채용 위기: 기술 인력 부족과 AI 과제 해결

### 채용 위기 극복하기: 기술 인력 부족과 AI의 역할
* 👥 향후 20년 동안 노동 연령 인구가 **평균 25% 감소**할 것으로 예상되어 인재 풀이 점점 더 줄어들 것으로 예상됨에 따라 기업들은 **심각한 기술 인력 부족**에 시달리고 있습니다.
* 🤖 인력 고령화와 제너레이티브 AI의 부상이라는 두 가지 과제가 채용 역학을 변화시키고 있으며, 고용주들은 **우수한 후보자를 확보하기 위해 혁신적인 솔루션**을 찾고 있습니다.
* 📈 특히 법조계를 비롯한 많은 업계에서 인재 부족에 직면하고 있으며, 숙련된 전문가를 유치하기 위해 **신입 변호사에게 15만~18만 파운드의 높은 연봉**을 제시하는 등 채용 경쟁이 더욱 치열해지고 있습니다.
* 👵 2030년까지 영국 노동 인구의 **50%가 50세 이상**이 될 것이라는 전망과 함께 '은퇴하지 않는' 트렌드는 고령 근로자의 잠재력을 강조하며 기업이 인재를 채용하고 유지하는 방식에 변화가 필요함을 시사합니다.
* 🧠 Siemens와 같은 기업들은 **AI 기반 평가**를 활용하여 기존의 자격 요건이 아닌 적성에 따라 지원자를 평가함으로써 **인재 풀을 확장**하고 **기술 격차를 해소**하고 있습니다.
* 💡 노바티스는 **Talent Match라는 사내 플랫폼**을 도입하여 기술과 관심사에 따른 사내 직무 이동을 촉진함으로써 직원 참여도와 생산성을 높이고 **채용 비용을 크게 절감**하고 있습니다.
* 📊 채용 환경이 진화함에 따라 고용주는 채용 프로세스에서 필수적인 인간적 접촉을 유지하면서 효율성을 위해 **AI를 활용하는 동시에 미래에 적합한 인재를 유치**할 수 있도록 균형을 찾아야 합니다.
* 🔍 채용 업계는 급변하는 채용 시장에서 적응력의 필요성을 강조하면서 **적합한 후보자를 식별하기 위해 이력서 이외의 새로운 지표**를 모색하는 기로에 서 있습니다.

기업들은 갈수록 심화되는 기술 인력 부족 문제를 해결하고 미개발 인재를 활용하기 위해 채용 전략을 조정하고 있습니다.

Businesses are fighting a skills shortage. Over the next 20 years, our working-age population is going to shrink by, on average, 25 percent. Those lakes for talent will just keep getting smaller and smaller. They're facing two massive shifts: a rapidly aging population with fewer young people entering the workforce and the rise of generative AI. I'm going to look at the lengths employers are going to in order to secure the best candidates. If recruitment is broken, what are businesses doing to fix it? I'm Isabel Berwick. I host the FT's Working It podcast, and I write a newsletter about the workplace. In this series, I'll explore some of the most pressing issues around the future of work and talk to senior leaders about how they're making work better. How do you navigate the tensions that you come across as a leader? Recruiters are struggling. The numbers of applicants for almost every job

have gone up sharply. And finding the best person for the role from thousands of applicants is a huge time commitment for hiring managers. AI-driven recruitment is creating an arms race on both sides. Are we in danger of losing the human from human capital? This is the conundrum, isn't it? That you have 100, 1,000 applications for each job, and yet they can't recruit. And there are gaps, partly driven by technology in general, makes it very easy to apply. So I think you have more applicants, but the talent that you want is still as thinly spread as ever. Take the legal industry at the moment. We've seen the arrival of American law firms. And they are battling over those people. So they're battling with money. People who've come out of their training contract being offered salaries. We've heard of £150,000, £180,000 a year, whereas the UK firms were probably still pretty good.

at 60,000 to 80,000 originally. The much-publicized high salaries for young lawyers are an outlier. But law isn't the only sector where businesses have to fight for the top candidates. There are talent shortages across many industries, especially as many older, skilled, and highly qualified staff leave the workforce. Unretirement is one of the biggest trends in recruitment right now. So I went to meet Lyndsey Simpson, founder and CEO of the 55/Redefined Group, which works with big companies, helping them to attract and keep talented people in their 50s and beyond. There are three key problems associated with recruitment and an aging population. The very first one is that people aren't having enough sex. Or if they are having sex, they're not having babies as the end result of that. And so we now find ourselves, in most western economies, with the lowest birth rates on record,

