Future (adjective) is like a mystical infrastructure, networks that resolve issues quickly, the cloud of global unity, a tapped reservoir of human intelligence; it’s just there if you look. The future is like a product’s benefit today which, in reality, takes some time to implement and manage. MANufacturing is become robofacturing? We’ve come to robot reality, as just one example. Marketing a new thing under the category of future is tricky because tech workers are very discerning of new versus an updated version of old. Then, during the Great Recession, big tech chose a new pitch about products that conveyed: “it may work like software or a smart product but our products are discovering YOU to share all about YOU in the sharing economy”. In other words, not only is the future in our product but, you too are futuristic; it’s there if you just buy it. Yes, the internet of things works when there is sharing-of-everything for within you there’s data to imagine our future! Says marketing.
The problem with prophecy about the future was that business had to quickly find workers who would deliver on marketing promises. This gets kinda weird, I know. Also during the Great Recession, a new realm of psychological and neurological software products began filtering into HR organizations for one key reason: to fulfill the “future is today” promise associated with new consumer sensory products as well as enterprise cloud services. Business had to find workers with “future business intelligence” and no plain resume could support that quest. Hence, the theory of emotional intelligence, the entrepreneur profiling and disruptive innovator: human capabilities so hot that they disrupt life, which is to say, people with “future”. With human data assessment in HR, however, came one important presumption: only specified metrics of brain functionality, fully analyzed through testing, could move the needle from prediction to promise fulfillment. As well, to talk about the future during this generation’s worst recession beginning 2008, became a psychological escape from talking about unemployment or home foreclosures – that could destroy a person’s future.
Future is also in data psychology, the ability to accumulate data and apply human behavioral theory toward discovering future activity. All research is either past or present but a data psychologist is one who sees into the future by viewing trending data about very precise populations. They may then foresee an eventual shift in a market or global pattern for the purpose of maximizing profit on a probable risk. Future, as a corporate cultural philosophy, demands analyzing personal neural-data from all whom may pass through the HR door. The way businesses find intelligence is via pre-hiring psychological examination complimented by neurologic assessment; that is, discovering more than personality types but, about how their brain obtained, then, stored information that formed thoughts that shaped one’s values that led to behaviors that led to actions. Once software tests are applied in context with other collected data, the software selection process determines if Sam or Sally is predictably more intelligent for the company.
If you haven’t job searched in the past five years, this may sound like nonsense. The US workforce, however, is functioning with 63% participation and that means millions of workers have yet to re-enter the marketplace. They have learned the hard way: their resume is history, business wants future. The fog-covered valley that job seekers enter called the hiring process is about analytics based on behavioral tests. Like the stellar product benefits of having a stake on the future, now, a person must prove he or she can claim the same. Resume aside, behavioral testing in. For job candidates, demonstrating skills and wisdom and experience must be aligned with whatever version of future the firm proclaims. Then, behave accordingly.