Translate the brief into a search hypothesis
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
A search strategy defines where relevant evidence may be found. Map likely organisations, role variants, geographies and adjacent skills, then document why each is included. Distinguish a market hypothesis from candidate eligibility. A target employer list should not become a rule that excludes everyone else. Agree compensation, location and working arrangements before outreach so the proposition is accurate. Where details are unresolved, state what is not yet confirmed. Plan a feedback loop that tests search breadth and response, rather than blaming the market after an overly narrow query.
Worked example
For a quality leader, the first market map includes medical devices, food production and industrial manufacturing because all may provide evidence of regulated process leadership. Research then checks whether the operating context transfers to the actual role.
Put it into practice
Write three search lanes and the evidence that would support or disconfirm each.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Each lane has a reason tied to role outcomes, a sample to inspect and a review date. A rejected lane records evidence, such as missing production responsibility, rather than a blanket judgement about an industry.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.