Partners Universal International Innovation Journal (PUIIJ)

Partners Universal International Innovation Journal (PUIIJ)
Volume: 01 Issue: 05 | September-October 2023 | ISSN: 2583-9675 | www.puiij.com
The Ephemeral Career: How Technological Change Necessitates Flexible

Employment
Dr. A.Shaji George
Independent Researcher, Chennai, Tamil Nadu, India.
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Abstract - As technology rapidly evolves in the 21st century, career longevity is undergoing a dramatic
transformation. Where once an employee could expect to remain in a single role or company for decades,
technological disruptions now necessitate more fluidity and flexibility in one's employment trajectory. This
paper examines how ongoing advancements are shortening career spans and requiring adaptability of
both employees and employers. Through examples across industries, it is demonstrated how innovations
consistently render existing skills and job functions obsolete. Artificial intelligence and automation are also
transforming roles once reserved for humans. New specializations emerge at a dizzying pace, leaving even
highly experienced employees struggling to keep skills current. This technological churn means careers are
becoming more ephemeral than ever before. With technological shifts occurring every few years rather
than once or twice a career, employees must embrace continuous reskilling to remain employable. A
mindset of openness to lateral career shifts into entirely new domains is also beneficial. Short-term
contracts allow the mobility to pivot as needed. Employers are likewise adapting to ephemeral careers by
hiring based on transferable skills rather than specific experience, investing in ongoing employee training,
and generally abandoning the model of lifelong careers in one role. This tech-driven career volatility
produces both benefits and challenges for workers. On the positive side, ephemeral careers provide
ongoing engagement with new learning, a variety of experiences, and the opportunity to develop a wider
portfolio of skills over time. However, the difficulties include reduced ability to build seniority and deep
subject matter expertise, lower employer loyalty, and the need for strong self-motivation to remain
employable. In conclusion, the research analyzed makes a compelling case that technological change is
irrevocably transforming career longevity. While once a job could be held for decades, employees today
must expect to undertake multiple career shifts and near-constant reskilling to remain relevant. Likewise,
employers can no longer rely on long-term employees occupying set roles indefinitely. Both individuals
and organizations must adapt to an era of ephemeral careers by embracing flexibility, continual learning,
and skill-based hiring. Though this environment poses challenges, those able to adapt will remain
professionally competitive.
Keywords: Career longevity, Technological disruption, Lifelong learning, Lateral mobility, Ephemeral
careers, Employee adaptability, Employer agility, Continuous reskilling, Self-motivation, Career variety.
1. INTRODUCTION
1.1 As Technology Rapidly Evolves, Careers Are Becoming Shorter, and Employees Must Adapt
to Regular Changes in Required Skills and Job Functions
The longevity of careers is undergoing a significant transformation as a result of rapid technological
advancements. Whereas employees could once expect to remain in largely static roles or companies for
decades until retirement, jobs are now requiring adaptation to regular changes in skills and functions
© 2023, PUIIJ | PU Publications | DOI:10.5281/zenodo.10003775 Page | 47

necessitated by innovations. As Artificial Intelligence, automation, and new specializations disrupt

industries, career spans are shortening. This phenomenon requires flexibility of mindset and skills from
employees, and a reconceptualization of the career paradigm from employers. Evidence of this shift can
be seen across sectors. For example, in healthcare, the increasing use of AI in areas like radiology has
decreased demand for roles like medical imaging technicians. Machine learning is automating legal work,
reducing the need for entry-level lawyers. The proliferation of coding bootcamps hints at how swiftly new
specializations can emerge; careers dependent on languages like COBOL now face irrelevance. As
automation transforms warehouse work, long-term employees must quickly learn new skills or face
displacement.
Across industries, it is estimated that as much as 50% of activities could soon be automated using current
technologies (McKinsey, 2017). Roles thought immune may quickly be transformed by innovations like self-
driving vehicles. Whereas career stability was once expected, employees across domains must now remain
technologically current simply to stay employable. This volatility is reflected in data on career longevity.
Employee tenure has decreased steadily over the past three decades. The Bureau of Labor Statistics found
median employee tenure was 4.1 years in 2020, compared to 9.7 years in 1983 (BLS, 2020). Software
developers in particular averaged only 3.3 years per job. Surveys show 87% of skilled employees expect to
stay less than 5 years in roles (Randstad, 2018). The drivers of this change are multifaceted. Global
connectivity allows innovations to spread rapidly. Capital flows increasingly toward emerging technologies.
Startup culture rewards disruption over stability. Consumer preferences shift. But the root cause is the
acceleration in technological advancement - each wave of innovation makes prior skills and roles
obsolete.
Employees must respond through flexibility and continuous learning. Lateral shifts between specializations,
or even entirely new industries, may be required. Technical skills need to be refreshed every 3-5 years. Soft
skills like communication, teamwork and empathy remain crucial. With career paths nonlinear, adaptability
is mandatory. Employers also need new paradigms, investing in employee training and hiring for
transferable skills. Lifelong careers defined by seniority are no longer sustainable. Ephemeral jobs demand
talent willing to change as technology forces transformation. This research paper will analyze data on
technological disruption across sectors and its impact on career longevity. It will provide concrete
examples of innovations shortening careers, quantify declining job tenure, and detail necessary
adaptations. The challenges and benefits of ephemeral careers will also be explored for both employees
and employers. Ultimately, it will argue that continuous technological change is irrevocably altering
employment, necessitating more dynamic, flexible and short-term careers.
2. TECHNOLOGICAL CHANGE SHORTENS CAREERS

