True recruitment research

Just as I’m sure many of you do, I receive marketing emails every week from businesses offering recruitment research services. Sometimes based in the UK but often offshore, they present similar business models: they will search CV databases for people for your vacancies, providing the results for you to follow up.

This is no more recruitment research than I'm Lewis Hamilton because I can drive a car.

The whole point of recruitment research is to find people who are not on CV databases. Why? Because the best people are not actively seeking new roles.

I’d generally define “the best people” as those who are successful, have strong track records of achievement, have made an impact and have worked for the best companies. You might also add to this a reasonable length of tenure with a single business which demonstrates progression or promotion. Of course, this is pretty much the profile of someone who is happy where they are so their CVs will most likely not be on one of those databases.

To a lesser extent, the same is true for LinkedIn. Sure, there’s an awful lot of people with LinkedIn profiles but not everyone has one – many people, especially those at the earlier stages of their careers, do not use LinkedIn.

True recruitment research goes far beyond LinkedIn and databases. It requires the researcher to turn over every stone in the search for the very best people of exactly the profile sought. It can be time consuming, require novel approaches, draw upon multiple sources both known and niche, include networking and much more. It is as much an art as a process.

But the results will speak for themselves. Just as with anything, what you get out depends on what you put in.

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