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4 tips to never hire the WRONG person again

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In recruitment, there is nothing more frustrating (and expensive!) than hiring the wrong person.

Research has revealed that mis-hiring can cost a company up to 15 times a position’s annual salary, based on hiring costs, compensation, disruption, lost opportunity, morale and mistakes.

And yet it happens! In Japan, the labor shortage has made it difficult to find workers with the right skills and hiring mismatch is growing. It is easy to hire the wrong person when it feels impossible to find the right person.

Here’s 4 tips to never mis-hire again:

1. Get clear on the position objectives

During the hiring process, rather than overly focusing on a list of qualifications and past experience, make sure it is clear what the candidate will need to achieve in the role. This can be done by explaining measurable objectives that reflect the specific needs of the role and the organization. By articulating what you hope and expect from your candidate within the first 12 months, you will be able to assess their potential during the application phase with better accuracy.

2. Resist being overly optimistic

Sometimes the desire to fill a position can cause recruiters to be too hopeful. Judgment is clouded by eagerness to make a hire. This might lead you to miss areas of concern. While it’s good to trust your gut instinct, it can’t replace due diligence. Having a ‘good feeling’ about a hire could turn out to just be optimism.

3. Mindset matters

Pharmaceutical organizations operating in Japan need leaders who can adapt, problem solve and have a global business savvy. While industry expertise and leadership capability is vital, so is the right attitude, motivation and viewpoint. Up to 89% of hiring failures are blamed on poor interpersonal skills and attitude. Identifying the right mindset will mean you have to look beyond a simple checklist of qualifications or experience.

4. Find the right cultural fit

Hiring someone that aligns with the values and culture of a company is crucial for long-term success and employee satisfaction. This is not about recruiting teams who will become best friends, but more about ensuring good collaboration, team dynamics and complementary skills. You will need to be clear on what your company culture is and ask cultural fit questions in the interviews.

Making the wrong hiring decisions can be prevented. While technical competence is usually the focus of interviews (because it’s easier to assess), it is often a poor indicator on whether a new hire is the right fit for your company.


For help attracting and retaining top talent, book a discovery session with Morunda. We help pharmaceutical companies in JPAC avoid making expensive hiring mistakes.

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