AI Readiness: How AI is redefining the workplace

Recently, the rapid growth and adoption of AI has impacted how organisations operate daily, but also how they think about the future of their business. Organisations have begun to consider their level of AI readiness and ways to prepare their business for the future with an AI-ready workforce.  This includes evaluating current capabilities, identifying critical skill gaps, investing in continuous learning, and aligning AI strategies with long-term business objectives. But what is AI readiness? 

What is AI readiness?

AI readiness refers to an organisation’s ability to implement AI into their operations and this ranges from foundational readiness such as incorporating elementary tools to AI transformation – the high-level use of AI tools that have a significant impact on how a certain function operates. AI readiness encompasses all the steps an organisation should take prior to implementing AI tools or systems. 

While the barrier to entry for using generative AI tools such as ChatGPT or Microsoft Co-Pilot is fairly low, effectively using AI to augment and automate processes in the workplace is significantly more difficult. This goes beyond AI knowledge and into ethical and responsible use that complies with data governance policies.

Adopting AI tools requires a strategic approach and a strong understanding of the implications of AI. To gain insight into where organisations currently are on this journey, we conducted a poll to see how our audience views AI, especially in relation to job creation and job losses. 

Attitudes to AI

While it’s key for businesses and employees to adapt to this technology, the sentiment around AI in the workplace is varied. In March 2025, our Advisory team launched several LinkedIn polls to gain some insight into our current audience and their view on AI in the workplace. Here are a few key stats: 

• 54% of respondents expect AI to create less new jobs than it replaces 

• 72% of respondents believe AI will make things better  

• 58% of respondents believe AI has not provided any measurable benefit for their organisation’s hiring process yet

• 56% of respondents believe AI will replace low-skill jobs by 2030

While these stats present only our LinkedIn audience and those who engaged with the relevant polls, it’s interesting to note that while many respondents feel AI will provide general improvements, a large majority also haven’t yet seen any benefit of AI particularly in their hiring process. While many believe AI will drive improvement, most haven’t seen measurable outcomes just yet. 

There’s no doubt that AI still plays a significant role in the growth and potential success of organisations, but what impact has it already made? 

The impact of AI on the workplace

The tech space is already witnessing an exceptional AI impact, with Meta CEO, Mark Zuckerberg, stating that AI will replace mid-level engineers by 2025. In an article shared by Forbes, it stated that Zuckerberg believes “AI can take over coding tasks, allowing human engineers to focus on higher-level problem-solving and creativity.” 

Outside of tech, AI has proven a positive addition to different processes in HR management, logistics, and manufacturing capability enhancements. Additionally, the drug discovery space has noticed accelerated research timeframes and reduced costs with the applications of AI. This quick adoption of AI was likely made possible by the high level of AI readiness that may already exist within these organisations and sectors. 

The world has witnessed immense technological advancement over the last few decades and at a pace that many could not have imagined. While innovation and ingenuity should be at the forefront of any future-focused business, what are the effects of unregulated AI application? 

The risks of AI 

A roundtable between TechCentral and NTT DATA revealed that generative AI is "reshaping IT infrastructure, software development, cybersecurity, and business operations". However, the roundtable also placed significance on AI governance to find a balance between innovation and data protection. 

In 2023, UNESCO highlighted key examples of ethical dilemmas with AI use. This ranged from AI systems delivering biased results, to AI in the court of law, and AI creating art. In terms of creating Art, UNESCO shared that AI is reshaping “what it means to be an author” and that the creation of original art plays a key role in inclusive societies. 

For HR, it’s no different. To implement impactful but ethical use of AI, organisations need to understand what can be automated and what can’t. AI should be used in a regulated way, whether that’s in hiring, onboarding, or even gathering employee engagement insights. For example, automating administrative tasks in HR is one option, but what happens when companies begin automating their employee reviews? How do they ensure unbiased results that consider the employees’ tenure, their role, and their current circumstances? This balancing act is a crucial part of regulating AI in many areas, and particularly in a division of the organisation that engages your most valuable asset – your people. While HR teams should consider how they use AI, there's no doubt that job seekers are already tapping into these tools. 

AI for job seekers 

The possibilities of AI cannot be overstated, particularly for job seekers who often see it as a useful tool to tailor their resumes or cover letters. Nearly 65% of job applicants use AI at some point in the application process, according to a trend report from Career Group Companies.  

During an application, employers are often checking if you’re the right fit, either from a skills or culture perspective. The information you provide should be reflective of your true capabilities and AI should help you enhance your application, not embellish. 

“While AI can be helpful for quick applications, hiring managers value authenticity and a true reflection of a candidate’s experience.” Christ Eldridge, CEO of Robert Walters UK&I

For organisations, however, Forbes reported that employees selected based on AI recommendations tend to perform better as AI removes human bias and prevents hiring managers from making decision based on first impressions. Still, AI isn’t ready to make unsupervised decisions and should be used as a tool for experienced professionals who have their organisation’s objectives top of mind. 

How to prepare for the future of AI at work 

According to McKinsey & Company’s, The State of AI, survey from March 2025, the redesign of workflows will have the most significant impact on an organisation’s ability to see EBIT impact from gen AI use. In the same survey, they noted that only 27% of respondents whose organisations use AI review content generated by AI. 

So, if redesigning organisational workflows with AI is the key to seeing a potential monetary impact but so few organisations are reviewing their AI content, what does this mean for the future of work? 

It’s crucial to address the current and potential risks of AI, as well as security concerns. McKinsey & Company’s survey also highlighted that while respondents from larger organisations are more likely to say that their employer is managing AI risk, they are not more likely to address these risks. 

From our own LinkedIn polls, we also know that 40% of respondents shared AI has not been explored at all while 52% noted using AI in some areas. Only 8% of respondents stated that AI has been fully integrated into their organisation – indicating that these organisations likely had a high level of AI readiness in order to act as quickly. 

To prepare for the future of the workplace that most certainly includes the use of AI, it’s crucial to balance your gen AI use with cybersecurity practices and operational processes designed to mitigate risk on your journey to becoming AI ready.  

Bridging the AI gap: How our AI Readiness Masterclass helps organisations prepare 

With 40 years in recruitment, our teams have recognised the growing need for AI use in recruitment and hiring. The AI Readiness Masterclass was born out of a need to address some of the key areas of concern for HR and talent acquisition professionals, and how AI can support these roles. As organisations assess their AI readiness, understanding how to strategically apply AI in recruitment becomes increasingly critical. Packaged into five one-hour sessions, the AI Readiness Masterclass delivers key benefits including the commercial value AI can deliver for your business, such as lower hiring costs and increased productivity within HR and recruitment. 

Contact our Future of Work specialists to find out more about our AI Readiness Masterclass.