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Risks To Businesses From Population Decline

What plans do you have for the future?

A Shrinking World: Strategies for Business Growth in a Declining Population

A recent study by the Institute for Health Metrics and Evaluation (IHME), published in The Lancet, paints a picture of a world with a shrinking population by the year 2100. This demographic shift, driven by falling fertility rates, presents significant challenges for businesses across the globe. However, amidst the potential disruption, there are also opportunities for those who can adapt and innovate.

This article explores the implications of a declining population for businesses and outlines actionable strategies to navigate this new reality.

Understanding the Impact

Falling fertility rates translate to a smaller workforce, impacting both the supply of labor and the overall size of the consumer market. Here’s a breakdown of the key challenges:

  • Labour Shortage: A shrinking workforce pool will make it harder to find qualified employees. This could lead to wage inflation and potentially hinder business expansion plans.
  • Shifting Consumer Demographics: An aging population means a decrease in demand for certain goods and services traditionally targeted towards younger demographics. Businesses that cater to families with children or young professionals might see a decline in sales.
  • Social Security Strain: With fewer working-age adults supporting a larger elderly population, social security systems may face financial pressure. This could lead to increased taxes or reduced benefits, impacting disposable income and consumer spending.

Strategies for a Shrinking World

Despite the challenges, there are strategies businesses can employ to thrive in this new environment:

  • Embrace Automation and AI: Investing in automation and artificial intelligence (AI) can help offset labour shortages by automating routine tasks and improving efficiency. This allows businesses to do more with less manpower.
  • Focus on Innovation: Developing new products and services catering to the needs of an ageing population is crucial. This could include healthcare solutions, senior living facilities, or products designed for increased accessibility.
  • Reskilling and Upskilling the Workforce: Companies can invest in training and development programmes to equip existing employees with the skills needed for new technologies and changing market demands.
  • Attract and Retain Talent: In a competitive job market, attracting and retaining top talent becomes even more important. Businesses can do this by offering competitive compensation packages, flexible work arrangements, and a positive work culture.
  • Embrace Diversity and Inclusion: A shrinking workforce necessitates tapping into all available talent pools. Diversity and inclusion initiatives that attract women, minorities, and older workers can be a game-changer.
  • Expand into New Markets: Businesses can explore opportunities in countries with higher fertility rates or younger populations. This may involve setting up operations overseas or catering to these demographics through exports.
  • Sustainability and Resource Optimisation: A smaller population might lead to a decrease in resource consumption. Businesses can adapt by focusing on sustainability, developing resource-efficient products, and minimising waste.
  • Invest in Customer Experience: With potentially fewer customers, businesses need to prioritise customer loyalty and satisfaction. Building strong relationships and providing exceptional customer experiences will be critical for retaining a shrinking customer base.
  • Leverage Technology for Marketing and Sales: Marketing and sales efforts can be optimised by utilising big data and analytics to identify and target specific customer segments more effectively.

Examples of Business Adaptation

Several companies are already taking steps to adapt to a shrinking population:

  • Manufacturing: Companies are investing in automation and robotics to reduce reliance on manual labour.
  • Healthcare: Businesses are developing products and services catering to the growing elderly population, such as home healthcare solutions and assisted living facilities.
  • Retail: Retailers are focusing on online shopping experiences and offering delivery services to cater to a more homebound population.

A Call to Action

The declining global population is a long-term trend, but the effects will vary by region and industry. Businesses that proactively recognise this shift and implement adaptation strategies will be best positioned for continued success. By embracing innovation, reskilling their workforce, and catering to the needs of an aging population, businesses can not only survive but also thrive in this new demographic landscape.

Looking Forward

The future may hold a smaller global population, but it also presents exciting opportunities for innovation and growth. Businesses that are proactive and adaptable will be the ones to shape this new economic landscape. The time to plan for a shrinking world is now.

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Why is it so hard to get staff?

What are the effects of shortage of staff?

