Direct search is becoming commonplace

The image of a cabinet game happening behind the scenes and a process lasting many months is becoming history – at least when looking at the image associated with direct search at a general level. As a method, direct search has proven that it is the most effective way to find the best possible experts for open roles, starting from challenging expert positions.  

Direct search has gradually grown into a market of over 100 million in Finland (source: Duunitori). As a concept, it has become commonplace and more and more experts can tell about their experiences of how they have been approached by a direct search consultant. The popularity of direct search is not only explained by the competitive situation in the labor market. Here are five other factors we have identified behind the change:

Efficiency

The image of processes lasting for months still lives on and may also be part of reality. However, when implemented correctly, direct search is often the fastest way to bring recruitment to a successful conclusion. Through direct search, employers can target their search directly to the desired individuals, which can save time and resources compared to the traditional recruitment process.

The growing importance of networking

Companies are investing more in networking and building relationships with potential talent, and direct search is one way to make these contacts.

Technological advancement

The advancement of technology in the recruitment sector has enabled more precise and efficient direct search, which may attract companies to use this method. Headhunters no longer need to call the manager's secretary on a landline; instead, contact can be made very easily on LinkedIn. 

Flexibility

Direct search allows companies to be flexible and respond quickly to changing needs, which can be especially important in rapidly growing or changing companies. There are also valid reasons to keep the process confidential and not make a big deal out of it. 

Service price

Especially the change in technology and the increase in competition related to direct search services have brought the price of direct search down. The price of the service is no longer necessarily directly determined by whether it is a manager or an expert role. It may be more about the size of the talent pool and how difficult the role is to fill. 

How does the growth of direct search change the dynamics of the labor market?

The fragmentation of work and project-based work have inevitably led to a significant change in the nature of work and the shortening of employment relationships, especially in environments where clear growth paths upwards or sideways cannot be offered. Expectations for one's own work and its meaningfulness are higher than ever. At the same time, commitment to the project and the team is often stronger than to the employer itself.

When we add to all this the change where social media, networks, and actively approaching recruiters enable better awareness of different opportunities, this means increased mobility in the labor market. Direct search makes recruitment more visible even to those who are not consciously looking for a job. At best, it increases talent's working life skills and ability to have good and constructive discussions about different opportunities. These discussions bring perspective and help talent to better identify their own skills.

From our recruiters' perspective, this change is easy to see as a positive thing. Our goal is for companies to find the best possible talent for their teams. At the same time, we strive to ensure that talent recognizes their full potential and can utilize it in companies that suit them. Although we see a lot of good in dynamic labor markets, it must be admitted that the work of engaging talent from the employer's perspective is sometimes very difficult. Turnover is fundamentally good for companies and individuals, but on what scale? A big question is how well the structures of the labor market keep up with the change.