The final snippet this week is about recruitment (a key topic at the moment) and comes from HC Online http://www.hcamag.com/hr-news/why-recruitment-in-japan-looks-like-the-matrix-234295.aspx
Japan is experiencing some economic growth after low birth rates and it has resulted in low unemployment and unusual rations of vacancies to applicants.
Large employers are doing better than small companies to attract candidates, yet they also need to be on the ball when it comes to branding and marketing themselves.
While we have a very different situation in Australia there are some lessons to be learned
1. If all applicants “look the same” (perhaps with skills and experience) how do you differentiate and make sure that you bring the right person/people into your company
2. When there are many choices for applicants, how do you make your company and the role stand out? Without telling any lies?
It is critical for you to be crystal clear on what is required in a role and the person to fill it, as well as connecting that to your future and growth.
3. In competitive markets, you want to make the right recruitment decisions. You also want to make the right promotion decisions as poor quality promotion decisions can lead to resignations by other staff which puts you back on the market sooner than you would expect.
Whenever you need to recruit there is a process much broader than the interviews that needs to be considered.
Concentrate on what the role really contributes to the team and the company.
Review and reflect on how it has been delivered in the past and be open to making a change to that. (ie if the role was part time, does it now need to be full time)
Investigate why the vacancy has occurred (resignation, new role, [promotion) and note if anything needs to be done differently.
Think ahead and consider who are the key connection and interaction points – a good fit is about skills as well as style.
Remember that advice is available to you if you need it.