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Direct search in recruitment
What direct search is, how it works on LinkedIn, its advantages and limits, and how it differs from executive search.
Candidates are to be found in all sorts of places. Sourcers know where to look, which is why a direct search usually begins on platforms such as LinkedIn, GitHub and even Facebook.
What is direct search?
Direct search means reaching specialists who are not currently looking for work. Catching their attention can therefore be difficult, because they do not visit the usual job boards. The method is used most often when recruiting for specialist roles that call for unusual skills, where candidates are few and generally not seeking a new job.
Direct search: examples
Suppose you are running a recruitment project for an engineer in the automotive sector. One example of a direct search on LinkedIn would be looking at who similar companies employ and writing to those people with the opportunity. The message has to be well constructed and personalised – rich enough in information to encourage candidates to take part, yet not so long that it overwhelms them.
Direct search on LinkedIn
Candidates are to be found in all sorts of places. Sourcers know where to look, which is why a direct search usually begins on platforms such as LinkedIn, GitHub and even Facebook. Depending on the profile of the candidate being sought and an understanding of their habits and communication style, an experienced recruiter can find the best-qualified person and persuade them to consider a move.
The advantages of direct search – recruitment that hits the mark
You now know what direct search involves. It gives your opportunity a chance to reach candidates before they begin looking actively. If the terms on offer are attractive, specialists will be glad to consider them.
One undeniable advantage of direct search is that you know who you are hiring – you found the candidate and worked to win them over, perhaps even drawing on your network and a recommendation from people you trust. You know the candidate meets the requirements and fits the company culture. That counts for a great deal, because the cost of a bad hire can be painful.
In short: the great advantage of direct search is reaching specialists before your competitors do. The drawback is that it often demands a large contact base, an established network, skill and… time. If you lack those, you can turn to a professional recruitment agency.
The difference between direct search and executive search
Executive search is a variant of direct search. Here the people approached directly are those who will ultimately fill senior management roles.
The search is generally run by specialist headhunters with a large contact base and well-developed interpersonal skills. Diplomacy and discretion are essential. After all, the leaders you are looking for already work somewhere, and you do not want to give away your company’s know-how without a guarantee of hiring them. At the same time, what you do say has to matter enough to hold their attention. That is why business judgement and knowledge of the particular sector are invaluable in executive search.
Executive search involves a high degree of confidentiality and considerable responsibility. In-house HR teams do not always find it easy to use this method, particularly when approaching candidates employed by competitors. In work of this kind, professional help from a recruitment agency is the best way to reach the right candidate skilfully and effectively.
