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When ChatGPT launched in November 2022, it was being looked upon as something straight out of a Sci-Fi film. The <keyword id="19896272" type="General" weightage="20" keywordseo="generative-AI" source="keywords">generative AI</keyword> chatbot could write, code, compose music and whatnot. While many people started using the AI chatbot everyday and started appreciating it, there were others who were afraid that the chatbot would take away their jobs. And then there were people who believed that knowing how to use <keyword id="20096338" type="General" weightage="20" keywordseo="AI-tools" source="keywords">AI tools</keyword> would be a necessary skill in the future. “AI won’t replace your job but someone using AI tools would” was a popular quote surfacing on LinkedIn at the time AI tools started getting popular. And as per a recent study, this quote holds true. A new study by Gartner says that by 2027, a staggering 80% of engineering professionals may find themselves at risk of <keyword id="20080267" type="General" weightage="20" keywordseo="job-loss" source="keywords">job loss</keyword> if they do not adapt and enhance their skills, particularly in the face of advancing generative AI technologies. Generative AI is changing the way software development and engineering roles are approached at the workplace. This shift poses significant challenges for engineers who have relied on traditional skills and methods. As AI systems become more capable of performing tasks previously done by humans, engineers must recognise the importance of staying current with new tools and methodologies to remain competitive in the job market. According to an Analytics India Mag report, industry experts warn that those who do not actively pursue further education or training may struggle to secure employment. As the demand for <keyword id="23563446" type="General" weightage="20" keywordseo="AI-related-skills" source="keywords">AI-related skills</keyword> rises, professionals who fail to adapt risk being left behind. The pressure to keep pace with technological advancements is not just a trend; it’s becoming a necessity for career survival. To mitigate the risks associated with job displacement, engineers should engage in <keyword id="20186222" type="General" weightage="20" keywordseo="lifelong-learning" source="keywords">lifelong learning</keyword>. Upskilling can take various forms, including online courses, workshops, and certifications focused on AI and machine learning. Many educational institutions and online platforms are responding to this need by offering specialised programmes tailored to the demands of the industry. The call for continuous learning is not just about acquiring new technical skills. It also involves developing soft skills such as critical thinking, problem-solving, and adaptability. These competencies are increasingly valuable in a world where collaboration with AI systems will become the norm.

Study reveals 80% of software engineers must upskill by 2027 to keep their jobs

The <keyword id="1370377" type="General" weightage="20" keywordseo="BPM-industry" source="Orion">BPM industry</keyword> in India is at the cusp of a transformation and the demand for AI-enabled talent is set to surge, redefining workforce needs across the sector. “My spectrum tells me, in the next 3-5 years, there’s going to be an uptick in AI-enabled workers till the time that models stabilise,” said Nitasha Atreya, the Head of Transformation, Digital Operations and Platforms at Wipro, during a panel discussion on “AI-Ready <keyword id="20041791" type="General" weightage="20" keywordseo="bpm" source="keywords">BPM</keyword> Industry in India,” hosted by Business Insider India. While AI has the potential to streamline many business processes, industry experts caution against relying solely on AI. Human intervention is still required, which means skilling new talent and upskilling existing talent is vital to leveraging AI effectively. Investing in these areas allows organisations to better meet evolving demands with a workforce that complements AI-driven solutions. <div type="Youtube" id="3ewvUSYfG1M" title="Al-Ready BPM Industry In India" thumbUrl="https://i.ytimg.com/vi/3ewvUSYfG1M/mqdefault.jpg"><url><![CDATA[https://www.youtube.com/watch?v=3ewvUSYfG1M]]></url></div> <h2>Why human intervention is critical</h2>As the demand for AI and generative AI models is rising among BPM clients, particularly for model-building capabilities, so is the demand for AI-skilled workers. “For us to have the right intervention for human-in-the-loop processes, it’s essential that we develop an AI-enabled workforce,” Mythily Ramesh, Co-Founder and Director of NextWealth told Business Insider. Ramesh shared industry projections that estimate AI could create up to 100 million jobs globally. AI models generate predictions based on historical data and probabilities, but human oversight is essential to ensure accuracy and minimise errors. “AI as an enabler or augmenting the human workforce is probably the way this industry is going to progress. With the risks that are associated with completely leaving AI to replace humans – it’s just not going to work,” explained <keyword id="23987938" type="General" weightage="20" keywordseo="sundar-hariharan" source="keywords">Sundar Hariharan</keyword>, Vice President of Digital Business Experience Centre at Alorica IQ. <h2>Shaping the future of AI And BPMs with collaborative intelligence</h2>The panellists emphasised a significant challenge in AI model development: only 1 in every 100 models actually makes it to deployment. For all of these models, a rigorous process of training and fine-tuning is required, using either synthetic or human-generated data. This process is not just about feeding the model data but also validating the output to ensure it functions as intended. “There’s a lot of requirements for data training and validation,” said Ramesh, highlighting the substantial demand for data annotators, labelers, and specialists in areas like image and video annotation. These roles are crucial for ensuring that the data used to train models is of high quality and accurately reflects the task at hand. However, the skills required for these roles go beyond traditional data labelling. The workforce must move away from rigid Standard Operating Procedures (SOPs) and understand the context in which data is being used. This requires employees to make judgement calls that help refine the model’s performance, adapting to continuously evolving instruction sets. "It’s collaborative intelligence—human intelligence combined with artificial intelligence," Ramesh noted. To address this evolving demand for skills, companies like Wipro have implemented comprehensive upskilling programs. These programs are tailored to different business segments, from basic AI awareness (AI 101) to advanced training for developers, engineers, and architects—those working directly on the models. Atreya shared that over 10,000 developers and engineers at Wipro are currently receiving training across these programs. <h2>AI’s role in transforming BPM operations</h2>According to Suhrid Brahma, the Chief Technology Officer at WNS Global Systems, the core model of the BPM industry is changing. “There is a shift from focus on people, to outcomes and value-add as an industry,” he said. He outlines a three-part strategy for the upgrades needed in AI-driven BPM, beginning with AI in operations. By building an AI-skilled workforce and maintaining a ‘human in the loop’ approach, organisations can maximise the value of AI while keeping essential human oversight. The second area is AI for applications and platforms. Each BPM deal has a technological component, which varies from client to client, but AI should be woven directly into these enterprise systems to ensure seamless functionality. Lastly, he highlights AI’s evolving role in analytics, shifting from retrospective analysis to providing predictive insights that drive proactive decision-making across the organisation. “This whole industry will grow for sure. But the nature of work we do, the kind of value-add we do for clients and the kind of outcomes we deliver as an industry, will definitely change,” Brahma noted. <h2>Navigating an evolving AI landscape in BPM</h2>As AI continues to reshape BPM, the nature of customer needs is also changing. With AI, businesses now have the potential to drive end-to-end process automation, where one part of the process is handled by the BPM organisation and the other by the client, fostering a more collaborative approach to AI adoption. Hariharan noted that BPM providers are transitioning into more tech-driven organisations, as AI increasingly becomes a key enabler of business processes. However, the road to AI integration is not without challenges. Atreya pointed out several challenges like siloed technology limiting the potential of AI to drive meaningful results. Atreya highlighted that siloed technology often limits the ability of AI to drive results. Organisations must assess whether they are AI-ready, with a mature data infrastructure and robust data availability. According to her, the most pressing concern remains ensuring ethical and responsible AI deployment, as new regulations continue to evolve. For sectors like BFSI, tech integration is already advanced, but industries like logistics have an opportunity to leapfrog by integrating systems and running processes end-to-end with AI, according to Brahma. He emphasised the importance of data integration to fully benefit from AI. Looking ahead, the panellists see huge opportunities in sectors like e-commerce and automotive, where AI-driven services are changing the landscape. The key to success will be collaboration, integration, and a well-trained workforce prepared to drive this AI-enabled transformation. This article is part of a four-part webinar series in partnership with nasscom. These monthly webinars aim to delve deep and offer insights into the evolving BPM landscape. You can watch the full video of the third session <a href="https://youtu.be/3ewvUSYfG1M">here</a>. Disclaimer: This article is generated and published by the Insider Studios team. You can get in touch with them on <a href="mailto:insiderstudios@businessinsider.in">insiderstudios@businessinsider.in</a>

