Whilst today’s challenges have to take precedence to ensure the survival vof the UK employer, there are a number of forces that are continuing, regardless of the economic downturn, to have an impact on the future of the world of work. Read more to know which other forces are involved in changing the future of work.

1. Forces changing the future of
work
Global forces of change
Whilst today’s challenges have to take precedence to
ensure the survival vof the UK employer, there are a
number of forces that are continuing, regardless of
the economic downturn, to have an impact on the
future of the world of work.
Phase 1 of the Future of Work Consortium at the Hot
Spots Research Institute, led by Professor Lynda
Gratton from the London Business School, involved
over 200 executives from organisations around the
world, who looked at how work will be performed in
2025. As Randstad is the only organisation
representing the recruitment industry within the
Consortium. Sourcing candidates for employers as
well as being a major employer in its own right,
Randstad was able to offer a unique dimension to the
debate amongst employing organisations. The
following is a summary of Randstad’s key learning
from the Future of Work Consortium. It relates that
learning to the specific resourcing challenges that lie

2. ahead.
Influencers
Technology: From a skills perspective, the advance of
technology means that educational opportunities are
no longer restricted to any particular group or nation.
Mobile devices offering ready access to the internet
hold out an entirely new prospect: anyone with the
will to learn can do so.
Globalisation: The development of a cross-
generational pool of upskilled workers in the UK, the
prediction is that globalisation and other forces will
create similar talent pools on an international basis.
Organisations will need to learn how to engage,
manage and reward them.
Demography: Bridging gaps between supply and
demand by encouraging more people to participate in
employment is critical, as is tapping into an
increasingly skilled global talent pool. Organisations
now have much more choice over where they deploy
labour, but learning how to manage widesprea teams
will challenge organisational structures.
Societal Trends: There’s increasing evidence that
those working at a senior level are not seeking
permanent employment. These people feel they can
better extend their experience by working on projects
with a number of organisations, rather than pursuing
a single career path with one employer.
Low Carbon: organisations are seeking to develop

3. very public low carbon agendas. It’s driven in part by
the younger generation of recruits, who are
supportive of the low carbon agenda, who are
technically savvy, and who are attracted to brands
with proven environmental credentials.
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