Insight-led recruitment. UK key hires when your context matters. 40,080 hours in recruitment - the more I learn, the less I know.
The irony is that while I'll mock the dimfluencer posts for their copypasta messaging - their hooks are noteworthy. If the substance of their posts showed how an accessible and inclusive approach to recruitment leads to a wider pool of candidates, I'd applaud them. Instead they speak to entitlement with messages that essentially only say "employers - do better". Indeed all these posts do is highlight flaws in their understanding of recruitment practice. Accessibility and inclusion are pillars of my approach, and in the past couple of months, I've filled more vacancies than I've worked on. This is a consequence of consulting with new clients to get to the truth of their vacancy, working urgently to present fully vetted candidate shortlists, and giving them a problem of which great candidates to appoint. All the vacancies were deemed key hires, either through the impact they can bring, or how they enable the wider business. The candidates placed have been: - out of work for more than a year - overqualified - someone who needs to WORK from HOME - someone who immigrated to the UK in 2020 - people in employment for whom this was a natural move, because diversity includes everyone Their status isn't noteworthy - their candidacy is. If you've done your job properly, status doesn't matter, only capability. The feedback has been fantastic, from these new clients who trusted me to get the job done properly, the 'successful' candidates, and the ones I had to say no to. If you focus on better accessibility and inclusion, you'll access a better pool of candidates, one which leads to diversity that reflects society. It's a commercial reason to do the right thing, and all it needs is the right philosophy to build your strategy and process. If you'd benefit from a process that has led to a greater than 100% fill rate (which sadly drops every time I fill a new vacancy, such is the way of mathematics), which gives your candidates a better experience, while giving you better outcomes. And if you're a UK employer who treats their people decently despite being naffed off by dimfluencer content. Maybe we should talk.
Michael Stevens
5mo
Greg hooks aside you're right to mock them mate, their posts cause way more harm than good as raising peoples sense of entitlement is a sure fire way to limit their potential. The fact is they gather likes because they 'sound nice' when all they do is benefit the author. I've only been following you for a little while but you're content is genuine, helpful and insightful. I'd much rather see you gain the same attention as it would actually be to the readers benefit
Liam H.
5mo
Wow... you placed somebody who wanted to WORK from HOME?! 😂 (Still my favourite 'copy and paste' LinkedIn post)
Information and Knowledge Architect
5moTBF i was thinking earlier today: people that are really busy, will have a limited amount of time to come to LI. When I'm on a contract, i might come once in the morning / once in the evening. The rest of the time you have to focus on meetings, do actual work. Because unless you are an SMM, LI is not 'part of your job'. Metrics like views and reach here should be taken with a pinch of salt (just because i scrolled past a post, doesn't mean i'm engaged). So unsure how much 'real' reach there is if DIMfluencers are just reaching other DIMfluencers (neither has purchase power).