India's BPM industry to see sharp demand for AI-skilled talent over the next 3-5 years

<ul class="summary-list"><li>Family offices can pay six-figure salaries but require intense dedication.</li><li>Selecting candidates often boils down to a "personality fit," recruiters said.</li></ul>People who work for family offices often juggle much more than just spreadsheets.Many ultra-wealthy people set up dedicated offices, which could have a handful or dozens of employees, to oversee their<a target="_blank" href="https://www.businessinsider.com/sergey-brin-wealth-management-jeff-bezos-family-offices-women-cios-2022-8"> investments</a>, philanthropy, and high-end toys, like<a target="_blank" href="https://www.businessinsider.com/biggest-yachts-owned-by-tech-billionaires-mark-zuckerberg-jeff-bezos-2024-5"> yachts</a>. An office might look after one person's money in one city or that of multiple generations across countries.Family office employees, in turn, can be paid on par with, or even better than, banking,<a target="_blank" href="https://www.businessinsider.com/private-equity-salaries-at-blackstone-apollo-kkr-bain-others"> private equity</a>, and other top finance jobs. But the unique nature of the job means headhunters are often looking beyond basic finance skills when scouting candidates for jobs.In recent years, Singapore has emerged as a global hotspot to set up family offices, thanks to its business-friendly environment and lack of <a target="_blank" href="https://www.businessinsider.com/singapore-attracts-ray-dalio-sergey-brin-family-offices-2021-2">capital gains tax</a>.Billionaires like Ray Dalio, the founder of Bridgewater Associates, and Google co-founder Sergey Brin have established family offices in the city-state. <a target="_blank" href="https://www.businessinsider.com/reliance-industries-mukesh-ambani-new-family-office-singapore-2022-10">Mukesh Ambani</a>, Asia's richest man, also expanded his wealth management operations to Singapore in 2022.Business Insider spoke to three recruiters for family offices, two of whom are based in Singapore, to find out which traits give a candidate the best shot of landing a job in a family office.<h2 id="250f7d12-74d8-46a4-828f-083dfef98f32">1. Jack of all trades</h2>Unlike many corporate jobs' clearly-defined responsibilities, family office staff — even executives — juggle a lot, said Paul Westall, the cofounder of Agreus Group."A chief investment officer of Goldman Sachs might not fit nicely into a family office because, at Goldman, they might have 10 analysts and two assistants, while in a family office, they do all the analysis and book their flights," Westall said.Jimmy Soh, a consultant at recruitment firm AP Executive, stressed the need to wear multiple hats and cultivate multiple specializations."Not only do you have to be an investment manager, but you also have to be a family council and any additional roles coming in like a concierge service," said Soh.One Hong Kong billionaire family asked Soh to hire an<a target="_blank" href="https://www.businessinsider.com/things-know-about-billionaires-wealthy-according-to-personal-assistant-2024-9"> executive assistant</a> with a $20,000 monthly salary. The candidate needed to be an accountant with an Ivy League degree who spoke three languages. The job description included planning the family's business and personal trips and managing their yacht and crew.<div type="image" title="Yacht Show Monaco" height="2620" width="4000" msid="113996580" hostid="261" sizebytes="1066772"></div>"Many families will say that the sky's the limit on the budget for these roles because they're looking for the best talent," said Soh. "They can indefinitely add more roles to the job description, which is how they justify this kind of salary."<h2 id="735b5822-dd6a-4c7c-9c35-3ee3c1b99fe1">2. Independence and all-hours commitment</h2>Family office roles also demand a high level of commitment.Phone calls could come at lunchtime — or in the middle of the night, Soh said."Most can be extremely demanding because they hire you for a specific role and can easily outsource the role to other firms," Soh said.In Asia, many family offices are still developing and roles are less defined than in Europe or the US. Candidates must often be willing to "<a target="_blank" href="https://www.businessinsider.com/lessons-hint-ceo-learned-doing-dirty-work-leader-2021-3">get their hands dirty</a> and work long hours for seven days a week," said Pierre Pineau, head of Agreus Group's Singapore office."Asian families, in general, expect you to be available 24/7, and that's not for everyone," said Pineau. "It's not about yourself. It's about what's best for the family office."The jobs can also require independence. Pineau said that in Asia's emerging markets, employees often work independently in one location while the family's main office is in another country.Westall said flexibility is key. He once hired a CIO whose job description included overseeing a family's investment in purebred racehorses. A top candidate — a former banker — had no experience in horses.<div type="image" title="Horse Racing Canada" height="3456" width="5184" msid="113996577" hostid="261" sizebytes="1371120"></div>"But then he got this job and rolled with it because he had to," said Westall. "Key people that last a long time in family offices build trust because when there's an issue, they resolve it with ideas from outside the box."<h2 id="1bba166f-2ad4-4b9b-8108-ea6b7b35d0a4">3. Managing multiple family members</h2>In family offices, technical brilliance alone isn't enough to secure a role. Working closely for one family means managing wealth and relationships."One of the main attributes family offices need is emotional intelligence — someone who can work with multiple people of different levels, from the son who's 16 and you need to explain certain decisions to him, to the wife, and the granddad," Agreus Group's Westall said.Candidates must also have the communication skills to navigate the dynamics and demands of different family members."You are presenting your work to people who might not be particularly financially savvy, unlike your peers at a bank," Westall said.AP Executive's Soh said that the "intangibles" — like interpersonal compatibility and standout personality traits— often make or break candidates."You might be extremely brilliant, but you might be a very hard person to work with or have some idiosyncrasies that might not gel well with the team," said Soh. "It comes down to your personality."Getting hired often hinges on<a target="_blank" href="https://www.businessinsider.com/personality-hires-bring-soft-skills-to-work-2023-11"> personality fit</a>, said Westall. Families might reject candidates for small details like how they walk or dress — but others are open to unconventional hires.Westall shared a story of a family office executive who started as a cleaner while he was in film school. He helped the family with a script they were writing and was eventually hired to oversee investments in the family's film business."Sometimes they are not always looking for someone with obvious experience, but someone who could add value in that family office," said Westall. "That's an unusual story, but there are some bizarre ways people can get into family offices."Do you have a story to share about working with or for high-net-worth individuals? Email this reporter at <a target="_blank" href="mailto:lwee@insider.com">lwee@insider.com</a>.