10 Tips for Recruiting Hard-to-Find Staff in the UK in 2024:

  1. Rethink your employer brand: In a tight market, your company culture and values matter more than ever. Showcase what makes you unique and attractive – flexible work options, strong ESG (environmental, social, and governance) commitment, diverse and inclusive environment, etc.
  2. Target niche talent pools: Look beyond traditional job boards and focus on communities where your ideal candidates gather. Attend industry events, partner with professional associations, engage with universities and colleges for early talent, and leverage social media groups.
  3. Revisit your job descriptions: Ditch generic postings and craft compelling narratives that highlight the role’s impact, growth opportunities, and team dynamics. Use clear and concise language, focusing on essential skills and experience.
  4. Embrace alternative recruitment methods: Consider targeted advertising on niche platforms,employee referrals with attractive incentives, or even talent competitions specific to your industry.
  5. Offer competitive compensation and benefits: Research market rates and factor in the rising cost of living. Go beyond salary with attractive benefits packages like flexible hours, remote work options, generous healthcare plans, and skill development opportunities.
  6. Prioritise a streamlined and engaging candidate experience: Make the application process seamless and efficient. Provide regular updates and feedback, and utilise virtual interviews and assessments to reach broader talent pools.
  7. Focus on diversity and inclusion: Actively seek candidates from underrepresented groups and ensure your recruitment process is free from bias. Partner with diversity recruitment agencies and showcase your commitment to an inclusive workplace.
  8. Leverage employee advocacy: Encourage your current employees to become brand ambassadors. Share employee testimonials, success stories,and company culture insights through social media and internal channels.
  9. Invest in candidate relationship management (CRM): Track your recruitment efforts and build relationships with potential candidates, even if they don’t fit the immediate need. This can create a talent pipeline for future positions.
  10. Be open to new ways of working: Consider alternative work arrangements like freelance, contract, or part-time positions to attract talent with specialised skills or those seeking flexibility.

Remember, attracting top talent in a competitive market requires a proactive and personalised approach. By following these tips and demonstrating genuine care for your employees, you can increase your chances of finding the hidden gems you need for your UK team in 2024.

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Why am I struggling to recruit?

How to overcome recruitment challenges In 2024

The Hiring Hustle: Why Finding Talent in the UK Feels Like Running Through Mud (and How to Get Back on Track)

Finding the right talent in the UK feels like wrestling an octopus underwater – slippery, unpredictable, and frustratingly resistant. You might be asking yourself, “Why am I struggling to recruit?” Well, you’re not alone. In the post-pandemic landscape, a perfect storm of factors has brewed a talent shortage brewing stronger than a cuppa on a rainy day. Fear not, weary recruiter, for this article is your life raft! We’ll dive deep into the murky waters of UK recruitment challenges, equip you with solutions, and guide you back to dry land with a stellar hire in tow.

Recruitment Problems and Solutions: A Survival Guide for UK Employers

The Culprits:

  • Skills Shortage: The UK faces a stark mismatch between existing skills and in-demand jobs. Automation and AI are accelerating this, leaving some sectors desperately searching for qualified candidates.
  • The Great Resignation: People are re-evaluating their priorities and ditching unfulfilling jobs. Flexible work, good work-life balance, and meaningful roles are the new gold standard.
  • Candidate Expectations: Gone are the days of settling for mediocrity. Today’s job seekers expect competitive salaries, attractive benefits, and a positive company culture.
  • Slow and Siloed Processes: Labyrinthine application procedures, delayed responses, and poor communication turn off top talent, sending them swimming to your competitors.

The Lifelines:

  • Rethink Your Talent Pool: Broaden your net! Consider candidates with transferable skills, upskilling existing employees, and attracting diverse talent from underrepresented groups.
  • Embrace Flexibility: Remote work, hybrid models, and flexible hours are no longer perks, they’re necessities. Offer options that cater to today’s work-life demands.
  • Level Up Your Employer Brand: Showcase your unique company culture, highlight employee testimonials, and build a strong online presence that screams “great place to work!”
  • Streamline Your Recruitment Process: Ditch the paper tigers! Simplify applications, utilise technology for faster communication, and keep candidates informed at every step.
  • Invest in Candidate Experience: Treat applicants with respect, respond promptly, and offer feedback. Remember, they’re interviewing you too!

How to Overcome Recruitment Challenges: Your Action Plan

  1. Conduct a Skills Gap Analysis: Identify crucial skills missing in your team and tailor your recruitment strategy accordingly.
  2. Revisit Your Compensation and Benefits Package: Benchmark against competitors, offer competitive salaries, and consider non-monetary benefits like wellness programmes and professional development opportunities.
  3. Revamp Your Job Descriptions: Use clear, concise language, highlight your company culture, and focus on the impact of the role, not just the tasks.
  4. Leverage Social Media and Professional Networks: Build relationships with recruiters, utilise recruitment platforms, and actively engage with potential candidates online.
  5. Partner with Training Providers: Invest in upskilling or reskilling existing employees to fill critical gaps within your team.