which means that over the next 20 years, our working-age population is going to shrink by, on average, 25 percent. So, 16 to 60-year-olds shrink. Whereas the over-60s population grows at over 40 percent in that same time zone. So, if we continue to recruit youth and early talent, then A, that pool is getting one percent, two percent shrinker every year. What role are over 50s going to be playing in workforces? It's a real big shift in the next five years. So, between now and 2030, 50 percent of the workforce will be aged 50 or over. 50 percent? 50 percent by 2030 in the UK, and over that in parts of Asia and other territories, and just shy of that in the US. That's staggering. So, are people working with more concerned with leveraging the skills of their existing workforce,

perhaps making the most of people who are over 50? Or are they interested in plugging those talent gaps by recruiting older people? I would say 95 per cent were solving a very clear business problem. So if your infrastructure, or your utilities, or you have mainframe engineers, all sorts of sectors are reliant on skills, actuaries, where there is nobody under the age of 50 for at least a good 20 years coming through. And so the challenge is now to extend people's careers by 10, 20 years and find new and intriguing ways to work with people so that they can prolong their career. Lyndsey Simpson and other recruitment specialists have tapped into a powerful pool of talent that's been overlooked. And she highlighted the issues that industries like accountancy are facing, with growing and retaining the talent necessary to do the job. Many employers have yet to utilise the over 50s recruitment.

market. Why? They can see the market is awash in people applying for jobs. Employers and recruiters I've spoken to are frankly overwhelmed by the sheer number of CVs coming through. There's this sea of sameness where recruiters are seeing the same phrases coming up in job applications and in CVs. Job seekers are using AI at all stages of the process. From the moment that they find a job that they want to apply for, sometimes shown to them by AI on a platform like LinkedIn or Indeed. Then they get that job description and they can paste it into a chatbot like ChatGPT. They can ask it to write an application for them, write a cover letter, improve their CV, and then they just copy and paste it back in. Employers and recruiters, they're saying they're not actually seeing many good candidates using AI. Some of them are saying because of AI, we're

not going to do cover letters and CVs anymore. We're going to do something else. Because we just can't trust them. Others are saying, if you use AI, we will immediately throw it out. And over at the other end of the spectrum are, if you like, we've talked to games companies who say, yeah, use AI, because we use it at work. A wide selection of applicants to look at is great for an employer. What isn't so great is that AI tools have lowered the barriers to application. It's now much less effort than it used to be. A recent poll found 45 per cent of applicants had used generative AI to build or improve their CVs. Finding the right talented people can sometimes seem like a hopeless task for overwhelmed hiring managers. International electronics company Siemens has found an innovative alternative route to identify the candidates best matched to their vacancies.

I think my business is a really nice microcosm of everything that is challenging out there around skills for the future. We still need great people to come in and safely use spanners and screwdrivers to fix grey boxes. But then we're also moving into an era where those grey boxes will connect, and we will create digital solutions from the data that those grey boxes provide, plus a layer on top of that around keeping that safe through cybersecurity. So we've got an incredible period of workforce transformation. We almost have this absolute perfect storm, hence why those lakes for talent will just keep getting smaller and smaller. Often, the quality of the candidates was less than we'd been used to in the past. We were also going through a process where we'd get people right through to the end of the hiring process. And they would receive a better offer from someone else. So it was just becoming more and more difficult.

In our industry, where people's experiences are highly valued and certainly not rejected, that CV holds a lot of kudos. We decided, look, we need to do something a little bit different. By teaming up with a recruitment company called Arctic Shores, which uses AI-powered and task-based psychometric assessments, Siemens is now recruiting for some roles on aptitude rather than qualifications and specific experience. What's been fantastic is that we've expanded our pool of talent. And that's a pool of talent outside of the typical industry. We've got a very clear set of behaviours that work in our organisation. And I can now find people whose behaviours match that to complement what we're trying to do. But I'm also encouraged by when someone's been with us two years, they've passed through and they're moving on to a different role either within Siemens and sometimes outside.

I think that's how the workforce is moving towards, that job for life, however kind of romantic that sounds. I'm not sure it's there. And with future generations, the same. But if you get the behaviours right, then there is a far more likelihood that they will progress within the organisation because they're fit and their value that they're adding and we're giving them, it's symbiotic through the journey. We just don't have enough people with the skills. So it's how do you assess somebody for those transferable skills and capabilities? That means that they could be really, really good for some of these roles that we're struggling to fill. And we just need to look at the talent pool in a different way. Combining neuroscience and psychology principles, Arctic Shores has created a number of tasks that score candidates based on how they think and learn.

