The transformative potential of artificial intelligence (AI) in the workforce is rapidly becoming clear, with the technology already reshaping various sectors beyond technology. They include finance, healthcare, education, marketing and human resources.
More than 65% of employers value AI knowledge in candidates, according to the Hiring, Compensation and Benefits Report 2025 by the online job employment platform Jobsdb by SEEK. While not mandatory, AI is clearly becoming an advantageous skill in the competitive landscape.
Additionally, more than 34% of Thai companies have begun integrating AI into their recruitment processes, demonstrating its evolving role in the workplace — from drafting job postings and screening resumes to analysing candidate potential. This reflects how AI is evolving beyond a passing trend to become a strategic driver in the world of work.
Rather than viewing AI as a threat, organisations and individuals are encouraged to see it as an opportunity for enhancement, productivity and skill development.
By approaching AI adoption as a catalyst for growth and innovation, Thai organisations and workers can adapt quickly by reskilling and upskilling in digital competencies, which are critical to thriving in the future job market.
“Thai professionals and organisations must understand that AI is not here to replace people — it is here to make our work more efficient and higher in quality,” said Duangporn Promon, managing director of Jobsdb Thailand.
“Employees should learn how to use AI tools while strengthening soft skills that technology cannot replicate, such as creativity, complex problem-solving and empathy. These are the true values of humanity — when combined with AI skills they will transform Thai workers into highly valuable talent.”
To assist Thai workers in navigating the AI-driven landscape, Jobsdb has proposed the “3A Approach” — a practical guideline that individuals and organisations can immediately adopt:
Accept: Embrace and understand the change. By accepting that AI is a productivity tool, employees can remain open to learning new skills and recognising new opportunities.
Assess: Identify human strengths that AI cannot replace. Focus on irreplaceable skills such as creativity, teamwork and emotional intelligence that will help workers differentiate themselves in the job market.
Adapt: Continuously develop new skills. Build both hard skills, like data analysis and AI competencies, and soft skills such as communication and adaptability to to remain competitive and add value to the workplace.
From an organisational perspective, companies are encouraged to think of AI tools as a strategic partner rather than a replacement for Thai workers. They should invest in ongoing reskilling and upskilling, create a culture that embraces change, and promote lifelong learning.
By empowering employees to use AI tools while upholding human values, businesses can work towards future-proofing both their people and internal operations.