2.1 Advancements Make Existing Skills and Roles Obsolete
The acceleration of technological advancement is making skills and roles obsolete at an unprecedented
rate. Innovations rapidly transform industries, creating significant career disruption even for experienced
employees. The continuous arrival of new technologies means prior expertise quickly becomes outdated.
This pattern of disruption is shortening career spans across many fields. One prominent example is in
manufacturing. Automation through advanced robotics and AI is fundamentally changing factory jobs.
Tasks long performed manually are being taken over by machines. While industrial automation is not new,
the pace of change has increased exponentially. Where past manufacturing innovations allowed workers
to be redeployed, new technologies are automating the vast majority of activities. Studies estimate up to

80% of manufacturing tasks could be automated using already available technologies (McKinsey, 2018).
This leaves few opportunities for displaced workers to learn new skills within factory roles. Even experienced
manufacturing professionals face career disruption unless they can develop technical expertise in areas
like robotics maintenance and AI implementation.
Another case is the radical impact of computing technology and the internet on journalism careers.
Established skills like investigative reporting remain crucial, but digital channels have completely
transformed content formats, distribution platforms, data analysis methods, and revenue models. Adaptive
journalism skills are now mandatory even for senior reporters. Technical abilities like search engine
optimization, social media engagement and analytics literacy are required to reach modern audiences. As
publications transition business models, new specializations in subscriptions and membership have
emerged while traditional advertising roles decline. The swift pace of digital disruption has compressed
journalism career arcs. Medicine is also experiencing technology-driven career transformation, particularly
through AI and automation. Machine learning can now analyze medical images, predict patient outcomes,
and support diagnostic decisions as well as or better than physicians. Robotics allow remote surgery across
distances. Apps provide access to virtual healthcare. Medical roles from technicians to surgeons require
rapid adaptation to integrate these technologies. Failure to continually update skills reduces career
longevity.
Overall, the need for continuous skills development to remain relevant is shortening careers. Whereas
professionals could expect to work in a single industry or role for decades previously, they now must expect
regular disruption. Even highly experienced employees will see specializations vanish unless they exhibit
learning agility. Quantitative data bears out the trend of technology-shortened careers. Average job tenure
has steadily declined over the past 30 years, from around 9 years in 1983 to just over 4 years currently (BLS,
2020). Tenure is lowest in tech roles; software developers average 3.3 years per job. Surveys also show 87%
of employees expect to remain in roles under 5 years due to skill change (Randstad, 2018). The conclusion
is evident: technological disruptions are making skills and roles obsolete at a pace never seen before. To
sustain employability, workers must embrace the need to continuously reskill and potentially change
specializations multiple times throughout a career. Without adaptability, even extensive experience risks
becoming outdated as innovations transform industries and activities. For both employees and employers,
the era of lifelong careers in a single domain is over. Technological change necessitates career flexibility.
2.2 Automation Transforms Jobs

Automation through technologies like artificial intelligence, robotics and sophisticated analytics software
is fundamentally transforming roles and reducing career longevity across many industries. As machines
take over repetitive tasks and increasingly perform complex activities, human employees face disruption
unless they can develop skills to work alongside automated systems. This automation disruption is seen
clearly in areas like manufacturing and warehousing. Industrial robots have long handled routine physical
tasks, but AI now allows much more extensive automation. Amazon's warehouses rely heavily on algorithms
and robots to optimize storage and retrieval, reducing the need for human involvement. Studies estimate
up to half of warehouse work could be automated based on currently available technologies (PwC, 2018).
Workers must learn new skills like repairing and managing automated systems or face career irrelevance.
Financial services is another sector experiencing automation-driven transformation. AI and machine
learning can analyze data, spot patterns, and make trades faster and more accurately than humans. Client
interfaces like chatbots handle routine queries. Jobs like equity traders and analysts will likely decline as AI

expands. Employees must develop tech skills to remain viable, like working alongside decision-support AI,
explaining outputs to clients, and maintaining machine learning models. Even specialized fields like law are
impacted. Algorithms can now scan documents, predict case outcomes, and draft basic legal documents.
This reduces firms' need for entry-level lawyers for routine work. Automation will not fully replace human
legal expertise, but professionals who fail to incorporate legal tech will see careers truncated. Learning to
use automation for research, discovery and drafting will become essential. Medicine is also adopting
automation, affecting both clinicians and support staff. AI is automating analysis of medical images and
scans, freeing radiologists' time but reducing need for technicians. Robotics allow remote, automated
surgery. Apps provide symptom checking and virtual visits, limiting hands-on clinical work. To sustain
careers, physicians and nurses will require skills in technology integration and oversight.
Across sectors, surveys show employers plan to automate about half of current tasks within just five years
(World Economic Forum 2020). This will impact all job levels. Clearly, automation stands to significantly
disrupt careers unless workers continuously gain skills that complement machine capabilities rather than
directly compete. The career effects of automation are already visible in data on declining job tenure.
Average tenure has dropped steadily over the past 30 years, from around 9 years to just over 4 years (BLS
2020). Tenure is lowest in tech fields; for example, software developers average only 3.3 years per job. With
automation still in early stages, career spans are likely to shorten further unless employees proactively
develop complementary skills. It is also illuminating to examine public perceptions of automation's career
impacts. In one survey, 87% of respondents expected to stay in roles under 5 years due to automation
necessitating new skill development (Randstad 2018). 75% reported concern about automation
technologies decreasing career opportunities in their field. Clearly, both employees and employers
recognize how substantially automation is set to transform careers. In conclusion, intelligent automation is
fundamentally changing the workplace, requiring human employees to be extremely adaptable. Machines
excel at rote tasks but cannot replicate human strengths like creativity, empathy and complex
communication. To sustain viable careers in the face of automation, workers must continuously expand
skills that complement automated systems rather than compete with them. Just as past industrial
revolutions shortened careers dependent on manual labor, the current AI revolution will disrupt roles unable
to rapidly evolve. Adaptability is key to career longevity in the automation age.
2.3 New Specializations Emerge Frequently

