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I wrote an article for Nasdaq.com a few weeks ago, cautioning against relying on Generative AI too much in your hiring process. Hiring people requires people. Technology can and should be utilized to make the process more efficient. Trying to rely completely on technology to replace humans seems like a great way to really screw up your hiring process.
But not having a strategy for how your business can incorporate aspects of generative AI would be a huge mistake. Opinions are varied about the impact new technology is going to have on the workforce. For 20+ years, companies have had to hire new talent to deal with new trends in the economy (web, mobile, blockchain, etc.).
How do you hire for technology that has only existed for a few months? I wrote the second part of a two-part series for Nasdaq.com, covering that topic. Check it out!
Executive search isn’t some mysterious dark art. You’re not paying for secret handshakes and a magic Rolodex.
But that’s exactly what legacy firms want you to think.
They sell prestige. They sell access. They sell fear. And some companies buy it—because no one wants to screw up a high-profile hire.
Here’s the truth: access is the easy part. Executives respond more than anyone. The real challenge? Fit. Immersion. Results after the hire. And most firms skip that part entirely.
Jeff Smith and James Hornick rip the curtain off the smoke-and-mirrors world of exec search—and explain why most firms are failing their clients (badly) in The 10 Minute Talent Rant, Episode 109, “What Everyone Gets Wrong About Executive Search.”
Episode 109