Artificial intelligence (AI) isn’t just a tool for top-tier, technology-driven organizations anymore. In the not-too-distant future, likely, every organization – no matter the industry, size or focus – will soon include some form of AI as part of its offering and/or the way it delivers that offering. Hundreds of billions are already being spent on AI by everyone from the largest companies in Silicon Valley to smaller organizations looking to learn and improve. Many experts even say that amount could go as high as $1 trillion in the coming years.
 

While it remains to be seen which jobs are impacted most and what those impacts may be, it’s clear that those companies that ignore AI or its potential will quickly fall behind their competition. Failing to prepare for a future where AI plays a role puts organizations at risk of losing business, talented workers who want to be a part of a future-focused organization, and workers whose job was changed by AI but were not properly trained on how to use the technology.

Organizations can prepare for a future where AI is a functional part of the organization without leaving employees behind through a combination of targeted workforce training and recruiting specific AI professionals to enable organizations to thrive in the new AI-powered world.

AI at Work: A Mix of Concern and Excitement

While many of today’s big business leaders and AI innovators are thrilled about what this technology can do for their businesses, some employees are wary about how AI may impact them in their current jobs. According to a July 2024 survey from Yoh conducted online by The Harris Poll among 1,249 employed adults, some American workers are worried about what might be asked of them when it comes to AI and their everyday tasks.

The survey found that:

• 17% of employed Americans are concerned about the level of AI they will be required to use in their job.
• 17% of employed Americans are concerned about their lack of AI knowledge at work.
• 17% of employed Americans want to work for a company that has dedicated AI and automation software experts on staff to help them learn.
• Specifically, among employed Americans aged 18-34, 22% are concerned – the highest of all age groups surveyed – about how much they will be required to learn about AI for their job in the future.

This data can be interpreted in two ways. The fact that nearly a fifth of American workers have some concern about AI’s impact on the workforce, with the youngest group of workers having the most concern about what they need to learn in the future, could be seen as troubling.

On the other hand, if only 17% of American workers are concerned, some may argue that the data doesn’t really show cause for alarm. Yet, according to AI experts, if workers aren’t a little concerned with AI’s impact and assume they’ll be able to pick it up easily, that in itself should worry leaders.

While some employed Americans are nervous about AI at work, others are actively seeking out companies that integrate AI into the way they work. Overall, 19% of American workers want to work for a company that integrates AI and automation software into the way it does business. AI is even becoming a powerful benefit in the hiring process for some:
 

• 25% of employed Americans think the use of AI in any role should be included in the job description.
• 19% of employed Americans would want to know how often a company they are considering working for uses AI before accepting a position.

Regardless of how excited or not excited employees are, what’s clear is that organizations cannot afford to stand by and hope their workers somehow prepare themselves for a future with even higher AI integration. Failing to act will come at the cost of existing and future talent and, in turn, business revenue.

Building An Organization’s AI Capabilities Requires the Right AI Development Support

Businesses know they cannot afford to purchase costly but effective AI technologies or spend resources and time working to create their own without having the talent in place to ensure these technologies are deployed correctly.

Two different types of AI experts can help with this process. The first group includes the experts responsible for creating, honing and customizing this game-changing technology for a company’s specific use.

The other group includes change management and transformation professionals with specific expertise in helping organizations deploy AI technology and ensuring workers know how to use it properly. If a company is creating its technology, it will need both skill sets on staff. If a company is purchasing or using an existing form of AI software, it will require only the transformation pros.

Unfortunately, the market for AI professionals is as tight as any high-skill market the labor industry has ever seen. More than ever, sourcing experts in AI requires the right partner in place, one who has expertise in this area and who can help build that roster of AI talent. Partners work with organizations to identify the types of skills and experience they need while creating the ideal job description to attract them. Recruiting teams then use their deep talent pools and industry insights to find and attract this difficult-to-locate talent.

Some steps to take when searching for AI experts include:
 

1. Knowing what skill sets your organization needs or what gaps it’s trying to fill
2. Researching what qualifications matter to your organization
3. Creating a clear and defined job description
4. Searching beyond the traditional job boards and talent channels
5. Preparing the right interview questions
6. Assessing candidates’ aptitude and experience with offering training on AI models/programs to others
7. Evaluating candidates’ “portfolio” of work to see what experience aligns with what your company needs now and in the future
8. Prioritizing soft skills as part of the hiring process to ensure candidates can connect with those who aren’t AI experts

Supporting a Workforce Through the AI Evolution with Training

While organizations certainly need AI experts to create and deploy the latest AI technology, most employees will not be AI experts but simply users of technology that will help them be more efficient or more proficient at their existing jobs.

With that, today’s workers require proper training to be able to use AI tools effectively and enhance their current skill sets. All organizations should be creating and regularly updating their AI programs and policies in a way that’s empathetic to worker concerns and provides them with the support they need from experienced development, training and transformation professionals.

It’s the type of training that should not be done alone or by using only internal resources. It should always include:
 

1. Hiring dedicated experts to provide training and offering regular updates to that training.
2. Providing opportunities for employees to gain certifications on AI usage.
3. Making it clear during the hiring process how involved AI is in day-to-day business, how AI factors into a given position, and the training opportunities that will be provided during and after onboarding.

Author Bio

Mike Dachenhaus is the Vice President of Digital Transformation at Yoh.

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