AI Could Create Jobs - Denarni Fokus

Artificial intelligence is increasingly being viewed by US business leaders as a potential driver of job creation, rather than simply a technology for reducing headcount. A 2026 survey by KPMG found that 55% of surveyed US CEOs expect AI investments to increase hiring, while 36% anticipate no change and 9% expect workforce reductions directly attributable to AI.

The findings challenge the idea that wider AI adoption will automatically lead to fewer jobs. Executives increasingly see opportunities to expand products, improve customer services and build new business capabilities. However, the survey captures expectations, not proof that these new positions will materialise.

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Investment creates new demand

The expansion of AI requires more than software developers and machine-learning specialists. Data centres need construction workers, electricians, cooling-system technicians, engineers and power infrastructure. Companies also need employees who can integrate AI into existing operations, manage automated systems and maintain cybersecurity.

Nvidia chief executive Jensen Huang has argued that the US data-centre expansion could create around one million jobs. The potential employment impact extends beyond technology companies into construction, manufacturing, energy and industrial services.

Businesses may also use AI to develop products and services that were previously too expensive or time-consuming to deliver. If these innovations generate additional revenue, companies could expand their teams even while automating some existing tasks.

CEOs are still working out the impact

The KPMG survey also reveals how uncertain the transition remains. Although many executives expect AI to influence hiring, 67% said they had an initial view of how AI would change their organisations but had not yet redefined roles or career paths.

Nearly 80% of surveyed CEOs said they were allocating at least 5% of their capital budgets to AI. Yet investment alone does not guarantee higher productivity or employment growth. Companies must determine how to incorporate the technology into their operations and convert efficiency gains into measurable business results.

The labour-market effects are also likely to vary by occupation. Roles involving repetitive administration, routine data processing and basic customer support may face automation pressure, while demand could increase for workers who combine technical expertise with problem-solving, communication and business judgement.

Entry-level workers face a different challenge

Even if AI creates jobs overall, the transition may be difficult for younger workers. Entry-level positions often involve tasks that help employees develop professional judgement and experience. If AI systems perform more of this work, companies may hire fewer beginners while increasing demand for experienced staff who can supervise complex processes.

This creates a potential training problem: businesses need skilled workers to implement AI, but future specialists still need opportunities to learn. Employers may have to redesign apprenticeships, graduate programmes and internal training to maintain that pipeline.

The impact will also depend on whether companies use AI primarily to cut costs or to expand their businesses. Automation can reduce labour requirements in specific roles, while growth in new products, services and infrastructure can generate demand elsewhere.

The next phase of the jobs market

The evidence points to a more complicated outcome than either mass unemployment or uninterrupted job creation. AI is likely to eliminate some tasks, reshape existing occupations and create new opportunities, but the timing and distribution of those changes remain uncertain.

For workers, developing practical AI skills alongside domain expertise may improve their ability to adapt. For businesses, the challenge is to invest in technology while redesigning roles, training employees and identifying opportunities for growth.

The central question is no longer simply whether AI can replace workers. It is whether companies can turn its productivity potential into sustainable growth—and whether the new opportunities will be accessible to the people whose jobs are changing.