The skills organisations need are changing fast.
Technical expertise and professional experience remain important, but they are no longer enough on their own. As AI reshapes roles, tasks and ways of working, organisations increasingly need people who can learn, adapt, communicate effectively and apply good judgement in changing situations.
The most valuable employees will often be those who can combine technical knowledge with distinctly human capabilities.
Here are five skills worth looking for in your next hire:
1. Adaptability
Change is now a constant part of working life. Roles evolve, technologies develop and business priorities can shift quickly.
Adaptable employees are able to respond to new circumstances, learn from experience and remain effective even when the path ahead is not completely clear. They are also more likely to embrace new tools and ways of working rather than simply relying on what has worked before.
When assessing candidates, consider not only what they have already done, but how successfully they have navigated change.
2. Communication
Clear communication remains one of the most valuable skills in any organisation.
Employees increasingly work across teams, functions, cultures and geographies. They need to be able to explain ideas clearly, listen actively, give and receive feedback and adapt their communication style to different audiences.
Good communication is not simply about presenting well. It is also about asking the right questions, listening carefully and helping others understand complex information.
3. Empathy and emotional intelligence
Technology can process information, automate tasks and generate solutions at remarkable speed. Understanding how people feel, respond and interact remains fundamentally human.
Empathy enables employees and leaders to understand different perspectives, build trust and navigate difficult conversations. It is particularly important in roles involving leadership, collaboration, customers or organisational change.
Organisations should therefore consider not only what candidates know, but how they work with others.
4. Learning agility
The skills needed today may not be the same skills needed several years from now.
Employees who are curious and willing to continuously learn are better positioned to develop alongside the organisation. Learning agility means being able to recognise knowledge gaps, seek out new information and apply learning quickly.
Rather than focusing exclusively on whether a candidate already possesses every required skill, organisations should also consider their ability and motivation to develop.
5. AI and digital literacy
AI literacy is rapidly becoming relevant across a growing number of roles.
This does not mean every employee needs to be an AI specialist. It means understanding how technology can be used effectively, recognising its limitations and knowing when human judgement remains essential.
The strongest candidates will increasingly be those who can use technology to enhance their work while continuing to bring critical thinking, creativity, judgement and human connection.
Look beyond credentials
Qualifications and experience will always matter, but they should not automatically determine who progresses through a recruitment process.
Someone may not have followed the traditional career path, attended the expected university or spent an exact number of years in a particular role. They may nevertheless have the adaptability, transferable skills and learning ability your organisation needs.
As roles and skills continue to evolve, hiring for potential as well as experience can help organisations build a more resilient and future-ready workforce.
The question for employers is therefore changing from simply “Has this person done this job before?” to “Do they have the skills and potential to succeed as this job continues to evolve?”