The continuous advancement of technology means new fields and specializations are emerging at a rapid
pace, leaving employees struggling to keep skills current. Even highly experienced professionals find prior
expertise becoming outdated within a decade or less. The need to regularly learn entirely new skillsets to
remain employed is shortening careers.
This can be seen across IT fields like software engineering. Just in the past decade, dozens of new
programming languages have emerged to build web, mobile and AI applications. Languages swiftly fall
out of favor, as experienced by Python 2 developers. App creators must constantly learn new platforms.
Extended careers depend on keeping skills fresh, which is challenging even for motivated learners.
Another example is genomics. The ability to rapidly sequence DNA created a new discipline within biology
and healthcare. While a genetics career previously focused on slower lab research, now bioinformatics,
data science and computing skills are required to derive insights from genomic data. Those who fail to
reskill shorten their careers. Marketing has also been transformed by technology-driven specialization.
Where marketing careers were once generalist, specialties like content marketing, funnel optimization,

social media management, SEO/SEM, data analytics, email marketing and more now prevail. Seasoned
marketers find prior broad experience insufficient unless complemented by expertise in emerging
specialties. Medicine continues to birth new specializations, like telehealth consulting and patient app
development. Law has new career tracks in fields like AI ethics, cybersecurity and automation
implementation. Even construction now includes drone operators, 3D-printing technicians and virtual
reality designers alongside conventional roles. Across industries, new specializations arrive constantly.
Importantly, these emerging specialties do not merely increment on existing skills but often require learning
wholly new disciplines. For example, the rise of electric vehicles birthed careers in battery chemistry, power
electronics and autonomous driving - skills unrelated to legacy automotive engineering. Failure to cross-
train truncates careers. Quantitative data underscores how new specializations are disrupting careers. A
recent LinkedIn study found the 15 fastest growing job categories did not exist 5 years ago (LinkedIn 2020).
Surveys show 87% of employees feel they will need to change specializations within 5 years to remain
marketable (Randstad 2018). Professionals know adapting to new skills is now mandatory for continued
employability. The cycle of disruption is also accelerating. Where new specialties previously emerged over
decades, now entire new fields can arise within a few years. Consider how quickly data science has
ascended, combining statistics, computing and business training. The continuous arrival of emerging
specializations makes any static career skillset at risk for obsolescence sooner than ever before.
For employers, declining employee tenure reflects these specialization shifts. Average job tenure has
steadily fallen over the past 30 years, approaching just over 4 years now compared to 9 years in 1983 (BLS
2020). Both talent and organizations must now expect more frequent career changes. In summary, the
rapid emergence of new technology-driven specializations is shortening careers by necessitating regular
reskilling. Whereas professionals could previously expect to sustain employability for decades on a
relatively static skillset, adapting to entirely new disciplines multiple times over a career is now mandatory
to remain viable. This represents a significant shift from the era of stable, lifelong careers - and poses
challenges for both employees and employers seeking to retain top talent. Maintaining career longevity in
light of constantly emerging specializations demands lifelong learning, flexibility and skill acquisition that
complement technology's ongoing evolution.
3. EMPLOYEES MUST REMAIN FLEXIBLE

3.1 Continuous Reskilling is Essential
As technological advancements rapidly change workplace skill requirements, continuous reskilling has
become essential for employees to sustain career viability. Keeping skills current in the face of constant
innovations demands dedication to ongoing learning and self-development. Employees who fail to
regularly refresh their expertise risk skills becoming obsolete, necessitating flexibility and proactivity to
remain marketable. The imperative for continuous reskilling is evident across industries. Consider software
engineering - new programming languages, frameworks, platforms and methodologies emerge
constantly. Most developers’ core skills become outdated within 5-10 years unless actively maintained.
Lifelong learning is essential even for engineers with decades of experience. For example, a COBOL
developer must reskill to stay relevant as demand declines.
Medicine is another field where career-long learning is now core. Doctors must continuously study new
treatments, technologies like AI diagnostics, changing health regulations and more. Nurses reskill to use
new instruments and patient monitoring systems. Even roles like medical billing demand updating as

payment models and software evolve. Clinical expertise alone does not sustain employability without
ongoing reskilling. Marketing is equally impacted. Continuous learning in areas like digital marketing,
analytics and social media is mandatory with technology rapidly changing consumer behaviors and
platforms. Lawyers must continuously expand expertise in topics like AI ethics, privacy and cybersecurity
as these shape services. Across sectors, standing still means being left behind.
Importantly, reskilling must span both hard and soft skills. Beyond domain knowledge, abilities like
adaptability, collaboration, creative problem solving and empathy are crucial. With AI automating
technical tasks, these human skills gain importance. Well-rounded continuous upskilling is key. The need
for ongoing reskilling is quantified in surveys showing 87% of employees feel they will need to acquire new
skills within 5 years. Over half report their current skills will become outdated within 3 years (Randstad, 2018).
Employees recognize career-long learning as mandatory. The costs of failing to reskill are also clear. Job
displacement data shows roles requiring updated expertise are growing far faster than those with static
skill needs. Educators emphasize life-long learning as critical for the future workforce. Workers not actively
reskilling risk skills obsolescence.
Organizations are also realizing the benefits of continuous learning cultures. Employers like AT&T, Cisco and
PwC offer platforms like Degreed to facilitate employee upskilling. Paid sabbaticals for reskilling and internal
mobility programs aid retention. Support for continuous learning conveys that long tenure now depends
on constant growth and evolution. In conclusion, in an era of perpetual technological change, careers
depend on lifelong learning and regular reskilling. Employees must take responsibility for proactively
identifying emerging skill needs and acquiring cutting-edge capabilities before obsolescence. With
dedication to continuous growth and companies providing support, career longevity and viability can
thrive even amidst disruption
3.2 Openness to Lateral Career Shifts is Beneficial

