Employers are currently facing challenges in identifying the right talent necessary for business success, particularly in the evolving landscape of artificial intelligence. Accenture CEO Julie Sweet has adopted a straightforward approach to assess the readiness of interviewees for roles at the company.
During an appearance on the In Good Company podcast with Nicolai Tangen, CEO of Norges Bank Investment Management, Sweet discussed her hiring approach at the $64 billion tech giant. She mentioned a key question they pose to all candidates, whether they are applying for a consultancy or technology role: "What have you learned in the last six months?"
Sweet explained this question helps determine if a candidate is a continual learner. She emphasized that an inability to answer this question, regardless of the simplicity of the learning, such as learning to bake a cake, indicates the candidate might not have the learning mindset they seek.
When Nicolai Tangen inquired about Sweet’s own recent learning experiences, she noted that her focus over the past six months had primarily been on AI. Sweet had engaged with 30 CEOs in that period, and AI integration was a significant topic in their discussions. Additionally, she shared that she has also learned to bake bread amidst her busy schedule.
The nature of Sweet’s hiring question reflects the broader shift in company recruitment practices, driven by the emergence of generative AI. This shift requires a new type of employee capable of adapting to evolving business needs and leveraging AI technology effectively.
LinkedIn’s COO, Daniel Shapero, echoed a similar sentiment. In an interview with Fortune, Shapero stated that he questions prospective employees on their use of AI to assess their willingness to engage with technology actively. According to Shapero, comfort with AI is indicative of a candidate’s potential to contribute to an AI-focused work environment.
Given the transforming landscape and uncertain future skill requirements, Sweet underscores the growing importance of a robust human resources department. She believes HR is a crucial field, particularly as talent development becomes a leading priority following generative AI on CEOs’ agendas. Training methods, she asserts, need to evolve significantly.
This article was originally published on Fortune.com on January 8, 2025.
