If you (or more likely, your teenage children) have been on TikTok in the past couple of months, you will have seen a curious hashtag: #deinfluencing.
The original videos feature social media users talking about the viral products they wouldn’t recommend. The idea was a correction to the influencer-fuelled, hyper-consumption of social media shopping and ultra-easy m-commerce.
The idea is simple: “Buy differently: which might mean buy less.” Although the truth is that it probably just means ‘buy differently’.
Setting aside initial scepticism, there is something for the B2B market to learn here. Especially when it comes to recruiting technology talent.
Recruitment has, for years, been on a path of frenetic activity built on generic roles, volume and opportunism. It has evolved tools accordingly: CV filters based on keywords or attempts to create automated, AI interviews.
Like social media influencing, the illusion with automated recruitment has been that it is necessary for scale and thus, growth.
But, spoiler alert: it turns out that both approaches might be wrong.
We have found that a resolutely human approach that prioritises the experience, expertise and insight of people that have already been on the front lines of IT leadership and digital transformation delivery, is more effective. And it scales faster when it comes to finding digital business figureheads.
De-influencing is a flirtation with rejecting consumerism. But it is also about suggesting alternatives. And recruitment is ripe for such suggestions.
BML.Work is built on the concept of a different way to find and hire the next generation of digital business leadership. The age of #de-recruitment is at hand….