Center for Future Research, explore, points out that the technological development with robots, increasing digitization and automation of the labor market does not necessarily mean fewer jobs, as many fear. But tasks and company structure will definitely change.

This trend will lead to a change in employment conditions, and employees will increasingly be released or temporarily attached to the companies as freelancers or in project positions.

Technology already enables us to get in touch with each other anytime and anywhere. Leisure and working time will merge to a greater extent, and both working time and place of work will become more relative. More and more people want to work at home - at least part of the time.

In addition, many minor tasks will be outsourced to external hands with the right skills at the right price. In this way, freelancers compete with each other for tasks that companies no longer need permanent employees to solve.

Freelance and project work will also make it more difficult for managers to follow the work process closely. This leads to less control and management, but in turn more motivation on the part of the manager, as the project employee manages his own time, but also has the responsibility to deliver results within the time frame.

Focus areas for you as a manager in the workplace of the future

Tasks and workforce will therefore change, and this means that the company must also change. The static roles will soon be a thing of the past, and in a future where work takes the form of projects, both KPIs, targets and forms of employment will be dynamic.

In that connection, the leadership role must develop accordingly. It is new types of employees and new types of tasks that must be managed. You must therefore facilitate, communicate and collaborate with a constant focus on the company's purpose. You have to accept uncertainty and constant change. And then you must be familiar with the digital reality.

HR & Management consultant, Jessica Panke Wagner, from PankeHR calls in this article the future workforce too fluid. Silos will be broken down and replaced by transparency and professional flexibility. There will be a greater focus on freedom to choose tasks and workplaces.

In this connection, she points out the importance of Generation Y and Z having landed on the labor market. They have a clear expectation of where, when, how and for whom they want to work. And above all, how they will be led, recognized and motivated. The company's purpose as well as management culture must therefore adapt to new conditions.

(Also read about our tool Generation Z and watch our videos about Generation management).

This means that you as a manager must organize your company with room for the following skills:

1. You must have your eyes on the areas where people collaborate with each other and with machines. Do not underestimate the complexity of interaction between each other and the technology.
2. The generalists are here to stay. New knowledge must be quickly learned and put into practice.
3. Rapid adjustment is vital, as companies will in future be in more or less constant processes of change. You must be fast and mobile.
4. Therefore, creativity is also a key area.
5. Facilitation and communication will affect everyone in the organization.
6. So does the responsibility for making decisions. Especially with many freelance employees.
7. The company's purpose and culture become so pervasive for the entire organization that internal and external communication merge and become ubiquitous. The good story must be expressed in all actions, in all joints and in all nooks and crannies. If your company is good at communicating its purpose, you will be well equipped to recruit the right employees.

Social media is the recruitment tool in a digital age

But how do we best recruit this new type of employee? The consulting company Digital Works highlights four reasons why you should use social media in your recruitment and HR work:

1. Information and insight

Social media can be used both to create relationships and to find the right employees and meet them where they are.

Almost three-quarters of adults are on social media, and for young people who are about to invade the labor market, the number is right up to around 90 %. This means you have a huge amount of information about people gathered on specific platforms that are easy to search through. In this way, you can reduce the risk of wrong hiring, while at the same time you get easy contact with the right candidates.

• In fact, only 4 % of recruiters do not use social media in the recruitment process.
• 92 % of recruiters using social media, increasing their reach and contact surface through LinkedIn, Facebook, Twitter, Instagram, Google+ and Snapchat.

2. Burn yourselves

Social media allows you to be present and shape the perception of your brand. A future employee naturally wants to know what kind of workplace he or she is entering. In this connection, social media is the perfect arena to convey your values, culture and vision and to get to know each other.

On social media, your brand can be exposed through posts, sharing of articles and your engagement and activity on the platforms. You can draw attention to your workplace rather than your competitor's. You create direct contact between company and potential employee through relationships, information and interactions.

3. Large contact surface

As mentioned earlier, tasks can gradually be solved from anywhere and at flexible times. Here, social media makes the distance smaller and the possibility of contact greater. You can quickly locate, contact and communicate with candidates as well as employees, freelancers and project workers.

4. Strong employer branding

In addition to recruitment, you can use social media to strengthen the company's employer branding. This means that the entire organization together uses social media to tell the good stories of the company and your brand. Positive publicity on social media, vdr. working conditions, for example, will make your company far more desirable among candidates:

• 75 % of job seekers think about the company's employer branding before sending in an application.
• 62 % of job seekers use social media to investigate the company's employer branding.
• 91 % of job seekers believe that insufficient or disappointing online presence has a negative effect on the company's employer brand.

If you want the right and most promising candidates for your company, then you will have to constantly make your company current and relevant on social media. You must be present, active and contact-seeking. As I said, it is important that you are where the right candidates are. On the social media.