Problems Associated with Recruitment and Selection: Unmasking the Gremlins

  • Bias and Discrimination: Unconscious biases can creep into the hiring process, leading to unfair practices and missed opportunities. Train your team on inclusive recruitment practices and utilise anonymous resume screening.
  • Poor Interviewing Techniques: Vague questions, lack of structured assessment, and relying solely on gut feeling can lead to bad hiring decisions. Develop standardised interview formats, train interviewers, and utilise objective skills assessments.
  • Slow Decision-Making: Delays in communication and feedback leave candidates in limbo, damaging your employer brand and potentially losing top talent to faster-moving competitors. Streamline your decision-making process and keep candidates informed.

Recruitment Challenges 2024: What Lies Ahead?

The war for talent will continue in 2024, with automation driving further skills shifts and the demand for flexible work arrangements remaining high. Adaptability, creativity, and a commitment to diversity will be key differentiators for successful companies.

Why is Recruiting Stressful? A Confessional for Weary HR Warriors

Recruiting is a pressure cooker. Tight deadlines, demanding hiring managers, and a constant battle against rejection can take their toll. Remember, self-care is crucial! Delegate tasks, set realistic expectations, and celebrate your successes along the way.

What is the Toughest Part About Recruiting? Confessions from the Trenches

The most challenging aspect often depends on the specific role and industry. However, attracting qualified candidates and navigating a slow and inefficient process consistently rank high on the list of recruiter grievances.

Why is the Recruiter Taking So Long? Demystifying the Delays

Patience is a virtue, but a little transparency goes a long way. If you’re feeling left in the dark, don’t hesitate to reach out to the recruiter for an update. A simple email or phone call can clarify the timeline and alleviate your anxiety.

Remember, the recruiter is your partner in this process. They want to find the right fit for the role just as much as you do. Open communication, mutual respect, and a shared commitment to transparency can make all the difference in navigating the recruitment journey.

Beyond the Battlefield: A Vision for Future UK Recruitment

The UK recruitment landscape is evolving rapidly. To thrive in this dynamic environment, employers need to embrace a forward-thinking approach. Here are some key trends to watch:

  • The Rise of Data-Driven Recruitment: Utilising candidate analytics, AI-powered candidate matching, and predictive hiring tools will become increasingly important for identifying top talent.
  • The Embracing of Gig Economy and Project-Based Work: Flexible work arrangements will continue to gain traction, with companies tapping into talent pools beyond traditional employment models.
  • Focus on Employee Experience: Investing in employee onboarding, continuous learning opportunities, and career development programmes will become crucial for attracting and retaining top talent.
  • Building a Strong Candidate Relationship Management (CRM): Nurturing relationships with potential candidates, even if they’re not the right fit today, can foster future opportunities and build a strong talent pipeline.

Conclusion: From Frustration to Fulfillment – Making the UK Hiring Hustle Work for You

Finding the right talent in the UK is no walk in the park, but it’s not an impossible feat either. By understanding the challenges, embracing innovative solutions, and fostering a culture of open communication, you can transform the recruitment battlefield into a fruitful talent oasis. Remember, the key is to adapt, be creative, and prioritise both candidate experience and your own well-being. So, take a deep breath, dust off your recruitment boots, and get ready to land that fantastic hire!

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Struggling to recruit in the UK? Discover the 10 most challenging vacancies and expert tips on attracting the talent you need.

Can’t find the workers?

Recruiting in the UK: Battling the Hydra of Unfilled Vacancies

The UK’s job market is booming, unemployment is down, and businesses are crying out for talent. But amidst this apparent abundance, a hidden monster lurks – the hydra of hard-to-fill vacancies. These positions, like mythical beasts, seem immune to traditional recruitment methods, leaving employers frustrated and productivity stalling. As a UK recruitment expert, I’ve seen this struggle firsthand, and here I aim to identify the 10 most ferocious heads of this hydra, delving into why they’re so challenging to tame and offering practical tips for employers seeking to slay these recruiting dragons.

