Is AI taking over jobs? 

As technology continues to develop rapidly, workers are concerned about the impact of AI on their jobs. Some are already feeling the effects, whereas others will remain secure in their roles for some time yet. In recognition of HR Day, we’re exploring whether AI is taking over jobs and how HR teams can manage the impact of these changes. 

How much of this fear is due to scaremongering and how much is reality? If we want to know for sure whether AI is taking over jobs, statistics can provide us with some clarity. 

The Future of Jobs report tells us that, globally, “trends in AI and information processing technology are expected to create 11 million jobs, while simultaneously displacing 9 million others”. Goldman Sachs estimates that “roughly two-thirds of US occupations are exposed to some degree of automation by AI” and that “300 million jobs could be displaced globally by AI by 2030.”

More locally, the BBC reports that “Singapore’s biggest bank says it expects to cut 4,000 roles over the next three years because of AI”.

It’s fair to conclude that AI is having a significant impact on the labour market, but the outlook isn’t all doom and gloom. While AI may be taking over some jobs, it’s also creating jobs in other areas. 

Various sources estimate that 83 million jobs are expected to be lost to AI in the next five years. 

When considering how AI is taking over jobs, the current abilities and limitations of AI need to be considered. At the moment, AI thrives on repetitive tasks, meaning that jobs involving data entry, customer service, assembly-line work, analysis, bookkeeping, proof-reading, financial trading, and front-line banking are at risk. 

As AI capabilities continue to develop, other roles will become more at risk, including driver, programmer, travel advisor, content writer, paralegal, and graphic designer. 

While some jobs are already starting to disappear, others will be immune to AI for a while yet. Healthcare roles, such as nurses, doctors, residential carers, and social workers still require the human touch, as does teaching and law. 

AI can create content, but it’s still some way from originality. That means creative writers and artists are also safe from AI taking over jobs for the time being. Green jobs in conservation and renewable energy, as well as farming jobs, are also considered relatively safe, as are the trades.  

These roles may be safe from AI in the short term, but that doesn’t mean they won’t be impacted by it. As AI evolves, it will increasingly be integrated into workspaces, so employees will need to adapt and change their processes and skill-sets to accommodate this. 

As AI takes with one hand, it gives with the other. AI itself still needs humans to maintain and develop it, meaning there will be a growth in never-seen-before roles such as Machine Learning Engineers, Prompt Engineers, AI Ethics Specialists, and AI Trainers, as well as related roles in cyber security. 

The Future of Jobs report predicts that “the fastest growing job roles by 2030, in percentage terms, tend to be driven by technological developments, such as advancements in AI and robotics.” Statista expects that 69 million new jobs are expected to be created after the AI transition.”

Workers who think AI is taking over jobs, and see their own employment as being at risk, will naturally be concerned for their future. Loss of a job, and the associated loss of income, identity, status, and community, can take a toll on an employee’s mental health. This in turn can impact employee engagement, morale, and productivity. 

While up-skilling or re-skilling can go some way to building confidence and employability, HR teams need to be aware of the uncertainty that employees are facing, and support them in mitigating their concerns. 

The challenge for any HR team is to maintain a workforce with the right skills to ensure the business remains productive and competitive, whilst safeguarding the mental health of employees impacted by the advent of AI.

To equip employees to handle these changes, HR teams can: 

• Offer secondments or project placements to support skills development
• Provide training in AI, in person, online, or via workshops
• Identify skills gaps for roles that will be in demand in the future
• Develop skills matrices that build on employee strengths
• Maintain open communications about how AI will be used within the business
• Involve employees in AI roll-outs and listen to feedback
• Build a culture of continuous learning
• Create a mentoring scheme
• Train leaders and managers to lead with empathy and transparency
• Put people first and prioritise leading with integrity
• Include outplacement services in the benefits package

The Future of Jobs report found “significant growth in demand for Generative AI training.” This suggests that employees are recognising the potential of this technology and are working to upskill themselves even before their employers require it. 

When jobs are displaced by AI, HR teams can support impacted employees by providing outplacement services. Outplacement coaches guide employees facing retrenchment into new, meaningful roles, reducing the time between jobs and decreasing the mental health impact of redundancy.

Your HR team doesn’t have to manage the threat of AI taking over jobs on their own – especially if they’re concerned about their own job security. 

Careerminds offers outplacement services that support employees facing retrenchment, enabling them to secure meaningful roles aligned with their skills and aspirations. In addition to career coaching, job search support, and virtual resources, they’ll also receive CV and LinkedIn profile writing services and job interview training. 

With no retainer fees, HR teams can add Careerminds outplacement services to the employee benefits package, enabling the company to attract and retain staff who may feel insecure about the future. 
Why not call us today to find out about our exceptional placement and engagement rates, and to discuss whether we’re the right partner for your business?

Jen David

Jen is a careers writer and CV specialist, with many years’ experience writing for leading careers platforms and her own business, CV Shed. She loves to support job seekers in progressing their careers, whether they’re looking to step up the ladder, take a sideways move, or change career entirely. She writes attention-grabbing CVs that show off her clients’ expertise and their value to a business, helping them to secure new roles quickly.

Jen also writes SEO blog content on a wide range of careers topics, for clients in the UK, US, Singapore and Australia. She has produced over 300 articles to date and also edits the work of other writers. She maintains her own blog to support job-seekers with up-to-date, best practice information on CVs, LinkedIn profiles and other related topics, and has a book available on Amazon Kindle, How to write a CV for the modern job market.