Key Considerations for Employers Regarding AI

Imagine you're the CFO of a global company and someone pitches you a recruitment automation solution that will do the work of 400 recruiters and save you $30M per year. What would you do? When I was at LinkedIn's Talent Connect in October, I attended a workshop with John Vlastelica in which he shared that a global company had decided to implement a recruiting automation solution that would allow them to save $30M in costs by eliminating 400 recruiter positions. They also reduced the time to hire from 11 days down to 3. He shared that another company had used recruitment automation software to hire 300,000 workers with minimal human involvement - people only came into the process after background checks had been performed. They also maintained candidate quality and candidate experience while increasing the speed of hire. These kinds of case studies should not surprise anyone, although it is sobering to anyone in talent acquisition - the rapid advancement of AI and automation in recruiting is both exciting and concerning. On the one hand, the potential for efficiency gains, cost savings, and improved candidate experience is huge and undeniable, as these examples demonstrate. On the other hand, we must also be mindful of the human impact - thousands of recruiters are seeing their roles transformed or eliminated. As talent acquisition professionals, it's important to be thinking about how to adapt and provide value in this changing landscape. Some key questions to consider: -How can we upskill and position ourselves to work alongside AI rather than be replaced by it? -What are the uniquely human elements of recruiting that AI can't replicate, and how do we double down on those? -How might our roles evolve to focus more on passive talent sourcing, talent intelligence/advisory, strategic workforce planning, employer branding, candidate engagement, and employee experience? For companies considering or implementing recruitment automation, I believe it should be a thoughtful, strategic decision - not just a blind cost-cutting measure. Here are some key considerations: -What is the optimal mix of human and automated touchpoints to balance efficiency and candidate experience? -How will the balance of AI and human involvement vary based on the labor market dynamics for each role? Roles with talent scarcity may require more human touch to attract and engage candidates, while high-volume roles with ample supply lend themselves to greater automation. -How will we redeploy or reskill displaced recruiters? -How do we maintain our employer brand and human touch with increased automation? The future of recruiting is undoubtedly both human and machine - but the mix is up to each company and may vary by role/department. I'm curious to hear your thoughts - have you been impacted by AI/automation? How are you and/or your company preparing for the intersection of AI/automation and recruiting? #AI #Recruiting #FutureOfWork

Prediction for 2025: orgs that apply an Ethical AI framework, communicate it, and stick to it, will win with employees and consumers.   At Top Employers Institute, we work with 2,300+ global multinational organizations through their continuous journey to truly be *Top Employers* based on the people-practices they employ. Our research team compiled data from several studies we've recently completed to form the Ethical AI Report.   Here are 5 key takeaways to keep in mind as you look to use AI at work in 2025: 1) Balance Speed and Responsibility: Ethical use of AI can help drive business success while *also* respecting employees / society, so a holistic approach needs to align AI with business strategy *and* org culture. 2) Note Opportunities and Challenges: While AI offers innovation, new business models, and improved customer experiences, org leaders must address concerns like job displacement and employee distrust: *48% of employees don’t welcome AI in the workplace. *Only 55% are confident their organization will implement AI responsibly. *61% of Gen Z believe AI will positively impact their career (the other 39% are unsure) 3) HR & Talent Teams play a Crucial Role: HR should be at the forefront of AI strategy, ensuring ethical implementation while bridging the gap between technology and human-centric work design. Here’s the Top Employers Institute Ethical AI Framework: *Human-centric: prioritize employee well-being and meaningful work (we know 93% of Top Employers utilize employee-centric work design) *Evidence-backed: use data to validate AI effectiveness. * Employ a long-term lens: consider the future impact of AI on work and society. 4) Apply Practical Steps for HR: Advocate for ethical AI and involve diverse stakeholders. Equip HR teams with AI knowledge and skills, and promote inclusion to upskill all employees for the future of work. 5) Don’t Forget Broader Societal Impact: Collaborate with other orgs / governments for ethical AI standards. Focus on upskilling society to adapt to AI-driven changes: i.e. The AI-Enabled ICT Workforce Consortium aims to upskill 95 million people over the next 10 years. Has your employer shared an ethical AI framework? And have they encouraged you to use AI at work? Comment below and I’ll direct message you the Ethcial AI Framework Report from Top Employers Institute. #BigIdeas2025

