The demand for artificial intelligence (AI) skills is surging across industries as businesses strive to harness the power of AI to remain competitive. However, recruiting talent with these specialized skills presents a significant obstacle. A comprehensive study conducted by General Assembly, involving 500 HR leaders, reveals that nearly all companies employing AI require enhanced AI competencies in job candidates. The challenge is compounded by the fact that 63% of hiring managers find it more difficult to source AI-skilled candidates compared to other tech roles, with 18% describing it as “significantly more challenging.” This scenario highlights not only an urgency but also necessitates a strategic approach to bridge the talent gap in AI.
The difficulty in hiring AI talent primarily stems from a talent pool that is insufficient to meet the current or future demand for AI expertise. Companies must, therefore, adopt a multi-faceted strategy to address this challenge: shift to skills-based hiring, recruit non-traditional talent, and develop their existing internal workforce. This strategy demands a thorough overhaul of traditional recruitment practices and an openness to exploring diverse sources of talent. For instance, community workforce development programs often present a more varied pool of candidates compared to traditional tech pipelines, making them a valuable resource for companies seeking AI expertise.
Skills-Based Hiring and Non-Traditional Talent
Transitioning to skills-based hiring practices is crucial in overcoming the AI talent hiring challenge. Companies should prioritize the specific skills that candidates possess over formal educational qualifications. Todd Weneck, Vice President of Technology at LHH Recruitment Solutions, emphasizes the rapid evolution of technology, which has led to the emergence of roles that did not exist when many candidates were in school. This underscores the importance of looking beyond traditional credentials and paying attention to the underlying skills that applicants possess.
Although more than half of HR leaders still heavily rely on college degrees to assess suitability for tech roles, there is a noticeable shift toward prioritizing certifications and non-degree education. In fact, 18% of HR leaders are now likely to consider such qualifications first—a figure that has tripled compared to two years ago. By focusing on specific competencies, companies can tap into a broader and more diverse talent pool, which is critical in filling AI-related positions. Additionally, recruiting from non-traditional sources like community workforce development programs can introduce companies to candidates who might otherwise be overlooked through conventional recruitment channels.
Community programs often offer training and certification in cutting-edge technologies, providing a well-rounded education that aligns with current industry needs. This approach not only broadens the talent pool but also promotes diversity, potentially leading to more innovative and dynamic teams. Companies that adapt their hiring strategies to prioritize skills and consider non-traditional candidates are likely to find greater success in meeting their AI talent needs.
Developing Internal Workforce
Leveraging existing internal talent is another pivotal strategy for addressing the AI talent gap. Employees within an organization often possess the foundational skills and industry knowledge that can be further developed to meet AI-specific demands. Encouraging and facilitating the upskilling of current employees through boot camps, online courses, and other educational resources can be an effective way to build AI skills within the workforce. Lupe Colangelo from General Assembly notes that continuous self-improvement among candidates is a trend that deserves attention, and companies should actively support and recognize such efforts.
Upskilling initiatives not only help in filling immediate AI talent gaps but also contribute to employee satisfaction and retention. When employees see that their organization is invested in their professional growth, they are more likely to remain loyal and engaged. Moreover, internal development programs can be tailored to the specific needs and goals of the company, ensuring that employees acquire the exact skills required for their roles. This focused approach can yield better results compared to external hiring, where new recruits may need time to acclimate to the company’s culture and operations.
Encouraging a culture of continuous learning and development within the organization is essential for staying ahead in the rapidly evolving field of AI. Companies should provide opportunities for employees to attend workshops, participate in hackathons, and engage with industry experts. By fostering an environment where learning is valued and supported, businesses can ensure that their workforce remains adaptable and proficient in the latest AI technologies and methodologies.
Moving Forward: A Holistic Approach
The demand for artificial intelligence (AI) skills is rapidly increasing across various industries as businesses seek to leverage AI for competitive advantage. Yet, finding talent with these crucial skills is a major hurdle. A thorough study by General Assembly, surveying 500 HR leaders, indicates that nearly all companies utilizing AI need better AI skills in their workforce. However, 63% of hiring managers report it’s tougher to find AI-skilled candidates than those for other tech roles, with 18% calling it “significantly more challenging.” This underscores not just the urgency but also the necessity for a strategic plan to close the AI talent gap.
The root cause of the difficulty in hiring AI talent lies in an inadequate talent pool that doesn’t meet current or anticipated demand. Consequently, companies need a multi-pronged strategy to tackle this issue: shift to skills-based hiring, attract non-traditional talent, and upskill their current employees. This approach requires a revamp of conventional hiring practices and a willingness to tap into diverse talent sources. Community workforce development programs, for example, offer a wider range of candidates than traditional tech streams, making them invaluable for companies in search of AI expertise.