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In a fascinating article by Alexander Puutio on Forbes, it's argued that one of the most significant consequences of the AI boom isn't about software—it's about people. We're moving from an era where specialization reigned supreme to one where rangeful universalists are poised to dominate. AI's true transformative power lies in its ability to augment human capabilities, not just replace them. What makes someone a rangeful universalist is their intellectual curiosity and potential that set them apart, allowing them to leap across silos with ease. This shift means human connections and the ability to turn known facts into actionable insights will become paramount. The entrance fee for climbing the modern corporate ladder has historically been specialization. But as AI continues to evolve, rangeful thinkers are likely to rise to the top. Now could be the perfect time to start recruiting these versatile minds. Check out the full article for a deeper dive into this interesting perspective: https://lnkd.in/eeZbzUqR #HiringTrends #AI #Recruitment

How to avoid common hiring mistakes and build a strong team.   Hiring has changed a lot over the last few years.  Remote interviews, AI tools, and higher expectations from candidates have made it essential for companies to rethink how they recruit.  As a result, avoiding costly mistakes is key to finding and keeping the best talent.   Here’s how to improve your hiring process: 1) Focus on soft skills:  Skills like communication, teamwork, and adaptability are more important than ever.  2) Make diversity and inclusion a priority:   Write inclusive job descriptions, use blind recruitment methods, and build interview panels that reflect different perspectives.   3. Modernize your methods:   AI tools, virtual assessments, and social recruiting can help you find and evaluate talent you might miss with traditional approaches.   4) Build a strong employer brand:   Use social media to highlight your culture, share employee stories, and clearly communicate your values to potential candidates.   5) Improve the candidate experience:   Respect candidates’ time, keep communication clear and timely and provide feedback when possible. 6) Balance experience with potential:   Don’t overlook candidates with less experience but strong growth potential. Look for qualities like curiosity, problem-solving, and a willingness to learn.   7) Invest in onboarding:   Set new hires up for success with thorough training, regular check-ins, and strong mentorship. 8) Use employee referrals:   Make the process easy, and reward employees for helping find great talent.   Small improvements in your approach can lead to big results. What steps have helped you improve your hiring process? 

How prepared is your organization for the increasing role of AI in the future? According to the 2024 Annual Work Trend Index by Microsoft and LinkedIn, 75% of knowledge workers are already using AI, while 60% of leaders feel unprepared to effectively implement AI strategies. This piece emphasizes the important role of talent development teams in fostering a culture of continuous learning to adapt to the demands of AI. The framework outlined in the article provides a structured approach to train employees in various roles, ensuring that everyone, from project managers to engineers, gains the necessary AI skills. The five-level AI Upskilling Framework includes: 1. Understanding: Establishing an AI foundation for all employees 2. Applying: Assisting all employees in applying AI to their daily tasks 3. Building: Enabling business power users and developers to create with AI 4. Training and maintaining models: Advancing skills for engineers training and maintaining AI models 5. Deeply specializing: Providing AI tools to technical and R&D specialists To learn more, visit the article below. https://lnkd.in/emNSc8y8 #AI #Upskilling #FutureOfWork

Expanding into the US is a game-changer for many tech companies—but it takes more than a stellar product to succeed. In this edition of our LinkedIn newsletter, we’re diving into how the right leadership team can make or break your entry into the US market. Here’s what you’ll discover: ✅ Key Insights into the US Talent Market: What makes this hiring pool both rich and challenging? ✅ Cross-Cultural Leadership: Why adaptability and cultural fluency are essential for cohesive teams. ✅ Building for Growth: How scalable leadership ensures sustained success. ✅ Regulatory Expertise: Avoid pitfalls with leaders who understand complex US compliance. ✅ Leveraging Networks for Success: How AC Lion connects companies with industry leaders and decision-makers. Whether you're a tech startup venturing into the US or an established company aiming to scale smarter, this edition is packed with actionable advice to shape your recruitment strategy and drive long-term success. 👉 Don’t miss out! Subscribe now and get exclusive insights to fuel your international growth.

If you're excited about the potential of Generative AI (GenAI) to transform businesses and customer experiences, you're not alone. Kenneth Lin from Credit Karma shares insights on how leaders can leverage GenAI to truly innovate in an article for Fast Company. His piece offers an interesting perspective on the necessity for rapid exploration, the importance of prompt engineering, and why staying static in this area might lead your business to be left behind. This is a must-read for anyone curious about the endless possibilities GenAI holds for reimagining products and services. What are your thoughts? Have you considered how GenAI could revolutionize your product or enhance your offerings? https://lnkd.in/gZvYKPrT #GenerativeAI #Technology #BusinessTransformation