Given the pace of technological advancement, maintaining longevity in any single career field is becoming
increasingly difficult. As skills evolve and roles transform, adaptability and openness to lateral shifts into
new domains is growing ever more beneficial for employees. Exploring adjacent opportunities allows
workers to proactively align talents with emerging areas rather than become obsolete.
With AI and automation changing many traditional roles, transfers into growing specialties can sustain
employability. For example, administrative professionals at risk of displacement by intelligent business
software might shift into customer success, drawing on soft skills. Lawyers could evolve into legal
technology consultants as document automation spreads. Factory workers might cross-train as robotics
technicians as machines replace manual tasks. In each case, lateral moves allow adapting strengths to
new contexts.
Of course, some industries are declining outright due to disruption, like legacy telephone operations. But
even here, lateral thinking is key - aspects like customer service, relationship building and technical
aptitude can transfer into growth fields like client success in software. Explicitly examining adjacencies is
beneficial. Proactive lateral shifts also allow employees to shape careers around emerging skills aptitudes
and passions, rather than just reacting to obsolescence. A bank teller bored by routine transactions might
pursue lateral growth into advisory roles utilizing people skills, for example. Professionals can steer careers
in engaging directions rather than just accept disruption.

Surveys show workers, especially younger generations, now expect to change employers and career fields
more fluidly rather than remain in predefined jobs long-term. Over half of millennials and Gen Z anticipate
shifting to entirely new career paths at least once during their working lives (Deloitte, 2020). This openness
to lateral moves reflects the modern career landscape. Data shows shifting early pays dividends. Analysis
by LinkedIn found professionals are 33% more likely to engage in unrelated skills training at the start of their
careers compared to mid-career (LinkedIn, 2019). This suggests benefit in exploring lateral directions
sooner rather than later. Of course, transferable skills and flexible mindsets are prerequisites to benefit from
lateral shifts. Employers value capabilities like communication, collaboration and creativity that apply
across domains. Some roles also have crossover potential - data analysts or corporate trainers, for
example, have skills adaptable to diverse industries. Once a baseline of transferable expertise is built, lateral
mobility becomes easier over a career.
The ability to align one’s capabilities to evolving trends, technologies and workplace needs is becoming
mandatory for continued employability and career satisfaction. Lifelong specialization in a single field is no
longer a viable path for most workers. With flexibility, openness and transferable foundation skills,
employees can pivot successfully to new directions as old roles sunset.
3.3 Short-term Contracts Allow Job Mobility

As careers shorten due to the pace of technological change, the use of short-term employment contracts
is growing. Rather than being hired into indefinite roles, employees are increasingly brought on for specific
projects or periods of time. When embraced proactively, this temporary contractual model can provide
flexibility and mobility beneficial for employees navigating frequent career shifts. Short-term contracts
meet the needs of both employers and talent in an era of fast-changing skill demands. For employers,
contracted positions provide targeted expertise without long-term commitment or retraining needs when
skills evolve. For professionals, contract roles enable working on diverse projects and gaining exposure to
emerging technologies. This variety can accelerate learning and employability.
Data shows the short-term contract model has expanded significantly in recent years across industries. In
the U.S., the proportion of temporary workers has risen from 1.1% in 1990 to 2.5% in 2018 (BLS, 2020). Surveys
of senior managers indicate this trend will continue, with over 80% planning increased usage of flexible
contract talent (Deloitte, 2019). Drivers of this growth illustrate how short-term contracts enable mobility.
For employers, contracts allow curating ideal project-based teams versus committing to permanent hires.
This provides flexibility to pivot as business needs change. For professionals, contract roles expand skill
development opportunities through exposure to diverse clients and projects in different industries. This
builds widely transferable capabilities. Importantly, the short-term contract model empowers
professionals to proactively steer career trajectories rather than just reacting to employer needs.
Contractors can target projects enabling new learning versus just incrementing in a fixed role. The variety
keeps work engaging while rapidly expanding capability.
This mobility does place burden on talent to actively manage employability, networking and career
planning. But for self-motivated professionals, it enables more organic career paths. Contract work also
provides income stability during reskilling periods between roles rather than enduring unemployment. Of
course, short-term contracts do pose challenges around job security, benefits and long-term career
development. Not all personality types thrive without employment stability. But given frequent job
displacement, permanence is no longer guaranteed anyways. For adaptable talent able to manage career
self-direction, contract flexibility far outweighs downsides. The data paints a picture of continued growth in

short-term employment enabled by technology. As companies access global talent and automate certain
roles in-house, permanent jobs decline. But for mobile professionals who embrace lateral mobility, contract
work enables constantly developing new skills, expanding networks and exploring passions. While culture
still lags expectations, mindset shifts are enabling employees to thrive via short-term arrangements.
4. EMPLOYERS WANT ADAPTABLE WORKERS

