Artificial intelligence is not just replacing workers, but it’s above all redefining jobs. From how we hire and train to who gets left behind, AI is transforming every part of the workforce. But are companies and governments keeping up? And more importantly, are they ensuring the change is fair? We spoke with Dr. El Iza Mohamedou, the Head of OECD’s Centre of Skills. The Organisation for Economic Co-operation and Development (OECD) is an international organization that promotes policies to improve economic and social well-being worldwide, providing a platform for governments to share data, best practices, and coordinated strategies. We discussed with her in hopes of exploring how AI is reshaping labor markets. Dr. El Iza Mohamedou’s work focuses on skills, technology, and inclusive policy.
Automation Is Redefining Jobs, Not Replacing Them
OECD data shows nearly 28% of jobs are at high risk of automation. These jobs often involve repetitive work, for example tasks common in manufacturing, logistics, and administration, where the need for human agency continuously decreases. But automation doesn’t simply erase tasks. Routine tasks disappear, while others, like coordination, problem-solving, and oversight, become more important. Dr. Mohamedou points out that project management, emotional intelligence, and strategic thinking are now essential, as AI currently struggles to replicate these human-centered skills.
The Skills Gap Is Growing
While tasks evolve, training systems lag behind. Dr. Mohamedou mentions? that only 4 in 10 adults in OECD countries participate in job-related training. Even worse, the people most at risk, those with lower education levels who most often occupy repetitive jobs, are the least likely to receive training. This uneven access deepens existing inequality. El-Iza warns that people in vulnerable roles may be left out of the transformation. And it’s not just about access to technology, as much of today’s AI training is aimed at already skilled professionals who occupy high-responsibility positions. We need to rethink who training is for and how it’s delivered. Micro-credentials, workplace-based learning, and flexible online options are key to making upskilling accessible to everyone.
Redefining Jobs Requires Inclusive Hiring Tools
AI is also changing how companies hire. Around 50% of organizations use automated applicant screening, but only a third of those tools recognize alternative credentials. That means many candidates like career switchers, self-taught professionals, or those with non-linear paths never make it through the system. Methods like this risk replicating bias from past hiring data. These systems might unintentionally filter out women, minorities, or those with gaps in their resumes. That’s why transparency is critical. “We need to know how these tools work,” says Dr. Mohamedou, “Otherwise we can’t identify and fix bias.” El Iza believes, same as us at Skills Based, that in order to ensure AI redefines jobs in a fair way, hiring must shift from credential-first to skills-first. That includes using tools that value real-world competencies and soft skills, not just formal qualifications.
What Employers Can Do Right Now
Companies don’t need to wait for policy change. There are immediate actions they can take like using inclusive screening tools that accept non-traditional credentials, guiding candidates toward training, emphasizing soft skills like adaptability, collaboration, and resilience and auditing algorithms to catch and correct bias early. Dr. Mohamedou notes that intermediaries play a big role in translating skills policy into real hiring decisions. By working closely with both employers and candidates, we can push the market toward fairer, skills-focused practices.
El-Iza believes leaders need clear guidelines and open conversations around AI. At her organization, internal communities help staff learn, share, and use tools responsibly following broad corporate guidelines provided by senior management. It’s another sign that even high-level roles are being redefined.
Global Examples of Redefining Jobs the Right Way
Policy design is evolving too. Instead of chasing short-term goals, OECD looks at long-term trends, demographic shifts, green jobs, and technology combined. “AI is one force, not the only one,” she explains. “But it’s forcing us to rethink how we define work and skills development.”
Some countries are already taking the lead. Dr. Mohamedou highlights Singapore’s SkillsFuture program which helps workers prepare for future jobs through government-employer partnerships. France is also scaling up AI literacy and training, especially for small businesses. In the UK, short-term bootcamps are providing digital skills with low entry barriers. These programs prove that redefining jobs doesn’t have to mean excluding people. With the right policy and investment, governments can help more workers transition smoothly.
Rethinking Hiring From the Ground Up
If Dr. Mohamedou could redesign hiring, she says she would start with a skills-first approach. Most companies still default to degree requirements, but that’s changing. Education still matters, but it’s not the only signal of capability. Employers should look at how people apply their skills, not just where they learned them. That means developing better assessments and valuing on-the-job learning, volunteering, and informal experience. This is what redefining jobs truly means: shifting from static qualifications to dynamic, real-world potential.
Education Is Still Catching Up
Universities need to keep up with job market demands and that is not always easy. Many students feel a divide between what they study and what’s needed in work. To fix this, education systems must modernize. That includes more work-based learning, updated assessments, and integration of AI tools in ethical, equitable ways. In this regard, vocational education and training is a powerful avenue as it brings learning and the workplace very close. Micro-credentials and shorter programs can also help learners stay agile. Dr. Mohamedou highlights that access is another concern, as students from privileged backgrounds are more likely to use AI to their advantage. That’s why equitable digital access must become a priority.
Redefining Jobs Is a Collective Responsibility
El-Iza remains hopeful. She sees progress in how organizations view non-traditional talent. She’s encouraged by the rise of inclusive credentials and personalized learning paths. But risks remain, especially for those in low-wage, entry-level roles most exposed to disruption.
Our Beliefs at Skills Based
At Skills Based, we believe that redefining jobs must go hand-in-hand with redefining opportunity. We’re working to create a labor market where people are valued for what they can do, not just for what’s on their CV. And that’s exactly where Skills Based leads, with tools and systems that thoughtfully evaluate actual skills, not just resumes. By prioritizing evidence over assumptions and ability over credentials, we help employers find the talent they’re missing, and help candidates be seen for what they can really do. That means making hiring smarter and training fairer.
