New report reveals how much employers are willing to pay for AI-skilled candidates
Employers are offering up to 15% more salary premiums for AI-skilled employees as proficiency in the technology emerges as one of the most valuable skills in the job market, according to a new report.
Findings from Robert Half revealed that 81% of employers are adjusting their compensation practices to attract new talent. This includes 32% who say they offer "significantly higher" pay to candidates with proven AI capabilities.
"In practice, slightly higher would be five per cent more, significantly higher would be 10 to 15% more," Robert Half director Nicole Gorton told HRD.
The higher premiums offered to AI-skilled employees demonstrate how proficiency in the technology is reshaping how employers structure compensation, according to Gorton.
"We're seeing the early stages of a new salary paradigm where not just technology skills, but AI fluency specifically, directly influences earning potential across different roles in businesses," the director said in a separate statement.
The challenge for employers
The challenge for employers, however, is providing the appropriate compensation for AI-skilled talent.
According to the report, 38% of employers cite the high market demand and competition for AI-skilled employees as a major challenge in compensating AI‑proficient candidates.
"Companies know they need AI proficient talent, but they're racing to define what the skillset is worth, which is creating an uneven and fast-moving compensation landscape," Gorton said.
The rapidly evolving skillsets (24%) and the lack of internal salary benchmarks (10%) are also proving to be a challenge for employers, the report added.
"To get ahead, organisations should conduct regular market scans, revisit benchmarking tools, and consider long-term skill development strategies to future-proof their workforce planning," Gorton said.
Budget constraints as a barrier
Meanwhile, the report found that 18% of employers cite budget constraints as their biggest challenge in compensating AI-skilled staff.
To address this, Gorton pointed out that employers can make alternative offers aside from pay.
"HR leaders can compete beyond salary by strengthening their employee value proposition and offering career growth, upskilling opportunities, flexible work, and access to meaningful, cutting-edge projects. Many professionals prioritise impact, learning, and environment just as much as pay when choosing where to work," Gorton told HRD.
