Top skills to hire for in the age of AI
In just a few years, AI has changed the way many of us work. People are now using AI tools for a range of tasks, from simple notetaking to writing code and analysing data sets.
As AI continues to evolve and take on more workplace tasks, hirers might wonder what skills they should look for in candidates to make the most of these tech developments.
The top 5 traits to look for
Here are some traits to look out for – beyond skills and technical ability –when hiring new talent.
1. Adaptability
When hiring people, it’s just as important to consider someone’s potential as it is their formal qualifications, says Shelley Johnson, HR Consultant at Boldside Consulting.
“This means looking for people who are adaptable, flexible in their approach and have a willingness to learn,” she says. “Employers want to see if a candidate can learn quickly and get up to speed with a new tool or technology.”
When interviewing, try asking candidates to share examples of times they’ve found themselves in a new and challenging situation and had to adapt.
Focus on:
How they tackled the challenge
The steps they took to upskill
The results they achieved
This will help to identify candidates who are able to adapt and grow as technology and their role evolve.
2. Willingness to learn
As technology advances, businesses and their employees must quickly learn new skills. Evolution of skills and roles has always been a part of working life, says Jane Jackson, Career Coach.
“In my early days, I studied graphic design, back when everything was done by hand. But, when I graduated in the early 80s, AutoCAD (Computer Aided Design) came out, and suddenly everything was done on the computer. I realised then that I’d recently graduated and the skills I’d learned were already almost obsolete!”
There will always be new technology and new ways of streamlining processes, she says. “Employers should look for a willingness to learn in the talent they hire, because they'll be hiring for potential, a curious mindset and a learning attitude, not just qualifications,” says Jackson.
3. Critical thinking
While AI might be able to help with ideas, rote writing tasks, and some technical duties, it still needs a skilful eye to write prompts and assess the work it puts out. For example, says Johnson, simply asking ChatGPT to write a blog post about leadership doesn’t mean you’ll get a great result.
“If I’m not able to analyse how it aligns with the audience I’m trying to speak to and what my main message is, then it’s just noise,” she says. “At the moment, it's easy to spot when someone has generated something from AI without applying their own critical thinking.”
Having strong critical thinking skills – and closely vetting AI contributions – will take workers far when it comes to using AI-powered tools, not to mention working more strategically overall.
To assess candidates’ critical thinking skills, hirers can use a mix of interview questions, take-home assessments and even psychometric testing. These methods help evaluate a candidate’s problem-solving abilities, critical thinking, and how well they fit with your team and company culture.
4. Curiosity
Curiosity is related to critical thinking, and shows someone with the desire to seek information and question how things work. In the workplace, this often translates to finding more efficient ways of doing things, which in turn can demonstrate an openness to using time-saving technologies such as AI.
“Curiosity goes hand-in-hand with how a person adapts to changing tools and technologies,” says Jackson. “Rather than being scared of change, professionals must consider the opportunities new technology may create.”
Curious candidates will typically be mentally engaged and ask questions throughout the recruitment process, not just about how things are done, but why they’re done that way. This deeper engagement signals they are eager to learn and contribute in meaningful ways.
5. “Antifragility”
Antifragility, a term coined by essayist Nassim Taleb, means not just bouncing back from challenges but growing stronger because of them. “In hiring, we often talk about resilience, but antifragility goes beyond this to mean improving through adversity,” says Johnson. “With today’s fast-changing and unpredictable work environment, it’s key to find people who don’t just survive but thrive when faced with difficulties.”
To assess this, ask candidates about specific times they faced challenges or setbacks at work, how they handled the situation, and what they took away from the experience. These questions reveal how candidates approach challenges and grow stronger through adversity, key traits for thriving in the modern workplace.
Hiring for future potential
AI is changing what’s possible in the workplace and the way businesses hire their people. While skills-based hiring is still best practice, with AI able to fill in some skills gaps, other traits and attributes are becoming more important.
Now, there’s even more focus on the potential of a candidate. “Almost every skill can be learned,” says Johnson. “People have natural inclinations, like some are more creative, but even creativity can be taught – there’s a process to it.”
“It’s a leader’s job to develop the skills on their team and hire for the skills that are needed for the future,” she says. By prioritising candidates with traits like adaptability and curiosity, businesses can create a workplace that’s ready for the future.