Human skills: The strategic imperative for workforce transformation

Duolingo revealed it is adopting an AI-first strategy by “gradually phasing out contractors for tasks that artificial intelligence can manage.” At Duolingo, these contractors, previously responsible for designing lessons, exercises, and translations across multiple languages, are now being replaced by AI-powered tools. The objective is to remove bottlenecks in content development and optimize operational processes, ultimately enhancing efficiency. Artificial Intelligence isn’t just altering how tasks are executed; it’s redefining the very structure of jobs.

In Duolingo’s scenario, human employees are being reassigned to tackle complex challenges and lead creative, strategic initiatives, while AI handles repetitive functions and scales business operations. Building resilience against AI-driven disruption isn’t about holding on to technical execution; it’s about strengthening human capabilities such as analytical thinking, leadership, and communication. These competencies are vital because they enable organizations to adapt when technology reshapes the fundamentals: how work is performed, how decisions are made, and how value is delivered. They provide the discernment to make nuanced choices, the flexibility to adjust rapidly, and the collaborative mindset required to innovate in an AI-centric environment.

In this blog, we explore actionable strategies enterprise leaders are using to future-proof and build resilience across their workforce, organizational structures, and processes amid the structural shift driven by AI.

Three critical considerations for leaders adapting to an AI-first world:

1. Human skills are now a crucial priority for workforce transformation as AI becomes more embedded in the day-to-day.
2. Job architectures must shift from rigid, title-based models to skills-based frameworks.
3. Internal mobility and reskilling are pillars of organizational agility.

According to the Hays 2025 Skills Report, 85% of organizations report gaps in critical thinking, leadership, and communication. What’s most alarming is that these capabilities are not secondary; they are fundamental to organizational performance, cultural alignment, and driving sustainable growth that maximizes long-term value.

For a deeper dive into how AI is reshaping workforces and the evolving skills landscape, explore our 2026 Hays Salary & Hiring Trends Guide.

Human skills are the foundation of AI resilience

As AI rapidly narrows the gap in technical execution, organizations that continue to emphasize technical expertise over interpersonal capabilities are overlooking the significant value these human skills bring to their business. Abilities such as collaboration, emotional intelligence, adaptability, and critical thinking have become the core drivers of innovation and sustainable success.

Deloitte’s 2025 Global Human Capital Trends survey shows that organizations investing in human capabilities such as collaboration, emotional intelligence, adaptability, and critical thinking are almost twice as likely to have employees who find their work meaningful and twice as likely to deliver stronger financial and business outcomes. This is no longer optional. To succeed as technology accelerates, organizations must integrate human skills into their workforce strategies.

Redesigning job architectures for skills-based hiring

Traditional job descriptions are being redesigned to reflect the realities of today’s modern workplace, moving away from requirements centered on degrees and past titles. Forward-thinking organizations are rebuilding roles around human skills and going further: Deloitte reports that 80% of Fortune 500 companies are using behavioral assessments, such as personality tests, for a variety of reasons, including recruiting, career planning, leadership development, and team building. This ensures candidates possess the future-ready skills organizations need to thrive.

Internal mobility and reskilling as critical priorities

Your employee retention strategy begins with a strong internal mobility plan. Reskilling and upskilling create pathways for growth and ensure employees’ skills remain relevant. These opportunities enable individuals to transition into new roles as they build the capabilities needed to stay resilient against AI’s impact across different areas of the business. Taking this approach keeps employees at the center as roles evolve and technology reshapes how work is done.

The leadership mandate: build a skills-first organization

AI will continue to evolve, but the organizations that thrive will need to build resilient and future-ready workforces. This means accomplishing the following:

1. Conduct a skills audit: Understand current capabilities of your current workforce and future gaps based on longer-term business objectives.
2. Redesign hiring processes: Move beyond degrees and job titles to assess and evaluate practical, transferable skills, capabilities, and expertise.
3. Foster internal mobility: Create pathways for employees to grow through upskilling and reskilling.

Ready to do more? Our workforce specialists are here to help you put skills-first hiring into action. Contact us today!