Most Canadian Workers Want Formal AI Training From Employers, Not Trial and Error
Seventy-nine percent of Canadian job seekers say their employers need to provide structured AI training rather than expecting workers to figure it out alone, according to a survey by Express Employment Professionals and The Harris Poll. Hiring managers agree: 77% say formal AI training should be a company priority.
The gap between demand and delivery is widening as AI adoption accelerates. Nearly two-thirds of Canadian companies (63%) now use AI, with 19% reporting regular use. Among companies already deploying AI, dependence is intensifying-73% say their reliance on AI tools has significantly increased over the past year.
Yet most organizations have not matched technology rollout with training infrastructure. Only 29% of companies provide a list of approved or preferred AI tools. Another 37% allow employees to use any AI tools they know, while 18% operate a mix of approved and open-use systems.
What Effective AI Training Looks Like
Hiring managers emphasize practical, workplace-based learning over theory. Thirty-eight percent identify on-the-job training alongside AI as the most effective approach. Another 38% point to dedicated training for skills AI cannot replace-critical thinking, relationship management, and ethical judgment.
Nearly one-quarter (24%) highlight apprenticeship and internship programs that include AI training as important for preparing future talent.
Bob Funk Jr., CEO of Express Employment International, said the disconnect is clear: "AI adoption is moving faster than most organizational change ever has. Companies have focused on getting the technology in place, but not enough on helping people use it effectively. Training is what determines whether AI becomes a source of real productivity or just another tool employees are left to navigate on their own."
Six Strategies for HR Leaders
Paul Thomas, founder and consultant at The Human Co, outlines practical steps for effective employee upskilling:
- Replace one-off workshops with ongoing "AI clinics". Offer regular drop-in sessions where employees bring real tasks, get immediate help, and know they can return as their work evolves.
- Train around workflows, not generic prompting skills. Start with role-specific pain points-backlogs, hated tasks, bottlenecks-then show how AI solves those problems.
- Build psychological safety by giving employees agency. Address job loss fears directly, teach where AI fails, and position staff as essential quality-control reviewers who must check AI outputs.
- Co-create reskilling paths with at-risk employees. Work transparently with affected workers to define what their role looks like after AI automation, identifying concrete new skills rather than offering vague reassurances.
- Put enabling governance in place instead of bans. Accept that "shadow AI" is already happening. Replace blanket restrictions with approved tools and clear guardrails so staff can experiment safely.
- Create a cross-functional AI council. Bring Legal, IT, and business units together to approve use cases, set standards, and provide safe space for experimentation.
Worker Sentiment Remains Optimistic
Despite gaps in formal training, 57% of job seekers say their company's AI tools can help bridge skills gaps. Sixty-seven percent say they are likely to seek additional training in response to AI advancements.
On the employer side, 59% of hiring managers believe their company already has the tools needed to train new hires in AI-driven workflows. The missing piece is structured programs that connect technology to actual work.
HR leaders looking to build effective AI training programs should explore AI for CHROs and AI Productivity Courses to understand how to implement these approaches across their organizations.
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