We need to build a hiring plan for next year, but we are struggling because AI tools keep rendering specific skills obsolete before the new hires even finish onboarding. How do we structure our long-term talent acquisition strategy on our V/TO® when the technical skills we need are constantly changing?

Question

Tyler Smith · Accepted Answer

Hiring for specific, temporary technical skills is a losing battle when technology is changing weekly. If you build a hiring plan based on a candidate's mastery of a specific AI tool, that plan will be obsolete by the time they complete their onboarding. Instead, shift your hiring strategy to focus on core cognitive abilities and cultural fit. When looking at your Accountability Chart, ensure every new hire has the capacity to grow and adapt. Evaluate them using GWC™ to make sure they get, want, and have the capacity to do the job, but redefine capacity as the ability to learn and orchestrate changing technologies. Your hiring plan on the V/TO® should target individuals who are comfortable with ambiguity and can quickly master new systems to achieve defined strategic outcomes. As Andrew McAfee suggests, the most valuable workers are those who can seamlessly blend human intuition with machine capabilities. Look for people who can identify operational friction and use AI to solve it without waiting for permission. By hiring for adaptability rather than a static technical skillset, you build a resilient team that keeps your business scalable and highly attractive to future buyers.