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Direct sourcing startup guide for japan market

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As you know, Japan employment mobility is less than other developed countries.

So many companies have struggled to implement direct recruiting by similar approach with other regions e.g. US, Europe and APAC.

If you plan or have already struggled direct sourcing, this would be beneficial to reconsider hiring strategy and schedule to localize your thought to Japan market.

If you have any questions, please contact me.

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Direct sourcing startup guide for japan market

  1. 1. Direct sourcing startup guide for Japan market New beginnings Inc. Shinsuke Yashima
  2. 2. Our approach for hiring Copyright(c) New beginnings, Inc. All rights reserved. Data driven Consistency Candidate first attitude < Key approach for successful hiring > Performance review by OKR Store comms record Provide opportunity to consider next career < Key action >
  3. 3. The ultimate goal is to build strong candidate contact list from the perspective of low employment liquidity. Key strategy 1 - Database marketing Copyright(c) New beginnings, Inc. All rights reserved. talent poolCandidate contact list (Company’s asset) Potential candidate List <Timing for Change job> same industry 1-3 months 4-6 months <Experience> different industry Application List Sourcing channel Job board LInkedIn Wantedly Referral Top priority 2nd priority 3rd priority 4th priority
  4. 4. Copyright(c) New beginnings, Inc. All rights reserved. Key strategy 2 - Candidates career first attitude Quality of scout message Quality of phone interview ● Get higher response rate ( 10- 20% higher against average) ● Differentiate first contact from other recruiters ● Have prospects in future ( => more than 3 months later) ● Prevent conditions mismatch prior to interview ● Build communication path prior to interview ● Obtain closed market information Design initial contact process as career development assistance - Candidate can decide to make application as a result of feeling of call -
  5. 5. Copyright(c) New beginnings, Inc. All rights reserved. Key strategy 3 - Personalized communication Role related knowledge Expectation for next career Salary expectation Timing for change job English Skill < 5 points to rank needs matching between company and candidate> Conduct phone interviews to have right understanding for both company and candidates needs.
  6. 6. Project design 1 - How we collaborate Comms w/ candidates Make candidate proposal Interview/ Screening 1)Propose sourcing plan 2)Excecute actions for hiring 3)Report performance 1)Rate candidate quality 2)List pros and cons Recruiter Hiring manager Copyright(c) New beginnings, Inc. All rights reserved. <Responsible area for RPO project>
  7. 7. Copyright(c) New beginnings, Inc. All rights reserved. Project design 2 - Scheduling Set OKR and review performance quarterly. <Objective> Improve response rate for scout message <Objective> Constantly make offer from direct channel <Objective> Decrease cost per hire <Objective> Reach quarterly KPI constantly <Key Result> 1) Exceed average rate on Jobboard 2) Find potential (amount) potential candidates 3) Find effective structure of scouting message <Key Result> 1) Supply (amount) applicants per week 2) Conduct (amount) interviews per month 3) Make 2 offers per months <Key Result> 1) Reach (price) yen per hire 2) Fill open position within (60) days 3) Conduct event to build new lead <Key Result> 1) Re: Lead generation => scouting/ event 2) Re: Hiring process => speed/ offer/ project mgmt Oct - Dec 2017 Jan - Mar 2018 Apr - Jun 2018 Jul 2018 - <OKR Sample>
  8. 8. 1 ) Objective : Set aggressive and ideal theme for quarter 2 ) Key result: Set indicators/ metrics to measure progress 3 ) Usage : Conduct team meeting/ 1:1 based on KPI progress Appendix 1 - Comparison years of service Country 0 to <3 3 to < 5 5 to <10 10 to Japan 22% 10.6% 22.5% 44.8% US 33% 16.5% 21.5% 29.1% UK 32.4% 13.3% 21.8% 32% Ausutralia 39.7% 15.6% 19.8% 24.9% Korea 53.6% 11.9% 14.3% 20.1% Copyright(c) New beginnings, Inc. All rights reserved. Source: Databook of International Labor Statistics published by The Japan Institute for Labor Policy and Training(JILPT)
  9. 9. 1 ) Objective : Set aggressive and ideal theme for quarter 2 ) Key result: Set indicators/ metrics to measure progress 3 ) Usage : Conduct team meeting/ 1:1 based on KPI progress Appendix 2 - OKR Objective Key Result Create and Execute competitive hiring strategy Lead generation related metrics Key Result Offer related metrics Key Result Mid - long term sourcing pipleline related metrics Copyright(c) New beginnings, Inc. All rights reserved.

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