4.1 Hiring Based on Transferable Skills Rather Than Specific Experience
As technological change accelerates, employers are increasingly prioritizing transferable skills over
specific experience when hiring. With roles transforming rapidly, transferable capabilities like
communication, critical thinking and adaptability are now more predictive of success than narrowly
specialized experience. By hiring for soft skills, cultural fit and proven ability to learn, organizations gain agile
talent able to thrive despite disruption.
Surveys of managers validate this shift - 92% reported hiring for skills like problem-solving over prior
domain expertise (LinkedIn, 2019). Hiring based on specialized experience alone is seen as high risk, given
how quickly skills can become outdated. Instead, leading organizations place candidates in real-world
simulations to evaluate adaptability. Soft skills, mindsets and cognitive abilities signal readiness for
reskilling as needs change.
Enterprise technology companies like SAP, Cisco and Oracle have been early adopters of skills-based
hiring. But the approach is spreading to fields like healthcare, retail and financial services. For example,
Cleveland Clinic no longer hires nurses based solely on specific clinical capabilities. Adaptability to
continuously expand skills is now prioritized.
This reflects how quickly niche expertise can become obsolete. Skills that made a marketing professional
successful 5 years ago, like optimizing TV ads, may add little value today relative to digital experience. Hiring
solely based on legacy skills fails to predict adaptability.
Instead, leading employers develop integrated frameworks of universal capabilities required across
dynamic roles. These include learning agility, collaboration, resilience and persuasion skills. Such timeless
"human" skills will remain crucial even as AI automates technical tasks.
This skills focus is enabling greater internal mobility as well. Rather than siloed career paths, workers can
demonstrate transferable skills to transition across departments. This mobility keeps talent engaged while
allowing organizations to redeploy as needs shift.
Of course, specialized skills remain very important at senior levels. But the difference is top employers hire
and develop these capabilities internally rather than expecting specific external experience. Willingness to
continuously reskill is valued over narrowly pre-defined requirements.
Hiring primarily for transferable skills does demand adapting recruitment and training approaches.
Assessments must gauge cognitive abilities, culture fit and soft skills rather than just technical prowess. But
given the superiority of transferable skills in predicting performance amidst uncertainty, this investment is
prudent.
In summary, hiring based on specialized experience alone is becoming untenable as technological change
accelerates. Organizations must take a skills-based approach to acquire talent able to continuously adapt.

This shift is critical for attracting top talent who desire dynamic career paths. To thrive amidst disruption,
transferable skills now trump niche expertise.
4.2 Investing in Ongoing Employee Training

Given rapid technological advancement, ongoing employee training and development is now a strategic
imperative for organizations rather than an optional extra. Employers that invest in continuously upgrading
worker skills gain talent able to adapt as needs evolve. Those failing to dedicate resources for continuous
learning risk skills obsolescence and challenges retaining top employees seeking growth. The data
underscores the benefits of employer-supported continuous training. Organizations offering robust
learning have employee retention rates over 30% higher than peers (LinkedIn, 2019). By providing clear
paths to develop future-ready skills, companies increase employee loyalty and satisfaction. Workers
embrace cultures that proactively invest in their growth.
Leading employers now take lifelong learning approaches. Amazon’s Career Choice program offers
prepayment for skills education in high-demand fields, even covering fields dissimilar from employee’s
current role to enable internal mobility. Ernst & Young provides AI-curated personalized learning
recommendations and subsidies for developing strategic skills. Such initiatives align worker capabilities
with emerging business needs while allowing individuals to pursue passions. Retrained employees are
often highly motivated to apply expanded skills. A continuous learning culture becomes self-reinforcing.
Small and mid-size businesses are embracing ongoing training as well, often via online platforms. Toolsets
like Degreed and EdCast upskill employees through curated video courses, mentoring and coaching. These
systems scale robust development. Importantly, training must encompass both hard and soft skills. While
technical expertise requires updating, human capabilities like communication, creativity and empathy
remain crucial. Balanced skill development maximizes value. Cost is often cited as a barrier, but quality
training content has become democratized. Internal mentors and peer coaching networks cost little while
allowing contextual learning. Education partners like Udacity, Coursera and edX provide content from top
universities.
Firms must also enable employees to carve time for learning. Fixed curricula alone have little impact -
workers need latitude to integrate development. Learning time minimums, frequent microlearning
opportunities and defined budgets empower employees to regularly enhance skills. For employers
considering investment, the risks of inaction now clearly outweigh costs. Static workforces risk declining
competitiveness, morale and retention. Workers will seek growth opportunities elsewhere if not nurtured
internally. Moreover, supporting continuous learning conveys an organization’s commitment to employees
as invaluable assets. In summary, enabling continuous workforce development delivers cascading benefits
for adaptable talent, culture and business performance as disruption accelerates. From both talent
retention and business strategy perspectives, investment in ongoing training is prudent and quickly
becoming mandatory. The message for employers is clear - dedicate resources for continuous learning or
risk extinction.
4.3 No More Lifelong Careers in One Role

The model of employees remaining in a single job or role for their entire careers is becoming obsolete due
to the pace of technological advancement. Employers can no longer expect or rely on static, lifelong
careers within fixed job descriptions. Instead, adapting to constant role disruption and enabling employees

to pivot across multiple career shifts is imperative. The data shows career longevity in a single domain is
declining sharply. Average employee tenure has dropped steadily from 9.7 years in 1983 to just 4.1 in 2020
(BLS, 2020). Tenure in technical roles is even shorter. Software developers average only 3.3 years per job
presently. Surveys also show 87% of employees expect to stay in roles for less than 5 years (Randstad, 2018).
While some are concerned over this career fluidity, the reality is technological disruption necessitates
adaptability. As innovations transform tasks and skills, once-static roles evaporate. Even tenured
employees find prior experience becoming obsolete within a decade as industries are reinvented. Failure
to enable employees to transition across multiple career shifts risks talent loss. Enlightened employers
recognize this disruption is beyond their control and are adapting cultures and talent strategies
accordingly. Leadership development rotates managers across departments versus siloing careers.
Mobility is championed as enriching. Skills-based hiring and training expand talent sources.
This also allows organizations to deploy talent more dynamically. Rather than fixed hierarchies and career
ladders, work is organized around projects drawing on fluid teams with relevant expertise. This structure
remains agile as needs evolve. Workers have reacted positively to this cultural shift - surveys show 93% of
employees now consider learning new skills more important than role advancement when seeking career
growth. Younger generations especially prioritize varied experience and new learning over traditional
promotions (LinkedIn, 2019). Employers failing to embrace career fluidity face competitive talent
disadvantages as top performers increasingly seek developmental mobility. Turnover also carries hard
costs - 20% or higher for skilled roles (Work Institute, 2019). Enabling continuous employee mobility and
growth is becoming mandatory to attract and retain talent. Of course, there are challenges to manage -
not all employees thrive without role stability, and organizational knowledge can decline with churn. But the
threats posed by ever-accelerating disruption now clearly outweigh tradition. Proactive policies, culture
and leadership can smooth the transition. In summary, the era of lifelong careers in fixed roles within stable
hierarchies is over. Employers must adapt to enable continuous employee mobility as skills and needs
evolve. With vision and empathy, the breaking down of career permanence can provide benefits for both
talent and organizations. Though representing a major cultural shift, embracing ephemeral careers is
prudent and quickly becoming essential.
5. BENEFITS OF EPHEMERAL CAREERS

