Latest news with #executivesearch
Forbes
2 days ago
- Business
- Forbes
Using AI In Hiring To Elevate The Candidate Journey
Matt Corbett has over three decades of expertise in talent acquisition, spanning technology consulting, executive search and RPO at ZRG . getty Just like it has for marketing, finance and other aspects of running a company, AI is transforming the hiring process in major ways. Organizations are now using AI to screen resumes in just seconds and to flag top candidates based on skills, experience, keywords and even personality. AI's ability to automate not only cuts costs but also enables a company to handle thousands of applications at once, which is especially helpful for companies during periods of rapid growth. AI's resume screening capabilities enable firms to identify quality candidates and move them forward. Additionally, AI systems can learn based on the feedback they receive to improve their algorithms. This differs from traditional applicant tracking software (ATS) that reviews resumes by using fixed criteria. Ultimately, using AI produces quality applicants and results in better retention while helping to eliminate bias because the decision making is data driven. AI and chatbots also help keep candidates engaged by providing guidance throughout the process so that potential hires are less likely to drop out of the process. AI is also beneficial because it improves the recruitment process from the candidate's experience. By having chatbots provide answers to FAQs instantaneously, candidates can feel more confident in continuing the process. Further, AI tools can match candidates to roles based on their skills, experience and interests, so they will spend less time applying for positions for which they are not well suited. The talent recruiting process is a multi-sided platform (MSP), and the most successful MSPs in tech history (Facebook, Google Search, Amazon, etc.) all focus on the user experience first. Hence, the talent recruiting process should learn this important lesson: Focus on the candidate's user experience first. However, in many respects, I do not see this happening yet. To truly improve the candidate experience, companies need to focus on a few key areas where AI can make the biggest difference: voice, choice and timeline. Although certainly convenient due to 24/7 access, we have a long way to go before the user experience with AI is equal to speaking with a human. But the integration of conversational AI, including during job interviews, could significantly enhance the applicant experience. Just think about the rise of AI-driven assistants, such as Siri, Alexa and Google Assistant. Voice interaction with these devices is a key benefit of their popularity and effectiveness. However, natural language processing is not yet perfect in factoring voice tone, slang, accents, pauses or stuttering into the interviewing equation. Additionally, older candidates may feel weird talking to a bot for a job interview. I think Millennials and members of Gen-Z are likely to embrace the concept more readily. Choice We talk a lot about improving candidate experience; choice is important. When AI becomes the only point of entry, we send a clear message that candidate preferences do not matter. When that message is received, too many qualified candidates can walk away because they value how they're treated just as much as the role itself. Choice is not just a luxury for the candidate; it's a signal of how the company values people. Giving candidates the option to engage with AI or to opt for a more human-first route respects individual differences in communication styles, comfort levels and expectations. It shows that the company is listening before the candidate even speaks. The best platforms in the world prioritize user experience through flexibility and personalization. Recruitment should be no different. When you allow candidates to choose their path, AI or human-led, you increase the odds that the most qualified, experienced talent stays engaged. The future of hiring is not just faster and more efficient, it is also more empathetic, and more candidate-centered. If AI is the engine, choice should be the steering wheel so that we don't lose the most qualified candidate to the dreaded option: the opt out. Timeline Lastly, why don't we use AI to show the candidate the entire interview process and expected timeline? One key challenge AI can help address is reducing the prolonged time-to-fill that frustrates both companies and applicants. Allowing candidates to actively engage as equal participants provides a sense of empowerment—something particularly important in 21st-century recruitment. Sharing the process and expected timeline is a strategic decision that can help attract better talent. Being transparent keeps candidates engaged by letting them know the number of steps involved (e.g., resume screening, live interview, internal assessment, etc.). This enables candidates to better prepare mentally, emotionally and logistically and eliminates frustration. It also shows applicants that you respect their time. Being transparent with the hiring timeline goes a long way in building trust. This is particularly important for senior-level and for talent that is high in demand. AI's value in the interview process is instant scheduling, quick analysis, process management and transparency. But why can't we also show each candidate the three-step interview process, allow the candidate to upload a background check and references, ask basic qualification questions 24/7 and set their own timeline for the interview process? Most importantly, an AI-driven process can provide immediate feedback on application status with notifications including "application received" or "next steps." Some companies might even provide feedback as to why a candidate was not chosen, which can help that individual apply for positions at other companies. AI creates fairer opportunities, keeps candidates better informed, and provides timely feedback. As AI becomes more prevalent, hiring company processes can improve because learning facilitates the use of past hiring data and outcomes to help find better-fit candidates. By using AI to improve the candidate experience, hiring managers ultimately improve their own outcomes and reduce the chances of losing top talent and receiving bad reviews. AI is a transformational tool. Let's use it to dramatically improve the hiring process for both sides. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Forbes
10-06-2025
- Business
- Forbes
The RARE Executive Candidate: Why Good Isn't Good Enough