Organizational restructuring driven by AI implementation is happening faster than most professionals are prepared to handle, creating both displacement risks and advancement opportunities. The key differentiator isn't technical AI expertise - it's strategic positioning around uniquely human capabilities that complement rather than compete with artificial intelligence. Roles emphasizing relationship management, complex judgment, and trust-building remain inherently human-centered and difficult to automate. Training and change management capabilities become increasingly valuable as organizations need professionals who can help teams adapt to new AI-enhanced workflows. Cross-functional communication skills that bridge technical and business domains create essential value as AI implementation requires coordination across diverse organizational functions. Strategic thinking and creative problem-solving represent human cognitive advantages that enhance rather than replace AI analytical capabilities. The professionals thriving during AI transformation aren't those avoiding the technology, but those learning to leverage it as a productivity multiplier while focusing their human capabilities on higher-value activities. Future career security lies in becoming irreplaceable through uniquely human skills rather than trying to outperform machines at tasks they're designed to optimize. How are you preparing for AI integration within your industry and role? Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/3yhre #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #artificialintelligence #futureofwork #careerstrategist

WAVES NOT RIPPLES "Even in the best-case scenario where AI increases both overall economic activity and overall employment, major disruptions are inevitable. If millions of low-skilled jobs are soon to be replaced by high-skilled tech jobs, we will need an unprecedented global re-skilling program to ensure that displaced workers can find new roles. Without this, we risk abandoning millions of workers, and it is no exaggeration to suggest that the social and political effects of such a move will be catastrophic. Companies that embrace this responsibility will implement automation strategies that enhance human potential through: ·  Preserving entry-level positions. Companies must maintain some starter roles to develop skilled workers, even when automation seems more efficient.    ·  Re-skilling and workforce transition programs. Corporations should fund upskilling initiatives to help displaced workers transition into new roles, such as managing and curating the workflows of AI agents. ·  Recognizing societal interdependence. Businesses exist within communities in which employees and customers form an interconnected system, and that system will break down if customers lack jobs. A holistic view of this symbiotic relationship between companies and the markets they serve will be essential in the AI age." 🔗 FULL Fast Company ARTICLE @ https://lnkd.in/eYkq_4kU #management #economy #jobs #AI #futureofwork #business

This new white paper "Steps Toward AI Governance" summarizes insights from the 2024 EqualAI Summit, cosponsored by RAND in D.C. in July 2024, where senior executives discussed AI development and deployment, challenges in AI governance, and solutions for these issues across government and industry sectors. Link: https://lnkd.in/giDiaCA3 * * * The white paper outlines several technical and organizational challenges that impact effective AI governance: Technical Challenges: 1) Evaluation of External Models:  Difficulties arise in assessing externally sourced AI models due to unclear testing standards and development transparency, in contrast to in-house models, which can be customized and fine-tuned to fit specific organizational needs. 2) High-Risk Use Cases: Prioritizing the evaluation of AI use cases with high risks is challenging due to the diverse and unpredictable outputs of AI, particularly generative AI. Traditional evaluation metrics may not capture all vulnerabilities, suggesting a need for flexible frameworks like red teaming. Organizational Challenges: 1) Misaligned Incentives: Organizational goals often conflict with the resource-intensive demands of implementing effective AI governance, particularly when not legally required. Lack of incentives for employees to raise concerns and the absence of whistleblower protections can lead to risks being overlooked. 2) Company Culture and Leadership: Establishing a culture that values AI governance is crucial but challenging. Effective governance requires authority and buy-in from leadership, including the board and C-suite executives. 3) Employee Buy-In: Employee resistance, driven by job security concerns, complicates AI adoption, highlighting the need for targeted training. 4) Vendor Relations: Effective AI governance is also impacted by gaps in technical knowledge between companies and vendors, leading to challenges in ensuring appropriate AI model evaluation and transparency. * * * Recommendations for Companies: 1) Catalog AI Use Cases: Maintain a centralized catalog of AI tools and applications, updated regularly to track usage and document specifications for risk assessment. 2) Standardize Vendor Questions: Develop a standardized questionnaire for vendors to ensure evaluations are based on consistent metrics, promoting better integration and governance in vendor relationships. 3) Create an AI Information Tool: Implement a chatbot or similar tool to provide clear, accessible answers to AI governance questions for employees, using diverse informational sources. 4) Foster Multistakeholder Engagement: Engage both internal stakeholders, such as C-suite executives, and external groups, including end users and marginalized communities. 5) Leverage Existing Processes: Utilize established organizational processes, such as crisis management and technical risk management, to integrate AI governance more efficiently into current frameworks.

We’ve all heard about AI’s potential to boost productivity. But what truly matters to me is whether it’s making work better for the people who show up every day. At Cisco, our People Intelligence team, in collaboration with IT, has been exploring this very topic, and the findings are fascinating. Here are five key insights from our research that leaders should take seriously: 1. Leaders are key to adoption. At Cisco, employees are 2x more likely to use AI if their direct leader uses it. 2. Generic AI training doesn’t work. Role-specific, practical training accelerates AI use. 3. Confidence gaps exist among senior leaders. Directors at Cisco often feel less confident with AI than mid-level employees, underscoring the need for tailored support at all levels. 4. Employee autonomy fuels adoption. Hybrid work environments are powerful accelerators for AI adoption, while mandates can hinder it. Employees who voluntarily go to the office are more likely to use AI, while those who are required to work on-site have lower adoption. 5. AI use is linked to employee well-being, but the relationship is complex, with both benefits and trade-offs that require thoughtful navigation. This is just the beginning. Next, we’re looking at how AI is transforming the way teams operate. For now, one thing is clear, employees who use AI aren’t just more productive. They’re also more engaged, better aligned with company strategy, and empowered to focus on meaningful work. #AIAdoption #EmployeeExperience #FutureOfWork

