Trends in Job Descriptions

Demand for software engineers is as bad now as it was during the peak of the pandemic. In 18 months, the number of data engineering job openings on LinkedIn has been cut in half. It’s not the end of technical roles, but the data shows demand is changing. Trying to replace engineers with low-code tools and #AI code generators fails. However, most platforms now support technical and nontechnical co-development environments. A new type of technical role has gained traction in businesses. Smaller software and data teams build frameworks and tools for nontechnical developers on a co-development platform that’s available to anyone in the business. Meta and JPMC implemented enterprise-wide co-development platforms and are seeing massive benefits. One or two technical resources are embedded into the nontechnical team to support their development efforts. Solutions are developed faster and more closely meet customer and business needs because domain experts build them. A few advanced R&D teams still operate in the business but focus on building larger, more innovative products. Teams supporting incremental features and internal operations initiatives are going away. While demand is falling in some areas, it’s rising for the embedded, business-facing technical roles. There are three levels: 1️⃣ Domain Expert Technical ICs: Value-centric #data engineers, data analysts, and software engineers who support nontechnical developers and are embedded into their organizations. 2️⃣ Product Manager Engineers: Technical capabilities with deep product strategy expertise. They know what to build and can implement high-value features independently or with a team. 3️⃣ Technical Strategists: Technical experts who work with executive and C-level leaders. They bring data, models, and rapid product development capabilities to the strategy planning and implementation processes. I have taught data and AI strategy, #ProductManagement, and value-centric capabilities to technical ICs for 8 years to meet today's demand shift. Technical roles are evolving, and amazing opportunities exist for people who adapt.

Deputy's 2025 Big Shift report explores how the next generation of workers is transforming the world of hourly work. Based on millions of real-world shift data points, the research uncovers key trends shaping the future of work — from flexible scheduling to the rise of AI. Here are the top insights: Rise of Micro-Shifts: Short, flexible shifts (six hours or less) are gaining popularity, especially in hospitality and service industries, accommodating workers like students and caregivers seeking balance. Gen Z's Influence: As the largest segment of the hourly workforce, Gen Z is driving demand for flexible scheduling and work-life integration, prompting businesses to adapt to attract and retain talent. AI Integration: Artificial intelligence is enhancing shift work by optimizing scheduling and improving work-life balance, rather than replacing jobs. Poly-Employment Trend: Approximately 20% of shift workers hold multiple jobs, with young women, particularly in hospitality and healthcare, leading this trend to manage cost-of-living pressures. Gender Disparities: Women dominate shift work but often occupy lower-paying service roles. However, there's a growing presence of women in traditionally male-dominated fields like logistics. Generational Shift: Generation Alpha began entering the workforce in 2024 and is projected to surpass Gen Z by 2038, indicating ongoing evolution in workforce demographics. These findings are based on an analysis of over 278 million hours worked across 41 million shifts by more than 429,000 shift workers, conducted in collaboration with labor economist Dr. Shashi Karunanethy.

The WSJ reports a seismic shift in tech hiring: entry-level roles have nearly vanished, hiring processes are lengthening, and employers now expect broader AI skills from applicants. Companies are delaying or canceling postings amid economic uncertainty and prioritizing candidates who can do more than just code—they must be able to collaborate with AI tools, think critically, and learn on the fly. What does this mean for professionals and HR? 1️⃣ Upskill with intention — Boost your AI fluency through bootcamps, certifications, or on-the-job experimentation like prompt engineering and tool orchestration. 2️⃣ Emphasize hybrid roles — Cultivate a mix of technical, critical thinking, and communication skills—you’re now a strategic integrator, not just a doer. 3️⃣ Be patient, be agile — The hiring market has entered a “Great Hesitation.” It’s competitive, yes—but proactive candidates with a future-forward skill set are still getting through. Tech careers might be tough to break into right now—but those who continuously adapt and demonstrate AI-augmented value will stand out. How are you reshaping your role or team for this new frontier? Read the article: https://lnkd.in/eXws8etX #FutureOfWork #TechCareers #AI #Upskilling #HiringTrends #TalentAcquisition #CareerDevelopment