The top 3 skills you need if you want to land a job in a family office, according to industry recruiters

Finance Minister <keyword id="19916618" type="General" weightage="20" keywordseo="Nirmala-Sitharaman" source="keywords">Nirmala Sitharaman</keyword> on Tuesday announced <keyword id="20404375" type="General" weightage="20" keywordseo="income-tax-relief" source="keywords">income tax relief</keyword> for the <keyword id="20071167" type="General" weightage="100" keywordseo="middle-class" source="keywords">middle class</keyword>, a Rs 2 lakh crore outlay for <keyword id="22517841" type="General" weightage="20" keywordseo="job-creation-schemes" source="keywords">job creation schemes</keyword> over the next five years and a spending splurge for states run by her party's new coalition partners as she unveiled <keyword id="20509939" type="General" weightage="20" keywordseo="Modi-3-0" source="keywords">Modi 3.0</keyword> government's first budget after the general elections. With rural distress and unemployment being blamed for BJP losing its majority, Sitharaman in her seventh straight budget provided Rs 2.66 lakh crore for <keyword id="20027688" type="General" weightage="20" keywordseo="rural-development" source="keywords">rural development</keyword> and maintained spending on long-term infrastructure projects at Rs 11.11 lakh crore to boost <keyword id="19900794" type="General" weightage="20" keywordseo="economic-growth" source="keywords">economic growth</keyword>. She abolished 'angel tax' for all classes of investors in startups, cut customs duty on mobile phones and gold and simplified capital gains tax. She, however, raised the securities transaction tax (STT) on futures and options of securities, which led to tanking of stock markets. "India's economic growth continues to be the shining exception (in a world that is gripped by policy uncertainties) and will remain so in the years ahead," she said. "In this budget, we particularly focus on <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">employment</keyword>, <keyword id="20374219" type="General" weightage="20" keywordseo="skilling" source="keywords">skilling</keyword>, MSMEs, and the middle class." Besides Rs 2 lakh crore provided over a five year period for schemes and initiatives to facilitate employment, skilling and other opportunities for 4.1 crore youth, "I have made a provision of Rs 1.48 lakh crore for education, employment and skilling," she said. For Bihar, where assembly elections are due next year, the finance minister announced spending of Rs 60,000 crore on infrastructure projects like expressways, power plant, heritage corridors and new airports. The support to Bihar, whose ruling party and BJP's partner JD-U has been demanding an economic package and special category status for the state, is in the form of capital projects but not subsidy or cash dole. Similarly, for Andhra Pradesh, whose ruling TDP recently joined BJP-led NDA, she allocated Rs 15,000 crore in financial aid through multilateral agencies. A similar request for support to Bihar will be expedited, she said. For the middle class, she raised standard deduction -- a flat deduction from total salary earned by an employee in a year before calculating applicable income tax rate -- by 50 per cent to Rs 75,000 and tweaked tax slabs for taxpayers opting for the new income tax regime. This will lead to taxpayers under the new tax regime -- which offers lower rates of taxes but permits limited deductions and exemptions -- saving up to Rs 17,500 in tax annually, she said. To spur employment, the Budget provided for incentives for companies, including paying for one-month salary for first-time employees, incentive at specified sale to both employee and empower with respect to their retirement fund contribution in the first four years of employment and reimbursing employers up to Rs 3,000 per month for 2 years towards EPFO contribution of each additional employee. Also, a programme to improve skills as well internship for students and subsidised loans for higher education will be provided, she said. India's official unemployment rate in urban areas is pegged at 6.7 per cent but private agencies put it at much higher levels. Buoyed by robust tax collections and a higher-than-expected dividend receipt from the Reserve Bank, Sitharaman said the government's fiscal deficit -- the difference between the total revenue earned and total expenditure -- will be trimmed to 4.9 per cent of the GDP in 2024-25, below the 5.1 per cent figure estimated in the interim budget she presented in February. She reduced gross market borrowing marginally to Rs 14.01 lakh crore. The Budget for 2024-25 fiscal (April 2024 to March 2025) allocated Rs 1.52 lakh crore for agriculture and allied sectors, aid for building 3 crore affordable housing units in urban and rural areas, provided credit support to small and medium businesses, raised small loans to Rs 20 lakh for small business, proposed setting up 12 industrial parks, and provided for setting up a Rs 1,000 crore venture capital fund for space sector.

Modi 3.0 1st Budget: Tax relief for middle class, Rs 2 lakh cr job scheme

Union Finance Minister <keyword id="19916618" type="General" weightage="20" keywordseo="Nirmala-Sitharaman" source="keywords">Nirmala Sitharaman</keyword> in her Budget speech proposed creation of <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">employment</keyword> of about 4.1 crore <keyword id="19916812" type="General" weightage="20" keywordseo="youth" source="keywords">youth</keyword> over the next five years. Towards it, the finance minister has made an allocation of Rs 2 lakh crore. Similarly, for <keyword id="20374219" type="General" weightage="20" keywordseo="skilling" source="keywords">skilling</keyword> the citizens so as to generate job opportunities, she proposed Rs 1.48 crore. 20 lakh youth will be skilled over a five-year period. A total of 1,000 industrial training institutes will be upgraded, she announced. She proposed in her speech that a one-time wage would be provided to all first time employees in all sectors. The incentive for first-timers would be provided through Direct Benefit Transfer (DBT) The Finance Minister said that the government will launch internship opportunities in 500 companies to one crore youth in five years. Interns will get exposure to real-life environment and an allowance of Rs 5000 per month, she said. The companies will bear training and 10 per cent of training cost from CSR funds. Sitharaman said employment, skilling, MSME, and middle class are among key focus areas of this Budget. SEE ALSO:<a href="https://www.businessinsider.in/budget/news/union-budget-2024-live-updates-finance-minister-nirmala-sitharaman-key-announcements-23-july/liveblog/111942008.cms" target="_blank"></a> <a href="https://www.businessinsider.in/budget/news/union-budget-2024-live-updates-finance-minister-nirmala-sitharaman-key-announcements-23-july/liveblog/111942008.cms" target="_blank">Union Budget 2024 Live Updates: Finance Minister Nirmala Sitharaman to present her record seventh consecutive Budget today</a><a href="https://www.businessinsider.in/business/news/expectations-from-union-budget-2024-25-how-will-this-budget-impact-you/articleshow/111946291.cms" target="_blank"></a> <a href="https://www.businessinsider.in/business/news/expectations-from-union-budget-2024-25-how-will-this-budget-impact-you/articleshow/111946291.cms" target="_blank">Union Budget 2024-25: How will this budget impact you?</a><a href="https://www.businessinsider.in/budget/news/heres-a-quick-overview-of-pm-modi-3-0-governments-first-budget-to-be-presented-by-fm-nirmala-sitharaman-today/articleshow/111944393.cms" target="_blank"></a> <a href="https://www.businessinsider.in/budget/news/heres-a-quick-overview-of-pm-modi-3-0-governments-first-budget-to-be-presented-by-fm-nirmala-sitharaman-today/articleshow/111944393.cms" target="_blank">Here's a quick overview of PM Modi 3.0 government's first budget, to be presented by FM Nirmala Sitharaman today</a>

