Any way you look at it, big data is the key to competitive advantage in today’s tech-dependent world. The signs are everywhere.
According to the Bureau of Labor Statistics, these two professions are among the top 5 fastest growing in the U.S.
- Data scientists
- Information security analysts
The World Economic Forum predicts that between now and 2030, the top 5 fastest growing professions will all be tech jobs:
- Big data specialists
- Fintech engineers
- AI and machine learning specialists
- Software and applications developers
- Security management specialists
Where will all of these professionals come from? Unfortunately, the numbers don’t add up. There has been a persistent talent shortage in this field for several years—and our most recent talent shortage report indicates that 73% of U.S. tech employers are having difficulty finding the talent they need.
The Risks of Being Left Behind
Business as usual won’t cut it anymore. Companies that are investing big in AI and machine learning are already gaining competitive advantage.
AI and machine learning can help you:
- Produce products faster
- Innovate new products or services
- Answer and even anticipate consumer demand
- Identify opportunities to increase efficiency and ROI
Conversely, lagging behind in these technologies can allow your competitors to enjoy these benefits at your expense.
Start With the Right Tech Investments
With so many options available to decision-makers, how do you choose the tech upgrades that are right for you? Too often, we’ve seen off-the-shelf AI tools fall short in meeting the complex and evolving needs of dynamic enterprises. Building custom solutions in-house can be slow and expensive, creating barriers to innovation. Strategic partnerships offer a powerful alternative—enabling organizations to accelerate progress by sharing data, research, and AI capabilities across ecosystems.
To fill this need, we’ve created the Experis AI Innovation Lab. Using the world’s largest workforce database, Sophie, this Lab is devoted to creating custom AI solutions that generate measurable results aligned with your strategic priorities. For more about this exciting program, read Inside the AI Lab.
The Importance of Upskilling and Reskilling
In an era of perpetual talent shortages and increasing competition for the skilled workers that are already on the market, reskilling your current employees is a logical solution. (As the name implies, reskilling is training employees for entirely new roles, while upskilling is enhancing current skills to meet evolving job requirements.)
Skilling your current workforce enables you to compete on the AI/ML playing field. But that’s not all. By retaining your current workforce, you’ll reduce hiring and onboarding costs and retain institutional knowledge.
Key Skills Needed for the AI Era
These are the foundational capabilities driving AI and machine learning innovation:
- Data Analytics & Visualization – Turning raw data into actionable insights.
- Machine Learning Fundamentals – Understanding algorithms and model training.
- Cloud Computing – Leveraging scalable infrastructure for AI workloads.
- Cybersecurity – Protecting data and systems in an AI-driven environment.
- Programming Languages – Proficiency in Python, R, and SQL is key.
Beyond Digital Skills
What about staff members that have little or no tech background? That doesn’t mean they can’t succeed. These core soft skills are indicators of high learning agility.
- Critical Thinking
- Adaptability
- Cross-Disciplinary Collaboration
- Ethical Decision-Making
How to Build Reskilling Programs
Here’s a step-by-step approach to building an effective upsklling and reskilling strategy.
1. Identify Future Skill Needs Based on Business Strategy
Before assessing current capabilities, start by looking ahead. What are your organization’s strategic priorities over the next 3-5 years? Are you expanding into new markets, adopting AI-driven processes, or shifting to cloud-based infrastructure?
Collaborate with business leaders, HR, and IT to forecast the digital skills your workforce will need to support these goals.
2. Assess Current Skill Gaps
Before launching any training initiative, it’s essential to understand where your workforce stands today. Conduct internal audits, review performance data and use tech readiness assessments to identify gaps in digital competencies. This might include evaluating familiarity with cloud platforms, data analytics tools, cybersecurity awareness or AI literacy. The goal is to create a clear baseline from which progress can be measured.
3. Align Training with Business Goals
Make sure your efforts are tightly aligned with your organization’s strategic objectives. Focus on roles most likely to be impacted by AI, automation and digital transformation. For example, customer service teams may need training in chatbot management, while finance teams might benefit from data visualization tools. Prioritize skills that will drive innovation, efficiency and competitive advantage.