💬Now is the time for leaders to rethink job descriptions. Many believe that updating job descriptions every 3-5 years is sufficient. 🐌 Those days are gone. ⏩ You should be reassessing jobs every 4-6 months. Focus on the human elements that Al cannot replicate: ✅ creativity ✅ strategy ✅ interpersonal skills Then, thoughtfully redesign roles to use Al's strengths so that there’s more time to apply those human elements! This is not about replacing jobs, but reimagining them to foster innovation and drive business growth. What does this practically look like? 🖥️ IT As AI takes over routine coding and troubleshooting tasks, IT professionals can focus on designing complex, strategic IT architectures, cybersecurity innovations, and facilitating the integration of new technologies within the company. 📊 Finance AI can handle data analysis and report generation. Finance experts can shift towards interpreting this data for strategic decision-making, focusing on financial forecasting and advising on investment opportunities leveraging AI-driven insights. 🤝 Sales With AI handling initial customer inquiries and lead qualification, sales representatives can dedicate more time to understanding client needs, building relationships, and developing customized solutions that truly resonate with each customer. 🔄 Operations As AI streamlines logistics and inventory management, operations personnel can concentrate on optimizing supply chain strategy, vendor relations, and sustainability practices. 👥 HR AI can manage payroll, benefits administration, and resume screening. HR professionals can then focus on employee engagement strategies, professional development programs, and fostering company culture. 🎨 Marketing With AI taking on market analysis and targeted advertising, marketers can pivot to crafting more compelling brand narratives, innovative campaign strategies, and engaging content that speaks to human emotions and experiences. ⚖️ Legal AI can assist in document review and due diligence processes. Legal professionals can focus on complex negotiations, strategic counseling, and providing personalized legal advice where human judgment is critical. 📦 Supply Chain AI could handle demand forecasting and inventory optimization. Supply chain experts can then work on strategic partnerships, resilience planning, and exploring new market opportunities. —- The savviest employees have learned new ways of working already. How about you? Have you told anyone that you no longer work the same way? Share how you’re working differently now 👇🏻 #Innovation #Growth #AI #management #FutureOfWork

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

Calling my 2025 predictions — saying the things out loud that a lot of us are thinking: 1. The "full-time vs freelance / consultant" divide will disappear. Top talent will flow between both freely, own their time. 2. Location becomes irrelevant for expertise, timezone alignment stays crucial. Asynchronous work will make work more efficient. Less avoidable live meetings 😅 3. Super-specialized nano / micro agencies emerge, tapping into trusted networks. Think 3-person teams doing what 30-person agencies did, or 30-person teams doing what 300-person agencies did. 4. Portfolio-based hiring overtakes resume-based. Show me, don't tell me becomes the norm (including during interviews!) 5. AI doesn't replace intelligent jobs. It replaces tasks, and transforms roles. How good are you at using AI tools matter more over many old-school skills. 6. Reputation becomes currency. Personal brands, peer reviews, and public feedback will play a larger role in career growth than traditional titles or tenure. 7. Skills > Degrees. Next-gen companies will not care for degrees, they will prioritize demonstrable expertise over formal education. 8. Work-life blur becomes the norm. As remote and hybrid work mature, the separation of work and personal time will fade. Success will hinge on personal boundaries and intentional downtime What else will change in work in the next 1 to 5 years? #2025trends #futureofwork

🌈 Creating LGBTQ+-Inclusive Job Descriptions: A Guide for Progressive Employers Key elements every inclusive job description needs: 1️⃣ Start Strong with an Inclusive Introduction "[Company] is proud to be an equal opportunity employer celebrating diversity. We actively welcome applications from all backgrounds, including LGBTQ+ candidates." 2️⃣ Use Gender-Neutral Language ❌ "The manager will lead his team" ✅ "The manager will lead their team" 3️⃣ Highlight Inclusive Benefits • Transgender-inclusive healthcare • Domestic partner benefits • LGBTQ+ employee resource groups • Mental health support 4️⃣ Make Your Commitment Clear "We create a workplace where all employees, regardless of sexual orientation, gender identity, or expression, can bring their whole selves to work." 5️⃣ Focus on Skills, Not Stereotypes ❌ "Young, energetic individual" ✅ "Candidate with fresh ideas and innovation" 💡 Pro Tip: Review your job descriptions regularly to ensure they remain inclusive and welcoming to all candidates. What other elements do you include in your inclusive job descriptions? Share in the comments! 👇 #LGBTQ #Inclusion #HR #Recruiting #DiversityAndInclusion #EquitableHiring #WorkplaceCulture

The future of hiring is increasingly moving from degrees to skills. The latest data on recruiters' search behavior across OECD countries reveals a striking trend: skills are king (chart from LinkedIn's economic graph report). As shown in the chart, countries like Costa Rica, Colombia, and Lithuania lead with over 25% of searches filtering by skills alone, highlighting a global shift toward competency-based hiring. This evolution signals a pivotal moment for talent acquisition. Traditional degree-centric models are fading as employers prioritize practical skills, especially in a post-pandemic world where adaptability and expertise trump credentials. Hungary stands out with a unique spike in combined searches (skills + degree), suggesting a hybrid strategy that could set a new standard. The takeaway is clear: invest in skills assessment tools and reskilling programs to stay competitive. The future of work isn’t about where candidates studied, it’s about what they can do. #TalentAcquisition #FutureOfWork #SkillsBasedHiring #HRInnovation #management #leadership

