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AI and the workforce: What skills will your organization need?

AI and the workforce: What skills will your organization need?

We are on the brink of yet another technological revolution; self-driving vehicles will dominate the roads, artificial intelligence (AI) will diagnose medical conditions, and half-hour long rocket rides from London to New York will (supposedly) be available beginning in 2022.

Our workforce will be a part of this transformation, with machine learning and AI innovation improving workplace productivity, accuracy and output across the board.

Of course, this also means a number of key responsibilities and roles are under threat. In theory, most roles follow a similar process: first you gather data, then you analyze it and interpret the results; and finally you recommend a course of action and implement it.

Automation and AI technology will have a significant impact on the gathering and analyzing of data, but making thoughtful interpretations, determining practical solutions and delivering results through to completion is where the human element comes into play.

Going forward, organizations will need to attract and retain the right talent to cope with this looming technological transformation - here’s what attributes you should keep an eye out for:

Look for willing learners

AI won’t replace today’s workforce (well, not any time soon), but it will have a major impact on how we go about doing our jobs. 

The vast majority of today’s workforce (85 percent) believes their jobs won’t be impacted by AI and automation technology for at least the next three to five years, according to Hudson UK research.

However, most people are willing to learn and adapt - a PwC report released earlier this year found almost three quarters of office workers are ready to learn new skills or retrain to remain employable in the future.

And, as AI technology will have an impact on most roles in some capacity, the race is on for organizations to find problem-solving individuals that are not only willing to learn new skills and abilities, but to drive results to an entirely new level of performance.

Look for innovative and thought-leading individuals that regularly incorporate new technologies or approaches into their day-to-day tasks in order to drive success.

Value emotional intelligence over artificial intelligence

Empathy, persuasion, social understanding – valuable social skills like these often take a backseat during the hiring process in favor of technical or experience-based capabilities.

But as a great number of technical tasks will soon be replaced by AI, social skills such as the ability to build relationships with clients and colleagues will soon take precedence.

What humans can do better than any machine is form a connection with other people – individuals that empathize, motivate, inspire, and coach colleagues will be of huge value to organizations in years to come. 

Seek out individuals that are equally committed and passionate about enhancing their social skills as they are about learning new technical skills.

Agile and collaborative talent

To stay afloat in today’s unpredictable and ever-changing business environment, organizations are adopting more agile policies, routines and processes – giving them the ability to overcome challenges in real-time, rather than being bogged down by hierarchy and bureaucracy. 

Organizations are doing away with more traditional workplace hierarchies in favor of flatter structures and virtual team working practices, encouraging a more collaborative approach to leadership and speeding up decision-making.

In fact, 94% of organizations say that “agility and collaboration” are critical to their organization’s success, according to Deloitte Insights. Therefore, it’s crucial that organizations find agile and collaborative talent to match. This need enables them to build a culture which fosters success.

And as AI helps drive decision-making and organizations become more agile, decisions are increasingly being made at lower levels. Therefore, organizations need to redefine what they mean by “leadership” and consider how they support decision-makers at all levels. 

Aligned with the skills required, an individual’s mindset will also be a critical enabler of both individual and organizational success. Employers should make use of psychometric testing tools, such as assessments, which are useful in revealing a worker’s motivational influences, preferred working style, and approach to problem-solving.

Those organizations that take the time to invest in an emotionally intelligent and agile team of problem-solving individuals will succeed in the new world of work. Those that don’t will fail.

Want to learn about Hudson’s assessment tools? Contact us.

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