The problem
Formal degree demands are falling for AI-exposed jobs, and rigid job specifications shrink talent pools.
The opportunity: Skills-based hiring and role redesign
Who it helps
- Growing SMEs
- Agencies
- Tech firms
- Professional services
What the research says
PwC
2025 Global AI Jobs Barometer (press release) (2025)
This opportunity follows directly from the theme of the report.
Open the report(opens in a new tab)The solution
Skills-based job descriptions, assessments and structured interviews.
How it is implemented
- 01Define skills per role
- 02Rewrite adverts
- 03Create work-sample tasks
- 04Train interviewers
- 05Monitor quality of hire
What it needs
- Skills framework
- Assessment tasks
- Interview training
- ATS
Want this implemented in your business?
No self-serve tool yet. We can scope and build it for your business on request.
Source details are being verified; please check the original publication.
All summaries are written by Trovecrest in our own words. Nothing is copied from the reports, and no figures are reproduced.
Trovecrest is independent and not affiliated with or endorsed by the firms whose research is referenced.
More in People & Skills
See all in this theme- 009Bespoke
Hiring is slow and onboarding is inconsistent, especially for high-turnover roles.
AI-assisted recruitment screening and onboarding
Deloitte, 2025
- 025Bespoke
Frontline staff get less support and training on AI than managers, so benefits are uneven.
Frontline AI champions programme
Boston Consulting Group (BCG), 2026
- 026Bespoke
Employees save time with AI but get little guidance on how to use that time productively.
Coaching on reinvesting time saved by AI
Boston Consulting Group (BCG), 2026