AC Lion Digital Executive Search

We've interviewed senior business leaders in the last few weeks, to bring you insights about the hiring issues and business challenges they are facing - and that are impacting the executive jobs market today. Please feel free to add your own experiences and observations in the comments, to add to the discussion.

Traditional assessment methods often don't effectively capture the soft skills of candidates. However, by incorporating gamification techniques into the recruitment process, employers can create fun and engaging evaluation methods that accurately measure these important attributes. Gamification involves applying game design principles, elements, and mechanics to non-game environments. In recruitment, this method allows you to identify potential employees with valuable workplace soft skills such as: > Teamwork. > Communication. > Leadership. > Adaptability > Problem-solving. These competencies are crucial in-game scenarios and are often missed during interviews. While anyone can claim to have strong leadership qualities, gamification provides an interactive way to observe these skills. Learn more about how gamification can transform your recruitment process: https://lnkd.in/dJYvCD56 #Recruitment #Gamification #SoftSkills

Attracting top talent starts with your employer brand. Here’s how to build a brand that top professionals want to join: 1. Showcase what makes you unique. Your employer brand is more than a logo - it’s your company culture, values, and employee experience. Make it clear why people would want to work with you. 2. Emphasize innovation. Growing sectors like fintech, SaaS, and AI demand adaptability. Show your commitment to innovation to attract talent ready for change. 3. Focus on growth opportunities. Top candidates want to grow. Highlight opportunities for professional development and career progression. 4. Foster an inclusive environment. An inclusive work culture is a magnet for top talent. Highlight how your environment welcomes and supports diverse perspectives. 5. Leverage your company values. Your values aren’t just words; they’re what make you stand out. Candidates look for companies where values align with action. 6. Deliver a strong employee experience. Every touchpoint matters. From hiring to onboarding, each interaction should reflect the experience that makes your company a great place to work. Build an employer brand that talent can’t ignore, and you’ll attract the people who will drive your success forward. What’s one quality about your company culture that attracts top talent? Let us know in the comments.

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