Redeployment gap
What Companies Lose by Hiring over Reskilling
Artificial Intelligence is reshaping the roles that exist within organizations, forcing them to make a decision: hire someone new or invest in developing someone already there. Our latest report explores how belief in existing employees is high, but organizations are still more likely to hire—at a significant cost.
Explore some of the report’s key themes:
But hiring externally still outpaces redeploying
Belief in redeployment is nearly universal. Turning it into action isn’t.
Belief doesn’t match action
Believe employees could be reskilled for the roles AI is creating
Confidence doesn't mean clarity
Report limited visibility about who should even be reskilled
Just 18% of organizations use any centralized system to track the skills their people already have.² Believing reskilling is possible isn’t the same as knowing who it applies to.
² Skills Visibility Report, TalentLMS, 2026.
0% of respondents in either survey said there’s no clear owner. Everyone assumes someone has it covered — they just don’t agree on who.
Nobody agrees who’s driving it
Who has primary responsibility for planning AI's workforce impact?
Hiring as a default costs more¹
more expensive than filling the same role internally, based on an analysis of roughly half a million hiring records.
¹ The Josh Bersin Company, Internal Hiring Factbook
Hiring externally also takes longer and shows lower retention¹
¹ The Josh Bersin Company, Internal Hiring Factbook
Unlock more insights
Download the full report to gain more insights into the redeployment gap and discover what organizations can do to make smarter people decisions in the face of AI-driven change.