HR Process Change Management
- Faster and leaner interview process, i.e. only involve people that are related to hiring
- Be more flexible with salaries (especially if you are a smaller employer)
- Rewrite your job specs make them simpler, focus on job objectives, rather than a laundry list of skills
- In the job description show the future career progression, paint a picture for them
- Make it clear that the role is stable and that the company is growing
- Work with much fewer recruiters, i.e. build relationships with them give exclusive roles and consider retainers to make the recruiting company dedicate their resources to you
- Educate your hiring Managers about the Japan market challenges, and explain the need to hire with more flexibility
- Work with recruiters that offer market intelligence as part of their service
- Be competitive with your salary ranges to reflect the competitive and changing market
- Work with recruiters that are capable of closing the candidate and are not simply shopping them around to multiple opportunities
- Experienced recruiters should always present the offer letter to the candidate in person. Sending offers letters directly to candidates is a rookie mistake, and countless offers are rejected due to misunderstandings and / or counter offers
- Work with recruiters who are experienced and willing to support with on-boarding, additionally to be in contact with the candidate after joining to help retention and to head off any initial potential misunderstandings
- Stay current and keep your recruiters up to date when positions have closed or have been re-profiled
- Small to mid-size firms need to utilize more progressive recruiting processes in order to compete with larger, well branded firms
- Japan Human Resources needs to keep HQ informed that many online resources that work in other countries may not work well in Japan
Contact Alto Consulting for an HR Process Management consultation: Contact Alto