- 28 Mar
Client Newsletter – March 2018
RECRUITMENT MARKET UPDATE
Welcome to the Monthly Client Newsletter from Legal Intel for March. Coming into spring always has a fresh feeling (and hay fever for some!) and I think we can all agree it is a treat to enjoy the seasonal beauty of the cherry blossoms. It was surprising to see snow one week and blossoming flowers the next! This year’s blossoms peak is about a week earlier than last year so it is best to hurry to see them.
Special Announcement – HR and General Affairs Recruitment
It is our great pleasure to inform you that Legal Intel is now able to also assist with any HR or General Affairs related searches. We have welcomed a very experienced consultant on board to handle this function for us. His name is Ross Pirie and he will be reaching out shortly to introduce himself and discuss any needs. We are excited to have him add his expertise to our team and look forward to supporting your broader recruitment function.
Recent Market Offers (JPY)
– SCM Manager – European Consumer – 10M
– SCM Director – Logistics Service Provider – 20M
– Logistics Supervisor – European FMCG – 6M
– Senior Accountant – European Scientific Company – 6M
– Accounting Supervisor – Small European Manufacturer – 7M
– Finance Manager – US Media Company – 11M
– Senior Counsel – US Software Company – 14M
– Global Compliance Manager – Japanese Conglomerate – 15M
– Associate – Japanese Law Firm – 9M
– IP Staff – Japanese Company – 9M
– Compliance Manager – Japanese Corporation – 10M
RECRUITMENT CASE STUDY
Closing Candidates with Multiple offers
Japan remains a very candidate-focused market, and strong, active candidates are able to receive multiple employment offers. Because of this, talented candidates have more power and can pick and choose their next employer, making the hiring process more demanding.
To meet this challenge, and close candidates who have many offers, it is important to understand this market dynamic and tailor the recruiting process from the start to create the best possible impression of the company. It is not enough to produce a nice job description and wait for applicants to come in, candidates must be actively attracted and engaged with the company as a whole.
Speed and timing are crucial in keeping the candidate engaged and timely feedback, preferably within 1 or 2 days of interviewing, goes a very long way to creating a favourable impression and maintaining engagement.
The interview process plays an important part in the candidate’s image of the company, but it is a relatively short time in which to build a positive impression. Candidates decide on the company brand and cultural fit long before applying, asking friends and using social media and websites such as Vorkers or Glassdoor to check on a company’s reputation. These days, people freely post their opinions online and any negative reviews will have an impact on the number of applications and accepted offers. Of course, positive reviews will increase applications and referrals. Creating a positive candidate experience generates positive reviews and improves your brand image – and relates to the whole recruiting process, from sourcing and screening to interviewing, hiring and onboarding.
Speed and timing are crucial in keeping the candidate engaged and timely feedback, preferably within 1 or 2 days of interviewing, goes a very long way to creating a favourable impression and maintaining engagement. Leaving the candidate without any information, for any reason, or taking a long time to schedule interviews makes it easy for other agents or contacts to fill the information gap with a negative story, or for the candidate to pursue other opportunities. Naturally, the candidate will feel a lack of interest or seriousness from the company.
Agents can play an integral role in the development of a positive client image and maintain this through a smooth and consistent interview, offer and onboarding process.
Candidates with multiple offers will consider a number of factors before choosing which to accept. Compensation will play a large part of course; if the offers are vastly different in terms of cash salary then it is natural to choose the highest. However, very often it is not the main factor. Many candidates have told us they choose particular companies for the cultural fit and the brand, the career opportunity and because of the people they meet, over and above the salary on offer.
Agents can play an integral role in the development of a positive client image and maintain this through a smooth and consistent interview, offer and onboarding process. Wherever possible we advise on the candidate’s particular situation and specific interests and work closely with our clients to keep candidates engaged and thinking positively about joining and starting the next step in their career.
Bristol Myers Squibb is one of the world’s largest pharmaceutical companies and one of our favourite clients to work with.
There are various methods BMS employs in their interview process which have contributed to their success in recruiting over the years. First of these has been the availability of clear instructions about the responsibilities and expectations of the role, sometimes coming directly from the hiring manager. BMS can then expect to receive applications from only very closely-matching candidates, and focus their efforts on keeping them engaged in the process.
The process itself is very clear and information is given in advance about who is meeting and at which stage. Another important factor which has made BMS successful has been their flexibility. For example, BMS adapts the interview schedule to suit each individual. Candidates are matched with different interviewers at different stages to meet their expectations, allowing them to get answers to their questions, and maintain a positive image of BMS and the opportunity throughout.
Success has bred success – BMS’s culture and requirements are well-understood, which makes for better quality introductions. Also when candidates do join they usually stay for the long term. From our point of view, we see this level of understanding as a target to strive for in every relationship we have with our clients.
We provide a free consultation and training session to help clients improve recruitment activity and perfect their agency relations.
For further information on this topic or any other recruitment-related questions, please contact firstname.lastname@example.org
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