It is important to use valid selection tools to hire people for the work you have for them. But, what happens when technology changes the tasks or the jobs get replaced by automation? You can let people go as their work becomes obsolete and hire new staff. However, in times with low unemployment, this strategy will be difficult to execute. Or, you can train people to acquire the new skills. This has big implications in industries where tech is changing the nature of work, such as mining and warehousing, just to name two. However, trying to train lots of people in new skills assumes that they have the interest and aptitude for learning them. Remember, people chose to pursue their given job/career for a reason.
Amazon and Walmart provide an example of this type of investment. Their programs include technical and college training. What is telling about their plans is that neither company considers it a “nice to have.” Rather, it is an acknowledgement that the skills it takes to run their businesses are changing and they don’t think they can find enough talent to meet future needs in the labor pool. This may be because so many young people want a career that requires as little work as possible.
The situation also makes one think about selecting people for industries where the skills required change rapidly. Instead of using tests or interviews that focus on specific abilities, perhaps addressing broader ones, such as openness to new experiences and general aptitude, will serve companies better.