Technology leadership is no longer about hiring an experienced Chief Technology Officer and letting them deal with all things digital.

Instead, evolving markets require tech-savvy executives in every C-suite position. Corporate innovation is only possible by balancing business acumen with an understanding of emerging technologies like artificial intelligence and machine learning, and their associated impacts on business strategy.

Read on to discover why organizational growth is dependent on digital literacy and embrace these tech-savvy executive search best practices.

The Rising Importance of Tech Fluency in C-Suite Executives

Executive competencies have always included aspects like leadership, honesty, transparency, courage, and innovation. Today, innovation comes in the form of digital advancement, from AI-powered customer service solutions to automated employee payroll tools. Tech fluency is the ability to understand these concepts and why they matter.

A recent study found that only a fifth of all executives were tech fluent. Slightly more CEOs met the benchmark for digital fluency at 23%.

These low fluency rates can be devastating to organizations, large and small. Why? Research experts at Deloitte state that a tech-savvy board creates a “common language” between executives, managers, and technology professionals, opening up more tech-based opportunities for innovation and strategy.

Challenges of Tech Fluency in Executive Leadership

Growing demand for tech-fluent executives is outstripping the volume of qualified candidates. Leadership development can be one solution, as can working with an expert partner to hire directly from tech-focused talent pools.

Existing executives may be resistant to learning new tech skills, believing that others can take that responsibility or that it’s too difficult. Collaborative approaches to upskilling and highlighting the benefits of tech-first leadership, such as innovation, growth, and a competitive edge, can disrupt those objections.

Tech-Aware Hiring in the C-Suite

What tech-aware attributes should C-suite talent search experts look for in each type of executive?

• CEO: Effective CEOS will have a clear digital vision, an understanding of AI strategy, and strive to foster a culture of innovation
• CFO: Finance executives require relevant tech stack literacy and the ability to utilize technologies like automation for forecasting and budgeting
• COO: Operational leaders need to understand workflow digitization, and in industries like manufacturing and engineering, may need to understand robotics and software connected to supply chain systems
• CHRO: HR leaders should understand applicant tracking systems and other HR tools, be able to utilize workforce analytics, and be comfortable crafting hybrid working strategies
• CMO: Modern marketing requires an understanding of AI-powered audience segmentation and targeting tools, knowledge on building martech (marketing technology) stacks, and the ability to utilize big data and business intelligence (BI) platforms
• CIO/CTO: Chief information and technology officers are naturally tech fluent, and need to balance this with an understanding of business operational needs and people skills

Leadership development programs can help build your C-suite’s technical aptitudes, while strategic executive hiring initiatives ensure technological skills are a foundational requirement for your leadership team.

What Tech Fluency Actually Looks Like

Digital literacy isn’t just about knowing what AI means or how to use the company’s shared drive. Tech-savvy executives should understand the potential and limitations of the technologies they’re introducing. They should also have a grasp on the possible risks, such as the ethical concerns of bias in AI.

Ideally, your digitally minded C-suite team should have no problems communicating with your technical teams, such as IT support or DevOps.

Hiring Best Practices: How Executive Recruiters Assess Tech Fluency

So, how should recruiters assess tech fluency when hiring executives? They could employ interview questions such as:

• Give us an example of when integrating a new technology impacted your previous team/business
• Define tech terms such as AI, ML, analytics, and big data
• Explain how business intelligence benefits your sales and marketing teams

Candidates who seem flustered when presented with technical terms may simply be unfamiliar with the concept. Consider explaining what the term means in brief and seeing if they immediately see the potential.

A tendency to brush off technical terminology as if it doesn’t matter, or insist that it’s the realm of the CTO/CIO could be major red flags. Tech-phobic executives won’t help your organization thrive in a digital-first landscape.

Tech-Savvy Executive Recruitment Support Via Talent Specialists

Executive recruitment is no longer about simply finding the best business leader. Digital transformation and continuous business growth require tech-focused leaders who keep their finger on the pulse of technological advancement.