Should The Apprentice try a different strategy?
I think yes!
I recently watched the first episode of The Apprentice (UK) season 20. This features the usual cast of hopefuls completing tasks and then facing a boardroom grilling, where each week one of them gets fired and leaves the show. For the season opener, the candidates were sent to Hong Kong where they were given a list of items to find and buy at the lowest prices. Spoiler alert: they didn’t do very well. The episode seemed largely to be a bunch of people dressed in uncomfortable-looking business attire, running around in different directions as members of the public jumped out of the way!
It must be time to update the Apprentice’s format, particularly the type of people recruited to take part in this ‘business’ reality tv show? The prize is to become an apprentice to Sir Alan Sugar, to benefit from some of his wealth as an investment in your business plan. Confidence always appears to be the main characteristic that is sought from the candidates, evidenced by their claims to be the single best professional in their industry or boasts about cars, followers and money. But what if the recruitment strategy looked for something else? People who were modest and underrated their own abilities, perhaps? Untapped potential to unlock. People who had faced redundancy or were trying to get back into work after a break, maybe? Those who need a chance.
And what if, instead of competitive challenges and jogging around Hong Kong, the teams worked collaboratively on challenges closer to their respective homes. They could help small businesses in local communities or organise fundraising events for charities? Or create and trial new services to address wider societal challenges?
I’m working on something myself at the moment called Collabsprint. It’s a voluntary, selective program where professionals in product management, design and engineering are working in small teams to build a product over 8 weeks. The goal is to gain or grow experience. Many participants are starting out, jobseeking or looking at taking their career in a different direction. But it’s also about working together, mentoring and being mentored, finding a path forward and launching something new that could become an impressive case study. And it might help deliver more collaborative professionals into the workplace.
So if anyone wants to redesign the Apprentice hiring strategy and tasks, I’m up for it. Season 21 - you know where to find me!