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5 reasons your jobs are still vacant after 90+ days

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A never ending job search is a recruiter’s worst nightmare.

As the position sits empty and the hunt continues (and continues), the time, effort, cost and stalled operations all begin to take a toll.

The reality is a well-run recruitment process shouldn’t take more than 90 days. Even in a tough job market like Japan. For example, on average at Morunda we provide our clients with 4 qualified candidates within 30 days.

Here’s 5 reasons why you’re position might still be vacant:

You’re not always in recruiting mode

Too often someone resigns or a new role is created and you find yourself starting an executive search from scratch. You have limited contacts to reach out to and zero pipeline of potential candidates waiting in the wings. This will really slow you down and it’s why you need to always be in recruiting mode.

Even before you have a position to fill, you need to be on the lookout for candidates. This might look like attending networking events, meeting people, staying in touch, checking in regularly and asking for referrals. As soon as an opportunity arises, you should be ready to hit the ground running.

You’re taking a linear approach

As much as you might like a 5 step plan to secure top talent, we all know it’s not quite that straight forward. It’s more messy and a lot more creative, with twists and turns requiring agility and adaptability in your recruitment approach.

Rather than being a linear line, hiring is more like doing a jigsaw puzzle. You need to see the pieces of the puzzle as various bits of experience, expertise, culture, skills. Sometimes it feels like the pieces aren’t coming together, or that one pesky piece goes missing. Recruiting requires problem solving, strategy, perseverance, and an understanding of what the most important pieces are.

Evaluate whether you’re stuck on one method or one train of thought. Have you settled on a specific requirement that perhaps is not as necessary as you thought. And don’t forget that what might have worked in one country is certainly not guaranteed to work in Japan.

You’re not paranoid enough

You have probably experienced a job offer getting knocked back that you felt certain was a done deal. You’re left baffled and frustrated that such a great candidate got away.

The best recruiters are a little bit paranoid. They know that candidates can walk away from a position for any number of reasons, some deeply personal and unexpected. Therefore, they are detectives, always asking questions and taking the time to understand what a candidate is at risk of losing. Prepare accordinging and cover all bases, making sure to follow up diligently and in a timely manner.

Remember to avoid making assumptions and to always be ready to empathize, answer questions, negotiate and never put your feet up until the contract is signed.

You’re not selling the position

The minute the recruitment process begins you are representing your organization. The way the position is described, the interviews are conducted, the offer is made all say something about the company and can attract or repel possible candidates.

As a recruiter, you need to be part marketer, part coach, part salesperson. You need to sell your company and present an enthralling story that candidates can see themselves becoming a part of. Creative pitching requires being emotionally involved, understanding your candidates and what motivates them and then tailoring your pitch accordingly.

You’re trying to fit a round peg in a square hole

A common first step in filling a position is to put pen to paper in describing a position, usually with a long list of preferred qualifications and experience. The candidate must have specific industry experience, leadership expertise, certain education, “think outside the box”… and the list goes on. This can limit your options and closes you off to candidates who may not have XYZ but actually would be an excellent fit.

We recommend instead first taking the time to clearly diagnose the problem. If the company is looking to hire from outside the organization, why is that? What is wrong with the talent inside the company? What are the strengths and weaknesses of the organization? What are you missing? What do you expect from this role? What are the key deliverables?

Now you can search for a candidate that helps you solve these problems. The questions in the interview can be based on these problems and you can paint a career trajectory and clear expectations of the candidate.

Don’t prolong the process. Act creatively, thoughtfully and decisively.

Make better and faster hiring decisions when you partner with Morunda. Book a discovery call and discover how we can help you tap into the top talent in Japan and Asia Pacific.

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