The skills shift: how AI and digital transformation are reshaping workforce demand

Digitalisation, especially the development of artificial intelligence, is revolutionising the skill requirements of companies. Every area of business is currently undergoing significant transformation. AI is not only changing the way organisations operate but also redefining the skills they expect from employees. Although we are still in the early stages of this shift in work practices, employees today must possess entirely different skills compared to just a few years ago.

As a result of advancing digitalisation, digital skills are becoming crucial for organisations. This demand is not only reflected in the increasing need for tech experts in digitalisation, AI, and data but also in new expectations for people who do not work in technology-related professions. For employees, this means the need to develop and expand their skill sets, while organisations must create new strategies to adapt effectively to this new reality.

So, how are companies addressing the challenge of rapidly changing skill requirements? Although there is no one-size-fits-all solution – aside from traditional recruitment of full-time employees – three popular strategies stand out in the Central and Eastern European region. These are upskilling/reskilling, outsourcing and, in some cases, downsizing.

New skills across business areas
The skills changes brought about by AI development are evident not just in technology-related areas but also in departments such as marketing, sales, human resources, finance, customer service, operations and administration. More and more business processes are becoming automated. On the one hand, this automation relieves employees from repetitive and tedious tasks. On the other, it exposes them to new, more advanced projects.

A common theme in these changes is the increasing significance of digital skills. Not only are technical skills – such as knowledge of digital tools or the ability to use AI in everyday work –important, but also cognitive and interpersonal skills like data literacy, critical thinking and communication in an automated environment. Furthermore, proactivity and the ability to learn quickly are becoming vital attributes.

To meet the growing demand for new skills, businesses are adopting various strategies to bridge skill gaps and adapt to changing conditions.

Method 1: Developing current employees
One of the most common approaches is to upskill and reskill current employees. This involves investing in their development through training in new technologies, such as the practical use of AI, and fostering a culture that supports continuous learning.

Reskilling also allows employees to retrain within the company, enabling them to take on different roles than before. This approach benefits both parties; when the demand for certain skills declines due to digitalisation, companies may face shortages in other specialisations. By reskilling, organisations can retain experienced employees who understand the business while adapting to new needs.

According to a Hays survey conducted at the turn of 2024 and 2025 in 23 countries, 89% of white-collar workers expressed a willingness to participate in upskilling programmes designed to prepare them for implementing AI in the workplace. In Poland, this figure was 85%. However, only 53% of the surveyed companies reported offering any training in this area, suggesting that the potential of upskilling and reskilling is not being fully realised.

Method 2: Acquiring expertise from outside the organisation
Contracting – establishing cooperation with experts on a B2B contract basis – is becoming increasingly popular. This solution is especially effective in transformation projects that require specific, often highly specialised, skills for a limited period. Contracting most often addresses companies’ skills needs related to technology and engineering.

In recent years, contracting has rapidly grown in Poland and throughout Central and Eastern Europe. Organisations are increasingly using this solution to quickly implement new technologies and to scale their teams without long-term staffing commitments.

Contracting is particularly attractive because contractors provide skillsets as well as offering operational support – they implement new processes, train teams, and provide strategic advice. They often bring extensive and diverse experience from multiple companies, which is highly valuable to organisations and frequently determines their decision to use these services.

In addition, there has been a growing interest in business process outsourcing services, which involves transferring the responsibility for either an entire business process or a specific part of it to an external entity. In the realm of digital skills, this outsourcing is particularly relevant in areas where the implementation of AI requires specialist knowledge.

Method 3: Downsizing
Some organisations choose to optimise their processes using AI, which often leads to reorganising teams and, at times, even downsizing. However, job cuts are only one aspect of this change. Many companies soon realise that the implementation of new technologies generates a demand for completely different skills, both technical and strategic.

It is still uncommon for artificial intelligence to achieve its objectives completely from the outset and eliminate the need for human involvement. Consequently, instead of simply reducing the size of the workforce, organisations are increasingly opting to restructure their teams and invest in talent that can blend business knowledge with technological understanding.

The collective goal of these initiatives is to increase operational efficiency and provide companies with access to skills that are crucial for digital transformation.

Digital skills: a standard requirement in recruitment
Digitalisation impacts recruitment in nearly all departments of a company. Positions not directly related to technology now increasingly require skills in using AI and automation tools. In HR, a solid understanding of applicant-tracking systems, personnel analytics and online recruitment methods is becoming increasingly important. Similarly, in marketing and sales, skills related to campaign automation, data analysis, and content creation supported by generative AI are crucial. In finance and administration, knowledge of automated reporting, forecasting, and managing ERP systems is important as well.

As a result, digital skills have become standard requirements in most recruitment processes. Employers and recruiters pay close attention to how well candidates will adapt to an increasingly digital work environment. According to a survey by Resume Genius, titled AI’s Impact on Hiring in 2025, 81% of hiring managers consider AI-related skills to be a priority when recruiting new employees. Notably, this consideration also extends to positions outside the IT sector.

Moreover, a greater emphasis on technical skills for non-technical candidates is just one of the changes in recruitment brought about by digital transformation. Companies are adjusting their approach; rather than concentrating solely on a candidate’s specific experience, they are placing greater importance on attributes like willingness to learn, cognitive flexibility, and adaptability.

Are companies ready for digital transformation?
While most organisations express a willingness to implement AI and digital solutions, genuine readiness for this transformation remains a challenge. According to a recent survey conducted by IBM, 42% of companies cite insufficient knowledge of generative AI as a barrier to implementation, and 45% express concerns about errors and biases in the data used by models.

Furthermore, the Forbes report Tech in 2025 highlights that skills shortages, outdated IT infrastructure, and uncertainties about the best ways to implement AI are among the most common obstacles to adopting new technologies. In addition, 91% of organisations indicate that the greatest challenge is not technology but rather organisational culture and resistance to change.

This demonstrates that effective transformation requires not just investments in technology but also a commitment to developing people – their skills, engagement and adaptability. Success in the AI era will significantly depend on an organisation’s ability to adjust, its workforce’s training, and openness to new forms of cooperation.

Strategies such as upskilling, contracting, and outsourcing enable companies to respond to change but necessitate a deliberate approach and a long-term vision. It is essential to understand that digital transformation is not a one-off project; it is an ongoing process that demands continuous commitment and a willingness to learn.