Budget 2024: ₹2 lakh crore allocated to employ 4.1 crore youth over next 5 years

After the <keyword id="479174" type="General" weightage="20" keywordseo="Karnataka-cabinet" source="Orion">Karnataka cabinet</keyword> approved a bill that mandates 100% <keyword id="19914887" type="General" weightage="20" keywordseo="reservation" source="keywords">reservation</keyword> for Kannadigas in Category C and D <keyword id="19914922" type="General" weightage="20" keywordseo="jobs" source="keywords">jobs</keyword> in all industries in the state, businessman and philanthropist TV <keyword id="20076594" type="General" weightage="20" keywordseo="Mohandas-Pai" source="keywords">Mohandas Pai</keyword> slammed the state government saying that <keyword id="20374219" type="General" weightage="20" keywordseo="skilling" source="keywords">skilling</keyword> Kannadigas is the only way to promote them for jobs rather than giving them reservation. "If you want to promote Kannadigas for jobs, spend more money on higher education. Give training to them. Spend more money on skill development. Spend more money on internships, spend more money on apprenticeship programs. So they all become skilled. Not like this. What are you trying to achieve by this?," Pai said, speaking on Wednesday. Pai, the Chairman of <keyword id="22445179" type="General" weightage="20" keywordseo="Manipal-Global-Education-Services" source="keywords" meta.keywordsubtype="org" meta.entityname="Manipal Global Education Services" meta.hostid="261" meta.entityid="Manipal Global Education Services">Manipal Global Education Services</keyword> said that the Bill is "fascist" and also unconstitutional. "This bill should be junked. It is discriminatory, regressive and against the constitution @Jairam_Ramesh is govt to certify who we are? This is a fascist bill as in Animal Farm, unbelievable that @INCIndia can come up with a bill like this- a govt officer will sit on recruitment committees of the private sector? People have to take a language test?" he had earlier said in a post on 'X'. <keyword id="19896017" type="General" weightage="100" keywordseo="Karnataka" source="keywords">Karnataka</keyword> minister Priyank Kharge however, assuaged the fears of the industrialists saying that wide consultation will be held before the rules of the bill are formulated. "The bill has been brought in by the labour department. They are yet to consult with the industry, the Minister of Industry and the Department of Information Technology. I am sure that before coming up with the rules of the bill, they will have due consultations with the respective ministries and more importantly, a wider consultation with the industry. So there is no need to panic. We are going to safeguard the jobs for the state as well as encourage investments in the industries with their consultation," Kharge said. <keyword id="20582906" type="General" weightage="20" keywordseo="karnataka-industries" source="keywords">Karnataka Industries</keyword> Minister MB Patil said any apprehensions will be resolved in meetings with the Chief Minister "I have seen that many people have apprehension regarding this. We will resolve this confusion. We will sit with the CM and resolve this so that it does not have any adverse effect," Patil told ANI. On Tuesday, the Karnataka cabinet approved a Bill that seeks to reserve 50% of management jobs and 75% of non-management jobs for locals in the private sector. The bill also seeks 100% reservation for locals in "C&amp;D" grade government jobs. On Wednesday, several industry leaders in the state objected to the move saying that it is "discriminatory" and raised apprehensions that the tech industry may suffer.

Spend money on skilling, says Mohandas Pai on Karnataka bill seeking job reservations for Kannadigas

The rise of <keyword id="19904566" type="General" weightage="20" keywordseo="Artificial-Intelligence" source="keywords">Artificial Intelligence</keyword> (<keyword id="6355999" type="General" weightage="100" keywordseo="AI" source="Orion">AI</keyword>) has ignited a mix of fascination and anxiety worldwide. The amazement is often centred on AI's transformative potential, while the apprehension tends to focus on the spectre of AI usurping human jobs. Although AI taking over jobs still seems like a far-off prospect, the real and present danger is humans leveraging AI against each other in the job market. Now, fresh insights from Microsoft and LinkedIn have confirmed this, revealing that individuals who don’t acquire <keyword id="20958400" type="General" weightage="20" keywordseo="AI-skills" source="keywords">AI skills</keyword> risk losing <keyword id="19899522" type="General" weightage="20" keywordseo="career-opportunities" source="keywords">career opportunities</keyword> to those who do. This research, which surveyed over 30,000 individuals across 31 countries, highlights a striking trend: nearly 70% of leaders now prioritise AI proficiency over experience in hiring decisions. Essentially, they are more inclined to choose a candidate with AI knowledge over a seasoned professional lacking such skills. “Learning basic AI skills — such as prompt engineering, machine learning or data literacy — is the best insurance to shortcut your competitiveness against people who might have more experience,” Aneesh Raman, a vice president and workforce expert at LinkedIn, told <a href="https://www.cnbc.com/2024/06/18/ai-skills-can-help-you-land-a-job-or-promotion-faster-says-new-research-.html">CNBC Make It</a>. <cmsannotation type="cmsannotation" annotationid="Gen Z's AI advantage: Outpacing experience with cutting-edge skills" comment="subhead" text="Gen Z's AI advantage: Outpacing experience with cutting-edge skills"><keyword id="159493" type="General" weightage="20" keywordseo="Gen-Z" source="Orion">Gen Z</keyword>'s AI advantage: Outpacing experience with cutting-edge skills</cmsannotation> With the growing emphasis on AI skills in hiring, younger candidates with AI acumen are likely to have a competitive edge over their more seasoned counterparts, potentially fast-tracking their rise within organisations. Gen Z, the digital native generation, is more prone to incorporating these AI tools at work compared to millennials, Gen X and Baby Boomers. Moreover, 77% of leaders are inclined to grant early-career professionals with AI expertise more significant responsibilities at work, the findings from Microsoft and LinkedIn reveal. In fact, Lydia Logan, IBM’s Vice President of Global Education and Workforce Development, predicts that the swift adoption of AI in the workplace will notably transform entry-level job duties. Raman notes that AI can also propel <keyword id="20687191" type="General" weightage="20" keywordseo="young-professionals" source="keywords">young professionals</keyword>’ careers by offering rapid access to personalised career guidance, market analysis and other data-driven insights, boosting their confidence and proficiency in their roles. <cmsannotation type="cmsannotation" annotationid="Hype around AI only just starting to build" comment="subhead" text="Hype around AI only just starting to build">Hype around AI only just starting to build</cmsannotation> Colette Stallbaumer, general manager of Microsoft Copilot and co-founder of Microsoft WorkLab, has insisted that the hype around AI is far from reaching its peak. In fact, it is only just starting to gain momentum. The report by Microsoft and LinkedIn adds that the adoption of generative AI tools has surged in workplaces, doubling over the past six months. This trend isn't limited to programmers and engineers; professionals across various fields such as architecture, project management and administration are increasingly seeking to build their AI aptitude as well. Even industries traditionally outside of tech, such as healthcare, finance and marketing, are swiftly integrating AI technologies to streamline operations and bolster productivity. This rapid adoption is creating a surge in demand for professionals proficient in AI tools, opening up new <keyword id="19970109" type="General" weightage="20" keywordseo="job-opportunities" source="keywords">job opportunities</keyword>. Stallbaumer notes: “Less than two years after generative AI burst onto the scene, we’re seeing this technology being woven into the fabric of work across a wide range of industries. This is happening at a pivotal time where the pressure, volume and pace of work from the COVID-19 pandemic has hardly let up. Employees are overwhelmed and turning to AI for help.” Some tech giants like Google and Amazon are also investing in training their workforce in AI skills, although this proactive approach remains an exception rather than the norm. Only a quarter of companies surveyed by Microsoft and LinkedIn have plans to provide training on generative AI tools like ChatGPT and Microsoft Copilot. As more professionals embrace AI tools to enhance efficiency and effectiveness in their roles, the journey towards integrating AI into everyday work practices appears to be accelerating. This promises a transformation—one that will bring fresh opportunities as well as renewed challenges.

