that there would be a drastic reduction in the jobs available.

There is a counter-argument to this as well, that the future work would have a different outlook than the ones we are used to now. And that the fear that there would be less work to be done is wrong.

Either way, the working class of the society will need solutions that will cater to the ever-changing and this time, ever shuffling job requirements of both the organization and the specialists.

We at Springworks think that the future of work will require work. Work in terms of building a unified solution that would have the capacity to align with the requirements of the future.

A one-stop solution that helps with the staffing situation of a company, maintains adequate and trusted profiles of the workers online, have checks in place to verify any information portrayed by both the organization and the contract worker, and automates hiring process with smart assessment solutions.

And, this may not be the only list of solutions which would build up to a unified solution which would efficiently tackle the employment problem of the future.

Future solutions will also need to build trust with the people working together. This is paramount, according to us. Trust would become the new gold in working, and the World has started to embrace trust like never before already.

Have a look at the crypto technology boom, along with the ever so increased focus on transparency. All of these indicate a place where things would look bright both for the employers and the employees, but with a catch.

The trust would have to be built in with work, and we would need all the power of technology to achieve it.

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