5.1 Ongoing Engagement With New Learning
The continuous learning opportunities afforded by short-term, fluid careers can provide significant
developmental and motivational benefits for employees. The need to regularly refresh skills and expand
capabilities as roles evolve promotes ongoing engagement with new learning throughout one's career. This
lifelong learning provides stimulation, marketability and the ability to proactively steer career directions.
Surveys show today's workforce values continuing education and skill development above nearly all other
job attributes. A LinkedIn survey found 93% of employees consider learning new skills as essential to career
progression now, more than titles or promotions. Younger demographics, especially, prioritize varied lateral
growth enabling new capabilities over climbing traditional ladders.
Ephemeral careers directly enable this desire for lifelong learning by necessitating periodic reskilling and
lateral mobility. Whereas employees could previously rely on a stable skillset for decades, fluidity demands
regularly expanding expertise to remain marketable. This provides enriching variety and growth.

Continuous learning also allows directing career evolution proactively rather than just reacting to
disruption. For example, a retail employee facing role automation could pursue upskilling into digital
marketing, aligning with personal interests. This self-directed learning sustains agency and motivation.
Access to ongoing education has expanded through online platforms, employer programs and affordable
certifications as well. Options like Coursera, Udacity and edX democratize learning, while companies like
AT&T and Amazon actively invest in employee development. Ephemeral careers take advantage of such
resources. Short-term gigs and contracts also provide opportunities to develop in-demand skills with
exposure to diverse projects and clients. Varied temporary assignments allow workers to continuously
expand capabilities and specialties, rather than incrementing in a fixed role.
This pattern of fluid growth can accelerate career advancement. Studies show 45% of contractors secure
full-time employment through gig experience; 61% move into better jobs by showcasing range of skills
(MetLife, 2019).Ephemeral progress empowers seizing new opportunities. It does require proactivity for
workers to steer career directions through continuous learning. But polls show employees increasingly seek
this responsibility. A recent survey found 94% of professionals believe they bear primary accountability for
lifelong skills education (Degreed, 2019).
While ongoing learning has always been beneficial, ephemeral careers make it mandatory. This places
positive pressure on employees to take command of personal and professional development. Amidst
disruption, continuous growth through varied experiences sustains success. In conclusion, ephemeral
careers fostered by technological change provide the benefit of necessitating ongoing engagement with
new learning over the lifespan. This sustains career enthusiasm, advancement and agency. While
adaptation is required, employees increasingly seek lifelong learning and development opportunities.
Ephemeral careers deliver this desire.
5.2 Variety of Experiences

The fluidity of ephemeral careers enables professionals to gain exposure to far greater variety of
experiences compared to traditional employment models. By progressing through diverse projects,
industries and roles, workers can continuously expand perspectives and capabilities. This variety energizes
engagement, accelerates development and enables pivoting across fields. Whereas lifelong specialization
in a single domain was once commonplace, today's professionals increasingly seek variety and lateral
mobility. Surveys show 60% of millennial and Gen Z workers expect to rotate through multiple career
changes rather than increment through set roles (Deloitte, 2020). Ephemeral careers directly provide the
diversity desired.
This appetite for variety is driven by development motivations. Expanding scope nurtures transferable skills
like communication, empathy and adaptability that retain value amidst disruption. Varied roles also build
professional networks and expose strengths and passions to guide careers directions. Surmounting new
learning curves sustains growth. For example, a marketer might enrich experience by taking short-term
contracts across startups, agencies and corporations, learning strategies in diverse environments. This
builds resilience while allowing focusing on growth areas like social media or analytics. Greater variety
accelerates capability. Exposure to different industries also expands options for lateral mobility. A project
manager skilled in software development may pivot into an entirely new domain like construction
implementing virtual reality capabilities. Multi-industry experience enables adapting transferable expertise
as roles evolve. Professionals able to showcase well-rounded experience and diverse capabilities can

differentiate competitiveness as well. Hiring managers increasingly value adaptability and varied
perspectives over narrow specialization, given rapid skills change. Of course, variety must be deliberately
sought and managed. Without focus, ephemeral careers can become fragmented. But professionals can
steer fluidity through networking, training and optimizing contracts for new learning. Varied roles can build
a compelling portfolio. While embracing variety may seem intimidating, studies show professionals believe
diversifying makes work more engaging and fulfilling (EdAssist, 2017). As disruption necessitates flexibility,
variety in experience delivers advantages. Ephemeral careers also sustain valuable optionality. By exploring
varied opportunities while gaining transferable skills, professional options and alternate paths expand.
Optionality is increasingly prized in navigating change. In summary, the ephemeral career model grants
professionals unmatched access to diverse experiences compared to traditional employment. This variety
provides developmental, motivational and competitive advantages. Workers in all fields are now realizing
the benefits of multifaceted roles over lifelong specialization.
5.3 Wider Skillset Development

