Assessing In-Demand AI Skills: A Guide for HR Managers

By Robert Barsamian

Addressing the HR Artificial Intelligence Knowledge Gap

The ability to assess a candidate’s command of artificial intelligence is a trait that distinguishes today’s superior HR managers.

While AI is changing the labor market, not all employees have received the training necessary to keep pace with this rapidly evolving technology. In fact, a recent Gallup poll revealed that two-thirds of employees say they never use AI in the workplace, including 54% of white-collar workers. That means more than half of employees are unable to realize the productivity gains made possible through the savvy use of this important tool.

This likely includes HR professionals who may not have in-depth AI knowledge but are nevertheless being counted on to hire an AI-ready workforce. Leaders should be looking to upskill HR professionals to make them better able to assess candidates’ AI literacy.

Fortunately, as HR leaders work to bridge their own skills gap, there are other supports that can help them feel confident assessing candidates for AI competency. Knowing how to write a job description that attracts the right talent, being able to identify AI and AI-complementary skills, and having the right assessment measures in place can support HR professionals who are still honing their own AI knowledge.

Create Job Descriptions That Show AI Readiness

To attract workers with the right skills, begin by making sure your job description will attract the AI-skilled talent you’re looking for.

Many job descriptions mention AI, but don’t provide a clear understanding of how AI will be used on the job. Job descriptions should use clear, straightforward language to describe how AI tools should be integrated into the daily workflow. This can include calling out specific tools or programs, or using language like “utilise artificial intelligence to automate work tasks such as ….” This not only gives candidates a better idea of what is expected of them but shows that your company understands AI beyond a surface level.

Descriptions should also emphasise a commitment to learning opportunities and continuous improvement. AI is rapidly changing, and it’s important to stress to candidates that your company promotes a culture of innovation and learning.

For support with job descriptions, contact the hiring team lead or another internal technical expert. They can help ensure the right skills and context are included in the description.

Scan Resumes for AI and AI-Supportive Skills

For highly technical roles, you’ll need to look for more in-depth skills that demonstrate expertise at working with AI systems.

However, for nontechnical roles, parsing out these skills can be trickier. Candidates should demonstrate a familiarity with AI that goes beyond just knowing how to use it and reflects an understanding of how it can be deployed to solve larger problems. This shows a strong grasp of how the technology can support their goals within the role’s responsibilities, as well as their ability to adapt and change, an important soft skill in any role.

It is also important that candidates show an understanding of the legal and ethical implications of AI usage to ensure they’re employing these tools responsibly. This can include a knowledge of algorithmic bias and data privacy concerns.

Don’t Skip Qualified Candidates Because of a Lack of AI Buzzwords

As you’re reviewing resumes, make sure you aren’t overlooking quality applicants.

With AI still being adopted into the workplace, not all candidates may be calling out these skills or programs in their resumes. If you’re only scanning for AI-specific skills, you could overlook candidates with strong transferable skills.

Be sure to also look for evidence of the ability to be agile and solve problems. These characteristics make an applicant a good candidate for upskilling, and you can dive more deeply into their AI talents and experience at the interview stage.

Be Ready to Assess Indirect AI Experience

For technical roles, you can look to online assessments for support, including interactive job simulations and coding challenges.

For nontechnical roles, look for any AI trainings or investments in upskilling applicants may have taken. You can also review portfolios of their work, asking them to talk through any projects where they used AI.

Not all candidates will have direct AI experience, and some may not even be allowed to use AI for their work. Instead, ask how they could have used AI to support their past work, or how they would have approached a project differently with the use of an AI tool. You can also give them a hypothetical topic or problem and ask them how they would prompt an AI tool to assist them.

Expect Some Level of Upskilling to Be Necessary

Don’t dismiss a candidate with years of experience and subject matter expertise because they lack AI skills. There is an AI skills shortage. Many workers are not experts in AI, and some upskilling should be expected.

The goal is to find, or train, talent that can bridge the gap between technology and practical application. If a candidate shows strong problem-solving skills and can identify gaps where AI may lead to solutions, then the practicalities of AI usage can be taught.

Work With a Partner Who Can Source and Assess AI-Skilled Candidates

A staffing partner like Aston Carter can help source and assess the talent you need. Our recruiters are continuously learning so they can stay up to date on the most in-demand skills, including AI competencies.

Our process enables us to identify more about the person than what’s on their resume. Because our recruiters are skilled at identifying not just AI skills, but AI-supportive skills, we can help companies find talent who are great candidates for learning and upskilling opportunities. This can help make sure great talent isn’t overlooked for not including AI buzzwords in their resume.

Our recruiters can work with you to understand the gaps your business needs to fill. They can then create a road map not just for the skills you need today, but the skills you’ll need in the future. From there, they can help you write job descriptions and create the fact-finding questions that will help you find your ideal candidate.

Aston Carter can also take on the role of sourcing, screening and assessing AI-competent candidates for you, streamlining the hiring process. Thanks to our national network of talent, we’re able to source candidates with the specific skills you need — including AI expertise.

Contact us to secure the competent, AI-ready talent capable of leading your company into the future.