Alo Arro

Really cool examples of applying AI to enhance exec search solutions that our clients are using include - Use GenAI to combine insights from multiple data sources to create super nuanced and in-depth candidate profiles. These include reference call note, interview notes, leadership assessment data, and resume data that can all be queried and combined with GenAI. - Using AI to build detailed job profiles and interview and evaluation guides. - Using GenAI to build personalized onboarding guides for candidates by combining the insight they have collected about the candidate, the team, the role, and the company. Those are great examples of how GenAI helps to enhance the depth and quality of search services without losing the personal touch.

At Wisnio, we combined GenAI with scientific assessments to provide candidates with a more engaging experience and make the data instantly actionable to clients. After completing their assessments, candidates can immediately ask any question based on their data, e.g. "Based on my data, what three career paths would be a great fit for me?" or "Based on my personality, how should I plan my work week to maximise productivity?" At the same time, clients can ask questions like "Based on their profile, what are the most critical potential talent gaps I should address during the interview" or "How do I make a job offer very compelling for this candidate". GenAI is by far the most exciting thing to happen to assessments in decades.

Our partners conduct team and candidate assessments to understand how the candidate can best support the team and what potential conflict areas they should address early on to form a strong working relationship quickly. This allows them to give hyper-personalized onboarding advice to both clients and candidates.

Our exec search partners actually assess the leadership team of the company the candidate is joining to understand their core values and team dynamics. Based on that, they define key characteristics and motivators the candidate should have to align with the core values of the team, but to complement them in terms of skills and competencies. Finally, they combine the team and candidate data to help prepare the client and candidate for final interviews and help them understand if they are likely to work well together.

We advise to start by defining the key objectives the candidate has to accomplish in 2-3 years to be considered super successful. That helps to be super specific with the required skills and experience that's relevant for the job and helps to avoid listing irrelevant things that would limit the candidate pool unnecessarily. Finally, we advise using a competency dictionary to select top3-5 leadership skills that would support achieving those objectives.

We just had a panel discussion with exec search professionals, and the core skill they emphasized was building in-depth relationships with clients and candidates. AI will simplify and automate much of the admin stuff, hopefully freeing up more time for building stronger relationships.