Hire Right People with 6 Step Process

HireRight Recruiting: Right People, Right Job.

Six proven steps towards finding,
attracting, and retaining Top Talent
for your organization.

HR Central K.K.: Talent Acquisition Practice
© 2010. HR Central K.K. All Rights Reserved.

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“We are an integrated and total HR & hiring solutions partner.”

Talent Acquisition

Training & HR
Consulting
• HRCKK Training Institute
- Center for
Hiring Excellence
- Center for Leadership &
Organizational Excellence
• Harrison AssessmentsTM
Profiling System
• General HR Consulting

• HireRight
Recruiting
• Executive Search
• Recruitment
Process
Outsourcing

HR Learning
and Publishing
• JHRS Secretariat
• The HR Agenda
Newsletter
• HR Events Management
2


JUN KABIGTING, MBA/MS/HRMP
Managing Director, HR Central K.K. and
Chief Community Officer, The Japan HR
Society (JHRS)
• Over 20 yrs of experience across the entire
HR value chain
• Private & public sector experience
• Manufacturing, service, academe background
• Japan-focused MBA (International HR Major)
& MS Ind'l Eng'g.
• HR Studies @ Cornell University
• Accredited HA Consultant
• HR Management Professional (HRMP) - HRCI

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We are a community of Japanfocused HR professionals
worldwide & corporate
executives doing business in
Japan. We aim to help advance
the practice of the HR
profession in Japan.

Learn more about us and
become part of our
community at www.jhrs.org.

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Six proven steps towards finding,
attracting, and retaining Top Talent for
your organization.


5

Best-in-class hiring practices

+
Fool-proof & comprehensive profiling system

HireRight Recruiting

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STEP 1: Develop the Total Job
Performance Profile

STEP 6: Transition
Coaching & On-boarding

STEP2: Develop a Talent
Sourcing Plan and
compelling Job Advert

STEP 5: Recruit and close
the deal

STEP 3: Conduct Evidence
or FACT-based interviews

STEP 4: Conduct behavioral
profiling & reference checks

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1. The Total Job Performance Profile:
Defining the job's criteria for success
ELIGIBILITY CRITERIA

TOTAL JOB
PERFORMANCE
PROFILE
=
TOP
PERFORMANCE
WILL the person
do the job?


CAN the person
do the job?

SUITABILITY CRITERIA

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Putting It All Together:
The Total Job Performance Factors
Performance Profile =
ELIGIBILITY CRITERIA
“Have's”
Education /
Certifications
●

●

Training

●

Work experience

●

Technical skills

Person Specification =
SUITABILITY CRITERIA
Work
Personality
Preferences

“Do's”
Specific
success
criteria of
the job for
superior
performance

●

Motivations

●

●

Interactions

●

●

Atttitudes

Interests

●

Tasks
preferences
Work
environment
preferences

Eligibility criteria – can the person perform.
Suitability criteria – will the person perform.

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2.1 Develop a Talent Sourcing Plan
Alternative sourcing media
• Referral programs
- Employees
- Vendors/Suppliers
- Customers
• Candidate “Natural” Networks
- “Where do candidates go, gather, or
hang out with each other?”
- “What groups (online & offline) do
they join?”
• Online job boards
- General job boards
- Specialty job boards

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X

2.2. Create a compelling job advert
V.P. of HR

Seeking a VP of HR with life sciences industry experience. Must have 10-15 years
of HR within a fast growing business at the director level or above. Must have
strong knowledge of the Japanese employment legal environment!

O

CHIEF TALENT ARCHITECT
Are you tired of being relegated as a back office function? Do you feel you’ve got
the capacity to drive human capital in an organization to extraordinary levels?
Due to company growth and the desire to “win” in the market, you’ll be given the
opportunity to demonstrate your knowledge, skills, and experience and infuse
your expertise as it relates to human capital management.
The right person for this role will drive both the strategic and tactical people
efforts required to grow the business and make it successful; plan/manage and
measure work; summon your managerial courage to make "tough but fair"
decisions; communicate complex issues to all concerned; and be willing to rollup the sleeves to make a measureable impact on the business.
Energize your career. Have a discussion with us and start feeling great for what
you do! If you are ready to take an opportunity to do “the best work of your
professional HR career,” then speak with us. Contact us now at
apply@hrcentral.co.jp or call us at 080-3434-8665!


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3. Conduct an Evidence or
FACT-based Interview
Past behavior
(or performance)

FRAMEWORK
ACTION
CONCLUSION
TAKE-AWAY

predictor

Future behavior
(or performance)

The Golden Rule
“There is a FACT for
every job criteria.”

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4.1 Conduct profiling & assessment:
Introduction to Harrison Assessments

http://www.harrisonassessments.com/main/presentation/FlashPresentation.html

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4.2 Conduct reference or background checks
“Trust but verify.”--Ronald Reagan
Boss

360-degree
Reference Checking

Customers

The
Candidate

Peer

180-degree
Reference Checking
Staff


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5. Recruit and Close:
Consolidate findings & make the hiring decision
3. Assess
organizational fit
2. Evaluate
and rate
candidates
collectively

1. Evaluate
and rate
candidates
individually


• Multiple-interviewer
Rating Sheet & The 8 or
10-Factor Candidate
Assessment
• The HATS System:
Automating the entire
process
• Offer Management

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6. Transition Coaching & On-boarding
• Jointly prepare a Transition
Program prior to Day 01
• Hire a professional Transition
Coach
• Monitor and report
• Follow up, follow up, follow
up!


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::Results
Highly engaged talent pool

Superior
Performance
Business Growth
and Success

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For inquiries or more information:

HR Central K.K.
Shinagawa Intercity FRONT Bldg. 3F
Desk@ MB28
2-14-14 Kounan, Minato-ku
Tokyo 108-0075
inquiry@hrcentral.co.jp
050-3394-0198 (t)
080-3434-8665 (m)


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