AI skills could help professionals seize more job opportunities, accelerate Gen Z careers: Microsoft-LinkedIn report

<ul class="summary-list"><li>Ashley Bethea transitioned from the Air Force into a job as a government contractor.</li><li>Veterans can face challenges translating their military skills to civilian roles.</li></ul>Last summer, during her final month in the Air Force, Ashley Bethea cried almost every day.Bethea, 40, felt on edge about giving up part of the identity she'd held since she was 18. She was also nervous about making it in a civilian job market, where she had no experience."For 21 years, the military was who I was," Bethea told Business Insider. "I had no clue what corporate America looked like."Her predicament is one that often confronts military members attempting to shift from drills and missions to slide decks and sales targets.<div type="image" title="Ashley Bethea takes a selfie in uniform" height="878" width="1170" msid="115189951" hostid="261" sizebytes="41546"></div>Employers often face the inverse challenge: not knowing how veterans' abilities might translate to a civilian workforce, executives who work with vets told BI. These advocates for hiring veterans said that by looking a little closer at the skills undergirding veterans' experience, employers could help plug <a target="_blank" href="https://www.businessinsider.com/homebuilder-no-one-to-replace-retiring-boomer-construction-workers-2024-5">gaps in their workforces</a>.Bosses who dig into veterans' qualifications might like what they find. A 2023 LinkedIn report examining its users' experiences said veterans were three times as likely as those who hadn't served in the military to <a target="_blank" class="" href="https://socialimpact.linkedin.com/content/dam/me/linkedinforgood/en-us/veteran-report-2023/veterans-opportunity-report-2023.pdf">have a graduate degree or higher.</a>Yet at the same time, employers often overlook or discount military experience, LinkedIn found. The result: Veterans are only half as likely to rise to the level of director or VP even though they have almost double the work experience of nonveterans, the report said.The gap exists even as more employers say they're interested in prioritizing skills over pedigree. Even so, many hiring managers still scan résumés for <a target="_blank" href="https://www.businessinsider.com/employers-dropping-degree-requirements-slow-to-hire-for-skills-2024-10">four-year degrees</a> and prior experience in a role, hiring experts previously told BI.<h2 id="8192f62f-db42-4013-9640-b2e6593b5685">A résumé for the private sector</h2>Bethea, who retired from the Air Force at the end of July, turned to a nonprofit called <a target="_blank" href="https://www.hireheroesusa.org/">Hire Heroes USA</a> to help her translate her experience running logistics for deploying and returning airmen into something palatable to hiring managers. A representative from Hire Heroes helped Bethea craft her first-ever résumé."I just wanted to highlight that I could work all avenues of logistics, whether it be supply, transportation, people, equipment, or whatever the case was," Bethea, a mother of three, said.A Hire Heros USA advisor also helped coach Bethea on salary negotiations.Ross Dickman, CEO of Hire Heroes USA, told BI that one of the biggest challenges for people leaving their service is explaining how what they did in the military can be helpful to civilian employers.Dickman pointed to his own experience flying Apache helicopters during the dozen years he served in the Army."No employer really needs a helicopter that puts missiles into other things," he said.In addition to the obvious differences with civilian life, Dickman said, many members of the military chose to take on additional duties during the spare time they had while serving. That work might not be reflected in vets' records and can be difficult to capture, he said."That is where it gets murky and hard for an employer," Dickman said.Dickman said Hire Heroes USA works to help vets communicate about the skills that they possess. These can range from abilities in manufacturing to prowess in so-called soft skills like conflict resolution and negotiating.From there, Dickman said, Hire Heroes USA can go to employers and point to the abilities a veteran, service member, or military spouse possesses. Hire Heroes USA recently assisted its 100,000th veteran in the search for civilian employment, Dickman said.Vets tend to excel, Dickman said, in roles involving consulting, customer service, operations management, logistics, analysis, and project management."They have a lot more skills that informed the way that they executed as an infantryman versus just knowing how to use a rifle," Dickman said.That was the case for Jesse Gartman, 41, who spent four years in the Marine Corps. In 2007, about a year after returning home from Iraq, he responded to an ad on Craigslist looking for movers in New York City. Gartman loved the work and the flexibility it offered. Plus, it was lucrative, and the camaraderie echoed what he'd found in the military.Some three years later, with his back and shoulders hurting, Gartman decided he had what it takes to run a business. So, he started Veteran Movers NYC, employing mostly former military members. Gartman later sold that business and started another moving company in Oklahoma City, which he still owns. Now, back in New York City, Gartman is also doing business development work for another moving company.Gartman said that in his case and that of many vets he's worked with, they're "just happy to be alive." He added, "We take a lot of pride in what we do in life."<h2 id="c0f85961-1af9-4d05-9b79-21b2861a91af">Helping employers help vets</h2>Trina Clayeux, CEO of Give an Hour, a nonprofit that provides mental health support to veterans and their families, told BI that employers offering affinity groups or employee resource groups for veterans can help ex-military members feel more at home in civilian roles.Give an Hour also provides training and consulting services for employers on how to best support veterans.Clayeux said that employers often see veterans in somewhat one-dimensional ways by thinking they're good at getting things done or in leadership roles."They have so many other individual skills in between that they've picked up," Clayeux said.Clayeux said that's why it's important that hiring managers and supervisors should be curious about veterans' experiences and the skills they can bring to a workplace.A hiring manager's curiosity came through for Bethea, the newly minted Air Force veteran. She recently began a job as a government contractor at the Pentagon. Bethea's new role as a mission readiness airmen analyst builds on her decades of work in the Air Force."I enjoy logistics, and I still wanted to do it in my second life," she said.

