What AI skills are best for early career employees in Canada?

When it comes to early career employees and their skills, using artificial intelligence responsibly, rather than impressing with jargon, is preferred.

In a March 2026 survey of 1,005 employed professionals across Canada, 40% said early career candidates should be prepared to demonstrate knowledge of AI tools when applying for roles, while 36% cautioned against using AI to overstate skills or experience.

“AI skills are quickly becoming table stakes in today’s workforce,” said Koula Vasilopoulos, senior managing director, Robert Half Canada which did the survey. “What truly sets early career professionals apart, however, is their ability to think critically, make sound decisions, and take ownership of outcomes.”

Behaviour basics still decide who stands out

Despite the focus on technology, respondents pointed to the following as key areas where new professionals need guidance:

• Time management and punctuality (71%)
• Communication and responsiveness (51%)
• Effective meeting participation (49%)
• Reviewing and refining AI-generated work for accuracy (31%)

The survey also reports that 80% of respondents recommend early career professionals evaluate opportunities based on long-term potential, and 68% advise being open to in-office work to accelerate learning and relationship-building. 

Talent retention is among the top priorities for HR leaders amid "costly" recruitment and onboarding processes, according to a previous report. According to an Express Employment Professionals survey conducted in November 2025, the average cost of turnover has risen to $30,680 per employee, up from $29,234 the year prior. 

How can employers retain workers?

Here’s how employers can retain their top talent, according to Katie Poole, Director of HR and Talent at Interact:

1. Create a culture of recognition - Build a structured recognition system that goes beyond pay, using tools like your intranet’s social features and tailoring rewards to individual preferences, as genuine appreciation greatly boosts engagement and retention.

2. Foster transparent leadership - Encourage leaders to communicate openly about decisions—good and bad—and hold them accountable, since poor communication and “bad managers” drive stress, distrust, and ultimately employee turnover.

3. Be open to honest feedback - Give employees safe, accessible channels to share suggestions and complaints (for example, Pulse and eNPS surveys) and act visibly on the results so staff feel heard and valued, reducing the risk of issues festering into reasons to leave.

4. Invest in training and growth - Prioritise continuous learning and development for all staff, integrating your LMS seamlessly into the digital workplace, because employees are far more likely to stay with organisations that actively support their professional growth.

5. Communicate benefits clearly and widely - Regularly promote all available benefits—financial, flexible work, equipment and more—through internal communications so employees know what they are entitled to and fully appreciate the total value of working for your organisation.

Here are some key factors for employee retention and satisfaction, one expert previously shared with HRD.