The change in the employment market driven by AI is accelerating. Artificial intelligence is influencing not only repetitive tasks but also creative roles, redefining the very existence of jobs.
The debate over whether AI will eliminate or create jobs is no longer relevant. The crucial aspect is to have a strategy to respond regardless of which outcome becomes a reality. The future is not to be predicted but to be designed.
At the heart of this transition is the unique human skill of “unautomatable skills.” The talent companies are now seeking is less about “what one can do” and more about “how one operates.”
AI already constructs highly polished resumes in under a minute and generates portfolio websites without coding. Even chatbot-guided interview responses are possible. In such a market, where the “signal” loses significance, companies are refocusing on human essence.
Some global corporations claim to have become desensitized to resumes generated by AI tools. Instead, they gauge real capabilities through live collaboration, emotional intelligence tests, and evaluations of problem-solving skills.
Beyond the digital-created “deep shallowness,” the current hiring standard is individuals who can solve actual problems.
In the AI age, survival capabilities prioritize operating methods over technology and problem recognition skills over knowledge. The most crucial competency businesses look for is “meta-skill.”
Meta-skill is the innate human ability that isn’t tied to specific tools or platforms. It involves correctly identifying problems, designing solutions, and setting directions even when situations are uncertain.
Examples from actual hiring scenes include a new developer refining user feedback to prioritize product development, a planner creating feasible prototypes with limited resources, and a team leader mediating stakeholder conflicts to lead collaboration.
These individuals have proven their value in actual operations rather than on their resumes, and organizations highly evaluate such skills.
The advancement of technology has made knowledge more accessible to a wider audience. However, knowledge itself is no longer a competitive edge. More important is the ability to discern the validity of information, prioritize within context, and maintain emotional clarity.
This is called the “wisdom economy.” Emotional awareness, self-reflection, concentration, and high-stakes communication are high-level human abilities that cannot be automated.
This trend is emerging faster in Silicon Valley. From startups to major platforms, the condition for talent is “people who can collaborate with others.” This is not merely a “soft skill” but a critical competency for the survival of organizations in the AI era.
“The change has already begun.”
Some global companies have already significantly revamped their hiring processes. In the U.S., there’s a growing preference for “people who view problems differently” over “those who know the right answers.”
Jobs will continue to change, but the necessary skills are consistent in any environment. While the pace of change may be unpredictable, the direction is clear. Technology specifications do not guarantee job stability; operating methods do.
What is crucial now is not waiting for the future but preparing for it. The unique human skills that AI cannot replace are precisely trust, emotion, execution, judgment, and insight.
While technology accelerates, humanness remains. And businesses are waiting for that humanness.