Better cards for recruitment with direct search
It is not easy to find specialists and managers with industry experience. Often, finding these candidates is like finding the famous needle in a haystack. Those who are good and successful in their job are usually not actively looking for new challenges and cannot be found through advertisements or the database of a recruitment consultancy. If you still want to get top-class employees into your company boat, you will often rely on the “Direct Search” tool.
The key to the passive candidate market
Direct Search, also known as Executive Search, is the key to the passive candidate market. In this form of recruitment, specialists and executives are actively and specifically approached.
Differences to job advertisements and recruitment consulting
Thus, the direct search follows a completely different path than the classic job advertisement. Experience has shown that only a maximum of 20 percent of all eligible top managers and specialists can be reached with this method. Advertisements are a good strategy for finding a university graduate for a trainee programme in a law firm, for example. Those who already have a job as a lawyer or tax consultant and are really good at their job will, however, feel far less attracted than lawyers at the beginning of their career who are looking for jobs for a lawyer’s position.
80 percent of all top candidates must therefore be actively identified and targeted. After all, special talents who do not always have the best job for them have to be inspired to change companies. This often only works to a limited extent, even through the work of a recruitment agency. A headhunter are usually also well-known to laypersons through their presence in the advertising section of the magazines, while executive search companies tend to orient their self-image towards lawyers and auditors and therefore do not advertise.
How Direct Search works?
The direct search starts with a detailed briefing interview with the company’s specialist or human resources department, which is looking for a new top employee. Together with the executive search company, she develops a concrete job description and a briefing protocol. The direct search agency then sets out to find suitable top employees and draws up a list of possible candidates, which is agreed with the client. Once the possible “target persons” have been identified, the first contact between recruiter and candidate takes place. The first interview is usually about building trust with the recruited person. If this process is successful, the manager receives concrete information about the position.
If the candidate is interested, the executive search service provider provides detailed contents of the job description and receives the candidate’s application in return. These are checked by the consultant, who creates a candidate profile if the assessment is positive. This profile is then presented to the client, who can then decide whether to invite the potential new employee to a personal interview. The accompanying direct search agency takes care of the appointments, accompanies the candidate, analyses the course of the interview together with the client and coordinates the further steps. During the decision-making phase, she also advises the candidate and the commissioned company until the contract is signed.