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With the digital transformation advancing at an unprecedented pace, driven by Artificial Intelligence (AI) and machine learning, the job market is undergoing a real revolution, posing new and complex challenges for people and organizations.

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It is estimated that by 2027, around 23% of professions as we know them could change, with 69 million new jobs being created and around 83 million being lost. In this scenario, adapting and preparing workers for these changes is essential to ensure that no one is left behind.

New Skills

One of the key strategies for responding to these developments is retraining and continuous updating of skills (reskilling). The idea of a static profession for life is outdated; we need to adopt alifelong learning model. In the next five years, almost half (44%) of the skills required for different professions are expected to change.Training programs, such as Randstad’s Boot Camp in Japan, stand out as practical examples of retraining professionals for digital needs, allowing people with traditional backgrounds to acquire technological skills and enter careers in greater demand.

Another crucial area in the transition to the digital economy is improving the match between workers’ profiles and the opportunities offered by companies. The development of flexible working arrangements, such as teleworking and freelance work, has opened up new horizons for both employers and professionals. A notable example is the SMK-PK program in Indonesia, which brings technical training closer to market needs by training students with skills in line with demand, making it easier for them to enter the job market and helping to reduce unemployment.

In addition, tools such as the DISC methodology, which analyzes workers’ behavioral profiles, can improve the match between individual skills and job opportunities, thus enabling the best fit between individual talent and the needs of the job.

Synergies and collaboration

The existence of social safety nets for workers is also essential to ensure a safe transition. Career or sector changes are often not immediate, which can create instability. To prevent workers from facing financial and social difficulties, it is essential that governments and companies collaborate to create protection mechanisms, such as unemployment insurance and compensation packages. Germany, for example, has taken an active approach to supporting workers displaced by the energy transition, offering retraining programs and support so that they can join new growth sectors.

Collaboration between different sectors also plays a key role in creating a flexible workforce that is able to respond to the challenges of the future. When governments, companies and educational institutions come together to develop joint training programs, synergies are created that overcome barriers between sectors and make it possible for workers to adapt to new areas. The Skills Initiative for Africa, for example, brings together government and private organizations to promote technical training for young Africans, creating a base of qualified professionals for the digital economy and helping to combat unemployment.

The success of the transition to the digital economy requires the implementation of strategies that promote continuous learning, the strengthening of the match between skills and jobs, worker and company protection, and collaboration between sectors. These pillars not only promote a smoother integration of workers, but also help companies find qualified talent for their specific needs, ensuring the sustainable development of the digital economy.

By investing in these strategies, you develop a resilient workforce that is prepared for an uncertain future. The labor market is evolving rapidly and, in order to thrive, workers and companies need a proactive and adaptive approach. This new digital economy will be all the more inclusive and prosperous the greater the investment in a fair and effective transition.

Article by Sérgio Almeida, in partnership with the weekly newspaper Vida Económica.