Innovations of new technologies such as AI Generative Change the way work is done, which means that they also change the skills that people need to do their job. In 2025, employers are increasingly looking for specific professional skills that demonstrate an ability to prosper in these new environments.
All industries have their basic skills that are true over the years, whether it is an earthen in the scientific method or the possibility of writing a copy. These are skills that each The recruitment manager knows how to seek – And each potential employee knows how to promote on his curriculum vitae. But as work practices are evolving and adapting to new ideas and tools, intelligent candidates will also highlight their ability to work. This could mean learning new technologies or picking up general skills which allow the worker to remain productive in changing circumstances.
Upward skills
In January 2025, Linkedin published data that predict That 70% of the skills used in most jobs will change by 2030. It has also created an inaugural 2025 “List of rising skills » to reflect the growing areas that professionals prioritize and Managers hire For. Of the 15 skills listed, two involve artificial intelligence (IA) While at least five could be considered as general skills, which are skills related to emotional intelligence or personality forces, rather than technical skills.
Notable skills on the list include:
AI literacy (# 1)
Most common employment titles: Software engineer, product manager, CEO
The most common industries: Technology and internet, higher education, IT services and IT advice
Literacy of AI is the ability to understand and interact with AI technologies and applications, in a critical and productive way. It is increasingly precious As organizations introduce AI into workflows throughout the company, such as data analysis, customer support automation or content generation – and while they are looking for new ways to extract the value of these tools.
Conflict attenuation (# 2)
Most common employment titles: Customer service representative, administrative assistant, project manager
The most common industries: Technology and internet, IT services and IT advice, higher education
The attenuation of conflicts refers to the effective management of competing ideas and personalities in the workplace, especially when they have transformed into more hostile disagreements. As the means to work, there may be growing tension between management and staff or between different teams, which can be Very difficult to solve. People who can help defuse this and find a way to cross will in particular be demand.
Adaptability (# 3)
Most common employment titles: Teacher, administrative assistant, project manager
The most common industries: Higher education, technology and internet, media and telecommunications
Adaptability, which means the ability to adapt to new conditions, has long been precious by employers because it increases the probability that the worker is able to operate when the conditions change unexpectedly. This is particularly true in start-ups or other rapid rhythm environments where processes and strategy can change quickly and unpredictable. 2025 sees a renewed interest in adaptability, because the AI ​​is implemented and replaces old task methodsas well as other modern changes to ways of working.
Innovative thought (# 5)
Most common employment titles: Creative director, professor, writer
The most common industries: Higher education, technology and internet, advertising services
An original and innovative thought has long been for companies to win a Competitive advantage on the market. As more and more parasitic tasks are automated, human employees become even more precious for their creativity and their ability to create a Innovation cultureWhat AI is not yet able to do.
LLM development and application (# 10)
Most common employment titles: Software engineer, data scientist, research assistant
The most common industries: Technology and internet, higher education, IT services and IT advice
Development in AI applications has already caused an incredible change in the world of work, but it remains even more to do. People with the skills necessary to work on a large language model (Llm) Development and applications will be those that will shape the way AI is used in the future, and therefore, these are key hires for anyone in this space.
When creating his list, LinkedIn referred to a range of factors that contributed to this desire for new skills. The post-pandemic boom influences the behavior of companies, many companies recognizing their former pursuit of uncontrolled growth and who are now looking for people who can sail in a long-term lasting scale. Elsewhere, the introduction of more strict confidentiality laws such as GDPR And DMA to companies that need to comply with more complex regulations.
However, there is a consensus that many of these new skills preferences are the result of internal changes and Staff restructuring.
“The main engine (IS) is changing organization,” said Bec Mayr, vice-president of the acquisition of talents at SEDGWICK, a global administrator of complaints. “AI is rationalized, and even automation, repetitive and entry work entirely.” This means that potential employees must offer the value of new ways, especially at the start of their career.
The wider influence of AI
Several hiring experts have spoken to the growing requirement of AI literacy, regardless of the industry for which they recruited. On the granular level, an expert demonstrated skills such as rapid engineeringBuilding agents and the ability to extract the maximum value of this new technology. Knowing what to ask for AI and how to ask can be more useful than understanding the operation of technology, depending on the context of work.
However, the mass adoption of AI tools does not only create a need for skills related to AI, but also raises a new range of questions that workers will have to navigate. Ciara Harrington, head of the people of Skillsoft, explained how useful it was for candidates to familiarize themselves with the ethical use of AI and digital discernment and to be able to assess the content generated by AI in a critical way. These skills would not have been on the radar of recruiters in the past.
While the AI ​​automatizes many tasks, many professionals will have two options: become experts in AI itself or distinguish themselves with more “human” skills.
“The human edge will come from our ability to think critically, to collaborate effectively and to direct with empathy,” said Harrington. “While we integrate AI into performance managementWe note that human judgment must play a central role to ensure equity and coherence. “”
Many experts have explained growing interest in particular general skills as a natural response to AI automation. Hiring managers will now recruit for skills that cannot be so easily replaced by technology, as Relations with customersHuman authenticity and creative ingenuity. This also aroused an increase in the value of skills related to adaptability, problem solving and resilience; With so many changes resulting from new AI work flows, the most useful employees are those who can evolve alongside.
How candidates can demonstrate these skills
In the case of more technical skills, potential employees may want to take courses or qualifications to show their competence. These can be easy to include when CV And to name during an interview. If the candidate previously used AI tools in a successful way, he must call this in his application equipment, such as sharing the way in which he used a specific AI program to increase measurable efficiency in data analysis.
However, less measurable skills, such as the graceful management of a difficult customer or the management of contradictory teammates, can be more difficult to demonstrate when hiring committees. A practical method is to provide a clear example of how the candidate used these skills in a previous role. Fallan Mitchell, HR principal analyst and consulting services at McLean & Company, described how the company uses the framework of situation, action, result (SAR) to help candidates to transform “abstract qualities into clear stories and focused on results”.
Many general skills will also be visible during an interview, such as establishing interpersonal relationships, creativity and empathy. In addition to transmitting material information on themselves, candidates should be aware of the fact that their attitude and behavior can reveal how they would work as an employee.
Finally, several HR professionals recommend that candidates use the range of social and publishing platforms available to create a brand. This puts part of the power in the applicant's hands, because they can control their story and present their best work in the formats with which they are most comfortable. These documents can then be used as part of a request – or they can even earn an invitation to interviews or a job offer.
“Companies will find new talents, and if a candidate is doing an excellent job to build his online brand, their chances of being considered to be increasing,” said Mayr.
Madeleine Streets is a senior content manager for Whatis. It was also published in “Time”, “wwd”, “self” and observing “.
At Learnopoly, Finn has championed a mission to deliver unbiased, in-depth reviews of online courses that empower learners to make well-informed decisions. With over a decade of experience in financial services, he has honed his expertise in strategic partnerships and business development, cultivating both a sharp analytical perspective and a collaborative spirit. A lifelong learner, Finn’s commitment to creating a trusted guide for online education was ignited by a frustrating encounter with biased course reviews.