The company believes that AI used in this way can predict how an individual will succeed in a particular job. I invited its co-founder and CEO, Robert Newry, to the FT's offices to see it for myself. Candidates have to complete a number of interactive, non-job related tasks, and are scored on how they approach them. So your task here is to trial a new security system. And the idea around that is we want to see how you approach it, and as things get harder, how you adapt your behaviour. Good. You're on the second one. This was the one where, oh, you just got it. Oh, I did? You did. You're now to the third one, so it's getting hard. OK. Oh. So what did I pick up from the way that you approach this? You're somebody that grasps something quickly. And once you've grasped it, you want

to get stuck straight into it. So you'll be able to spot the people who are incredibly impatient. Some tasks, you want people to be really, really focused and to take time to do it. Other things, they have to think really fast on their feet, traders, sales roles. So you actually want them to be slightly impatient. So that's the beauty of this. So, Robert, what's the difference between me doing this and how that applies to a recruiter or a particular job and me sending in my CV? This is at the crux of the challenge that we've got at the moment in the recruitment process. Because in a CV, as we have here, you're just going to be looking through a bunch of words, very subjective, full of bias and flaws. Talk me through what they're telling us and what they're not telling us. This looks like a LinkedIn profile. Exactly.

Yeah. But ultimately, you either got the experience in here or you haven't. And that's what a recruiter is looking for. And quite often, people are just putting key words in there because they know that... SEO, data analytics, you can just throw... You can just throw those words out. Nobody's got a way of validating against. So then what happens. This was a story that went on Reddit and LinkedIn. Angelina Lee, she got no interviews based on her standard CV. So she amended it just to put big brand names in there. But what else do you notice Isabel from her CV in there? Spread herpes STD to 60 per cent of intern team. Connected with Reid Hoffman on LinkedIn and slid in the DMs. Slid in the DMs. You'd have thought that that would just be a red flag in there. And she's quite impressive, fraternity record for most vodka shots in one night.

So how many interviews do you think she would have got by putting that in there compared to her normal CV? I'm hoping none. She got a 10 times increase. She got a 90 percent acceptance rate for an interview despite having that in there compared to a genuine CV because she hadn't any of the big company experience. Wow. So employers, recruiters, and online job sites, they all use AI and have been using AI for some time. The way that employers and recruiters are using AI is to sift through applications. So that might be setting a specific thing that they want to filter out. So if you've been to university, they'll include you. If you haven't, they won't. And they can detect that on a CV in the text. This has been shown to be quite effective, but perhaps it's not the best way of telling who the best candidate is.

AI is trained on the data that we have in the world. And a lot of the data that we have is biased. It perpetuates inequalities in society that we already have. And that's something that can catch employers off guard as well, because they are setting certain metrics based on the job. But they might not anticipate how the algorithm will work. And the algorithm might prefer certain types of candidates over another. We ask employers every year, so what are you doing to assess applicants? And even today, CV cover letter comes out at like 90 per cent plus. Employers are generally risk-averse because it's a big bet when you recruit somebody. A, you've spent a lot of time in the process of recruiting. Then you're going to put a lot of, well, maybe cash, maybe just time into training. And you have plans that they're going to be here, well, four

or five, maybe more years. So, it's a big investment. I'm not sure businesses are trying harder to get the best talent. I think they are trying equally hard, but limiting themselves to, let's be honest here, that these are the people we know. We should look at everyone and then assess people on, well, can you do the job? Have you got the attitude that we want? I think they're being pushed into it by the younger generation and diversity and EDI quite right. But they're also realizing this is a good thing to do, because actually, if you have diverse or a wide range of voices in the room, you actually get better results. I expect in another three to five years we will see a lot of companies utilize artificial intelligence to make sure that they can attract and retain the best talent. I went to visit Swiss pharmaceutical company Novartis on its giant campus in Basel to see how it is approaching

the recruitment crisis. Like many businesses, Novartis incorporates AI in its hiring processes. What makes it stand out is that corporate leaders have invested in AI that will boost the number of internal moves by its existing workforce. I think the biggest challenges that we face is a real shortage of talent with specific skill sets. And so we really thought a lot about it. And we really came to the conclusion we need to do even more for the people who we have so that we can really develop and retain them. Novartis has created a platform called Talent Match that pairs its staff to other opportunities around the organisation based on their skills and interests. So I know a lot of companies are starting to think a lot more structurally about internal ability. You're a bit ahead of the game. What are the benefits of it? And can you quantify how much money you're saving on external recruitment? One key benefit for us is enhanced engagement.