The AI job reckoning isn’t a hypothetical. It’s happening, and here's how to stay ahead: Dario Amodei, CEO of Anthropic and one of AI’s most influential voices, isn’t speculating about the future, he’s spelling it out: AI could eliminate half of all entry-level white-collar jobs in the next 1 to 5 years. This isn't fear-mongering. Amodei is building the systems reshaping the workforce. He says most people still don’t believe what’s coming. But disbelief won’t delay the impact. Here's the current state: → AI models today can code, draft legal contracts, review health records, write marketing copy, and conduct research. → Companies aren’t slowly testing, they’re implementing. → Layoffs are starting: ↳Microsoft cut 6,000 employees ↳Meta is reducing mid-level engineering roles ↳Walmart is trimming corporate jobs ↳CrowdStrike cited AI as the driver for cuts As I said on my podcast (Rush Hour Podcast): these companies are richer than ever. Yet they’re still cutting jobs, not because of losses, but to maintain margins as AI investments grow. One analyst projected Microsoft may need 10,000 annual job cuts just to offset AI-related capital costs. This is not a pause, it’s a restructure. Amodei puts it bluntly in a recent interview: “You can’t just step in front of the train and stop it. The only move that’s going to work is steering the train.” The speed and scope of AI’s impact are unlike past tech waves. This one targets: → Junior engineers → First-year law associates → Entry-level analysts → Customer service agents These stepping-stone jobs are vanishing quickly, and may not return. But this doesn’t have to be all doom and gloom. While jobs shift, tools for adaptation are more accessible than ever. Here are three moves you should be making now: 1. Stay Plugged In Track AI news like your job depends on it, because it might. Axios, The Information, TechCrunch and AI company blogs (like Anthropic’s Economic Index) offer real-time signals. 2. Upskill With AI You don’t need to code, but you do need to be AI-literate. Learn to use ChatGPT, Claude, and Midjourney in your current role. Either AI augments you, or replaces you. 3. Keep Your Career Fluid Assume more job shifts are coming. Keep your LinkedIn current. Practice interviewing. Nurture your network. In a shifting market, connections matter more than titles. Here's the bottom line: This isn’t speculation, it’s execution. AI is changing the labor market faster than most people realize. Amodei and other leaders are waving red flags, not to scare us, but to give us a head start. The winners of the AI era won’t be the ones with the safest job, but those who stay curious, flexible, and connected. How are you preparing for this new technology wave? Lmk below! 👇🏾 ---— 👋🏾 Want more startup advice and tech news? Follow me here: Justin Gerrard And check out my podcast: Rush Hour Podcast ♻️ Repost if you think someone in your network would benefit! #anthropic

The latest study from the Council of Economic Advisers, The White House states that ~10% of jobs are vulnerable to AI disruption. That may seem alarming, but let’s take a step back. In 2018, 60% of the jobs Americans held didn't even exist in 1940—created by technologies that emerged over the years (David Autor). Here’s the real concern: Many AI-vulnerable jobs haven’t evolved to match their increasing complexity. Workers in these roles are more exposed to disruption because they haven’t been given the chance to upskill. But this isn't new. Economic evolution is the hallmark of a dynamic economy. Just like we’ve adapted to past technologies, workers and industries will adapt to AI. The key lies in how we approach it. Why businesses should care: Organizations that proactively identify and support employees vulnerable to AI disruption aren’t just doing good—they’re making smart financial decisions. 💡 Investing in upskilling and mobility for these workers could unlock millions in retention and productivity. Mass layoffs due to AI aren’t likely. The real shift? Slower hiring and reduced demand for certain roles. We’re already seeing fewer job postings for writers, coders, and even artists. So, what activities are at risk? Roles involved in processing information, analyzing data, scheduling, and administrative tasks are prime targets. Industries to watch? Architecture, engineering, legal, computer science, and mathematics. Surprising jobs at risk of AI disruption: Airline Pilots, Copilots, and Flight Engineers Nuclear Power Reactor Operators Private Detectives and Investigators Commercial and Industrial Designers These highly specialized roles, which traditionally require significant human judgment, are surprisingly vulnerable to AI-driven changes. Business leaders, what barriers are preventing you from launching upskilling initiatives to future-proof your workforce? The future of work is evolving, but we can shape how it unfolds. #FutureOfWork #AIandJobs #Upskilling #WorkforceTransformation #AI

