As AI reshapes jobs and workers change industries, employers need to be more flexible too

Artificial intelligence (AI) is reshaping the tasks people perform at work, as well as the skills they require. As work evolves, workers may need to move between jobs or even industries. A study conducted by Jobs and Skills Australia found that women are more exposed to automation and AI changes than men, largely due to the industries and occupations they work in.

While this does not mean jobs will disappear, it does imply that AI will alter the way these jobs are conducted. Many workers will need to acquire new skills and adapt, while others may need to transition into different jobs or industries. However, the focus of discussion often centers on workers – they must reskill, retrain, and become more adaptable.

But there is another aspect to consider. Employers across various industries may also need to become more flexible in determining which experience truly matters.

Our research with women who successfully transitioned into construction from unrelated industries suggests that employers must also adapt, particularly in recognizing experience gained in other sectors and industries. These career changers possess a wide range of skills, such as management, communication, collaboration, and coordination, developed over the years.

For instance, one woman who previously worked as a commercial pilot and later in engineering consulting stated, "I have a lot of experience and relevant skills that I believe I can contribute." However, translating these skills into recognition by employers can be challenging.

The Australian construction industry currently faces a shortage of around 20,000 workers, while women make up only 13% of the 1.37 million workers in the industry. Attracting more women could help alleviate this gap. In fact, career changers in the study entered the construction industry through informal channels, often leveraging personal networks rather than conventional recruitment methods.

One woman explained, "If I didn't have access to this network, I'm not sure how I'd even go about starting. I'd find it intimidating, and would presume my qualifications wouldn't marry with the expectations."

While networks may assist individuals in gaining entry, they also highlight a more significant issue. If people moving between industries lack industry contacts and are unaware of available opportunities, they may assume their skills and experience are not in demand. Our research indicates that this problem may also arise during formal recruitment processes.

Hiring managers recognize that the issue lies not only with the candidates but also with how the industry perceives career changers. One hiring manager commented, "I don't believe the obstacle is with the candidate; I think it's us not being creative enough to create roles or positions that would suit the skill set of those candidates or provide them with a platform where they can transition into the industry."

This situation presents a paradox – we encourage workers to become more mobile and adaptable, yet employers may struggle to recognize experience gained in other industries. This does not mean employers should disregard industry experience, as learning critical skills does take time. However, hiring managers we interviewed suggested that there is a greater opportunity for career changers to move across industries into roles such as administration, finance, safety, and environmental work.

In these positions, skills acquired elsewhere may be highly valuable, while industry experience may be learned over time.

Instead of solely focusing on whether a candidate has worked in the industry before, employers should consider what existing skills the person can bring to the role, what they can learn, and what genuinely requires specialist training or experience. This shift in perspective is not limited to construction. As AI alters the jobs and skills required, workers will increasingly be asked to adapt.

However, career mobility and adaptation depend on more than just a worker's willingness to change. Employers must also become more adaptable by improving their ability to recognize transferable skills, what skills people already possess, what they can acquire, and what genuinely necessitates previous industry experience.