How to Design Job Roles for a Market That’s Constantly Evolving

#### Hire for growth and design roles that evolve with the market. - ** Why 2025 Data Beats 2023 Insights** The World Economic Forum’s Future of [Jobs Report 2025](https://www.weforum.org/publications/the-future-of-jobs-report-2025/digest/?utm_source=chatgpt.com) shows a major acceleration in how skills evolve. In just two years, the share of core job skills expected to change rose from **44% (2023)** to **51% (2025)**. That means over **half of what makes someone great at their job today may not apply in two years**. And yet, many hiring teams are still writing job descriptions like it’s 2018. - ** Most Job Descriptions Are Outdated by the Time They’re Posted** Let’s be honest, traditional job descriptions are static. They’re often: - Pulled from outdated templates - Filled with buzzwords instead of real expectations - Focused only on today’s problems That’s a problem when markets, technologies, and tools are shifting every quarter. **What to do differently:**Design roles using a **Core + Flex model**: - **Core:** What’s essential for success today - **Flex:** Skills the person will grow into as the market (and your team) shifts **Example:** A Controls engineer today needs to understand traditional PLCs. But your Flex section might include “training on AI-driven predictive maintenance tools”—knowing full well those tools are on your 12-month roadmap. - ** Build in Evolution from Day One** top treating job descriptions as permanent.Use them as a living document tied to quarterly or semi-annual planning cycles. Each role should include: - **Year 1 Objectives:** What success looks like in the short term - **Year 2+ Growth Tracks:** Clear ways this role can evolve based on business needs By setting expectations that roles will adapt, you: - Attract growth-minded talent - Retain high performers longer - Reduce the need for reactionary backfilling - ** Focus on their Trajectory, not Just Their Title** You’re not just competing on salary anymore. Top engineers and developers want: - A sense of direction - Opportunities to reskill - Roles that don’t box them in Including flexible skill-building paths directly in your job specs tells candidates:“We aren’t hiring you to stay still. We’re hiring you to grow with us.” - ** The Payoff: Better Hires, Lower Turnover, Less Risk** When you shift from rigid job specs to **future-focused role design,** you:✅ Stay aligned with shifting market needs✅ Keep your internal pipeline agile✅ Reduce time and cost-to-fill✅ Create more promotable employees from within **Real Results from Forward-Thinking Teams**One of our industrial automation clients redesigned 15 job roles this year. Instead of requiring outdated credentials, they opened **flex paths for on-the-job upskilling** in robotics systems and human-machine interfaces (HMIs). The result?📈 **24% drop in time-to-fill**📈 **2.5x increase in internal promotions** This isn't theory, it works. **Final Thought**If your team’s hiring struggles feel harder than they used to, you’re not imagining it. The problem may not be your recruiters or your budget, it could be that your roles aren’t evolving fast enough for the people you’re trying to hire. Let us help you reframe how you approach role design based on the market you’re competing in _today_, not the one that existed three years ago. Reach out to an ESPO Job Specialist today at 630-789-2525 or email us directly at [contact@espocorp.com](mailto:contact@espocorp.com) ## Add Your Heading Text Here