Employers seeking skilled workers often overlook military veterans

<ul class="summary-list"><li>AI skills are in high demand as companies aim to leverage AI for competitive products.</li><li>AI expertise can lead to lucrative roles in Big Tech or startups and substantial pay raises.</li></ul>AI skills are in high demand in the job market as more companies seek to use the technology to compete with rivals and become more efficient.Having AI expertise could also land you a position at a Big Tech giant, startups — or even <a target="_blank" href="https://www.businessinsider.com/how-to-get-job-ai-skills-pay-raise-work-2023-12">get you a pay bump</a>.Nancy Xu, founder and CEO of AI recruitment company Moonhub, told Business Insider that her firm is seeing an uptick in demand for "technical generalists who can build AI applications, along with domain experts in several emerging areas of AI research, large language model training and fine-tuning, and machine learning infrastructure deployment."She says some companies are going the extra mile to win AI talent. "We're seeing CEOs flying to candidates to close offers, significantly above-average sign-on and performance bonuses, new equity structures, customized benefits for individuals, and more," Xu said.Iffi Wahla, CEO of global talent network Edge, said data scientists have been among the best-paid tech workers in recent years, partly because every business needs people who can understand and extract value from data. Companies want to spread AI skills across their operations, so those with a background or training in techniques such as prompt engineering on generative AI will benefit from increased job opportunities and pay, Wahla added.Here are some of the most sought-after skills that may help you land a well-paying job in AI.Aswini Thota, director of data science at financial service firm USAA, told BI that when hiring data scientists and AI engineers, he assesses candidates based on three key areas: technical prowess, business acumen and communication, and innovation.<h2 id="770d000b-61e3-47fa-a646-e4f931dcf6d9">Technical knowledge</h2>Thota says data scientists are expected to be well-versed in Python and R, the most popular programming languages for building AI models, while some companies use C++ and Java.They're also expected to have a foundational knowledge of statistics, as well as machine learning algorithms and frameworks in Python or R."A vast majority of organizations rely on cloud technology to store, analyze, and build models, so a working knowledge of Amazon Web Services, Google Cloud Platform, Snowflake, Microsoft Azure, Databricks, and similar platforms has become increasingly important in recent years," Thota said.<h2 id="0d17a6e8-d8a6-4e00-957f-f7a31c70048b">Business acumen and communication</h2>According to Thota, data scientists looking to land a job in AI should also have strong business acumen to grasp an organization's challenges and develop solutions. "Communication skills come into play when data scientists must explain the results and influence decision-makers to align with the technical approach they recommend."<h2 id="eaab06a2-f711-40dd-9495-5179cf962dca">Innovation</h2>When recruiting for senior or lead roles, Thota says he looks for candidates who have the potential to lead with innovation. "Hiring candidates with an innovative mindset helps us anticipate and address potential challenges before they become issues and also develop groundbreaking solutions."<h2 id="13a2fd6f-271b-4dd7-863c-368cb3f48cfb">Flexibility and ongoing learning</h2>Ram Srinivasan, a future of work leader at consulting firm JLL, says some of the most sought-after AI competencies include a combination of technical and soft skills.They include having a "strong learning mindset and adaptability" because employers look for candidates who can quickly adopt new technologies and methods.<h2 id="68c81e4a-7948-48ea-a7c1-6d5e6dd3d579">Problem-solving and teamwork</h2>Srinivasan adds: "AI projects often involve complex challenges requiring innovative problem-solving skills. Collaborating effectively with diverse teams, including data scientists, project managers, and product developers, is also essential."<h2 id="ba989eb5-ba28-44cc-bd73-6e3d462c48a3">Ethical considerations</h2>AI development poses ethical questions and risks that engineers and developers must navigate responsibly.<h2 id="ba55c147-ee87-4ef4-8b7a-ecad5f79662d">Identifying use cases</h2>Srinivasan said tech workers should be able to spot potential AI applications across industries, assess their feasibility, and implement them effectively."This involves understanding various sectors, developing implementation strategies, managing organizational change, and measuring ROI. Skills in expanding successful AI pilots and facilitating user adoption are crucial."

