Jobs in these 5 industries will grow most in demand in 2022

Jobs in these 5 industries will grow most in demand in 2022

Jobs in these 5 industries will grow most in demand in 2022

If you’re job hunting it’s worth knowing which roles will have the most vacancies.

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Whether you’re entering the job market for the first time, or you’re looking to make a career change, it’s good to know who’s hiring, as it could help save you a lot of time and effort. You can also use the information to redirect your career or studies in line with the roles that will be opening up.

Below are 5 of the job roles set to see the most growth in 2022.

1. Artificial intelligence specialist

As LinkedIn’s Emerging Jobs Report revealed, in the US, hiring growth in this job has increased 74% over four years.
This role is seeing growth across all industries and this looks set to continue into 2022.
Artificial intelligence specialists work in a variety of industries but with skills focused on computer programming and IT.
The work consists of developing new AI-based products and improving existing ones.

 

2. Data Scientist

Many companies depend heavily on the management of large databases, and this will become even more important with each passing year.
Some sectors that are in particular need of data scientists are telecommunications, banking, and research.
Data scientists are experts in managing databases and extracting key information from figures.

 

3. Robotics Engineer

In the future, companies in all sectors will use robots to streamline certain work processes.
As Bloomberg reported, the robotics company UiPath achieved a market valuation of around $36 billion in its US IPO last year, which shows just how rapidly the industry is growing.
Robotics specialists are in charge of designing both hardware and software for robotics solutions.

 

4. Full Stack Engineer

The LinkedIn report noted that this is the second year running that this role has appeared on their list, and it’s seen a growth rate of 35% since 2015.

 

5. Cloud Engineer

Virtually all companies now store information in the cloud, so this is becoming an increasingly important role across all industries. Sectors like financial services, telecommunications, and IT are in particular need of these professionals.

How to attract these talents to your company?

Did you know that you can hire employees anywhere in the world and do everything legally? Contact Us, we can help you.

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The future of work: remote working in 2022

The future of work: remote working in 2022

The future of work: remote working in 2022

How will companies adopt and adapt their processes for remote work this year

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Every year is a new challenge for companies. Here we mention three predictions related to work:

Prediction #1 – Remote work will become normal for the majority

Companies that don’t open up to remote working, or that insist on restrictive working models, will face problems in hiring and finding the right people.

In 2022, this will carry on. For those that invested early in supporting remote work, they will see the problems settle down earlier compared to those that either have not invested or did so half-heartedly. The challenge will be not so much the technology to support doing all this securely, but how to maintain the right processes and team culture over time. When people are not physically working alongside each other, and when communication is all asynchronous, it can be more difficult to keep the right culture in place.

Prediction #2 – Onboarding and offboarding will have to change

With all this hiring and with more churn in staff, there will be more pressure on how to manage those employees and get them set up properly. Provisioning services and applications will get more attention from both the tech team and from HR, as employee experience goes from a minor issue to one that affects long-term retention of staff.

In practice, companies will struggle more with how they manage removing access and managing assets. Getting employees through the front door will get the most attention – after all you never get a second chance to make a good first impression – but managing how to get assets back will need just as much work.

Automating the deprovisioning process will help, as access rights can be tied to the device and then triggered as part of returning equipment. Doing this remotely will get more attention too, as employers will not want to risk shipping back devices that are not secured properly. Taking care of devices will be problematic if it doesn’t have good insight into what users have in place, how they use those devices, and how they can be managed over time.

Prediction #3 – How we measure work will have to change

When everything is working well, technology can help companies big and small to be more effective. However, what does effective support look like when employees are remote for the majority of the time? How do companies define the services that they need, and track their results?

In 2022, companies will have to think seriously about how they measure work and results. The traditional approach of tracking hours in the office is not appropriate – you might say it never was, even before COVID-19 – yet many managers currently don’t feel comfortable or able to adopt results-based approaches instead. Overcoming this mindset is essential.

During the next year, we’ll see two kinds of approaches – those companies that work out how to measure employee performance by results that they deliver over time, and those that try to keep that old oversight model in place. For the first group, the challenge is how to ensure that they get the right level of productivity in place and that employees are challenged rather than overworked. For the second group, the biggest challenge will be retention. Too much oversight will lead talented staff to look elsewhere.

