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As the new year begins, savvy information professionals will be weighing up the state of the profession to see where the threats to their livelihoods might come from, where the opportunities lie, and what career development they can pursue to stay ahead of the game.

Commercial recruitment and training specialists Sue Hill , TFPL and Tribal Group all think the status of the profession within organisations has been undermined.

TFPL’s Richard Pinder says the main threat is skills dilution: “The continued blurring of roles in the information world means that there are more stakeholders in the information world and increasing competition for roles with others from non-information backgrounds.”

Sue Hill’s eponymous founder cites the biggest dangers as “the influx of other professions and skills into information-handling roles; the continuing change of view of ‘information’ by those at board-level; the inability of many information professionals to forge strategic alliances with the business drivers; and the increased outsourcing and offshoring of information functions”.

Tribal’s Richard Beveridge agrees that the profession is in danger of being considered irrelevant. He cites “the dilution of the role of information professionals and falling intakes in library and information management undergraduate courses” as serious issues.

Professional bodies City Information Group (CiG) and Cilip also see danger coming from changing user perceptions.

CiG says there are three major threats: “Outsourcing/offshoring of information services and teams; the shortage of experienced and qualified graduates and staff; and the lack of management understanding of how information services can deliver return on investment, and add value.”

Cilip adviser Kathy Ennis cites budgetary constraints as her biggest concern. “Information services are often perceived as an overhead rather than an intrinsic part of the organisation, and therefore easier to cut,” she says.

Ennis also identifies a growing feeling that there is no need for information professionals. “There is an idea that you can throw anything at Google and come up with the answer. There is little sense of the add-on skills that a trained information professional can provide – not only skilled research, but information analysis, collation, retention and organisation.”

HOT HOT HOT

So what types of jobs or areas of expertise are in most demand?

Beveridge says: “The move to demonstrate where value is added cuts across sectors and organisations.”

Hill says hot skills are always a changing feast, but that job content is becoming more diverse – and therefore more interesting. “The main thrust is the creation of roles to do with organising information already there rather than importing it,” she says. “There is much emphasis on taxonomies, knowledge management, content management and intranets, while project management, communication, promotion and marketing skills are all highly sought after.”

Pinder also identifies an emphasis on content-related roles. “We see most demand for content creation and editing; structuring information (including information architecture and taxonomy); and content management, records management and data management.”

“Online research is always in demand,” Ennis says, “as are enquiry skills, training and staff/resource management. Employers require individuals who can combine practical professional skills with management and project management skills. Employers expect more for their money.”

CiG cites demand for business/customer skills as well as research expertise. Also sought after are research analysis and management/strategy skills.

That’s what’s hot, but what about what’s not?

Hill says the legal market may have peaked. “Much restructuring is going on, but at the same time smaller firms are hiring.”

WEB OF INFLUENCE

The internet continues to have a transformational impact on professional roles.

CIG says user access to web-based resources takes some pressure off in-house teams, and social networking tools enable communication and knowledge sharing.

And Hill says: “People are generally getting to grips now with web-based resources that have been around of the last couple of years. This is an ongoing, almost invisible process. They make it easier to deliver to desktops, but they also raise user expectations.”

But the resounding consensus is that the internet has made it harder for information professionals.

“The PR problem of selling services based on intermediaries is challenged more and more by the ‘But I can get all of this on Google’ argument,” says Beveridge.

Hill agrees. “It is the belief of end-users that what they find is accurate and potentially all there is to know that makes it harder for information professionals to prove their worth.”

“Information professionals have the challenge of keeping up to date with the continued proliferation of web-based resources and trying to ensure that users are making effective use of them,” Pinder adds.

But if they are to stay ahead of the game, information professionals must keep up with technology. And some areas are proving more “must-have” than others.

“We have seen an explosion of Web 2.0 tools, which offer greater interactivity and collaboration,” Pinder says. “Information professionals need to be aware of these developments – in particular, understanding how their users are making use of these tools and looking for ways that these may benefit their organisation.”

Ennis says: “It depends on the job, but what is generally required is a good range of online research skills, and the ability to use a library management system. Specific technologies may include Web 2.0, blogs, wikis, RSS feeds and social networking applications. It is crucial that information professionals keep search skills and technology awareness current.”

Interestingly, CIG says: “Although IT seminars are the least asked for by our members, the last two we organised had a good turnout.”

FUTURE-PROOF YOUR CAREER

So what one thing should information professionals do to protect their careers?

“Learn to sell to new markets within your organisation and manage existing relationships,” Beveridge suggests. “Project the value or contribution of information services within the organisation and add a cash value of services where possible.”

Hill advises visibility within the organisation. “Keep your head above the parapet!” she succinctly advises. Out of sight and out of mind is certainly not the way to be valued.

Pinder advises: “Diversify! Employers are looking for a good mix of information, IT and business skills and experience.”

And Ennis says information professionals must regularly “horizon-scan” to identify their personal skills gaps and engage with personal development planning. “Information professionals must market themselves and their abilities,” she says. “If information professionals don’t evangelise about the service they provide, they will foster the stereotype, not get credit where it’s due, and not become involved in projects and plans to which they could easily contribute.”

In other words, don’t be afraid to make a noise: the squeaky wheel gets the oil.

CIG offers several key suggestions:

• Do value-added research, analysing data and producing results and reports.
• Become a “skills chameleon” – an expert researcher, marketer, trainer, or promoter.
• Embed yourself within the business – find out what exactly your internal (or external) clients want and deliver it.
• Embrace and drive change – introduce new tools, products, and methods of working.

BIG IN 2007

Finally, what about the overall state of the information market and the profession itself, and what could have the biggest impact in 2007?

Hill says the lack of new talent attracted to study and take on information professional roles is a concern, as is the failure of many existing professionals to stand up and defend themselves whether internally or via professional associations.

Pinder says the big factors next year will be “the continued convergence of disciplines; off-shoring and outsourcing; and the opportunities available to information professionals”.

Ennis says 2007 is likely to see a lot of change within formal library information services education, which will affect the number and type of graduates – and thus the skills mix of new entrants into the job market. “The development and introduction of new national occupational standards and vocational qualifications will also impact on the nature and competence of potential employees – although this is more likely post-2007,” she says.

“From a recruitment perspective, some sectors are experiencing a lack of movement,” she adds. “There is an element of dead men’s shoes, and it is proving difficult for some people to progress their careers purely due to lack of opportunity – this is especially true of the logjam of excellent candidates at junior management/

senior supervisory level who would be capable of moving up to a senior role but are not getting the chance.”

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