Financial Services Talent Flows

Dec 24, 2021

Tracking and analyzing talent acquisition and attrition flows can be complex. Contact us to learn more about how to visualize your organizational talent flows and to analyze competitor talent flows.

Workforce Displacement

Artificial intelligence (AI) and machine learning are quietly reshaping the global business landscape and redefining our workforce. Many fear the drawbacks of AI, which include workforce displacement from the automation and growing privacy concerns. Organizations are tasked with determining their priorities and creating an Artificial Intelligence strategy.

The Human Element

Together, we will solve today’s the greatest challenges, including hunger, illness and environmental sustainability. Will work with machines to elevate our understanding of the world and explore new worlds. While doing so, we will find greater levels of compassion for each other. Our evolution was tied to human information sharing and learning. In a search for knowledge over time, society developed increased level of sophistication in language. In creating computers, we encoded a human element in machines, but now also listen to learn the language of machines. We work to create machines that think and move like humans. The human element is forever present in artificial minds.

Internet of Things

Smart cities, wearables, connected cars and homes, provide immense amounts of data on our daily behaviors. Computer recognition of patterns in our habits lead us towards a deeper understanding on how to reduce energy consumption, increase population health, and influence more informed lifestyle decisions. Wireless sensor networks monitor the conditions around us and automatically respond to ensure greater levels of safety, comfort, efficiency, lower traffic, decrease crime, and identify security breaches.

Rapid Change

The pace at which new jobs are created and then displaced will increase (i.e. Uber’s need for drivers and parallel need for programmers to develop their driverless platform). These changes will force us to create a new relationship with machines and each other. Rapid Change The pace at which new jobs are created and then displaced will increase (i.e. Uber’s need for drivers and parallel need for programmers to develop their driverless platform). These changes will force us to create a new relationship with machines and each other.

Machine Learning

Build, consult a specialized vendor, or partner with large technology companies leading in AI development (including Google, Apple, and Amazon) to further determine consumer insights and evolve services. Natural language processing, voice recognition and computer vision technologies now allow machines to recognize consumer mood and sentiment. Each day, machines learn and have greater levels of capability in seeing the indications of how we feel.

Compassion

With the rise of media, in particular social media, people are increasingly more connected to the general state of societal affairs. However, many feel more disconnected from each others individual emotional needs. Machines have the ability to more accurately guess the individual needs of every person, imitate human cognitive functions and remind us of what makes us human, our compassion for others in need.

How can we help you build a more compassionate team?

Contact Us

Building teams that build a better world

5 + 6 =

Related Posts

Executive Search in the Age of Retail Transformation: Finding the Talent to Drive Change

Executive Search in the Age of Retail Transformation: Finding the Talent to Drive Change

1. Customer-centric transformation:

Retail is shifting gears, fueled by customers who demand personalized experiences across channels. Executives equipped with data-driven insights and customer obsession, not just product expertise, are the driving force behind this revolution. Executive search firms with deep industry knowledge and a data-driven approach are critical partners for retailers seeking the talent to navigate this transformative journey.

2. Executive search opportunity:

The retail transformation presents a golden opportunity for executive search firms. By understanding the evolving leadership needs and leveraging data-driven talent assessment, these firms can become trusted advisors, helping retailers unlock the power of customer-centric innovation. Roles like Chief Customer Officer, Chief Digital Officer, and Chief Data Officer will be in high demand, and those who can identify and attract top talent for these critical positions will be key players in shaping the future of retail.

3. Leadership for the future:

The age of the product-centric retail titan is over. Today’s successful retailers prioritize understanding and catering to their customers, leveraging technology to create seamless omnichannel experiences. This transformation demands visionary leaders who are agile, data-driven, and possess a relentless focus on customer needs. Executive search firms, acting as catalysts for this change, offer retailers the expertise and network to find these unique talents, paving the way for a thriving future in the ever-evolving retail landscape.

The Evolving Fortune 500 C-Suite: A Deep Dive into Leadership Profiles

The Evolving Fortune 500 C-Suite: A Deep Dive into Leadership Profiles

Focusing on increasing diversity:

While progress has been made, the Fortune 500 C-suite still exhibits stark disparities in diversity across different roles. While inclusion and sustainability leadership positions boast high representation, traditional leadership roles like CEO, COO, and CFO lag behind. This highlights the need for companies to prioritize early interventions and diversify their leadership pipelines if they aim to achieve true equity across all C-suite positions.

Highlighting the rise of new roles:

Despite economic and political uncertainties, the Fortune 500 C-suite is witnessing a surge in the creation of Chief Inclusion and Diversity Officer (CIDO) and Chief Sustainability Officer (CSO) roles. Over half of these companies now have dedicated executives spearheading these crucial areas, underscoring their growing recognition as critical levers for business performance and long-term success. This trend signifies a shift towards leadership that integrates social and environmental responsibility into the core of corporate strategy.

Exploring the balance between internal and external talent:

The Fortune 500 C-suite leans heavily on internal promotions, with 59% of executives appointed from within organizations. This focus on nurturing talent fosters loyalty and institutional knowledge, building a strong foundation for future leadership. However, it’s crucial not to neglect the value of external expertise. A balanced approach, combining internal development with strategic external recruitment, can inject fresh perspectives and industry-specific knowledge, ensuring a dynamic and adaptable C-suite capable of navigating the ever-changing corporate landscape.

About

David McInnis

President & Founding Partner

David has two decades of global recruitment experience and is Founding Partner of Willard Powell. Prior to founding Willard Powell, David worked with Leathwaite International, a global executive search firm. Before his employment with Leathwaite, David worked for Wachovia Securities (now Wells Fargo Securities) supporting the firm’s Investment Banking & Capital Markets Technology group. David is a graduate of Lasell College in Newton, MA, where he received a Bachelor of Science in Business Management with a concentration in Management Information Systems. David also serves as a Trustee on Lasell’s Board.