What’s Changing in the Job Market?

According to the WEF report:

• AI and big data skills are growing the fastest, with an 87% increase in demand expected by 2030.

• Cybersecurity and tech literacy follow closely behind.

• 86% of employers believe AI and automation will change how they operate by 2030.

• AI is projected to create 170 million jobs and replace 92 million, reshaping the global workforce.

These shifts are happening across all industries – even in sectors like agriculture and forestry, where 70% of employers expect a rise in AI-related skills.

 

This shift isn't happening in isolation. According to the report, 86% of employers expect AI and information processing technologies to transform their businesses by 2030. The implications are profound – the WEF forecasts that by 2030, AI will trigger 170 million new jobs while displacing 92 million existing ones, representing the most significant labor market transformation since the industrial revolution.

What's particularly noteworthy is how this trend manifests across different industries. In the top 10 industries surveyed, over 90% of respondents expect AI and big data skills to increase in importance. Even in sectors traditionally less associated with advanced technology, such as Agriculture, Forestry, and Fishing, 70% of respondents anticipate growth in these skills.

How the 5 Bs Framework Helps You Prepare

 

Dave Ulrich's 5 Bs Framework offers a practical way to manage talent through this transformation. Here’s a breakdown:

1. Buy – Hire AI and Cybersecurity Talent Strategically

When you need skills fast, hiring is often the best option. But:

• AI and cybersecurity roles are in short supply.

• Salaries are rising due to high demand.

Tips:

• Look for potential within your existing team first.

• Hire with knowledge-sharing in mind—can new hires help upskill others?

• Weigh the trade-offs between immediate needs and long-term diversity of thought.

2. Bind, Boost, Build – Grow Skills from Within

Training internal talent is proving effective:

• Half of workers now participate in long-term learning programs (up from 41% in 2023).

• Reskilling is often cheaper and faster than hiring.

Best practices:

• Hire people who show learning potential.

• Invest in training for AI, data, and cybersecurity.

• Recognize and reward employees who grow into new roles.

 

3. Borrow – Tap into Freelancers and Specialists

Not every skill needs a full-time hire. Contract workers, freelancers, and consultants can fill key gaps quickly.

How to do it well:

• Create a flexible workforce model.

• Use freelance platforms for specialized projects.

• Encourage internal mobility—move existing employees to tech-focused roles.

4. Bounce – Stay Agile in the Face of Change

Technology evolves fast—half of all skills may become outdated within two years.

To keep up:

• Build a culture that values curiosity and adaptability.

• Help people unlearn old habits and embrace new tech.

• Encourage leadership styles that are collaborative, not top-down.

Skills like resilience and lifelong learning are now considered must-haves, not nice-to-haves.

5. Bind – Retain Key Talent

Retaining top performers is crucial for organizational stability and growth.

Approaches:

• Offer clear career progression paths.

• Provide competitive compensation and benefits.

• Foster an inclusive and engaging workplace culture.

6. Balance – Use AI to Enhance Human Potential

Adding a Sixth ‘B’: Why We Believe in Balance

While Ulrich’s and Capron/Mitchell’s models offer timeless strategic clarity, the rapid integration of AI into the workplace demands something new: a focus on how humans and technology work together.

At Panda, we believe Balance is the sixth ‘B’ modern businesses need.

As tasks increasingly become shared between humans, machines, and hybrid teams, organisations must go beyond automation and ask..

"Are we enhancing or eroding human potential?"

Where others talk about “bots,” we talk about balance - the belief that AI should support, not replace, people.

How to lead with Balance:

• Co-design tech rollouts with employees to boost trust and reduce resistance.

• Invest in digital literacy and AI fluency across the workforce—not just tech teams.

• Celebrate human skills like empathy, ethical reasoning, and creativity alongside technical capability.

• Build feedback loops to monitor how AI adoption affects team dynamics and employee experience.

Research consistently shows that when workers are involved in change—not subject to it—adoption and innovation accelerate.

 

What This Means for Organisations:

To stay ahead, organisations should:

1. Focus on AI and data skills – make them a core part of your strategy.

2. Use a mix of talent strategies – buy, build, borrow, bounce, and bot.

3. Value human skills – creativity and adaptability are just as crucial as technical expertise.

4. Plan for disruption – workforce transitions are coming. Be ready.

Final Thoughts

The AI revolution is here, and the workplace is changing fast. The WEF report outlines the skills we’ll need, while the 5 Bs framework shows us how to build them.

For Panda Intelligence Recruitment, this is both a challenge and an opportunity. By helping clients apply the 5 Bs, we ensure they’re not just surviving change—but thriving in it.

We have industry guides available on our website here: Panda Resources, in our most recent report we provide actionable insights on Hiring Contract vs Permanent Talent. To read click here: Interviewing Contract Vs Permanent Talent

Sources from WEF's 'The Future of Jobs Report 2025'.