‘The future of work will require organizations to help people develop new skills as technology evolves’
Human resources professionals may want to better assess workers’ abilities around artificial intelligence (AI), as many employees aren't being entirely truthful.
Overall, 32 per cent of Canadians say they have overstated their AI abilities at work, according to a survey by TD Bank Group.
Three-quarters (75 per cent) rate their own AI skills a "C" or lower. Only four per cent rate themselves an "A" in AI skills, according to TD.
"AI is becoming more prevalent across the world of work but for many people it still feels new and unfamiliar," says Luke Gee, senior vice president, chief analytics and AI officer at TD Bank Group.
"The pace of change can feel fast, and it's natural that confidence takes time to catch up. We're in a period where people are building new skills and figuring out how these tools can support the work they already do."
The 2026 TD AI Insights Report found that 78 per cent of Canadians believe AI adoption in the workplace is inevitable. That gap varies by generation:
- Boomers (89%)
- Gen X (81%)
- Millennials (79%)
- Gen Z (65%).
Despite the surging number of employers requiring workers to use generative AI (GeAI) at work, only about a third of Canadian workers used the technology last year, according to a previous report.
Employers cited for training shortfalls
Despite the confidence gap, many workers report tangible benefits from AI use, according to the survey of 2,501 Canadians conducted in February. TD found 59 per cent say AI makes them more productive, while 58 per cent say it gives them a competitive edge over peers in similar roles.
However, just 37 per cent of respondents say they have received adequate AI training from their employer, according to the report.
Separately, 53 per cent of respondents say their workplace is lagging behind other organizations in adopting AI.
"The future of work will require organizations to help people develop new skills as technology evolves," says Melanie Burns, senior executive vice-president and CHRO at TD Bank. "Those that prioritize learning and equip employees with the right tools and support will ensure their people thrive."
Here are some things employers can do to better assess workers’ AI skills and help them develop the same, according to different sources:
|
Steps HR and employers can take |
Summary |
Sources |
|
Replace self-reported skill ratings with behavioural rubrics |
Build a shared framework of observable AI behaviours rather than asking employees to self-rate their proficiency. This standardizes hiring, coaching, and performance evaluation so managers aren't left improvising against inconsistent standards. |
HiBob AI Skills Report, 2026 |
|
Require or recognize verified AI credentials, not just tool familiarity |
Employees who list AI skills backed by a recognized university or company certificate see stronger hiring outcomes than those who simply claim tool experience. HR should weight verifiable credentials over self-reported familiarity when assessing readiness, especially for older workers or those without advanced degrees. |
World Economic Forum, February 2026 |
|
Screen for a "false expert" effect, particularly among entry-level staff |
Younger and less experienced employees may overestimate their proficiency in foundational skills like communication and critical thinking, mistaking general confidence for AI competence. HR should build assessments that specifically test applied judgment, not just self-perceived expertise. |
World Economic Forum, "The AI perception gap," January 2026 |
|
Offer structured, personalized training rather than one-off sessions |
Employees respond with far stronger engagement when training is structured and tailored to their role, rather than delivered as generic, one-size-fits-all modules. Employers who invest in personalized skill journeys see measurably higher completion and retention of new AI capabilities. |
World Economic Forum, "The AI perception gap," January 2026 |
|
Embed AI learning directly into daily workflows |
Rather than relying on standalone training videos, HR should integrate upskilling into the tools and tasks employees already use day to day. This creates a seamless learning experience tied to specific job responsibilities, improving both uptake and retention of new skills. |
World Economic Forum, "The AI perception gap," January 2026 |
|
Align internal training with regional and sector-specific AI skill demand |
Employers should assess how AI adoption is unfolding in their own industry and region, then tailor training content accordingly rather than applying generic curricula. Partnering with local training providers can help ensure programs match the skills employers actually need. |
U.S. Department of Labor, TEN 07-25, February 2026 |
Most Canadian tech and business professionals feel prepared for the future of work, but a previous survey from Capital One Canada showed employers are investing far more in new tools than in employee development.
AI adoption is also outpacing AI ethics policies, according to another report.
