Coaching & Leadership

Job Titles Are so 2016

Ma Ziyao

Marketing intern at intuo

Here is a love story. My mom and dad crossed paths in an SME 23 years ago when they were admin and sales executives. Back then securing a job at a multinational company or an SME was almost equal to signing a life-long contract. Stability and security were key. They fell in love and got married, with a picture of them building their careers in the company together, climbing the corporate ladder. Changing to another job was never part of their plans. 23 years later, most of their plans have come to pass. Other than giving birth to a beautiful daughter (who obviously is shamelessly writing this blog post), they got promoted over and over again, securing more wealth and power in the company until now, as they are reaching the retirement age.

This post is aimed at

Anyone who wants to think and act proactively when it comes to the future of the way of working.

After reading you will

You'll have a short overview of the most common challenges that this future will bring.

Okay, now you realise I’m not exactly telling a love story, but rather stating a common phenomenon shared by our parents’ generation. Today, as the millennials gradually take over the workplace, the trend of staying at one company with a secured position starts to vanish. In fact, 91% of the millennials anticipate staying at any given job for less than three years. We just do not see ourselves working at one company for a lifetime because the world is just so big out there. We do not always want to be confined in the routine, so job hopping has become the new trend. It is not about commitment but priorities. Being challenged and getting different kinds of experiences are our priorities.


If job hopping is the trend of today, have you thought about the trend of tomorrow?

If job hopping is the trend of today, have you thought about the trend of tomorrow?

It will no longer be the job titles that attract people, but the projects or tasks themselves, all taking place within a certain culture. The nature of employment changes, driven by the choices available to both employers and employees. The majority of the employees desire more freedom and flexible working hours and at the same time, the thrill of embarking on different projects. Employers can benefit from this; hiring the most suitable team for the each project, without having to worry about skill fit and long-term engagements. As a result, companies, and HR need to be prepared to handle a situation whereby employees are working for different companies at the same time.

While such employment situation makes the hiring of talents more efficient, it imposes problems to companies at the same time.

  1. Aligning Personal Goals and Team Goals

    When an employee is only going to stay with the company for three months for one project, it might be too short a time to let him fully understand the organisation's values and goals. It is even more challenging to align his personal goals with the company's, let alone his loyalty to the company.

  2. Engaging the Extended Workforce

    While companies invest in engaging their long-term employees, the temporary workers or project staff might just be neglected because the Return on Investment is comparatively much lower. However, even for short-term projects, engaged employees are productive employees. Engaging them and connecting them to the rest of the workforce is crucial to capture their best value.

  3. Matching Talents to Projects

    Imagine, interviews have to be conducted regularly to hire project team members. Not only is the process tedious, but it is also not always easy to find the best fit for a certain project. Such cost efficiency leads to many other operational inefficiencies.

How Can intuo Help with This?

As a talent management tool, intuo looks into the future world of work and help you manage your temporary and full-time workers on a single platform.

intuo supports agile goal setting which allows employees to set short-term objectives and align them with the team objectives. Also, through continuous 360-degree feedback and praises, they can to stay engaged, even if it is only for the duration of the project. Most importantly, intuo is not only concerned about keeping a person at a company but also keeping them motivated and happy even if they are at another company. With the people’s skills and past experiences being restored in intuo's system, it would be much easier for employers to find people that match the skill sets required for the projects.

Prepare yourself for the future of HR with intuo, today!