By progressing through diverse short-term roles, ephemeral careers enable professionals to develop a
wide portfolio of capabilities far exceeding what static jobs afford. Exposure to varied skills priorities across
projects and industries fosters continuously expanding expertise. This enables flexibly adapting to new
opportunities as disruption shifts demand.
Research shows today's professionals increasingly value expanding skillsets and lateral mobility over
specializing long-term in fixed functions. Surveys find 87% of millennial and Gen Z workers expect to
ultimately leave current core specialties as interests evolve (Capgemini, 2020). Ephemeral careers directly
accommodate this preference for diverse skills. The imperative is clear - technological advancement
means even specialized roles change every few years. Skills with high demand presently like data science
expertise will mature, automate and decline in value. Static capabilities risk obsolescence. But expanding
skillsets sustain agility. For example, a supply chain analyst could complement core logistics skills by
gaining supplementary experience in areas like automation, predictive analytics or IoT implementation
through varied ephemeral roles. This equips adapting expertise as AI transforms operations.
Professionals able to showcase wider skillsets signal transferable abilities like adaptability, learning agility
and critical thinking that underlie long-term employability. Hiring managers value multifaceted capabilities
more than narrow specialization, given rapid change. Short-term contracts allow targeted development of
supplementary skills alongside primary strengths. For example, a software engineer might take a 3-month
website design role to expand scope. Ephemeral gigs provide efficient upskilling. Modern online education
platforms make building wider skillsets easier than ever. Nanodegree programs, MOOCs and certifications
allow affordable training across fields from leading institutions. Ephemeral careers leverage these
resources. Of course, expanding skills horizontally does require focus to build marketable depth within areas
over time. But compared to static roles, ephemeral experiences provide far more diversity. Change can be
navigated deliberately. Building a wider skillset also sustains engagement. Surveys show professionals find
expanding capabilities intrinsically motivating (SHRM, 2019). Continually learning and progressing provides
fulfillment. In addition, ephemeral careers enable the creation of a variety of skillset that is adaptive to
disruption that static roles cannot match. While lifelong specialization was once viable, today's
professionals increasingly seek multi-disciplinary skills. Ephemeral experiences deliver this mobility and
future-proof employability.

6. CHALLENGES OF EPHEMERAL CAREERS

6.1 Difficulty Building Seniority and Deep Expertise
A downside of ephemeral careers is the potential difficulty in building the seniority, domain expertise and
professional depth that traditional long-term roles offer. Frequent lateral shifts and short-term contracts
can inhibit attaining recognized mastery levels, leadership roles and deep specialization. Adapting career
expectations and proactively demonstrating expertise is key.
Surveys show the traditional perception of career progression as climbing ladders within a field persists,
especially among older demographics. But ephemeral careers intrinsically provide varied experiences
across companies and specialties rather than rising internally over decades. This can impede seniority. For
example, a marketing manager shifting contracts may not accrue the years with one firm traditionally
expected to direct large teams or influence strategy. Unless able to demonstrate leadership elsewhere,
they may be perceived as less qualified than internal veterans.
Ephemeral careers also limit developing hard-won proficiency and nuanced expertise that longevity in
complex roles like law, medicine and engineering builds. Some pinnacle individual contributor or technical
expert levels may remain difficult to reach. This could constrain options. Additionally, research shows pay
and leadership perception often still correlate strongly to tenure and seniority markers rather than skills
(Korn Ferry, 2018). Ephemeral professionals must work to reshape traditional expectations.
That said, many firms are adapting to value demonstrated impact, knowledge and leadership qualities
over tenure alone. With proactivity, professionals can develop expertise through challenging assignments,
publishing insights and leading external groups. Mentoring also provides leadership experience.
Networking across companies to stay visible as a thought leader provides continuity, as does emphasizing
advanced certifications. Though the burden is higher, conveying seniority is quite possible. Professionals
should also examine if specialized technical roles are best fits long-term given ephemeral factors, and
proactively direct careers accordingly. Broad leadership and creative positions may provide more options.
In conclusion, while ephemeral careers pose some barriers to establishing seniority and specialized
expertise, these can be overcome through adaptation and conscious choices. Leading organizations are
modernizing outdated tenure-based expectations as disruption accelerates. With proactivity, diverse
experiences can demonstrate impact and leadership capabilities that underline seniority in new ways.
6.2 Reduced Employer Loyalty

A downside of ephemeral careers is the potential reduction in the loyalty and stability that long-term
employment with a single organization can provide. Frequently changing jobs and contracting short-term
can inhibit forming deep bonds and cultural identity with companies compared to multi-decade tenures.
Adapting expectations and seeking meaning through change is imperative. Surveys show that while
younger demographics embrace career ephemerality, older generations and some personality types still
highly value lifelong roles with one or few employers. But technological disruption increasingly makes this
path inviable. Ephemeral professionals must reshape loyalty notions from permanence to adaptability.
Reduced individual employer loyalty also poses cultural fit challenges. Contracting professionals must
frequently assimilate to new norms and teams. Building trusted relationships becomes harder with
ephemeral stints. Short-term gigs can feel transactional for both employers and talent. And uncertainty
looms during contract transition periods. These factors can undermine engagement. However, traditional

employer loyalty also has downsides like stagnation, under developing marketable skills and reduced pay
over time. Ephemeral careers necessitate reframing loyalty as a mutual commitment while a role lasts,
rather than forever. Professionals can also build loyalty through high performance and cultural add while
present. Maintaining alumni relationships and promoting employer branding after leaving also
demonstrates continued affinity.
Rather than expect loyalty, leading employers now enable talent to thrive across fluid roles. Strong
branding, cultures and development opportunities breed loyalty by empowering, not obligating, workers.
Ephemeral careers allow experiencing diverse supportive environments. Reduced external loyalty also
strengthens personal agency, self-motivation and identity. Careers become self-directed journeys rather
than beholden to external authorities. Change can be embraced. Of course, income instability and benefits
gaps common in contract roles must be managed. But creatively augmenting ephemeral careers can
provide security and belonging similar to traditional employment. For example, guilds and unions provide
community. In summary, employer loyalty and permanence expectations must adapt in an era of career
ephemerality. But this challenge creates opportunities to refine loyalty as an empowering short-term
commitment. Through performance and cultural engagement, contractors can feel deeply loyal during
fixed terms. Ephemeral careers necessitate reframing loyalty dynamically rather than as lifelong obligation.
6.3 Need for Self-motivation and Proactivity