4. Design the Learning Journey
Be specific regarding expectations. How many hours weekly? How many weeks? Giving learners a directive like, “Complete 100 hours of training” is less effective than breaking it into consumable bites. Creating milestones and celebrating successes will build engagement.
5. Leverage Learning Platforms
You may decide that a mix of in-person and online training is needed. Here are some learning platforms that offer flexible, scalable ways to deliver digital skills training.
- Online courses (e.g., Coursera, LinkedIn Learning)
- Bootcamps for intensive, hands-on learning
- Professional certifications in areas like cloud computing, cybersecurity, and data science
- Experis Academy offers curated learning paths designed to upskill talent in high-demand areas like software development, cloud infrastructure and AI. See our Success Stories below.
6. Create a Culture of Continuous Learning
Reskilling isn’t a one-time event — it’s a mindset. Encourage employees to experiment with new tools, participate in mentorship programs, and engage in cross-functional learning. Recognize and reward curiosity and initiative. Leaders play a key role in modeling lifelong learning and making it part of the company’s DNA.
7. Measure Impact
To ensure your reskilling strategy delivers results, track key performance indicators (KPIs) such as:
- Productivity gains from improved digital workflows
- Employee retention in roles that have been upskilled
- Innovation metrics, like the number of new ideas or process improvements generated
Regularly review these metrics and adjust your strategy as needed. The most successful organizations treat reskilling as a dynamic, evolving process.
Experis Academy Success Stories
Experis Academy provides no-cost upskilling courses for our own consultants, and we partner with major tech companies to provide customized tech training for our clients. Two examples:
- In our partnership with Cisco Net Academy, Experis Academy initiated a training program for individuals with disabilities. The program covered digital and soft skills, filling a critical talent gap within the client’s Learning & Certifications organization and delivering measurable business value.
- Another client was at risk of losing institutional knowledge as key staff approached retirement. To address this challenge, we created customized SAP ABAP training aligned to the client’s unique legacy system and future S/4HANA environment. The flexible training approach ensured a successful migration and readied the team for the future.
A Note of Caution
As with any new program, there may be challenges and potential roadblocks along the way. If you’re prepared, you can minimize the impacts.
- Resistance to Change – To overcome this, communicate the purpose and benefits of the program clearly, involve employees in the planning process, and provide support through coaching and peer mentorship.
- Budget Constraints – Start with pilot programs, seek partnerships (e.g., with Experis Academy or local training providers), and explore government or industry grants that support workforce development.
- Time and Resource Allocation – Consider integrating learning into the flow of work, offering microlearning modules, or allocating specific “learning hours” each week. Leadership buy-in is crucial.
- Ensuring Inclusivity and Accessibility – Make sure your training programs are inclusive by offering content in multiple formats (video, text, interactive), providing language support, and ensuring accessibility for individuals with disabilities.
Future-proofing Your Workforce Starts Now
The tech talent shortage isn’t just a hiring challenge — it’s a strategic risk. As AI, big data, and cybersecurity continue to reshape industries, organizations that fail to adapt may find themselves left behind. But there’s good news: the future workforce doesn’t have to come from somewhere else—it can come from within. By investing in reskilling and upskilling programs, you can unlock hidden potential, fill your essential tech jobs, and stay ahead of the curve.
Partner with Experis Academy to future-proof your workforce. In 2024 alone, we upskilled over 300 consultants through our AI Innovation Program — helping clients meet growing demand for tech jobs in AI, data and machine learning. Find out what we can offer you!
About the Author
Julie Loucks
Head of North America Vertical Strategy: Enterprise Sales
Julie brings a proven 25-year track record of excellence in the workforce solutions industry. She drives innovation, leading teams to craft and deploy bespoke solutions tailored to the unique needs of companies in the technology, communications, and gaming sectors. Her strategies are effective across diverse markets and geographical locations, positioning her as a key asset in delivering customized workforce solutions. Passionate about building high-performing teams, she is committed to measurable impact, aligning strategy with execution, and fostering strong partnerships that drive long-term success for ManpowerGroup and its clients.
