The latest Hiring Trends Update from NIJobs reveals that workers are proactively upskilling to adapt to the rise of artificial intelligence (AI).
More than a third of employees (35%) have adopted AI tools over the past year to future-proof their roles. While one in three workers fear that they will be replaced by AI, 65% are upskilling to remain more competitive and improve their long-term employability.
The local job market remains active, with employers continuing to expand their workforces; 38% report increased hiring activity, reflecting overall positive sentiment.
However, mounting pressures from artificial intelligence (AI) and ongoing skills shortages are prompting businesses to rethink their recruitment with a growing focus on aligning roles to business needs. Notably, 38% also plan to reduce the number of entry-level positions as automation and demand for specialised skills reshape the employment landscape.
Michael Connor, a Senior Director at NIJobs, part of The Stepstone Group, believes the report offers a clear roadmap for organisations who are keen to remain competitive and attract the right talent in the current climate.
“Hiring hasn’t stopped- it’s simply becoming more strategic and focused on clear areas of demand and growth like AI and cybersecurity. It’s important to recognise that AI skills are a positive driver of employment growth, so it is time to adapt and embrace what this technology has to offer.
“Companies that begin to rethink what skills and roles are realistically required will secure a competitive edge. Entry-level roles, for example, can deliver immense value, so it’s a matter of investing now and refining role requirements to make the long-term hiring process more efficient and cost-effective.”
NIJobs surveyed 150 employers and 400 workers to gain insight, and this data explores key labour market shifts to help employers make their recruitment strategies more effective, providing vital insight into the local landscape during a period of ongoing global uncertainty.
Finding candidates with the right skills remains the number one challenge for recruiters in the current market. This high demand for specialist skills, particularly within the technology sector, is leading employers towards a much more focused and selective hiring process, with recruitment budgets increasingly prioritising the skills that matter most.
Cybersecurity tops the list of hiring demand, with 22% of employers actively recruiting in this sector, followed closely by Customer Support & Customer Success (21%), HR & People Operations (20%), and AI & Machine Learning (19%).
Priorities are shifting because local employers are operating within a highly challenging environment, where cost pressures from the National Living Wage, tax, and energy have become catalysts for a more strategic approach to staff headcount. The research shows that 42% of businesses plan to scale back their original recruitment plans due to the National Living Wage increase, and a further 38% will reduce the number of entry-level roles. These budget pressures are leading to a more measured approach, prompting businesses to rethink their long-term talent pipelines. Over the next six months, hiring priorities indicate that 27% are reviewing their team structures, 25% are refining specific role requirements, and 21% are focusing exclusively on recruiting specialist talent.
Richard Ramsey, Professor of Practice in Economics & Policy at Queen’s Business School, who analysed the data on behalf of NIJobs added: “Hiring continues, yet the balance of power is tilting as cost pressures, geopolitical shocks, and slower private-sector growth bite. Employers are prioritising roles that protect competitiveness, notably in cybersecurity and AI – while trimming entry-level hiring and recalibrating pay.
“Workforce planning has moved centre-stage, talent teams are becoming more selective and time-bound, and decisions are increasingly shaped by input-cost inflation, pay deceleration, and softer sentiment. In this phase, resilience isn’t about broad expansion; it’s about disciplined action, targeted capability building, and prudent pacing in a more uncertain, more demanding environment.”