Talent Sourcing in the Japan Marketplace

Tom Furlong, CPC

Executive Recruiter

Life Science Industry

Overview

Japanese Work Model Japanese Talent Pool Active Candidates Passive Candidates

Japanese Work Environment

Extreme White Collar Conditions Hours per Week Commuting Times Nomikai Karoshi

Seniority Respect Consensus Decision Making Risk Averse

Japanese Talent Pool

Long Term Employment Fiercely Loyal to Company Highly Educated, Limited Ambition Professional Status = Personal Status Reluctance to Change Early Retirement Age

Active Candidate Characteristics

Younger Age Cohort Mid-Level Position/ Large Corporation

Ambition Stymied by Meritocracy Corporate Factional Politics

Opportunistic Current Employer in Crisis World View vs Japan-Centric View

Identifying Passive Candidates

Business Association Networks Published Articles & Media References Electronic Media & Network Platforms Referrals Research

Attracting Passive Candidates

Relationship Development Understanding Wants and Needs Long Term Career View

Credibility Establishment Recruiter Reputation Knowledge of Industry & Companies

Converting Passive Candidates

Multiple Conversations Focus: Personal Goals Japanese Business Model → Western

Business Model Create Willingness to Job Interview

Match Opportunities to Career Goals Job Interview = Idea Exchange Maintain Face

About Tom 富 ( とむ )

23-Year Life Science Industry Professional 11 Year Success- Sales & Marketing 9 Year Success- Talent Identification 3 Year Success- