2025 AI 在职场中的应用调研报告：美国员工对 AI 在招聘、技能与未来工作中的看法

How US Workers Feel About Artificial Intelligencein Hiring, Skills, and the Future of Work Executive Summary Artificial intelligence (AI) is now embedded in how many of us work, learn, and get hired – buttrust in how and where it’s used, hasn’t kept pace. SHL‘s AI and the US Workforce: 2025 Survey reveals a labor market divided between opportunityand unease. While younger generations embrace AI’s potential, most US workers fear itintroduces bias, erodes the human element, and reshapes hiring into something less personal. The findings paint a picture of a US workforce ready forskills-based change– but demandingfairness, transparency, and a balance between human judgment and AI precision. Key takeaways 1.AI is reshaping trust: Employees are wary of bias and a lack of fairness,demanding transparency and human oversight 2.Employers face a credibility test: Companies that communicate transparentlyabout AI use – and invest inskills development– will earn trust and attract talent 3.Organizations need to demonstrate how AI tools are validated and monitored forpotential bias to build trust and credibility 4.Skills are the new currency in hiring: AI is accelerating the shift toward skills-based hiring and away from traditional credentials. Workers recognize thisevolution but remain unsure what “AI skills” truly mean signaling a clearopportunity for employers to clarify, define, and support practical AI literacy 5.Trust will determine adoption: Employees’ willingness to embrace AI dependson how well leaders balance innovation with human oversight. Transparent,responsible, and human-centered design will separate organizations that thrivefrom those that face resistance 6.Fairness and transparency are the foundation of engagement: Bias and opacityare the top barriers to acceptance. Employees expect employers to audit AIsystems regularly and communicate findings, treating fairness like a measurableperformance goal 7.Generational attitudes shape AI readiness: Younger workers are eager andadaptable, while older generations remain cautious. Employers need tailoredstrategies that meet each group where they are, blending digital confidence withpsychological safety and shared learning experiences. Overview In October 2025, SHL commissioned a national survey exploring how the workforce in the USfeels about artificial intelligence (AI) in the workplace and in hiring. The study reveals a workforcetorn between optimism and unease: intrigued by AI’s potential yet deeply concerned aboutfairness, bias, and the loss of human touch. 1. The human-AI divide in hiring •54.6% (551) of employees in the US say they would be willing to interview with an AI agent– but 36.9% (372) would view the company as impersonal or uncaring, and 22.8% (230)would view the company as innovative and forward-thinking, and 14.9% (150) said theywouldn’t take the job if it was offered to them •8.2% (83) of respondents prefer AI to review their job application or résumé, while 28.5%(288) favor a combination of humans and AI •Over half of workers (56.4% | 569) prefer their job application be reviewed only byhumans, citing humans’ stronger ability to assess cultural fit, interpersonal skills andnuanced experiences (54.9% | 554) •Two-thirds (66.0% | 666) believe companies should be required to disclose when AI is usedin the hiring process These findings show that US workers are intrigued by AI’s potential in hiring but fear thatefficiency may undermine or erode the human connection and fairness they value. 2. Trust, fairness, and the role of bias •Over half (53.1% | 536) of US-based employees fear AI will cause a loss of human touchat work •58.6% (591) believe AI is increasing bias, not reducing it •26.0% of employees express low (106) or no trust (54) in their employer to use AI responsibly.In contrast, 47.5% (292) trust their employer somewhat, and 26.5% (163) trust them verymuch, signaling that trust exists but remains fragile •Only 32.5% (328) say they are excited about AI’s capabilities in the workplace •39.1% (395) worry AI will cause job losses and 37.8% (381) are concerned about privacyand data security issues These findings reveal that trust in AI remains fragile with the majority of people wary of AI’s usein the workplace. Worker optimism is tempered by fears of job loss, rising skill demands, and thedisappearance of human oversight. 3. Learning, skills, and readiness •Nearly half (47.3% | 291) of employees in the US have been encouraged by employers touse AI at work primarily for data analysis (59.8% | 174) and writing (50.2% | 146)•One-in-five (20.6% | 208) feel pressured to learn new skills to keep up•Interestingly, a significant proportion, 24.8% (250), remain unsure what AI skills actually are•Of those attending college, 23.5% (157) learned about AI, 76.5% (511) did not•48.0% (484) would take online courses or certifications, while 28.6% (289) said they would bewilling to dedicate personal time outside work to learning AI sk