1. The Tech Titans:

Leading the charge are the Software Engineers, Architects, and Developers – the digital alchemists turning ideas into silicon gold. Their specialised skills are in high demand across industries, from fintech to healthcare, but their supply remains limited. The allure of remote work and lucrative US opportunities further complicates the hunt. Tips: Upskill existing employees, embrace flexible work arrangements, and highlight your company’s innovative projects to attract tech talent.

2. The Carers Conundrum:

On the opposite end of the tech spectrum lies a critical, yet under-valued, head: the Care Assistant. The ageing population relies heavily on these compassionate souls, but low wages, high pressure, and emotional strain make recruitment a constant struggle. Tips: Advocate for improved pay and working conditions, invest in training and development, and showcase the rewarding nature of care work.

3. The Culinary Conundrum:

From Michelin-starred kitchens to bustling bistros, the aroma of unfilled vacancies hangs heavy in the air. Skilled Chefs are a rare breed, demanding both culinary artistry and managerial acumen. Long hours, intense pressure, and limited career progression push many away. Tips: Offer competitive salaries, flexible work schedules, and opportunities for learning and development. Emphasise the creative freedom and satisfaction of crafting culinary masterpieces.

4. The Customer Service Centaurs:

The ever-demanding realm of Customer Service requires a mythical blend of patience, problem-solving, and communication skills. Yet, these modern-day centaurs are often undervalued and overworked, leading to high turnover and recruitment woes. Tips: Foster a positive work environment, invest in employee training, and empower your customer service heroes with autonomy and decision-making power.

5. The Construction Hydra:

Brick by brick, the UK’s construction industry faces a skills shortage. From Bricklayers and Electricians to Carpenters and Plumbers, skilled tradespeople are in high demand. The perception of physically demanding work and limited career prospects discourages potential recruits. Tips: Partner with training institutions, offer apprenticeships and attractive career paths, and highlight the competitive salaries and job security of the construction sector.

6. The Logistics Labyrinth:

Keeping the wheels of the UK economy turning are the heroes of the Logistics industry. From HGV Drivers and Warehouse Operatives to Logistics Coordinators, their invisible hand ensures goods flow seamlessly. However, long hours, unpredictable schedules, and physically demanding work make recruitment a logistical nightmare itself. Tips: Offer flexible work arrangements, invest in automation to reduce physical strain, and showcase the vital role logistics plays in keeping society running.

7. The Digital Detectives:

In the ever-expanding digital realm, Cybersecurity Specialists are the knights safeguarding our data and infrastructure. Yet, their specialised skills are scarce and constantly evolving, making recruitment a game of cat and mouse against cybercriminals. Tips: Partner with universities and cybersecurity training programs, offer competitive salaries and opportunities for professional development, and emphasise the critical role of cybersecurity in protecting our digital world.

8. The Scientific Squad:

From geneticists to engineers, the UK’s Science, Technology, Engineering, and Mathematics (STEM) sectors face a talent gap. The perception of complex studies and limited career options deters students, leaving research labs and engineering projects understaffed. Tips: Make STEM education more engaging and accessible, showcase the real-world impact of scientific research, and offer internship and apprenticeship programs to foster early interest.

9. The Medical Mages:

The healthcare system’s beating heart – Nurses, Doctors, and other Medical Professionals – are battling burnout and staff shortages. Long hours, emotional stress, and complex bureaucracy make these vital roles even harder to fill. Tips: Invest in staff wellbeing, improve working conditions, and offer flexible work arrangements. Advocate for better pay and career progression opportunities to attract and retain medical professionals.

10. The Education Architects:

Shaping the minds of future generations, Teachers are facing unprecedented challenges. Low salaries, lack of autonomy, and an increasingly demanding work environment make this noble profession less appealling. Tips: Invest in teacher training and support, empower educators with decision-making power, and showcase the creative freedom and rewarding impact of teaching. Emphasise the vital role of education in shaping a better future.

Conquering the Hydra:

These 10 heads are just a glimpse of the hydra of unfilled vacancies. While the challenges are real, so are the solutions. By understanding the reasons behind the talent shortage, embracing innovative recruitment strategies, and investing in employee well-being and development, employers can slay these recruitment dragons and attract the talent they need to thrive. Remember, conquering the hydra requires not just brute force, but also cunning, adaptability, and a commitment to fostering a work environment where talent can flourish.