Gina Riley | Gina Riley Consulting & creator of Career Velocity, a comprehensive career transition system. What's worse than being unqualified for the job? Being perfectly qualified and still coming in second. Again and again. Especially when the role feels tailor-made for your expertise. As an executive search consultant with Talence Group, I've seen firsthand what separates the offer-winners from the runners-up. It's not degrees, titles or pedigree. It's how prepared they are to deliver when it counts most, in mission-critical, high-visibility interviews that determine who will lead a critical part of the business into its next era. Too many experienced leaders treat the executive interview like a conversation when it's actually a high-stakes business meeting. Finalist rounds are a live audition that assesses your ability to lead, influence and navigate ambiguity while demonstrating the clarity and conviction that instills confidence in decision makers. That's why the winners don't wing it. They become what I call RARE candidates. In executive-level hiring, qualifications are table stakes or the bare minimum to enter conversations. What decision makers want to see is how you think, lead and communicate when pressure is high and ambiguity is real. They're not looking for a resume walk-through. They want to feel your leadership in action. Yet even the most experienced candidates often show up with long-winded stories, vague value propositions or surface-level understanding of the organization's strategic context. It's the equivalent of walking into a board meeting with half-baked slides, a high-risk move that erodes credibility and squanders opportunity. • Underestimating The Importance Of Deep Research: Many candidates rely solely on publicly available information, missing critical insights into internal dynamics, recent challenges and future goals. • Failing To Align Past Experiences With Future Needs: Executives often present past achievements without connecting them to the prospective company's current and future challenges. In doing so, they fail to become a candidate with the relevant skills urgently needed today. • Neglecting To Demonstrate Executive Presence: It's not just about what you say, but how you say it. Confidence, clarity, adaptability and humility are key. • Not Evaluating The Organization's Fit: Candidates sometimes overlook the fact that interviews are a two-way street. Assessing whether the organization's culture and values align with your own is equally important in making a good business match. In my upcoming book, Qualified Isn't Enough, I introduce the RARE Candidate formula, developed to help executives show up as the sharpest, most aligned version of themselves. Winning candidates go far beyond basic searches. They dive into analyst calls, leadership transitions and strategic plans. They know the stakeholders. They anticipate the political shifts. They prepare like they already work there. This isn't reading the company website—it's diagnosing what keeps the CEO up at night. Your stories must connect directly to what the business needs now. Tailor your message to demonstrate how your leadership style solves their problems and accelerates outcomes. You're not reporting history. You're bringing to life the value you deliver for their future. Final interviews can involve founders, C-suite panels or board directors. The words are only half the story. How you listen, adapt and respond signals your readiness to lead at the next level. Executive presence isn't just charisma. It's your ability to shift energy, pace and tone to meet each room where it is. RARE candidates don't chase every opportunity. They show discernment. They ask sharp, strategic questions. They test alignment with culture, values and leadership chemistry. Power dynamics go both ways. You're not just being interviewed—you're interviewing them. When I began working with my client 'Nick,' he had the resume, the pedigree and the referrals. But he couldn't get past first-round interviews. It quickly became clear why: his unique value proposition (UVP) was muddled. His stories wandered. And he hadn't done the strategic prep to understand how the role would shift the organization's dynamics. He rambled in interviews. His mind wandered. So did his listeners. We overhauled his approach and applied the RARE framework. We mapped the business context. We reframed his wins. We sharpened his message. Nick didn't just become a finalist, he became the kind of sharp, decisive "must-hire leader" people wanted on their team. He didn't just make it to the final rounds. He started winning simultaneous offers. Here's how I put it in Qualified Isn't Enough: 'By thoroughly researching, tailoring your message, reading the room and asking the right questions, you present yourself as the candidate who not only fits the role but also elevates the organization. This sets you apart in a field of equally qualified executives.' Senior-level interviews aren't about perfection. They're about preparation. The RARE candidate doesn't improvise; they rehearse. They don't hope to rise under pressure; they train for it. Because that's what it takes to win. Forbes Agency Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify?
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CNA
08-06-2025
- Business
- CNA
Work It - Spot the red flags in job listings
Work It Unrealistic job postings, misleading jargon and inflated demands may deter qualified job seekers. Han Lee, director at executive search firm Lico Resources, offers tips on identifying genuine opportunities and how to apply confidently, without ticking every box.
National Post
27-05-2025
- Business
- National Post
Rachel Liem-Smith Joins Massey Henry as Principal Amid Continued Firm Expansion
Article content TORONTO — Massey Henry, one of North America's leading executive search firms focused on financial services, is pleased to announce the appointment of Rachel Liem-Smith as Principal. Article content Article content 'I am excited to join a firm with a clear sector focus, strong market reputation, and a client-centric culture. The pace of growth and calibre of work at Massey Henry present an exciting opportunity to apply my experience in financial services.' Her addition is one of six strategic hires the firm has made over the past year, reflecting its continued growth and deepening sector expertise. Article content Ms. Liem-Smith brings over a decade of experience overseeing high-impact talent acquisition functions at major Canadian financial institutions. Most recently, she led national talent acquisition teams at CWB Financial Group and National Bank of Canada, directing enterprise-wide recruitment strategies across commercial banking, corporate services, and technology. Article content In these roles, she also worked closely with external executive search firms, providing her with a nuanced understanding of the industry from a client perspective. Article content 'Rachel's leadership in building high-performing recruitment teams and her deep understanding of the financial services landscape make her an ideal fit for our firm,' said Michael Henry, Managing Partner. 'As we continue to scale, her experience and values align seamlessly with our client-first approach.' Article content Throughout her career, Ms. Liem-Smith has delivered full-cycle recruitment solutions across a range of functions, including finance, legal, regulatory compliance, strategy, technology, and audit. She is known for her collaborative style and ability to foster strong, trust-based relationships with both clients and candidates. Article content 'I am excited to join a firm with a clear sector focus, strong market reputation, and a client-centric, entrepreneurial culture,' said Ms. Liem-Smith. 'The pace of growth and calibre of work at Massey Henry present an exciting opportunity to apply my experience in financial services toward shaping meaningful leadership outcomes within the sector.' Article content Massey Henry is one of North America's leading executive search and board advisory firms focused exclusively on the financial services sector. With an experienced team of industry leaders and executive recruitment specialists, the firm combines innovation with sector expertise to provide clients with full-scope talent assessment, coaching, succession planning, and executive search services. Article content Article content Article content Article content Contacts Article content Article content Article content