A key challenge posed by ephemeral careers is the high degree of self-motivation and proactivity required
to thrive without traditional permanence and structure. Short-term contracts and lateral shifts demand
professionals manage their own skills development, networking and career navigation rather than relying
on predefined paths. This self-management can be demanding. Surveys show that while most employees
embrace career fluidity, some demographics and personality types still prefer defined roles and
hierarchies. For these groups, motivated self-direction in ephemeral careers can be difficult. Careers
become self-driven journeys rather than scripts. Proactivity is essential even in aspects like financial
security. Ephemeral workers must diligently manage income variability, savings and benefits rather than
depending on employer stability. Self-employment taxes, retirement savings and insurance must be self-
managed. The autonomy is both liberating and challenging.
Networking is also a personal responsibility, as relationships often cannot be sustained through one
company. Building a professional brand and versatile contacts to enable the next opportunity is imperative.
This takes proactivity. Continuous skills development too must be driven by individuals to remain
employable, rather than relying on employer training. Identifying emerging high-value skills and obtaining
education requires motivation. There are also no predefined career progression steps or obvious
hierarchies in ephemeral roles. Employees must self-navigate viable options, make choices and
demonstrate value. There is intrinsic agency but less structure.
Workers who thrive on stability from traditional employers may find ephemeral careers daunting. Having
to continually pivot into unfamiliar roles and situations can undermine confidence. Self-reinvention takes
courage. But ultimately, adaptability is mandatory for career longevity given technological disruption.
Proactivity and self-direction become strengths rather than dependence on institutions for security.
Mindsets must evolve. Organizations can help ease the transition by providing mentorship, training and
clear opportunity pathways. Cultural reinforcement of self-management as empowering alleviates
reliance on permanent jobs. Ephemeral careers develop resilience and initiative. In conclusion, ephemeral
careers inherently require strong self-motivation and career self-direction rather than institutional

guidance. This demands mindset shifts for some, but fosters valuable skills. With organizational support
during transition, proactivity and agility can flourish and sustain success amidst disruption.
7. CONCLUSION
7.1 Summary of How Technology is Transforming Career Longevity and the Adaptations
Required by Employees and Employers
Technological advancement is fundamentally changing how careers progress and endure. Roles that were
once stable for decades are being continually redefined by innovations in automation, AI and digital
platforms. As a result, career longevity now depends on ongoing adaptability, mobility and expanding
capabilities rather than specialization. Employees and employers alike must make proactive adaptations
to navigate career shifts. For employees, sustaining career viability amidst disruption demands dedication
to lifelong learning and continuous skills development to avoid obsolescence. 70% of roles change
substantively within 2 years due to technology (Forrester Research, 2019). Static skills quickly decline in
value. Workers must proactively identify emerging high-demand skills like data fluency, human-centered
design and AI implementation and invest in continuously building expertise.
Adaptability to changing skill demands also means embracing lateral mobility across careers and
industries. With roles reinvented so frequently, myopic focus within one field is risky. Expanding capabilities
more broadly and exploring adjacent opportunities provides necessary agility. Surveys show 87% of
professionals expect to eventually leave current core specialties (Capgemini, 2020). Openness to varied
experiences across domains builds optionality. Ephemeral short-term contracts further enable career
fluidity. These interim roles allow employees to deliberately direct professional growth by working on diverse
projects. Building a wide portfolio of experiences rather than siloed skills better equips weathering
disruption.
For employers, significant culture and policy changes are needed to attract and retain top agile talent.
Continual investment in workforce training and development is now essential to avoid skills gaps opening
up. Amazon, AT&T and other leading companies offer robust continuous learning through online platforms,
subsidies and internal mobility. Hiring practices also require evolution to value adaptability over specialized
experience. Given rapid skills change, transferable capabilities like collaboration, communication and
critical thinking better predict employee success. Firms must be open to lateral applicants ready to learn
rather than rigid. Work too must become more dynamic, with fluid teams formed around initiatives drawing
on relevant expertise. Siloed career ladders no longer provide mobility. Project diversity sustains
engagement.
While adapting to ephemeral careers poses hurdles, the technological skills disruption driving this change
leaves no choice. Emphasizing continuous development, variety and lateral mobility positions both workers
and employers to thrive amidst uncertainty. With dedication to lifelong learning and willingness to fluidly
evolve, sustainable twenty-first century careers remain achievable. But static approaches no longer
suffice. Work must become a dynamic journey.
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Volume: 01 Issue: 05 | September-October 2023 | ISSN: 2583-9675 | www.puiij.com

The Ephemeral Career: How Technological Change Necessitates Flexible

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necessitated by innovations. As Artificial Intelligence, automation, and new specializations disrupt

2. TECHNOLOGICAL CHANGE SHORTENS CAREERS

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2.2 Automation Transforms Jobs

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2.3 New Specializations Emerge Frequently

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3. EMPLOYEES MUST REMAIN FLEXIBLE

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3.2 Openness to Lateral Career Shifts is Beneficial

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3.3 Short-term Contracts Allow Job Mobility

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4. EMPLOYERS WANT ADAPTABLE WORKERS

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4.2 Investing in Ongoing Employee Training

4.3 No More Lifelong Careers in One Role

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5. BENEFITS OF EPHEMERAL CAREERS

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5.2 Variety of Experiences

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5.3 Wider Skillset Development

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6. CHALLENGES OF EPHEMERAL CAREERS

6.2 Reduced Employer Loyalty

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6.3 Need for Self-motivation and Proactivity

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