Will it be the case, in the near future, that workers who lack AI skills will behind to those workers who are at ease with the technology? This certainly may be the case in certain sectors and job roles.
Most concerningly for the more vulnerable, there is a risk in leaving behind non-graduates, older workers, and individuals in lower socio-economic brackets in terms of acquiring the necessary AI job skills.
A recent article in the Wall Street Journal infers that some workers might be falling out of the job market altogether. For those impacted, the case may be similar to the situation when computers became commonplace at work or when the Internet was widely adopted. Hence, just like with the technological revolution, it is time for workers to adapt.
This message is reiterated by Sara Gutierrez, SHL’s chief science officer. Gutierrez anticipates this trend to continue as AI skills continue to spearhead innovation and drive efficiency, as she explains to Digital Journal.
According to Gutierrez: “This trend underscores the growing demand for professionals with expertise in AI, whose skills are proving resilient to market fluctuations. The rise of AI applications, catalysed by the release of ChatGPT and other large language models (LLMs) in late 2022, has sparked increased interest in the field.”
In terms of predictions, Gutierrez argues: “As more companies embrace and invest in AI capabilities for their products and services, we anticipate this investment to be mirrored in their hiring strategies, with a heightened emphasis on recruiting talent with AI skills to spearhead innovation and drive efficiency within their organizations.”
The outcome will be an organisational shift, as Gutierrez identifies: “This marks a notable shift in focus and resource allocation, within the tech sector, towards artificial intelligence.”
Looking at the Wall Street Journal findings, Gutierrez observes: “According to the survey, AI-related roles command higher compensation compared to non-AI positions highlighting the high demand for skilled AI professionals and the competitive nature of the job market in this field. ”
The key, self-question Gutierrez ponders, is with hiring for skills. Here Gutierrez recommends: “By focusing on skills, employers are better equipped to identify candidates with the specific competencies required for the job, fostering a more agile and responsive workforce.”
Interpreting this, Gutierrez determines: “This agility becomes extremely important in the face of expanding labour shortages and skill gaps within the global workforce. We’ve seen the private sector increasingly embrace skills-based hiring and there is a growing momentum that suggests more organizations will follow suit.”