I just read that the Midwest excels in return to offices. (story by Cate Chapman of LinkedIn News) And I'm over here scratching my head and wondering, is that a contest you want to win? Don't get me wrong, I totally get why employers (and landlords) want #RTO to be celebrated and embraced 🎉 But, that's still gonna be a no from me dawg - and I'm not alone. As a #parent, I need the #flexibility to show up for my family when they need me - and I've been really fortunate to structure my working life to support a #familyfirst approach. It wasn't always this way, but last year: - My father died - I was #laidoff in an #RIF - I started #consulting full time - We added to our tribe with this little munchkin (#3isthemagicnumber) - My #perspective and #priorities shifted - and I needed to make changes My story isn't unique - and I recognize my own work/life #privilege - while millions of other parents and caregivers struggle to balance their careers and their home lives (with women disproportionately burdened more than men). If you know, you know. So, instead of me further preaching to the choir - or RAGING against the status quo - I'm going to propose we change the conversation. Let's explore some reasons why embracing #workflexibility benefits #employers: 1️⃣ Enhanced Employee Engagement and Retention: By offering flexibility, employers empower their workforce to craft ideal working schedules.This leads to increased job satisfaction, increased loyalty, and ultimately, higher retention rates. Employees who feel supported are more likely to stay committed to their jobs, reducing turnover costs and enhancing team stability. 💡Orgs that provide flexible working arrangements experience +30% in employee retention (source: Deloitte's Global Human Capital Trends) 2️⃣ Boosted Productivity and Creativity: Flexibility optimizes creativity and efficiency by allowing employees to work during their most productive hours. And that autonomy fosters ownership, innovation and improved team collaboration. 💡 According to a Stanford study, companies offering remote and flexible work arrangements saw +13% in performance (source: Forbes) 3️⃣ Diverse and Inclusive Workforce: Promoting flexible work arrangements is an essential step towards building a diverse and inclusive workforce. By accommodating the unique needs of #parents and #caregivers, employers create a more welcoming environment that attracts top talent from diverse backgrounds - resulting in a richer mix of perspectives, experiences, and ideas. 💡 Diversity and inclusion initiatives lead to +35% in employee performance and higher profitability overall (source: McKinsey) There are a lot of studies lately siting #WFH productivity losses 🙄 - so let's kill 'em with data. Because if the argument for #flexibleworking makes dollars and cents - we're going to see companies make accommodations in the short term and lasting changes in the long term. -- #flexiblework #hybridwork

🌟🌟🌟ATTENTION HIRING MANAGERS🌟🌟🌟 The traditional approach of choosing the right person for the job leans heavily on specific #experiences and direct background in a particular role. It's time to shift the focus towards a more holistic understanding of a candidate's capabilities, particularly emphasizing #TransferableSkills, power skills (#SoftSkills), and intrinsic qualities like #drive and #passion. ✅In today's fast-paced #work environment, the ability to adapt is crucial. #Candidates with strong transferable skills can quickly acclimate to new roles and #challenges, bringing an invaluable level of #flexibility. Skills such as #ProblemSolving, #CriticalThinking, and #adaptability aren't tied to a specific job but are essential in almost every role. ✅Power skills, like #communication, #teamwork, and #EmotionalIntelligence, are vital to the success of any #organization. These skills enable #employees to #collaborate effectively, navigate #workplace dynamics, and contribute to a positive work #culture. Unlike hard skills, which can be #learned and perfected over time, power skills are more innate and reflective of a person's #character and #attitude. ✅Focusing on what a candidate can achieve rather than what they have done before opens doors to a broader #talent pool. Candidates with the right attitude and a drive to learn can often outperform those with more direct experience but less enthusiasm. ✅When #promoting internally, organizations sometimes choose individuals without direct experience in the new role. These decisions are based on the understanding of the individual's broader skill set and potential. This same principle should apply to external #hiring. If an internal candidate can succeed with a learning curve, so can an external one. ✅Candidates from different backgrounds or #industries can bring new #perspectives and #ideas. This #diversity of thought fosters #innovation and creativity, helping #businesses to evolve and stay #competitive. A diverse workforce, in terms of skills and experiences, is a key driver for innovation. ✅As technology advances and industries transform, the nature of work changes. Focusing on transferable skills prepares organizations for future changes and challenges, as employees with these skills can more easily shift and grow with the company. So, while direct experience is valuable, it should not be the sole determinant in hiring decisions. Transferable skills, power skills, and personal attributes are equally, if not more, important. By broadening your perspective, you can fill the positions and contribute to building a robust, adaptable, and innovative workforce. It's time for a paradigm shift in hiring that values potential and adaptability as much as past experience.