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Where are the biggest risk management skills gaps?

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Top 10 Business Risk Management Jobs with Skills Shortages Heading into 2024: A Recruiter’s Perspective

As the calendar edges closer to 2024, business leaders worldwide are taking stock, strategising, and bracing for the ever-evolving landscape of risk. In this volatile climate, one thing remains constant: the critical need for skilled and dedicated professionals in business risk management (BRM).

However, a concerning trend is emerging – a widening skills gap within the BRM domain. Several key job titles within this field are facing acute shortages, leaving organisations exposed and vulnerable. Recruiters shed light on the top 10 such roles and the crucial skills employers are desperately seeking.

1. Chief Risk Officer (CRO): The captain of the BRM ship, the CRO oversees the entirety of an organisation’s risk landscape. They require exceptional leadership, strategic acumen, and deep understanding of industry regulations. “A strong CRO is worth their weight in gold. They not only identify and mitigate threats but also build a culture of proactive risk awareness within the company.”

2. Operational Risk Manager: Responsible for day-to-day risk assessment and mitigation within specific operations, these individuals juggle meticulous attention to detail with broader strategic thinking. Strong analytical skills, process improvement expertise, and a keen eye for potential disruptions are essential. “Operational risk managers are the silent guardians of efficiency. Their vigilance ensures smooth operations and prevents costly hiccups.”

3. Cyber Security Risk Analyst: With cyber threats escalating by the day, skilled cyber security risk analysts are in high demand. They must possess a blend of technical expertise (think vulnerability assessments and penetration testing) and strong communication skills to translate complex technical jargon into actionable insights for leadership. “In today’s digital age, cyber security is not just an IT issue, it’s a business imperative. Cyber security risk analysts are the frontline soldiers in this critical battle.”

4. Business Continuity and Disaster Recovery (BCDR) Planner: Adept at conjuring disaster preparedness plans from thin air, BCDR planners are masters of resilience. They require meticulous planning skills, logistical prowess, and the ability to keep a cool head under pressure. “A good BCDR planner is worth their weight in gold when disaster strikes. They ensure our business can weather any storm, minimising downtime and protecting our bottom line.”

5. Enterprise Risk Management (ERM) Specialist: ERM specialists are the glue that binds an organisation’s risk management framework together. They excel at data analysis, risk modelling, and translating complex risk assessments into actionable insights for different departments. “ERM specialists are the translators of the risk world. They break down complex data into digestible information that empowers informed decision-making across the organisation.”

6. Fraud Investigator: Unearthing financial deception and safeguarding organisational assets, fraud investigators are the financial detectives of the business world. They require a keen eye for detail, sharp analytical skills, and the tenacity to follow the money trail wherever it leads. “Fraud investigators are the silent guardians of our financial integrity. Their vigilance protects our bottom line and ensures investor confidence.”

7. Environmental, Social, and Governance (ESG) Analyst: With ESG considerations becoming increasingly crucial for businesses, skilled ESG analysts are a hot commodity. They must possess a comprehensive understanding of sustainability principles, social impact measurement, and the ability to translate complex ESG data into actionable insights for leadership. “ESG analysts are the bridge between business and sustainability. They help us make informed decisions that not only benefit our bottom line but also create a positive impact on the planet and society.”

8. Supply Chain Risk Analyst: In today’s globalised world, supply chains are intricate and vulnerable. Supply chain risk analysts are the watchdogs, identifying and mitigating potential disruptions, from resource shortages to geopolitical instability. Strong analytical skills, supplier relationship management expertise, and a global perspective are key. “In today’s interconnected world, supply chain resilience is paramount. Supply chain risk analysts are the first line of defense against disruptions that can cripple our operations.”

9. Regulatory Compliance Officer: Their role is pivotal in protecting organisations from legal repercussions and reputational damage. “Compliance officers are the unsung heroes of corporate governance. Their vigilance ensures we operate within the bounds of the law and maintain the trust of our stakeholders.”

10. Internal Auditor: Acting as the organisation’s independent watchdog, internal auditors assess internal controls, identify risks and inefficiencies, and make recommendations for improvement. They require strong accounting and analytical skills, a keen eye for detail, and the ability to communicate complex findings to leadership in a constructive manner. “Internal auditors are the eyes and ears of the board. Their independent assessments ensure transparency and accountability, driving continuous improvement within the organisation.”