These are the top skills you need to help land a job in AI

In January, Jon Bach got laid off as a director at eBay, where he had worked for 13 years. He loved his job, so he was disappointed. But he didn't panic. The unemployment rate was near a five-decade low, and he had 30 years of experience in the tech industry. How hard could it be to find another job?Pretty hard, it turned out. After applying for 135 openings, Bach has received 91 nonresponses, 42 rejections, two callbacks — and zero offers. "I don't know what's going on," he says. "I've been doing this for a minute, and I've proven my value. And then you apply to one place, two places, 10 places, 50 places, 135 places. And you go, 'Am I the guy I think I am?'"By all the standard economic measures, America's labor market looks fine. But ask white-collar professionals who are actually looking for a job, and they'll tell you horror stories that are eerily similar to Bach's. As I wrote last spring, that's because the job market has essentially split into two distinct tiers. Even though hiring has held up well for lower-earning workers, it has plunged for people earning six figures or more. We're in the midst of a <a target="_blank" href="https://www.businessinsider.com/hiring-slump-professional-white-collar-jobs-recession-high-salary-2024-4">white-collar recession</a>.Now, new data from LinkedIn — which tracked how often its users landed new jobs — shows which white-collar jobs are being hit the hardest. Some of them are the usual suspects in a downturn. You don't need recruiters when you're not recruiting, so hiring in human resources has slumped by 28% since 2018. Hiring in marketing, another department that's often the first to lose its budget in leaner times, is down 23%.But the most surprising feature of the job freeze is the pullback in tech. Hiring has plunged 27% in IT, 32% in quality assurance, and 23% in product management. In Bach's field of program and project management, recruitment has slumped 25%. Even more surprisingly, engineering, which was long considered recession-proof, is down 26%. That kind of cutback in coders was long unthinkable in Silicon Valley, which treated programmers like rare minerals — so scarce that they needed to be preserved at all costs, regardless of how the economy was faring.On the flip side are the professions that are holding up well. Military and protective services, a category that includes security guards, is down only 6%. Community and social services is down by only 3%. And healthcare, which is battling an acute staffing shortage fueled by an aging population and extraordinary levels of burnout on the front lines, is actually up 10%. You can see the same winners and losers on hiring platforms like Indeed: Since the pandemic, job postings for physicians and physical therapists have surged more than 80%, while those for software developers, data analysts, data scientists, and IT operations have declined by 20% or more."We have not seen the hiring slowdown everywhere," says Kory Kantenga, an economist at LinkedIn. "But there are particular areas where it's been very dramatic."Why has tech slammed the brakes on hiring? One reason is that tech companies, panicked by the <a target="_blank" href="https://www.businessinsider.com/the-great-reshuffle-upward-mobility-quitting-jobs">Great Resignation</a> that followed the pandemic, hired way too many professionals — leaving them with a glut of staff when the economy hit the skids. LinkedIn, which compared recruitment in 2018 to 2022, found that post-pandemic hiring spiked 89% for product managers, 79% for HR professionals, and 43% for engineers. When employers realized that they'd gone overboard, some resorted to mass layoffs to slash their headcounts. But most have taken a gentler route, implementing hiring freezes to slowly shrink their ranks by voluntary attrition.Another reason tech companies are hiring fewer professionals is that their existing employees are opting to stay put. "One of the things we hear repeatedly is that candidates are looking for stability," says Jenny Diani, a senior director of global technical recruiting at Autodesk, a leading software provider. "Candidates are being much more careful." Visier, an HR software provider, reports that so far this year, voluntary turnover at its tech clients is under 20% — down from almost 27% in 2022. That means a company that wants to maintain a head count of 10,000 employees would need to hire 720 fewer professionals this year.AI may also be playing a role in the hiring freeze. With tools like ChatGPT enabling tech workers to complete tasks more quickly, employers may see less of a need to increase head count. Nowhere is this productivity gain more evident than in <a target="_blank" href="https://www.businessinsider.com/chatgpt-ai-technology-end-of-coding-software-developers-jobs-2023-4">coding</a>: In an early study of an AI coding copilot, AI-assisted programmers were 56% faster than programmers working alone. Google recently boasted that more than a quarter of its new code is now being <a target="_blank" href="https://www.businessinsider.com/google-earnings-q3-2024-new-code-created-by-ai-2024-10">generated by AI</a>."It's not like you're going to lay off a whole team," says Jon Stross, a cofounder of Greenhouse, one of the biggest providers of hiring software. "But maybe we don't have to grow quite as fast because we can automate more things and be more efficient. My guess is there are folks who are trying to make that happen."To make matters worse, changes in the way companies hire people are making the job freeze feel even more terrible than the numbers indicate. Several job seekers I spoke with told me their searches have been "slow" — which is putting it mildly. In mid-2021, according to Greenhouse, it took its clients an average of 52 days to make a hire. In the first quarter of this year, searches were dragging out to 66 days.The slowdown in decision-making is a bit of a paradox. Given all the qualified candidates on the market right now, you'd think companies would have an easier time making a selection. But weirdly, the seemingly infinite supply of candidates makes them want to review even more applications before they make a decision. "In the recruiting world, we call it See More Disease," says Diani, who is juggling three times as many job applications at Autodesk as she did during the Great Resignation. "We really need to coach our managers that even in this market, people with highly qualified, in-demand skills aren't going to be sitting around forever."<div type="image" title="Dashboard with various summary stats of job seeker's job search" height="757" width="1209" msid="115416165" hostid="261" sizebytes="43790"></div>What shocks job seekers the most, though, is how many roles they have to apply for just to get a few measly callbacks. The 135 applications that Bach submitted might seem crazy high, but these days it's actually the new norm. Santiago Rodriguez, a data scientist, told me he had applied to 669 positions — so many that he built an <a target="_blank" href="https://job-search-cd9a22.gitlab.io/">online dashboard</a> to track his progress. Like the diligent statistician he is, he plans to analyze the data to see which versions of his résumé are generating a higher success rate.It doesn't help that job candidates, desperate to land a new role, are responding to the hiring slowdown by applying to every job in sight. LinkedIn has an "Easy Apply" button that makes it easy to flood the market with applications, and AI-powered services will even <a target="_blank" href="https://www.businessinsider.com/job-applications-hiring-ai-bots-spam-resume-cover-letter-2024-3">mass-apply to jobs</a> for you. It makes sense for individual job seekers to maximize their chances by applying widely. But the more everyone piles on, the harder it gets for anyone to stand out. In the first quarter of this year, job openings at Greenhouse's clients received an average of 222 applications — almost three times as many as at the end of 2021. "It's exacerbated by everyone in this arms race applying to so many jobs that companies are just overwhelmed with applicants," says Stross. "And so they don't get back to people."For job seekers, being ghosted makes the process feel downright dehumanizing. "There's so much angst," says Stross. "Like: 'I need a job and I can't get anybody to look at my résumé.'"The good news is, some data suggests that we're already past the worst of the white-collar recession. At the end of last year, according to the industry group CompTIA, companies posted only 144,000 new tech roles. That has now rebounded to 223,000 openings — and is starting to approach the pre-pandemic level of 322,000 jobs. "We're slowly, slowly recovering," says Art Zeile, the CEO of Dice, a tech job board. The hope is that in the new year, with the election over and a couple more interest-rate cuts under the economy's belt, white-collar employers will regain their appetite to start hiring again."I'm hopeful," Bach told me. "I think a lot of people like me are eager to get back to work, to show companies that we're worth taking a chance on. If you take a risk on me, I'll show you that I'm worth it."<a target="_blank" class="" href="https://www.businessinsider.com/author/aki-ito">Aki Ito</a> is a chief correspondent at Business Insider.

