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Of all the 2024 trends in the future of work, one stands out above all others in terms of the most t talked about and pervasive: the robot invasion.
As we approach 2024, experts are making predictions about what we can expect in terms of workplace mental health trends. If you saw the Michelle and Barack Obama Netflix thriller, “Leave the World Behind,” you can guess the hottest workplace topic for the New Year. In the chilling movie, starring Julia Roberts and Ethan Hawke, a cyber attack on the U.S. leaves AI running the country. The question of AI replacing humans, leading to our extinction or elevating our humanity has been a theme in recent years. Elon Musk referred to ChatGPT as, “One of the biggest risks to the future of civilization,” when he spoke at the World Government Summit in Dubai, United Arab Emirates. Even creators like Sam Altman, CEO of OpenAI, has concerns that it could be used in ways that can cause significant harm to the world. So is AI a shield or a sword? Will it revolutionize how we work or destroy the fabric of humanity?
Experts foresee that AI will play a significant role in shaping the workplace in 2024. As AI slowly infiltrates and transforms the workplace, it’s stoking fears of replacing humans, taking over decision-making and eliminating jobs. According to the 2023 AI Employment Impact Report, it snatched up over five jobs in 2023: copywriter, voice actor, translator, police officer and customer service worker. The report projects AI will seize seven more jobs from humans in 2024: coder, paralegal, therapist, designer, telemarketer, retail assistant and news reporter. “AI may not replace all of us, but it will certainly become a centerpiece of our daily work lives and reduce the number of roles available for people,” says Aaron Case, CPRW & CV expert at CV Genius. “This report makes painfully clear that the Fourth Industrial Revolution is in full effect and underscores how important it is that human workers adapt.”
While only 12% of firms have advanced their AI maturity enough to achieve superior growth, that number is expected to double in 2024. Jennifer Dulski, CEO of Rising Team, points out that AI advancements are reshaping tasks, yet she predicts that interpersonal skills, empathy and teamwork will reign supreme, offering a competitive edge amidst the rise of generative AI. “Despite concerns about job displacement, the AI wave will birth two in-demand roles: AI prompters and positions reliant on soft skills and human connection,” she believes. Eva Majercsik, chief people officer at Genesys, also expects the emergence of brand new roles and titles: the Chief AI Officer (CAIO) to help leverage the latest AI technology and Chief Experience Officer (CExO), who will become the CEO’s right-hand, focused on bridging the gap between any department that plays a role in the customer and employee experience.
Another way AI will be top and center in company strategy is through the interview process. SHL’s CHRO Teri Ellison told me that AI will revolutionize HR. “It will be introduced faster into HR than ever previously thought, and we will soon all be using it to ease the hiring process and automate regular HR tasks. These automated functions may even force HR employees to redefine their work,” she predicts. “HR will also continue to go more commercial and work with leaders to help drive the change that needs to be driven. Top HR executives will be more involved in company strategy than ever before.” Kuldeep Yadav, senior vice president of AI and Labs for SHL arees. “In 2024, we are likely to see organizations taking notice of their interviewing practices and applying AI technology to get better visibility across the interview lifecycle,” he told me by email. “There will be much more scrutiny from candidates on why there are a greater number of interviewing rounds (and they have to spend a lot of time). Organizations will look to optimize their time spent in interviewing and increasing the quality of hire.”
Dominic Esposito, co-founder and CTO of Jitjatjo cites trust in AI as the significant change moving forward. “The data and the knowledge gap is so high that many companies are willing to trust AI to make decisions, he contends. “In turn, employees want their preferences taken into account and are more trusting that an AI-powered mobile app or system can do that better than a human." He declares that it makes sense for HR teams to use AI to find the best candidates for their open positions. Plus, as the data gets more complex, people are trusting AI because they can't sift through the data on their own. "The future of AI in HR will be focused on skills-based resourcing instead of role-based resourcing” he says. “As companies identify the gaps inside their business, they are becoming more challenged in determining the skill sets they need and less prescriptive about what the actual job title is. But companies don't have the internal capabilities to do the data analysis, to say, ‘This person with this resume meets the skill criteria we need’.”
Shai-Lee Spigelman, GM of Fiverr Pro, insists that AI is here to stay. She advises that businesses looking to enter the AI ring in 2024 consider a hybrid approach by bringing in experts on a project-basis to help implement and establish AI strategies. “The fact is, not all companies have to set high six-figure salaries to get the talent they need,” Spigelman explains. “It’s a fierce and complex landscape, but businesses don’t have to limit themselves in how they find success in the AI space.” Rachel Hamann, AVP of partnership development operations at AllCampus believes AI lacks the nuanced understanding of decision-making, effective communication and critical thinking. “These skills are critical to helping employees navigate dynamic work environments, successfully communicate and present business result insights to non-technical stakeholders and will be key to leveraging and collaborating effectively with AI systems in the future,” she says.
Kat Campbell, founder of HowardHelen, expects a significant jump in the adoption of “AI chatbots” serving as the initial point of contact for HR/people and culture teams. “AI technology will be able to address routine employee inquiries, such as ‘How many vacation days do I have left?’ or ‘Where can I find my benefits information?’” she notes. “Additionally, these chatbots will possess the capability to direct more intricate employee questions to the appropriate channels. Consequently, this shift will empower HR teams to transition into a more strategic role, enabling them to better support the businesses they serve.” In the constantly changing landscape of HR, Campbell states that it's imperative for employers to stay ahead of the curve to avoid being left behind. “As we approach the year 2024, it's a perfect moment to begin contemplating the emerging trends and themes that await us,” she concludes. “These include HR technology, the dynamics of workplace culture and the enduring debate concerning remote work versus in-office arrangements.”
