Generative AI Is Changing the Workforce — Are Companies Ready? | Built In

This post was originally published on this site.

Not long ago, we worried that AI would take jobs away. And depending on what you read, you might still feel that way. But if we look at AI through a historical lens, we’ll see that it’s also creating entirely new roles — jobs we couldn’t have imagined just a few years ago. That’s the power of generative AI. It’s not just making work more efficient; it’s changing the very nature of work itself. 

This wave of technological progress is similar to how computers transformed the job market in the 1980s and 1990s. We often see cycles where the most in-demand roles of one decade didn’t even exist 10 years earlier. The World Economic Forum’s Future of Jobs Report of 2023 found that “nearly two-thirds (65 percent) of companies surveyed expect to hire new employees with skills that did not exist among their workforces in 2020.” This highlights the rapid pace of change and the increasing need for companies to adapt their talent strategies to acquire emerging skills. And with the speed of AI’s evolution, that transformation is happening much sooner than companies expect.

More on AIWhat Is AI Literacy?

Why Generative AI Is Different

Before diving in, let’s start with a simple definition of generative AI and how it differs from AI more broadly.

Generative AI is about creation, often building entirely new outputs by using advanced AI models. This is why we frequently see the analogy comparing generative AI to an inexperienced intern. It can generate work based on its training data, but the results often require refinement and oversight. And although AI generally excels at automation and pattern recognition, generative AI goes a step further by producing new content, whether text, images or even code.

A good way to think about this is through the lens of HR technology. Many HR tech tools might use AI to quickly process existing information, recognize patterns or automate tasks like resume screening, candidate matching or to predict employee attrition. Generative AI, on the other hand, can create entirely new job descriptions, personalize candidate outreach messages, or generate interview questions based on a company’s hiring needs. In this way, it offers a more creative but still imperfect approach that benefits from human oversight.

The Rise of New, Generative AI-Powered Roles

With generative AI driving innovation across the HR tech ecosystem, we’re seeing a rapid shift in talent acquisition with revised job descriptions, new in-demand skills and novel career paths. Deloitte’s recent report, Generative AI and the Future of Work, does a great job of highlighting a sampling of emerging roles that didn’t exist just a year ago:

AI Trainers and Ethics Specialists

These are professionals who train AI systems to perform specific tasks while ensuring ethical standards like handling sensitive data responsibly and maintaining transparency. These roles balance technological capabilities with human-centric ethical considerations.

Prompt Engineers

These specialists craft inputs (prompts) to generate accurate and useful AI outputs. This role underscores the critical interaction between human input and AI effectiveness.

AI Quality Assurance Analysts

Such analysts play a critical role in making sure AI-generated content isn’t just accurate but actually useful. In high-stakes industries like healthcare and finance, their oversight can make the difference between trust and costly mistakes.

Data Curators and Labelers

Professionals in this area are responsible for organizing, managing and annotating data to ensure quality for AI training and deployment.

AI Product Managers

These leaders bridge the gap between AI technology and business strategy, guiding the development of AI-driven solutions.

Digital Twin Specialists

These specialists create and manage virtual replicas of physical systems, allowing organizations to simulate and optimize processes in a virtual environment. Think of A/B testing nearly anything, such as marketing campaigns and new data models, at a fraction of the cost.

As these new AI-driven roles emerge, however, the challenge goes beyond filling them. The problem is also about preparing the workforce to adapt. Organizations that take a proactive approach to workforce planning, reskilling and talent strategy will be best positioned to harness the full potential of generative AI.

Strategic Workforce Planning for the New Future

So, what does preparing for an AI-powered workforce actually mean in practice? It’s not just hiring a few data scientists or rolling out a chatbot. It’s about rethinking how your company hires, trains and builds teams for the long haul. Here’s where to start:

Look Ahead at Emerging Roles and Skills

AI is already changing what companies need from their workforce. The smartest businesses are mapping out which jobs will be impacted, what new roles will emerge, and which skills will be in high demand over the next few years. PwC’s $3 billion investment in their “New World. New Skills” initiative includes a comprehensive skills mapping program that identifies AI-adjacent competencies across their entire workforce. External resources like the AI Alliance are providing frameworks for organizations of all sizes to assess AI readiness through their “Guide to Essential Competencies for AI.” This kind of proactive approach is what sets today’s companies apart.

Upskill and Reskill Employees

It’s easy to think, “We’ll train our team when we need to.” But by the time AI-driven changes become urgent, you’ll already be behind. Provide training in AI literacy and data analysis to help employees transition into new roles. Amazon’s Upskilling 2025 initiative or AT&T’s $1B investment in its Future Ready program are great early examples of companies making large investments in preparing for their future workforce. 

Collaborate With Universities and Training Programs

Many of the most in-demand AI skills aren’t coming from traditional degrees. Instead, people learn them through specialized programs, bootcamps and company-sponsored training. Partnering with educational institutions can help tailor your talent pipeline to your own company’s needs. Companies like RSM have collaborated with MIT Sloan to create specialized programs that empower executives with the innovative mindset needed to navigate a rapidly changing business landscape. Just as RSM capitalized on its partnership to build a digitally agile workforce, Google has partnered with Coursera to develop broadly accessible programs that integrate AI and machine learning skills, aligning curricula directly with industry demands and creating a pipeline of newly upskilled candidates ready for tomorrow’s challenges.

Build AI Responsibly: Prioritize Diversity and Ethics

We’ve all seen the stories. AI is only as good as the data it’s trained on, and bias is an ongoing challenge. Ensuring a wide range of perspectives in AI development isn’t just a nice-to-have, it’s a competitive advantage. Salesforce’s Office of Ethical and Humane Use of Technology provides a framework for embedding diverse perspectives throughout the AI development process. Microsoft’s Responsible AI Standard outlines practical governance approaches that any company can adapt, including establishing diverse AI review boards and implementing bias detection tools. These efforts don’t just reduce risk — they drive innovation by ensuring AI solutions work effectively for all potential users.

More on AI and Workforce Development3 Steps to Building a Culture of Learning and Innovation Around AI

 AI Is Creating the Future Faster Than We Think

We’ve seen this before. The internet created jobs like social media managers and data scientists that no one could have predicted in the early 2000s, Generative AI is doing the same, at an incredibly fast pace. 

Preparing for generative AI involves a commitment to human-centric progress, amplifying human potential rather than replacing it. This means prioritizing employee development alongside technological advancement. Companies can lead the charge in this AI-driven world by forecasting emerging roles, investing in training and fostering an innovative workforce.

While large consulting firms offer valuable guidance, the real advantage lies with companies taking proactive steps now. Deloitte provides the what and the why, but the how is where the true differentiator lies. The companies that get ahead won’t just adapt to AI: They’ll define how AI reshapes their industry.