More than four in ten (42%) of UK workers worry their skills could become outdated because of AI and automation, according to new research on the impact of the technology.
Totaljobs’ bi-annual Hiring Trends Update, which surveyed 2,000 UK workers and 900 employers, uncovers rising concern about long-term career relevance as rapid change reshapes job demands across the labour market.
This lack of securty has given rise to a workplace trend dubbed FOBO, or fear of becoming obsolete.
The survey comes amid rapid growth of a robot workforce. China’s humanoid robot industry is accelerating fast as Engine AI officially launches its Intelligent Manufacturing Base in Shenzhen. The first batch of T800 humanoid robots is now rolling off the production line, showing how close advanced robotics are to entering real world industries at scale.
The findings of the Totaljobs survey have been released against a more competitive hiring backdrop, with UK vacancies falling to 705,000 (a five-year low) – increasing pressure on workers to remain adaptable and continue building new skills.
Despite wider market pressures, hiring confidence is rising, reaching 7 out of 10 employers, up from 6.6 previously. Confidence is strongest in IT, manufacturing and professional services, where over half (68%, 64%, 52% respectively) of employers expect hiring to increase over the next six months.
The growing ‘FOBO’ trend is already shaping behaviour in the workplace, with many of those concerned taking action to stay competitive:
- 72% are taking on additional responsibilities beyond their role
- 83% feel they need to keep learning new skills to remain employable
- 37% have learned AI tools in the past year
- 86% would be willing to switch into a more employable growth industry if needed
However, the vast majority of workers feel that individual effort alone is not enough and 71% of workers say they would feel more secure if their employer invested more in training and reskilling, highlighting strong demand for greater employer support.
The research also reveals growing challenges for employers as hiring becomes more targeted and complex. Roles now take an average of 12 weeks to fill – compared to 10 weeks last year – as higher application volumes slow down recruitment processes.
Employers’ biggest hiring challenge remains finding candidates with the right skills (32%). This points to continued pressure around candidate fit and skills availability while 20% also cite increased skills requirements for open roles.
At the same time, salary pressure is rising, with 23% unable to meet candidate expectations, making this the second biggest barrier to hiring.
In response, hiring is becoming more focused. Investment is shifting towards critical capability areas, with the strongest demands in; AI and machine learning (34%), Technology and engineering (32%), Data, analytics and cybersecurity (29%).
This signals an accelerating shift towards skills-based hiring, where the ability to learn and adapt is becoming just as important as formal qualifications or experience.
Talent acquisition teams are also playing a more strategic role in helping organisations adapt to changing skills demands. More than four in five (83%) say they are more involved in workplace and talent planning than before, while 68% report taking on responsibilities beyond traditional talent acquisition.
Signs of resilience are emerging
Despite economic uncertainty, the research suggests hiring activity has not stalled altogether, with 43% of organisations increasing recruitment (up from 36%) and just 5% expecting a decrease.
Crucially, candidates are more open than ever, with 84% willing to consider new opportunities – the highest this study has ever recorded. Together, these trends show a labour market that is evolving, rather than totally retreating, with organisations rethinking roles and adapting hiring strategies.
Julius Probst, European labour economist at Totaljobs commented: “What we’re seeing is not a simple contraction in the labour market, but a shift in where demand is focused. Hiring is becoming more concentrated in specialist and future-facing roles, even as businesses continue to restructure and adapt to changing economic conditions.
“At the same time, time-to-hire is increasing, salary expectations have risen, and skills fit has overtaken candidate supply as the defining hiring challenge.
“This is driving a move from job insecurity to ‘skills insecurity’, with individuals placing greater emphasis not just on job stability, but on their longer-term relevance in a rapidly evolving labour market.
“Encouragingly, both workers and employers are already responding. Individuals are investing in new skills, while workforce planning is becoming a greater priority for organisations.
With the right focus on skills and development, this shift can become a catalyst for growth rather than a source of anxiety.”
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