The experts are predicting that the COVID-19 pandemic has fast-tracked some of the previously developing employment trends. But what does that actually mean?
Across this two part post we will have a look at four of the major trends and how you can make them work for you. This part covers the two trends that are the closest aligned to the traditional full time employment with an organisation employment model.
The current economic climate has highlighted the difference between industries that are growing and still supporting jobs such as IT, Mining & Resources, Engineering, Trades & Services as well as Health and Aged care .Compared to those that are in decline such as Retail and Printing. The industries of Hospitality and Travel & Tourism are currently impacted by the pandemic however this is not necessarily a permanent decline, these industries should recover with time.
Generally the response we hear when we talk about growth industries or where the jobs are is, that’s ok, that’s great for IT specialists or engineers but I don’t have those skills and I don’t necessarily want to retrain to obtain them. However it’s important to note here the difference between an industry, or what the organisation does to make money, and the occupation, what you do in that industry to make money. The Heath Care Industry doesn’t just employ doctors, nurses etc. they also employ human resources professionals, marketing professionals along with administration and catering staff.
This means that you can still do what you already love to do in a growth industry. Who knows after working in the Customer Service team for an IT Company you might decide that you really do want to become a Data Architect.
Have a look at Work180, a jobs board with a difference, advocating for working women, they provide job applicants with a transparent directory of endorsed employers who support diversity, inclusion and equality.
They also are providing a platform for women made redundant by COVID-19 to register as currently looking for opportunities.
Focus on regional development
This trend is due to a complex mix of influences. Over the past number of years, for those who had a flexibility to do so, driven by the ever increasing property prices, there has been a move to relocate from expensive dense urban centres to regional locations that can provide a better work life balance and the space to relax. This in turn as increased the need for and availability of business and services in these smaller regional centres.
These smaller centres have so far suffered less of an impact from the pandemic potentially due to far fewer cases of COVID-19.
Now that it looks as if the provision of remote work opportunities is here to stay, several major employers have already indicated that they will not be requiring their teams to return to the office anytime in the foreseeable future. This allows these families the possibility to also relocate
What this means for Defence Families who are potentially posted to regional locations is there is an already increasing demand on local businesses therefore an increase in local jobs, or alternatively for the civilian partner to continue working in their current role with their current employer in the new location utilizing their employers new remote work provisions.
However, if you are looking for a new employer and would like one that will offer Defence partners fair opportunity to compete for employment positions that are commensurate with their education and experience have a look at the employers who are part of the DFA Defence Family Friendly Employment Program.
Next time we will look at the casualisation of the workforce and the growth of small business, until then Good Luck!
DFA Project Officer – Employment
The information contained in this post is general in nature and does not take into account your personal situation. You should consider whether the information is appropriate to your needs, and where appropriate, seek professional advice.