Closing the UK AI skills shortage: Top 8 questions we get asked

The rapid growth of AI is creating an urgent need for AI upskilling and comprehensive AI skills development across the UK. As organisations strive to keep up, many are facing an acute AI skills shortage that threatens to slow progress and reduce their ability to compete. 

68% of IT leaders cited lack of skills and expertise as the primary issue slowing down AI initiatives and there is a predicted 10,000 annual UK shortfall of skilled AI practitioners. This article addresses the top 8 questions leaders in workforce management are asking about bridging the AI talent gap, with practical insights and potential strategies for overcoming this growing challenge. 

The most sought-after AI skills include machine learning, natural language processing, data engineering, and programming languages like Python and TensorFlow. Expertise in Large Language Models, model deployment, and AI ethics are also highly valued, especially as generative AI solutions become more widespread.  

Looking ahead, the majority of roles across all industries are expected to incorporate some elements of AI. Our recent research paper based on a survey of 240+ CIOs and CTOs stated that 40% of respondents revealed AI and Machine Learning as the most critical emerging skillsets in the next 2-3 years (40%). 

To assess AI talent, combine technical interviews and real-world problem-solving scenarios. Evaluate candidates’ experience with relevant frameworks and their ability to explain complex concepts clearly.  

Working with workforce management partners will streamline the process, where they have already assessed candidate’s AI experience, or can provide potential candidates that can be trained through a ‘recruit train deploy’ model. 

Reviewing portfolios, open-source contributions, and project outcomes can help ensure candidates possess both theoretical knowledge and practical application skills in generative AI platforms. 

You can upskill your team in AI through hands-on training, ‘boot camps,’ and certification programmes such as apprenticeships.  

Leverage partners that offer AI skills growth programmes to provide comprehensive access to learning resources that address skills gaps. As part of your Employer Value Proposition, nurture a collaborative culture where employees share their AI knowledge and experiences, ensuring the team continuously develops and stays ahead in the rapidly evolving field of generative AI. 

Impellam Project Services’ AI skills growth programme offers tailored training and development opportunities designed to address AI talent gaps and equip teams with cutting-edge generative AI expertise. Find out more. 

Many leading organisations take a balanced approach. Where hiring new AI specialists brings in-depth expertise, training existing team members leverages their sector knowledge and company familiarity. Working with your team and partners to combine both strategies accelerates AI adoption and ensures that generative AI solutions are tailored to your organisation’s unique needs and culture. 

Adopting a recruit, train, deploy approach ensures that both new and existing employees gain targeted AI skills efficiently, supporting your organisation's ongoing transformation and adaptability. 

This will depend on the sector, but a successful AI team standardly includes data scientists and engineers, machine learning engineers, and AI product managers. For generative AI projects, there are also prompt engineers and model operations specialists.  

Acquiring specialised AI skillsets in the UK can be challenging due to high demand and limited talent pools. Collaborating with partners, including workforce management experts or those using recruit train deploy models, can significantly shorten the hiring timeline for these critical roles. 

Competitive salaries for AI roles vary by location and experience; senior roles and those with generative AI expertise command higher compensation due to high demand. This is creating challenges for employers, with a our recent study showing that 16% of CTOs and CIOs stated that the biggest challenge in hiring tech talent right now is salary expectations. 

Benchmarking salaries helps employers understand market standards, and ensures they offer they attract top talent while remaining fair and competitive. This will also improve retention and support employee satisfaction. 

You can retain AI talent by ensuring a compelling Employer Value Proposition (EVP) alongside competitive compensation, career growth opportunities, and challenging projects.  

Organisations should nurture a culture of innovation and collaboration, supported by access to the latest tools, research, and ongoing learning. They should leverage partners specialising in workforce management to streamline development pathways and offer tailored training.  

Recognising achievements and providing clear career progression, ensuring top performers remain engaged and motivated within generative AI initiatives as part of your overall EVP strategy. 

Identify your organisation’s strategic business objectives and map the AI skills needed to achieve them. Collaborate with talent acquisition and workforce management partners to access and secure candidates with expertise in AI relevant to your sector.  

Engage stakeholders from both technical and business teams to ensure new hires can drive innovation and deliver measurable outcomes aligned with your organisational priorities. This will ensure that your AI talent strategy is both targeted and effective, leveraging external expertise to fill critical skills gaps efficiently. 

Bonus question #9: “Who should I be working with in order to reduce AI skills shortages?”