Closing Thoughts:

The skills gap in business risk management is a pressing concern, but it also presents a golden opportunity for talented professionals. By honing the skills outlined above, individuals can position themselves for rewarding careers in this critical field. For businesses, proactively addressing this gap through targeted recruitment, skills development programmes, and competitive compensation packages is crucial for building organisational resilience and navigating the turbulent waters of the future.

As we step into 2024, let us remember that business risk management is not merely a cost centre, but a strategic investment in the future. By fostering a culture of risk awareness, investing in skilled professionals, and implementing robust risk management frameworks, organisations can navigate the ever-changing landscape with confidence, seizing opportunities while mitigating threats.

Remember, the future belongs to those who anticipate the storm and build their ship accordingly.

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Strategies for managing employee shortages

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How do you attract recruit and retain top talent?

What is it about your business culture or reputation that should attract more job applications? How do you engage with your employees and fulfil their career progression aspirations? How well do you communicate with your existing employees and with those whom you wish to attract to your business? What opportunities are there for your employees to learn and develop their skills whilst improving your business development?

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Have you overlooked the potential of your existing employees to fill your own skills gaps? Could you adjust your job descriptions to attract people who have the potential to grow into roll you need to fill? What could your business do in the short-term to manage what may be a short-term problem?

If you are not filling up your boat fast enough, what are you doing stop it leaking!

Many businesses under value the talent they have in their business already. The cost of replacing existing talent can include a higher salary to attract staff who leave, lost business waiting to fill job vacancies and the dissatisfaction of the employees left within the business.

  • Do you know if you have a problem of staff retention? There is a tendency for business leaders to blame the people who have left the business when the problem is how business leaders manage staff retention.
  • Do you know if you’re wages and benefits are competitive in the marketplace? A leaky boat could become a sunk boat! You may need to adjust your business priorities to prevent future issues becoming catastrophic.
  • Could better use of existing staff not only improve the business, but boost the confidence and loyalty of existing staff to stay with the business for the long haul.
  • What other changes apart from P can your business make to encourage existing staff to stay and attract talent? many people know value flexible working opportunities over higher pay and that may keep your existing staff or attract new employees.

The fuller engagement of employees in the journey of the business can pay dividends in terms of staff retention and avoidance of service quality issues.

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You may need to change your approach if resourcing is causing business development problems. The cause of your skills gap maybe your own doing or maybe a marketplace issue. Either way your skills gap will need to be addressed if it is to stop impeding your business progress. What is your plan to fill your skills gap?

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  • What careers are related to risk management – if you can manage business risks you can manage a business generally or specialise in specific areas of risk management.
  • What is a job in risk management – it is a career in managing the upside or downside of decision-making in business or an enterprise.
  • Is risk management a good career – uncertainties in business have never been greater and expertise in managing business or enterprise risks has never been greater.
  • Does risk management pay well – pay is based on demand and demand for knowledge and experience of manage risks has never been higher.

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Finding a better job may not mean you have to leave your present employer. An existing employer may have new job opportunities for you if you move side ways as well as up. Moving sideways for same pay may give you the opportunity in near future to lift your career to a new level.

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Assuming you are leaving to find a better job BusinessRiskTV can help your career breakthrough to better pay and a more rewarding opportunity.

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Ever feel trapped in your job? Want to feel more wanted? If you have the aptitude and a good work ethic there are many unfilled job vacancies in the UK.

However great opportunities rarely simply fall into your lap. You have to graft at career development to speed up the process and become a success.

Developing your career faster means you will get more money as a by product of your success, so its not being greedy wanting more money. It is part and parcel of being more successful in your career development.

In the UK we tend to be a bit more reserved. Talking about wanting a better paid job and career progression may be frowned upon You’re too big for your own boots but it is okay to moan about being skint. Not having enough money to do the things you want in life can normally only be solved by looking for a better job unless you win the lottery!

If you want a better job you’re going to have to work hard at finding a better job. BusinessRiskTV can assist though you will still need to put in the time but if you do then you will get a better job. It is the law of supply and demand. If you have the talent then you’re dream job is out there so get grafting now!

However better paying jobs aren’t always better jobs. Sometimes better paying jobs are the jobs most people don’t want to do and thats why you get premium pay level. Make sure you know what’s out there and then work hard at putting yourself in the best position to secure your dream job.

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