As 2016 draws to a close and 2017 nips at our heels, we find ourselves in an interesting phase of reflection and contemplation. That's no truer than when it comes to the job market.

2016 saw the lowest unemployment rate — 4.6 percent — since 2007, quite a feat given trends such as automation and increased contract work (more on these later) gave rise to worries about traditional job growth and market sustainability.

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Not to mention, this year's political landscape surely led to uncertainty and excitement about the future of the American economy, with some saying jobs will flourish under President-elect Donald Trump, and others wondering how his policies will impact workers.

Despite these reservations, 2016 was a bright spot in history for jobs. According to Dr. Andrew Chamberlain, Glassdoor's chief economist, in the report Looking Ahead: 5 Jobs trends to Watch in 2017, "years from now, when job experts look on 2016 they'll pinpoint one big story: a remarkably stable and healthy labor market." (Wouldn't it be great if that's all we could take away from 2016, instead of the now-infamous rallying cry, "Worst year ever"?)  

In the report, Chamberlain points out five trends that defined jobs in 2016. Not surprising, record hiring topped the list, but so did tougher hiring. "Today's booming job market is great news for job seekers, but it's causing major headaches for employers look to hire for key roles," he says.

Which leads us to the next development of 2016: technology. Chamberlain notes technology definitely created a stir in the labor market, but it also had a great impact on what employers started looking for in job applicants. Tech jobs aren't just in the tech sphere — they're everywhere, and they will continue to be in demand as we move toward a more digital workforce, and one that's more perceptible to cyberattacks.

The final trends of 2016 lie in pay, according to Chamberlain; first in transparency, and second in growth.

Not only does transparency bring to light inequality between workers and their higher-ups, but it also acts as a weapon to fight the gender pay gap. When it comes to raising wages, 2016 was a year where we finally saw some movement in the right direction.

"Wage growth from BLS ticked up to 2.8 percent from a year ago in October, the fastest pace in seven years and a clear sign of strength in the labor market," says the report.

All of that sounds pretty great, right? But before you pop your champagne and start a tipsy rendition of "Auld Lang Syne" at the stroke of midnight, take a moment to consider where we've been in 2016 and what 2017 might have in store for employers and employees alike. Here are five trends to keep an eye on as we head into a new year:

HR becomes a "people science"

According to Chamberlain, data science is being used more now than ever in history. It's helping answer questions now just about how to build new products and services, but also how to build and scale efficient teams. However, HR teams are falling behind when it comes to using data for these pruposes.

"While most companies hire data scientists from product and marketing groups, data science today is still rare in HR and recruiting. This represents a tremendous lost opportunity in many organizations. … Low-cost workforce analytics are everywhere today, providing data on every stage of the employee lifecycle."

He says that as HR moves into a space where data is used more as a competitive advantage, the profession will become less traditional and more of a "people science."

The ascent to automation

We all know the age-old saying: "The only constant is change," and when it comes to the job market of 2017, there is no exception.

Growing technological advances have given way to automation, making some professions obsolete — remember travel agents? — while others have simply had to adapt to a new workflow. 2017 will see this trend continue to grow, and Chamberlain suggests it won't happen for just a few or even the majority of jobs: It's going to be something everyone experiences.

In order to evolve with jobs instead of being automated out (Chamberlain says large-scale job loss at the hands of automation is unlikely), it's important to "re-skill."

"Just as professionals in law and medicine are required to satisfy ongoing professional development goals, we will see more organizations setting aside time for re-skilling to stay on top of the latest workplace technology."

Bye-bye, bonus benefits

More than once this year I've marveled at the office perks of strangers. Catered lunches? Rock-climbing walls in-house? Unlimited PTO? Nap rooms?

Silicon Valley companies have perpetuated this office culture as the norm, most notably in an effort to win an arms-race for top-tier talent. Also, large swaths of cash from angel investors and celebrities goes a long way when it comes to offering flashy perks.

But while the allure of free Fruit Rollups and company cars is enticing, it does little to sway employee happiness.

"Our research shows that many of the more exotic perks today have a small effect on employee satisfaction compared to more traditional benefits life great health insurance, 401(k) matches, and generous paid time off. The data shows that less traditional benefits like gym memberships, charitable gift matching, and pet-friendly workplaces — while certainly are important to some employees — on average have a surprising weak correlation with employee satisfaction."

Tackling the gender pay gap

As covered earlier, 2016 brought to light some sad truths regarding pay equity between men and women, and unfortunately for the latter, talking about the issue has done little to remedy it.

According to a study done by the American Association of University Women (AAUW), women are paid 80 cents on the dollar compared to men. For women of color, mothers, and older women it's even worse than that. AAUW's research shows that despite the progress made in closing the gap — more education for women, as well as growing professional development — the earliest date for pay equity will come in 2059, but could happen as late as 2152.

"In 2017 and beyond, we are likely to see more companies taking positive action on the gender pay gap, using HR data to correct problems proactively in their own payrolls," Chamberlain says. "Companies are beginning to realize that having a gender pay gap isn't just about avoiding legal liability or negative publicity. It's about having a positive employer brand, and attracting values-driven millennial workers from whom gender pay fairness is a core workplace issue."

The gig(antic) economy?

A full-time position with benefits used to be a unicorn in the job market, but no longer does the American dream come prepackaged with a 9-to-5 job. Flexibility reigns supreme, especially for the ever-growing millennial demographic, and today's jobs are becoming more reflective of that.

Call it what you will — side hustle, freelancing, contracting, gig work — but the number of people partaking in "alternative work arrangements" has risen in recent years, even if the real number (16 percent according to one study) is still relatively low.

Chamberlain doesn't think full-time work is going away anytime soon, but it is important to acknowledge the pros and cons of this type of work when considering if it works for you, whether as an employer or employee. 

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