The career path less travelled
AI is transforming how organisations operate, but our research reveals that many leaders are concerned about lacking the right skills to fully harness its potential.
One way to solve this problem is by hiring the missing skills from elsewhere, but this is not sustainable for long-term workforce resilience and employability. Instead, companies that focus on developing their internal talent through upskilling, reskilling, and adaptable professional journeys will be the ones that thrive.
The future is a skills-based economy that emphasises human skills in an age of AI. These skills can be developed in any specialism or industry, so organisations should be open to people with non-traditional career paths. In fact, top organisations will get the most out of their talent by not just supporting these career paths but encouraging them.
Towards a skills-based economy
The Adecco Group’s Leading through the Great Disruption report shows that 61% of business leaders see AI as a game-changer for their industry, but many are still in the early stages of digital transformation. Only 10% have made significant progress in integrating AI into their business.
Most workers are using Generative AI at work, but there is a significant gap in access to AI training. The World Economic Forum’s Future of Jobs Report 2023 predicts that around half of employees will need reskilling due to the rise of AI and automation.
The speed of change means there aren’t enough experienced people for the organisation to hire. Therefore, businesses should move away from traditional job-based frameworks and embrace a skills-based economy.
Worker-centricity and human skills in the age of AI
AI isn’t just replacing jobs; it’s enhancing them. By automating routine tasks, AI frees up employees to focus on innovation, problem-solving, and collaboration - the very human skills that are becoming more valuable.
The Leading through the Great Disruption report found that creativity and innovation are today’s biggest skills gaps, and leaders should emphasise such qualities over technological abilities. More than half (57%) of leaders believe that uniquely human attributes are still more influential than AI in the workplace, reflecting a growing recognition that while AI can handle routine tasks, it’s the uniquely human abilities that drive innovation and adaptability - key elements for future business success.
As industries become more automated, organisations must prioritise fostering these critical skills to stay competitive and resilient. Leaders should intentionally create company cultures that prioritise the development of human-centric skills—such as creativity, emotional intelligence, and adaptability—by investing in tailored training and development programs and encouraging cross-functional collaboration.
Creating the right environment
Clearly, this is a radical change from the traditional professional journey, which typically involves progress along the lines of specialisation and increased responsibility. A new approach won’t develop organically. Companies can implement practical systems, such as internal career-mapping tools, mentorship and coaching programmes, or AI-powered talent platforms, that help workers explore new and unexpected career development opportunities. For example, some organisations use internal talent marketplaces to match workers with temporary assignments in different departments.
This not only helps employees develop diverse skills but also encourages cross-functional collaboration. Offering tools that allow employees to identify potential lateral or cross-functional moves makes it easier for them to envision new career opportunities within the company. This must then be supported by continuous learning opportunities to help people transition into new roles.
Generative AI, along with other advanced AI tools, can play a transformative role in talent strategy. These systems can analyse employee skills and career histories to identify those with transferable skills. For instance, AI-driven talent analytics platforms can match workers with internal opportunities based on emerging skill needs, track skill development, and even recommend personalised training programmes to bridge skills gaps. By leveraging AI in this way, companies can optimise their internal talent pools, reduce reliance on external hiring, and foster a culture of continuous growth and human-powered innovation.
Organisations have an opportunity to lead their sectors and future-proof their business by adapting to these changes today. The skills gap can seem intimidating, but it needn’t be. Focusing on upskilling, reskilling, and talent retention brings benefits such as cost savings, increased employee loyalty, and enhanced organisational resilience.
By embracing non-traditional professional journeys, leveraging AI to identify and develop talent, and focusing on human skills, companies can position themselves not only to survive the challenges of the future but to lead them.
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