Recruiting Industry Japan vs USA

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Comparison of Japan and USA Business Models in the Recruitment Industry (Slide Show to Accompany Presentation)

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Recruiting Industry Japan vs USA

  1. 1. Recruiting IndustryUnited States vs Japan Tom Furlong, CPC Executive Recruiter Life Science Industry
  2. 2. Overview Comparison of:  Country Industry Models  Client Viewpoint  Candidate Pools  Search Firm Models
  3. 3. Country Industry Comparison United States Japan Client Focused  Candidate Focused Large Candidate Pool  Small Candidate Pool Client Willing to Wait for  Client will Accept “Exact Fit” “Close Fit” Candidate Extreme Pressure on  Limited Concern on Fee Reduction Fee Structure
  4. 4. Recruitment Industry- U.S. Model Emphasis on Client Network Development 2nd Priority: Candidate Network Candidate Must Be 100% Match  Meet all Client Requirements  Higher Standards of Selectivity
  5. 5. Recruitment Industry- Japan Model Emphasis: Candidate Procurement Pressure to Develop Candidate Networks Must Tailor Job Search to Meet Available Client Pool
  6. 6. Country Comparison- Client Viewpoint United States Japan Best Hire Available at  Main Concern: Filling Best Fee Structure Open Position Acceptance of Less  Partner with “High Service for Lower Fee Credibility” Firms Limited Value in Long  Looks for Expertise Term Relationships  Competing Firms = Competing Firms = Increased Candidate Lower Service Fee Pool
  7. 7. Client Pool- Japan Model Employer Main Concern: Filling Position  Willing to Handle Full Service Search Fee  Limits Search to 2-3 Firms  Emphasis on High-Credibility Search Firms  Suspicious of low cost & start-up firms  Looks for expertise in employer’s field  Always Open to Meet Qualified Candidates Minor Concern: Fee Structure
  8. 8. Client Pool- U.S. Model Many Search Firm Options  Fee Competition  Willing to Utilize Established & New Firms  Selective With Executive Search Openings High Number of Active & Passive Candidates  Greater Opportunity to Find Ideal Candidate
  9. 9. Candidate Pool- U.S. Model Low Employee Loyalty Level  Willing to Switch Positions for a Variety of Financial or Emotional Reasons Open to Consider New Career Positions  Employed Candidates Looking for Next Career Opportunity Many Qualified Unemployed Candidates  Minimal Stigma if Non-Performance Related
  10. 10. Candidate Pool- Japan Model Long Term Employment (Shushin Koyō)  Pay Increases & Duties Decrease with Tenure  Fear of Prestige Loss in New Hierarchy High Loyalty Level to Employer  Dishonorable to Consider New Opportunity Risk Averse Culture Mandatory Retirement at Age 60
  11. 11. Search Firms (Established)- U.S. Model Commitment to Search Industry Long-term Track Record of Results Mentoring Process for New Recruiters Expert in Client Industry Channel Relationship Development Experience with both Client and Candidate Networks
  12. 12. Search Firms (Upstart)- U.S. Model Current/Last Career Choice Lack of Search Process Sophistication  Reliance on Social Network “Data Mining”  Quick Placement, not Best Placement Sells Fee, not Service, to Client Hard Sell to Close Client & Candidate
  13. 13. Native Search Firms- Japan Model Lack of Search Process Sophistication Large Candidate Base  Mainly from Acquired Databases  Limited Candidate Contact Limited Candidate Screening Client Base: Japanese Corporations
  14. 14. Multinational/Boutique Search Firms-Japan Model High Understanding of Search Process Limited Candidate Base  Bi-lingual Candidates  Sourced by Search Efforts Present 3-5 Pre-screened Candidates Client base: Foreign National Corporations
  15. 15. About Tom 富(とむ) 23-Year Life Science Industry Professional C- Level Consultant to Life Science Firms Multiple National & Regional Awards Success in U.S., Canada, & Japan Markets e-mail: tafurlong99@yahoo.com Twitter: TerrellMillTom LinkedIn: http://www.linkedin.com/in/tomfurlong

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