92% of HR professionals believe employees can be reskilled for AI jobs, yet external hiring outpaces redeployment

Survey of more than 1,100 U.S. HR professionals and people managers reveals a disconnect between confidence in existing talent and AI workforce hiring practices.

Wilmington, DE (October 29, 2026) – Despite widespread confidence that existing employees can be trained for jobs created by artificial intelligence, organizations are more likely to hire externally than redeploy workers already on their payroll, according to new research from Careerminds, a leading global provider of workforce solutions.

The findings, published in Careerminds’ new white paper, The AI redeployment gap: What companies lose by hiring over reskilling, reveal that 92% of HR professionals and 88% of people managers believe employees within their organizations could be reskilled for AI-related roles. Yet 51% of HR professionals and 47% of people managers report that their organizations are hiring externally for new AI-related positions, compared with just 42% in each group who report redeploying existing employees.

The research, conducted in partnership with Censuswide, surveyed 1,142 U.S. HR professionals and people managers at organizations with 500 or more employees.

“Companies are investing in AI while potentially overlooking one of their most valuable resources: the people they already employ,” said Mark Saddic, Senior Partner at Careerminds. “Our research shows that organizations largely believe their employees can adapt to AI-driven change, but that confidence isn’t consistently translating into opportunities. Before looking outside the organization, leaders need to understand the skills they already have, identify where employees can grow, and establish a clear process for making those transitions possible.”

Confidence in reskilling isn’t translating into action

One potential barrier is a lack of visibility into employees’ existing skills and potential. According to the research, approximately 43% of HR professionals and 34% of people managers report limited visibility or uncertainty about which employees should be reskilled. At the same time, 87% of HR professionals and 84% of people managers believe their organizations adequately consider reskilling employees for future roles. The findings suggest that organizations may believe they are prioritizing internal talent development even when their hiring practices tell a different story.

The study also reveals significant disagreement over who is responsible for managing AI’s impact on the workforce. Nearly two-thirds (63%) of HR professionals believe HR has primary responsibility for planning and managing AI-driven workforce changes. However, only 24% of people managers agree. Instead, 35% of managers point to senior leadership outside HR. This disconnect could complicate efforts to identify internal talent, coordinate reskilling programs, and transition employees into emerging roles.

The findings also reveal significant differences in how industries are responding to AI-related workforce needs. In Technology and Telecom, external hiring outpaces redeployment by 15 percentage points among both HR professionals and people managers. By contrast, Media and Entertainment is the only sector surveyed where both groups report redeployment at least as frequently as external hiring. Among HR professionals in that industry, 56% report redeploying employees compared with just 25% hiring externally.

The implications extend beyond workforce planning. Separate research from The Josh Bersin Company, cited in the Careerminds white paper, indicates that external hiring can cost three to five times more than filling comparable roles internally and take up to 20 days longer. Careerminds recommends that organizations establish clear accountability for AI workforce planning, improve visibility into existing employee skills, and evaluate opportunities for internal development before defaulting to external recruitment.

The full white paper, The AI redeployment gap: What companies lose by hiring over reskilling, is available at https://careerminds.com/redeployment-gap.

Methodology: Careerminds partnered with Censuswide to survey 595 U.S. HR professionals and 547 U.S. people managers, ages 25–65, working at organizations with 500 to 10,000 or more employees. The research was conducted May 15–26, 2026.

About Careerminds:

Careerminds is a global workforce solutions provider specializing in outplacement, career transition, job architecture, and talent development. We combine modern technology with high-touch, one-to-one coaching to help organizations support employees through workforce change and growth. Our scalable delivery model enables consistent, personalized experiences across 80+ languages and major markets worldwide, offering a more flexible and cost-effective alternative to traditional firms. Follow us on LinkedIn, Facebook, Instagram, X, and YouTube.