What You Should Know
The key differences between Direct Search Recruitment and the “classic” recruitment approach are:
Passive versus Active candidates
- Classic recruiters target “job seekers” – candidates who are active on the job market via posting their CV on job boards, social media, contacting recruitment companies etc. Statistics show that they are small part (usually about 15 – 25%) from all potential candidates for a specific position which seriously limits the chances of reaching the most suitable candidates on the market.
- DSR sets focus on the “passive candidates”- people who are not actively looking for a role (mostly because they are already hired), but when presented with an opportunity, they may consider a move. As a matter of fact they are the better pool of candidates – estimated to be around 75 – 85% of the workforce.
The DSR methodology is based on the ”headhunting” approach and is best suited for assignments of non-executive management and key expert positions. Typically, these are the ones that cannot be accomplished according to the client’s expectations through classic recruitment process.
For every individual project we use a tailor-made mixture of direct search, database of existing contacts and appropriate communication channels (professional associations, online platforms, etc.) according to the assignment. In certain cases, depending on the specifics of the position and the client’s profile a media campaign could be launched too.
Some advantages of the Direct Search Recruitment
- For every single assignment the consultants develops a tailor-made search strategy
- Direct access to a big pool of experienced candidates, which guarantees the presentation of the best of them available on the market
- Consultants focus on a limited number of assignments to ensure a high quality service (quality vs. quantity)
- Professional attitude and confidentiality towards both clients and candidates, building trust and creating long-term professional relationships