of our employees. We know that when people have access to opportunities, they're more engaged. And we staff more than 500 projects through our employees. And it helped us to realize more than 50 million productivity. That's a lot of money that you can then reinvest back into research and development. As we see that things are changing really quickly in how we operate, we can also post opportunities in new parts of the organization and reallocate people way more quickly. What I liked about this approach at Novartis is that it gives staff the chance to review their skills. Based on what an individual says about their ambitions, the AI will tell them what training and skills they still need to acquire before they are a match for their dream job. What's key is that this kind of approach is scalable, replicable, and will only get easier as AI gets better at its job. So the barrier to entry of applying for jobs

has got even lower. The trick is going to be finding something that welcomes the widest group of applicants that you want, but is enough to say, do you really meet these criteria? Do you really think you can do this? The criteria being about these attitudes that you're going to demonstrate when you get here. The recruitment industry is going through a process at the moment where they're learning how to use AI from the employer side as well to their advantage and perhaps save time, perhaps make things easier. And another thing I think it's been doing in the recruitment sector is really making employers and recruiters pause and think, is a CV or an application necessarily the best way to determine who is good for the job? Are there other metrics we could be using? The tech we use at work is changing so quickly that bosses and staff can't keep up. But some employers can and are doing better.

at using AI to find new hires with the right skills, or to deploy training that will upskill existing staff. We need more of that in the future if recruiters are to find and hire the right talent. But humans don't change. And we also need to keep the human touch if we are to fix the crisis in our recruitment pipelines. AI can't do it all.

Recruitment is broken, what are businesses doing to fix it? | FT Working It

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심화되는 기술 인력 부족과 채용에 미치는 영향

향후 20년 동안 노동 가능 인구가 25% 감소할 것으로 예상되는 가운데 기업은 기술 인력 부족에 직면해 있습니다.

인공지능의 부상과 인구 고령화로 인해 채용 환경이 경쟁적으로 변화하면서 최고의 인재를 확보하기 위한 군비 경쟁이 벌어지고 있습니다.

2030년에는 50대 이상 인구가 전체 노동 인구의 50%를 차지할 것으로 예상되는 등 은퇴는 중요한 추세로, 기존 인력의 기술을 활용해야 할 필요성이 강조되고 있습니다.

고령자 인재 채용하기: 기술 격차에 대한 해결책

많은 업계에서 인재를 찾고 유지하는 데 어려움을 겪고 있으며, 특히 50세 이상의 기술에 의존하는 분야에서는 더욱 그렇습니다.

채용 전문가들은 이제 경력을 연장하고 중요한 기술 격차를 메우기 위해 간과된 이 인재 풀에 집중하고 있습니다.

입사 지원 과정에서 AI의 활용은 증가하고 있지만, 고용주는 우수한 후보자를 식별하는 데 어려움을 겪고 있으며, 이로 인해 인력 채용에 있어 변화의 시기가 도래하고 있습니다.

지멘스의 혁신적인 채용 접근 방식

Siemens는 Arctic Shores와 협력하여 AI 기반 심리측정 평가를 사용하여 자격이 아닌 적성을 기반으로 채용하고 있습니다.

이러한 접근 방식을 통해 인재 풀을 확장하고 조직의 성공에 부합하는 행동을 보이는 후보자를 찾을 수 있었습니다.

아틱 쇼어의 대화형 과제는 지원자의 사고와 학습 스타일에 따라 점수를 매겨 직무 성공을 예측하고 이전 가능한 기술로 역할을 채우는 것을 목표로 합니다.

채용 담당자는 종종 이력서의 주관적이고 편향된 특성으로 인해 비효율적인 후보자 선택으로 이어질 수 있는 어려움을 겪습니다.

많은 구직자가 키워드를 사용하여 프로필을 조작하기 때문에 채용 담당자가 경력을 검증하기가 어렵습니다.

고용주와 채용 담당자는 일반적으로 지원서를 선별하기 위해 AI를 사용하지만, 이 방법으로는 최적의 후보자를 효과적으로 식별하지 못할 수 있습니다.

AI 학습 데이터는 편향된 경우가 많아 사회적 불평등을 고착화하고 고용주가 후보자 선호도를 파악하는 데 어려움을 겪습니다.

고용주는 일반적으로 채용 프로세스에서 위험을 회피하며, 익숙한 지원자와 전통적인 평가 방법에 의존하는 경우가 많습니다.

노바티스는 AI를 활용해 내부 인력의 이동성을 높이고, 외부 채용의 필요성을 줄이면서 인재를 개발하고 유지하는 것을 목표로 직원과 새로운 기회를 연결해주는 플랫폼인 Talent Match를 개발했습니다.

AI를 통한 직원 참여 및 채용 혁신

직원 채용과 기회에 대한 노바티스의 접근 방식은 5천만 달러 이상의 생산성 향상으로 이어져 직원을 신속하게 재배치할 수 있게 되었습니다.

AI를 사용하여 개인의 야망과 교육 및 기술을 일치시킴으로써 입사 지원 프로세스에 더 쉽게 접근할 수 있게 되었습니다.

채용 업계는 인재를 찾고 기존 직원의 역량을 강화하기 위해 AI를 활용하는 방향으로 진화하고 있지만, 채용 문제를 해결하기 위해서는 인간적인 접촉을 유지하는 것이 필수적입니다.