In recruitment, using a diverse range of assessment methods is essential for understanding a candidate’s personality and suitability for the job. It's important to combine objective testing with subjective evaluation to get a well-rounded view. Here are some methods to consider: 1. Traditional questionnaires and surveys 2. Behavioral interviews 3. Role-playing and simulations 4. Psychometric testing 5. Gamified assessments 6. Social media analysis 7. Peer reviews and references 8. Group activities and team assessments Each method offers unique insights and contributes to a more comprehensive evaluation process. For more details, check out the full article below: https://lnkd.in/gkd9yTid #Recruitment #CandidateAssessments #HiringTips

Learning from the best in new-venture building can transform your approach to success. Recent research from McKinsey Digital reveals that ventures with expert strategies in place can achieve 3.4 times more revenue in their fifth year compared to those without. Here are some key insights from the article: 1. Adopt a disciplined portfolio approach: Experts spread their investments across multiple ventures, averaging six new ventures in five years, compared to fewer than two for novices. This strategic spread increases the chances of hitting market needs effectively. 2. Secure dedicated funding: Committing financial resources upfront is crucial. Experts are significantly more likely to have dedicated funding, leading to larger, more scalable ventures. 3. Balance independence with core connection: While leveraging the core organization's assets is beneficial, experts grant new ventures independence to navigate their own paths, often exploring entirely new industries. 4. Ensure C-suite support: A C-suite sponsor can be a game-changer. Experts are likelier to have dedicated leaders focusing on venture creation, ensuring strategic alignment and support. 5. Build a dedicated team: Forming a specialized team with expert talent is pivotal for growth. Experts often have flexible compensation to attract top talent and foster skills within their teams. 6. Look beyond internal capabilities: Successful builders often acquire businesses or form partnerships to fill capability gaps, significantly boosting revenue potential. Read McKinsey's full article if you want to learn more: https://lnkd.in/eiZjRp9e

a true honor. excited to get more involved in Dejassi Africa https://lnkd.in/dbakJsNw

The right talent can make or break your business. In growing fields like fintech, AI, and marketing tech, having a skilled, adaptable team is crucial. Success often depends on finding the right people and building a team that can keep up with the pace of innovation. Here’s what matters most when building a talent team that will drive your business forward: 1. Lay a strong foundation. Your team is the backbone of your business. Starting with the right people sets the stage for long-term success. 2. Pinpoint key skills. Look closely at your goals. Which skills will support them? Knowing this helps you find the perfect fit. 3. Build an employer brand that attracts. The best talent wants to join companies with a standout culture. Show why your workplace is where they’ll thrive. 4. Use tech to streamline hiring. Smart tools can help you find quality candidates fast. AI-powered recruitment can make sure the right people are seeing your openings. 5. Network with purpose. Industry contacts and referrals are gold mines for talent. Be active in your field and build genuine connections. 6. Offer competitive packages. Top talent expects fair pay and growth opportunities. Stay in line with industry standards and offer perks like flexibility and career development. 7. Make a great first impression. From the first interview to the onboarding process, show candidates why they’ll love working with you. 8. Foster a team-centered environment. In growing industries, teamwork is everything. Create a culture where ideas and skills are shared openly. 9. Focus on retention. Retaining great talent takes real commitment. Provide learning opportunities, respect work-life balance, and make your team feel valued. 10. Keep evaluating your approach. Talent needs evolve. Regularly check in on your hiring strategy to make sure it’s still aligned with your business goals. Out of interest, what’s one quality you think every great team member should have? We’re AC Lion, a leading recruitment firm specializing in high-growth sectors like fintech, AI, and marketing tech. Building a team that drives success takes insight and strategy - if you’re looking to grow, feel free to get in touch.

Some boards thrive; others struggle. Success in board governance doesn’t happen by chance - it’s built on four essential pillars that elevate a board from passive to proactive, from stumbling to strategic. Corporate failures and high-profile scandals show what’s at stake. Effective boards drive value, resilience, and long-term stability for organizations and their stakeholders. Many boards face complex risks, demand for transparency, and strategic growth challenges. However, a board can become a weak spot or even a liability without a clear framework. Strengthening governance begins with the Four Pillars: - People - Information Architecture - Structures & Processes - Group Dynamics. Each pillar is essential, and together, they’re transformative. Here’s how: 1. People: High-caliber, dedicated members determine the board’s value. It’s not enough to have strong résumés; members must bring focused knowledge and commitment that align with the company’s mission. 2. Information Architecture: Boards need structured, strategic, and diverse information, going beyond management reports to include real-time insights and external perspectives. 3. Structures & Processes: Clear structures and processes keep boards on track with the right committees, reporting lines, and ongoing evaluations. Strategy, risk, and CEO succession processes are especially crucial. 4. Group Dynamics: Cohesive boards encourage respectful dissent, avoid groupthink, and ensure every voice is heard. Effective dynamics foster mutual respect and open, constructive dialogue. When these pillars are in place, boards become strategic assets. They safeguard against risk, drive innovation, and help the organization navigate challenges with confidence. Read the full article by Didier Cossin and José Caballero for more insights on building board effectiveness. https://lnkd.in/gCUuP-V