The goal should be to work in the right way, providing strong support and with a good company culture in place in all interactions, regardless of how those interactions take place. At the same time, teams will have to look at how their processes function when work can be asymmetric and asynchronous, rather than tied to specific business hours. In the year ahead, this will be what many IT teams will have to work on internally across their own processes, and they will have to take those lessons out to the wider business too.

Remote work is here to stay

Knowing how to keep your work structure strong with employees working all over the world is critical. In addition, it is also essential to attract new talent. Do you want to hire employees from all over the world but don’t know how to do it? Contact Us

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Three changes to work in 2022

Three changes to work in 2022

Three changes to work in 2022 

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019 

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Despite many employers’ hopes, a full-time return to office-based work is looking highly unrealistic as the omicron variant pushes back return-to-office plans once again for millions of workers. And, given the way the current labour market shifted power to employees, pre-pandemic work structures are likely to become a relic. 

Yet for all that seems certain, there is still so much we don’t know about how our working environment will evolve in 2022. This time last year, many people expected 2021 to bring a degree of stability, perhaps even the smooth rollout of hybrid work. The emergence of new variants of the virus blocked this – and may well continue to do so in the months ahead. 

Amid constantly shifting circumstances, it’s hard to pin down where we might find ourselves in 12 months’ time. But experts who study employment and the workplace have identified a few trends that are already giving shape to the way we’ll be working in the coming year, and may just be a window onto the future of office life. 

 

1. Shorter workweeks may happen  

A call for shorter workweeks and condensed hours has been gaining traction around the globe, with companies and entire governments alike already exploring this alternative.

 

2. Workers won’t be heading back to the same offices 

When some workers finally do return to the office – whether in 2022 or down the road – many will find the layout and function to be completely different. Nicholas Bloom, a professor of economics who studies at Stanford University said in an interview that companies will reconfigure spaces this year to meet the needs of a newly hybrid workforce, and accounting for how people want to work when they’re together in person: collaboratively.

Bloom, who has studied the future of the office for years, says the transition back to in-office days has so far been awkward and clumsy. He says he’s heard “horror stories” from workers whose companies have called them back into the office – for instance, sitting in half-empty offices on the same Zoom calls they would at home (and listening to colleagues do the same). 

In other words, the pre-pandemic office doesn’t work the way employees in 2022 need it to.

Since some companies that have rolled out hybrid models bring in certain teams into the office on the same day each week, Bloom says co-ordination is going to be the name of the game this year, and more offices will make permanent layout changes to facilitate this.

 

3.  Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

Flexibility around how, where, and when people work is no longer a differentiator, it’s now table stakes. Unfortunately for many organizations, increasing flexibility will not slow turnover in today’s tight labor market; in fact, turnover will increase, for two reasons.

First, there will be weaker forces keeping employees in seats. Employees that work hybrid or remotely have fewer friends at work and thus weaker social and emotional connections with their coworkers. These weaker connections make it easier for employees to quit their job by reducing the social pressure that can encourage employees to stay longer.

Second, there will be stronger forces enticing employees away as the pool of potential employers increases. With hybrid and remote work as the norm, the geographic radius of the organizations that someone can work for also expands. This increased attrition risk remains even in a hybrid model where employees are expected to come into the office at least once a week. Employees are much more willing to take on a longer commute when they must do so less frequently; the pool of potential employers expands alongside employees’ commute tolerance.

These factors will lead to sustained; higher turnover rates compared to any historical norms. The great resignation will shift to the sustained resignation. 

hire employees from anywhere

It is evident that work has changed and will never be the same again. This gives us many advantages, one of them is being able to hire employees from anywhere in the world, because as we prove, it is not necessary to be physically in the same place to be able to work as a team. You know how to do it? 
Contact Us

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Two main reasons why workers will be flush with job opportunities in 2022

Two main reasons why workers will be flush with job opportunities in 2022

Two main reasons why workers will be flush with job opportunities in 2022

Americans are quitting their jobs in record numbers, and economists say the Great Resignation is likely to keep up well into 2022.

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In this article we present two main reasons why economists believe workers will continue to have their pick of jobs in 2022, and what it will take for more Americans to rejoin the labor force.

