As AI takes over routine tasks, recruiters are emphasizing the human skills that can’t be automated, including problem-solving and collaboration.GETTY IMAGES
Just three years ago, software developers were rejecting $200,000 salaries. Their skills were so sought after amid the pandemic tech boom that employers scrambled to outbid each other with lavish offers and perks.
Then use of artificial intelligence really started to take off.
“The statistic I’ve heard is that 30 per cent of all code is now written by AI,” says Rachel Shen, managing director and founder of Vancouver-based SIG Recruiting. “Strong software engineers are still in high demand but AI has moved the bar higher for everybody.”
However, Ms. Shen, whose recruitment firm specializes in filling technical roles, believes jobs aren’t disappearing because of AI, but rather, they’re being redefined.
“AI is taking over a lot of those simpler, more rudimentary coding tasks that you would normally get a junior to do,” she says. “But the key is knowing how to use AI, making adjustments and then also knowing enough to verify its work.” She anticipates new roles such as “prompt engineer” will be in demand soon.
Employers are also seeking more than just technical expertise.
“We’re definitely seeing human skills actually elevated,” says Natasha Jeshani, chief executive officer of Career Contacts, based in Vancouver. “Employers are wanting to understand someone’s adaptability, their creativity, and how that combines with digital fluency.”
She says that while using AI for resumes and interview preparation was once frowned upon, it’s now encouraged and viewed as an extension of someone’s work.
“It actually demonstrates learning agility,” she says. “We want you to use whatever tools you have to be successful in the [hiring] process.”
Ms. Jeshani, who provides HR consulting services for companies on retention and recruitment, adds that her clients are currently waiting out the tough economy and opting for project-based or fractional work – when an entire HR department is hired on a temporary basis to handle everything from recruitment to payroll, occupational safety and policy development. Recognizing AI’s potential to enhance efficiency, Ms. Jeshani says the technology is forcing companies to be more intentional about their growth spend.
“Hiring is becoming much more strategic and much less transactional,” she says. “This is not just filling a bum in a seat.”
This shift means employers are seeking individuals who can add value in inherently human ways. “What we’re looking for is ideation, innovation and entrepreneurial skill sets,” Ms. Jeshani says. “Those aren’t things you can automate.”
They’re the same traits she looks for when building her own team of recruiters who are increasingly coaching candidates and advising employers on talent strategy.
“I don’t need someone to edit a resume,” she says. “I need much more critical thinking.”
Ms. Jeshani, who also owns a corporate training company, describes how she used to spend hours brainstorming ideas, but AI tools are now helping accelerate the creative process.
“Maybe three years ago, I would have needed someone to help me draft a bunch of templates,” she says. “I still need that person, but that person is doing very different things now.”
Human skills remain vital even in industries such as finance and accounting, where jobs are often seen as vulnerable to automation. Ann Wicks, principal of global recruitment firm Korn Ferry, based in Vancouver, believes there will always be demand for professionals in this space, though, especially for senior positions. She cites compliance activities such as reporting for the U.S. Securities and Exchange Commission that require human sign-off and executive responsibilities that can’t be left solely to algorithms.
“So much of what we do is around relationships,” says Ms. Wicks, who identifies traits such as critical thinking, curiosity, empathy and adaptability as central to leadership – especially when leading a team through change and uncertainty in the age of AI.
“Having technology without that human element is just not a winning formula for modern leadership,” she says.
Because resumes are looking more and more alike with increased usage of AI, Ms. Jeshani says emotional intelligence and communication skills, both written and verbal, remain paramount.
“It’s the responsibility of the candidate to ensure what AI puts on paper is accurate and that they can then demonstrate that,” she says. “AI is helping candidates get in front of recruiters, but AI will not be responsible for getting them the job.”
This is especially true for those early on in their careers. Ms. Wicks says volunteering can be viewed as a leadership skill if framed as contributing to an organization’s strategy. She also suggests embracing studies outside your discipline to gain critical thinking skills.
“If you’re majoring in accounting, take an English literature course, for instance.”
For Ms. Shen, it boils down to human connection.
“The irony about AI is that the people who have the interpersonal skills and who understand the business side … they’re the ones who are going to stand out now.”