Tech jobs are mired in a recession

<ul class="summary-list"><li>Sven Neu spent almost 10 years in the German army before deciding to retrain and build a career in tech.</li><li>Neu now leads a team of 30 using the mission-type tactics he learned from in the military.</li></ul>This as-told-to essay is based on a conversation with Sven Neu, a veteran of the German army who now heads merchOne, an e-commerce B2B print site. It has been edited for length and clarity.In 2004, I dropped out of high school and joined the German military. After training, I signed up for the mechanized infantry and then became a sergeant, leading a platoon of 30.I loved the army, especially lifting people up and helping them understand what they were capable of.But the possibilities become more limited once you get into the sergeant role. By 2007, I realized I had reached a point where I couldn't learn anything more or progress.After a five-day <a target="_blank" class="" href="https://www.businessinsider.com/annual-solo-trip-identity-outside-being-mom-2024-6">solo trip</a> over the Alps, I decided I would make a plan to leave.For three and a half years I studied to complete my A levels in night school. When comrades played games or went out in the evening, I sat there with my learning cards. In 2013, I left to get a bachelor's in business and engineering, followed by a master's in technical management.<div type="image" title="Sven Neu stands on the top of a snowy mountain with a huge bag on his shoulders, wearing a red shirt and sunglasses." height="1080" width="1920" msid="112587733" hostid="261" sizebytes="61506"></div>After internships, a few jobs, and some freelance work, I got a job with Customization Group, a company creating an entirely new e-commerce vertical. They took me on to build it up from scratch, and now I'm managing a team of 30. [merchOne is part of Customization Group.] For a long time, I never told anyone that I was in the military. They were all very surprised when they found out.But colleagues say that our team seems to have a completely different mindset from the rest of the company and I think that's because of the different skills I've taken with me.<h2 id="38a16523-77a0-4025-bcfd-a095b9e24db7">Finding the right people</h2>You intentionally put new soldiers <a target="_blank" class="" href="https://www.businessinsider.com/what-air-force-boot-camp-military-training-instructors-go-through-2024-2">under a lot of pressure</a> in the first weeks to figure out who is suitable and who is not. You bring them to a mental and a physical border where they cannot really keep up appearances.That's when you realize how people really are. Some start screaming or crying, some help others, and some just take care of themselves.Obviously, I don't restrict the sleep of all my new hires. But I want my team to be stress-resistant. I want them to assist each other and be proactive team members, and I don't hire assholes.Because of my experience seeing how people react in the most intense situations, I have the ability to read people in interviews and understand, "Okay, when we are in stressful situations, is this someone who is shouting at others or really focusing on assisting?"It has helped me build a great team.<h2 id="694e90c7-4f35-46d1-95c9-8287689a01c5">Army tactics</h2>There is a very big difference between the German army and all other armies in the world — Auftragstaktik. We give the soldiers a core mission, but we don't tell them how to reach it. They don't sit there and wait for orders; they <a target="_blank" class="" href="https://www.businessinsider.com/us-armys-rapid-maneuver-may-be-over-2024-4">work autonomously</a>.That is also what I expect from my team.I always share the big picture and the North Star with them, but how they achieve it is completely up to them. The question is, where do we want to be as a team?<div type="image" title="A headshot of Sven Neu in a blue suit, white shirt, and glasses against a grey background." height="2532" width="4501" msid="112587734" hostid="261" sizebytes="168076"></div>German soldiers are also trained from the very beginning to fail on their own.I have to accept that giving my team so much freedom means mistakes will happen. But failing on their own makes them really think about how they individually contribute.Another lesson I've taken from the military that helps with that is to always educate people to a hierarchy level above them so that they can take over the responsibilities if someone is not available. Back in the army, that would be if you were wounded or dead, but the principle is the same. It allows my team to be proactive and flexible at work.Finally, I learned the hard way that I am responsible for everything that happens in my team. When the soldiers were freezing because they couldn't make a fire, or not able to build a tent to sleep well, I got into trouble with my superiors for not educating them. That responsibility is always on me and I take it seriously.I recently shared these mind models at a leadership resilience training, and the workshop expert completely agreed with my methods.<h2 id="e2b19986-1e92-448c-a11c-f4fe08a8bb5d">Career change after the military</h2>If I have advice for other veterans looking to enter a new career path, it's this: As soldiers, sometimes you must have an attitude to achieve things. But the world of business is different.You have nothing, no track record. You are starting from scratch, so listen and learn.In the army, your career path and training are predefined for you. But here, it's up to you to keep educating yourself — don't think that anyone will ensure you are up to date.You won't get the camaraderie of the army anywhere else, but you also won't have to sleep for weeks and months in sleeping bags alongside your colleagues!I miss that feeling of togetherness. But in my new job, I get to keep working with people for people, serving to lift them up and get the best out of them. By doing that, I create value for my business.

I left the army for a job in tech. These military tactics and skills make me a better leader. 

Emerging technologies are set to revolutionise India’s workforce and can generate an additional 2.73 million tech jobs by 2028, according to ServiceNow’s AI Skills and Jobs Report. This growth comes amid India’s overall workforce expansion, expected to reach 457.62 million by 2028—a 33.9 million increase since 2023. ServiceNow, through partnerships and its ‘RiseUp’ program, aims to bridge the skills gap, positioning India as a competitive force in the global tech arena. Retail, manufacturing, education, and healthcare are projected to experience robust job creation, with retail alone expected to add 6.96 million roles. Professionals in these sectors have opportunities to upskill in areas such as software development and data engineering. Meanwhile, demand for tech roles like Software Application Developers, Systems Software Developers, and Data Engineers is expected to surge, driven by expanding sectors like manufacturing and telecommunications. Generative AI is also reshaping tasks within tech roles, increasing efficiency and automating routine processes. Systems Administrators, AI Systems Engineers, and Implementation Consultants, for example, will gain hours back each week as AI automates tasks. ServiceNow reports a $5 million cost savings and productivity boost from using generative AI across its operations, illustrating the practical impact of AI-led automation. To build a tech-ready talent pipeline, ServiceNow has been proactive, training over 97,000 Indians through its ‘RiseUp with ServiceNow’ initiative in the past year. The company’s University Academic Program, launched with government partnerships and institutions like NASSCOM’s FutureSkills Prime, is ensuring graduates possess job-ready digital skills, strengthening India’s tech ecosystem. With AI as a critical driver, India is expected to see a significant workforce transformation, meeting both domestic and global demand for skilled tech professionals.

AI can create 2.7 million tech jobs by 2028 in India, study says

New Delhi: For fresh graduates looking to enter the <keyword id="62763" type="General" weightage="20" keywordseo="job-market" source="Orion">job market</keyword>, skills like <keyword id="6373314" type="General" weightage="20" keywordseo="design" source="Orion">design</keyword>, <keyword id="6359249" type="General" weightage="20" keywordseo="analytics" source="Orion">analytics</keyword> and <keyword id="860320" type="General" weightage="20" keywordseo="programming" source="Orion">programming</keyword> can open up a wealth of <keyword id="89498" type="General" weightage="20" keywordseo="career-opportunities" source="Orion">career opportunities</keyword>, according to the leading professional network <keyword id="28120" type="General" weightage="20" keywordseo="LinkedIn" source="Orion">LinkedIn</keyword>. Software Engineer, System Engineer and Programming Analyst are the top <keyword id="21850803" type="General" weightage="20" keywordseo="jobs-for-bachelors-degree" source="Orion">jobs for bachelor's degree</keyword> holders, as per LinkedIn data. Utilities is the fastest-growing industry for young professionals with a bachelor's degree, as per LinkedIn's Career Starter 2024 report. Other top industries hiring fresh graduates include Oil, Gas and Mining, Real Estate, Equipment Rental Services, and Consumer Services. Regardless of educational background, various job functions are experiencing rapid growth. Ample opportunities are available for bachelor's degree holders in fields like Community and Social Services, Legal, Marketing and Media and Communication, it said. "Entering a tight job market can be tough, especially at the start of a career journey. Staying updated on industry trends and in-demand jobs, and exploring roles that might not seem obvious at first, can widen options," says Nirajita Banerjee, LinkedIn Career Expert &amp; India Senior Managing Editor. Moreover, many skills are transferable across industries, and the rise of AI is creating more tech-related roles across various fields, leading companies to seek professionals with diverse educational backgrounds, Banerjee added. "To expand their horizons, job seekers must keep strengthening their skills and networking with professionals," Banerjee noted. According to LinkedIn, the trend towards more flexible working arrangements is growing significantly. Solely on-site roles are declining by 15 per cent and hybrid positions are surging by 52 per cent for <keyword id="17906094" type="General" weightage="20" keywordseo="entry-level-roles" source="Orion">entry-level roles</keyword> year-over-year. To compile this report, data scientists on LinkedIn's Economic Graph team analysed millions of member profiles and job postings.

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