Demand for goods will remain high

Retail sales were higher than expected in October, according to the latest report from the Commerce Department, meaning that Americans are buying a lot of stuff. Businesses are doing what they can to keep pace with consumer demand, especially heading into the holiday season, by hiring workers to produce, transport and sell more goods.

But industries with some of the highest numbers of job openings are experiencing the highest turnover, especially across retail and manufacturing, Pollak says. This kind of labor crunch incentivizes businesses to do everything they can to attract and retain workers through better pay, perks and working conditions.

Demand for services is recovering

Covid-19 pushed many in-person events from 2020 into the next year, and this summer’s contagious delta variant pushed additional 2021 events into the future. With improved vaccination rates and pandemic conditions in general, Pollak says a bunch of events from the last two years will finally happen in 2022.

That means a sharp rise in vacations, concerts, weddings, conferences and other live events — as well as a need for businesses to staff up for all these occasions.

As people return to daily public life, the need for workers across sectors like transportation, leisure and hospitality, and other services (which ranges from auto workers to hairstylists to laundry workers) will rise. Some reports estimate the infrastructure bill will help create 1 million jobs over the next five years, with the most immediate gains in construction.

don’t miss out on new opportunities

As we can see, the labor demand will be on the rise and there will be many options that employees will have when choosing where to work. Even today we know that it can be done remotely from anywhere in the world.
If you are the owner of a company and you are interested in hiring employees from other countries and you don’t know how to do it, contact us! We take care of doing it in an easy, fast and simple way. Contact Us

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Optimizing home office

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Three changes to work in 2022

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Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

A guide for hiring remote workers in this country

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US companies are beginning to look abroad for top talent, who can be hired as remote workers in their own country.

A few of the advantages of hiring in Canada are purely practical, such as sharing English as a primary language, proximity to the US for ease of travel, similar time zones, and a developed educational and professional environment. But then your company will have to find a way to legally hire a Canadian citizen. This guide will outline your options and the main compliance concerns when employing in Canada, with the need to set up a Canadian payroll from the US.

Can a US company hire a Canadian citizen?

If you have recruited a Canadian worker, the steps of hiring them may seem daunting. It is one thing to hire employees in the US in a familiar system, but that becomes more complex in a new country. The primary challenge is running a compliant Canadian payroll, and meeting all labor and employment regulations.

If you do this on your own, your HR department will be facing an entirely new regulatory framework, without any local assistance. However, there are ways to overcome these barriers with the use of third-party expertise.

How do US companies hire Canadian employees?

There are two main methods for US companies to hire Canadian employees:
1. Set up a Canadian entity
2. Employ your Canadian employee through an employer of record

The choice will depend on your level of commitment to Canada, number of employees and cost considerations.

Let´s have a look at each one:

1. Set up a Canadian entity

Your company can set up its own Canadian entity as a branch or subsidiary, and hire and payroll the employees directly. But this method is less than ideal if all you want to do is hire Canadian workers. It is costly and time consuming to set up an entity in any foreign country, and will require the use of legal and accounting experts in Canada. It really only makes sense if you are hiring an entire remote Canadian team, or have other strategic business plans in the country.

2. Employ your Canadian employee through an employer of record

A more efficient option is to use a Canadian employer of record (EOR) to hire your remote employees. The EOR is already set up as a legal entity with a local payroll that can hire and onboard your employees immediately. The EOR will ensure that your company is in full compliance with tax and entitlement calculations, which your Canadian employees can rely on as residents. While the EOR administers employment in Canada, your company continue to manage the employee’s schedule and work projects.

Let´s clear some doubts about it:

Does a Canadian employee working for a US company have to pay US social security or taxes?
As long as your Canadian employee does not establish residency in the US, they don’t have to pay US taxes or social security. The fact that they are being paid by a US company does not equate to personal income tax liability for the employee, as long as they remain in Canada.

Do Canadian employees need a work visa or permit to work remotely for a US company?
The simple answer is that as long as the Canadian remote worker is physically performing the work in Canada, no US work visa is required.

hiring remote workers in Canada

You don’t have to go to the expense of setting up a Canadian entity, or take the risk of hiring contractors. Roots EOR employer of record in Canada is ready to do it for you, complying with every part of Canadian and provincial employment laws, and making sure that your new employee is taken care of locally. Contact Us

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