Preferences are different from hiring outcomes
The chart contains three separate leadership opinions: 77% expect greater responsibility for junior talent, 71% favor a candidate with AI skills over a more experienced candidate without them, and 66% would not hire someone without AI skills.
These answers describe stated expectations and preferences. They do not count job offers, promotions or hiring rejections. A report about attitudes can help frame a question for employers, but it cannot determine what any particular employer will do.
Show a skill through an inspectable result
Citation's interpretation is that an example of completed work can make a vague skill claim more concrete. A candidate might show a source supported brief, explain how an assistant helped organize the material and identify the checks used before accepting the conclusion.
The example should make the person's decisions visible. Which evidence was excluded? Why was one structure chosen over another? What did the first draft get wrong? Those questions reveal judgment as well as familiarity with a tool, without requiring an evaluator to accept a polished output at face value.
Pair responsibility with a review path
Giving a junior colleague a broader assignment works best when the expected outcome and review points are clear. An outline review can catch a mistaken question before drafting begins. A source review can expose an unsupported claim before the final edit.
A skills exercise can use the same structure: define the task, let the person explain their process and evaluate the result against an explicit standard. This is an editorial recommendation for making skills observable, not a claim that the survey tested a particular hiring practice.
How to read the data
These figures concern business decision makers in the 2024 Work Trend Index. The full study includes 31,000 knowledge workers across 31 markets; the public summary does not specify the leader subgroup size. Agreement can overlap across statements, so there is no total row.
The original report provides the published figures and question wording. The chart and downloadable data use the same values; labels are shortened for readability.
Questions about the findings
Does 66% describe job listings that require AI?
No. It describes leaders' responses to a survey statement. It is not an analysis of vacancies or employment contracts.
Does the chart mean experience no longer matters?
No. One question asks about a specific tradeoff between experience and AI skills. It cannot establish a universal ranking of candidate qualities.