A new guide from Fisher Phillips offers employers a playbook for defining and seeking the right AI skills in hiring and recruitment to help future-proof their workforce.
What “AI literacy” really means: Job postings seeking candidates with “AI literacy” have tripled in 2025. While there is still no shared definition of the term—a challenge for employers seeking practical value—four key competencies are emerging:
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Awareness: Knowing AI’s strengths, weaknesses, and risks.
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Application: Using AI tools to draft content, analyze data, or streamline workflows while maintaining human oversight.
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Adaptability: Demonstrating AI curiosity and a willingness to experiment and learn as tools evolve.
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Accountability: Providing effective human oversight of AI-generated output.
Zeroing in on practical value: Many candidates will simply offer AI-related buzzwords or surface-level experience. To filter out the noise and identify true competency and practical value, consider the following indicators:
The guide provides several examples of interview questions to help employers find those indicators and identify practical experience.
Other recommendations for building an AI-literate workforce include:
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Defining baseline AI competency for each role.
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Offering structured AI learning opportunities and safe experimentation.
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Rewarding innovation.
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Reinforcing human strengths to complement machine intelligence.