AI is fundamentally reshaping our workforce, but the impacts are nuanced. The latest report, “Potential Labor Market Impacts of Artificial Intelligence: An Empirical Analysis,” by The White House Council of Economic Advisers, provides critical insights for leaders that will impact everyone's future.. 📊 Key Findings: ✅ 𝐆𝐫𝐨𝐰𝐭𝐡 𝐢𝐧 𝐇𝐢𝐠𝐡-𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲, 𝐀𝐈-𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 Roles requiring advanced AI skills have increased by 30% over the last five years. Positions such as AI ethics officers and data scientists are on the rise, indicating a shift toward more complex, creative work. Occupations that integrate AI effectively are growing twice as fast as average, suggesting AI's role in complementing human skills rather than replacing them. ❌ 𝐇𝐢𝐠𝐡 𝐑𝐢𝐬𝐤 𝐨𝐟 𝐉𝐨𝐛 𝐃𝐢𝐬𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐋𝐨𝐰-𝐒𝐤𝐢𝐥𝐥 𝐑𝐨𝐥𝐞𝐬 40% of current jobs are at risk due to high AI exposure but low skill requirements, particularly in administrative and routine manual tasks. These jobs are declining at a rate of 2% annually. Sectors like customer service and data entry are vulnerable, raising concerns about job security and economic stability in these fields. 📍 Regional Disparities: ✅ 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐢𝐧 𝐓𝐞𝐜𝐡 𝐇𝐮𝐛𝐬 Tech-centric regions like Silicon Valley show a high concentration of new, AI-driven job creation, reflecting significant economic opportunities for those regions. Urban centers with strong tech clusters are emerging as key players in AI employment, driving innovation and growth. ❌ 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐑𝐮𝐫𝐚𝐥 𝐚𝐧𝐝 𝐒𝐦𝐚𝐥𝐥𝐞𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Rural areas and smaller towns are facing increased risks of job losses due to AI, without comparable opportunities for new AI-driven roles. This geographic imbalance could exacerbate regional economic disparities. 👉 Here are my questions for Leaders: 1️⃣ Are we ready to leverage AI’s potential while minimizing risks? How are we preparing our teams for a future where AI enhances human capability? 2️⃣ What is our reskilling strategy? With 40% of jobs potentially vulnerable, how are we investing in upskilling our workforce to transition into growth-oriented roles? 3️⃣ How can we balance geographic and economic disparities? Are we focusing enough on regional strategies to ensure inclusive growth? As leaders, our role is to harness AI's potential to foster a resilient, inclusive, and dynamic workforce. Are we ready to lead this change and shape the future of work?

I've been diving into the latest AI Jobs Barometer from PwC, along with several recent articles. One thing is clear: AI is no longer just automating low-value tasks. 👉 𝐈𝐭'𝐬 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐭𝐡𝐞 𝐯𝐚𝐥𝐮𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐛𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐫𝐞𝐬𝐡𝐚𝐩𝐢𝐧𝐠 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬. Some numbers that really stand out: • 3x faster revenue growth per employee in industries adopting AI. • +56% salary premium for workers with AI-related skills. • Required skills are evolving 66% faster than just a year ago. • All industries, even mining and agriculture, are now adopting AI. • "Automatable" jobs are not disappearing. They are evolving into higher-value roles. • Demand for degrees is falling, while demand for fundamental, current skills continues to rise. As Ilya Sutskever said, "AI will keep getting better, and the day will come when AI will do all the things that we can do." 👉 𝐖𝐞 𝐦𝐚𝐲 𝐧𝐨𝐭 𝐤𝐧𝐨𝐰 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐰𝐡𝐞𝐧 𝐭𝐡𝐚𝐭 𝐝𝐚𝐲 𝐰𝐢𝐥𝐥 𝐚𝐫𝐫𝐢𝐯𝐞. 𝐁𝐮𝐭 𝐭𝐡𝐞 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐜𝐥𝐞𝐚𝐫. Here are some key reflections for business and talent leaders: • The priority is no longer automating the past. It is rethinking how value is created in the age of AI. • Organizations that build trust in AI and take a strategic approach will lead. • AI is a powerful driver of productivity. But without strong investment in skills and role redesign, it risks increasing inequality and internal tensions. • Continuous learning is now a must to stay competitive. • Core skills need to be refreshed every 12 to 18 months to remain relevant. The future of work will not be managed. It will be fought for. Professionals and companies waiting for someone to hand them a playbook will miss the moment. 👉 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 𝐈𝐭 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐬𝐮𝐫𝐯𝐢𝐯𝐚𝐥. And AI is not going to wait. P.S. If you're interested, here’s the link to the full PwC report: 🔗 https://lnkd.in/emeTQPVA #FutureOfWork #AI #TechTrends