The way we work is changing – rapidly. According to the World Economic Forum’s Future of Jobs Report 2025, nearly 40% of today’s skills will be outdated by 2030. In line with this, LinkedIn data shows that by 2030, 70% of the skills required in jobs today will change. For Talent Acquisition leaders, this isn’t a distant problem – it’s a reality today.
Traditional hiring models built on degrees and linear career paths simply doesn’t fit this transformation. In the AI era, organisations must focus more on skills and workforce planning. That means hiring for adaptability, future potential, and transferable skills – not just for the tasks of today.
The big shift
The future of hiring is less about roles – and more about capabilities. Deloitte describes this shift as “liberating work and workers from the confines of the job.” Meaning, employees should be valued holistically for the range of skills, mindsets, and potential they bring.
Traits such as complex problem-solving, analytical thinking, mathematical aptitude, and creativity are highlighted as critical skills for AI talent in Randstad Enterprise’s Global In-Demand Skills research.
The World Economic Forum’s 2023 report echoes this, showing that transferable skills – like analytical thinking, creativity, resilience, and empathy – top the list of in-demand capabilities, far outpacing traditional qualifiers such as sector-specific experience.
These “human” skills don’t expire as technology evolves. Instead, they act as anchors of adaptability, enabling employees to transition into roles that don’t even exist yet.
Three steps to hiring for the future
According to research from the Brookings Institution, the real challenge in modern hiring lies in adopting new technology and rethinking how we recognise and match talent. Here are three practical steps that might either mirror what you’re doing already or be a good stepping stone for start changing the hiring process.
- Know the skills you have – and the ones you don’t
Start by mapping the skills in your business. Which ones are strong? Where are the gaps? What skills might be needed next – are new tools, processes, or ways of working on the horizon? When you’re hiring for a role, share those insights with the hiring manager and work together to map the skills and traits their team needs to succeed today – and tomorrow. - Re-engineer job descriptions
Forget long lists of degrees, years of experience, and “nice-to-haves”. Focus on what people actually need to succeed. At Lyser, we help teams write clear, on-brand job ads that say exactly what skills matter and what success looks like. When candidates understand what’s expected – and see that you value ability over credentials – you don’t risk losing the talent of tomorrow. - Target transferable skills
Don’t just look for someone who’s done the exact same job before. Ask questions that show how people adapt, problem-solve, and collaborate. Traits like curiosity, resilience, and tech literacy are more predictive of success in the AI era than a neat resume bullet list.
The future is coming – ready or not
Not long ago, organisations could set talent strategies on five-year cycles. Today, those plans need refreshing far more frequently – for some, every quarter. AI, automation, and digital disruption are reshaping work faster than ever. A few years ago, hardly anyone was talking about AI literacy, LLMs, or hybrid work – yet now, those concepts define how businesses operate.
Yes, technology will change. Roles will change. But the core skills that drive adaptability, creativity, and problem-solving won’t. That’s why forward-thinking Talent Acquisition teams are moving beyond old predictors like degrees and tenure. Instead, they’re building future-ready, resilient workforces – teams prepared to meet the challenges and opportunities of the AI era and whatever comes next.
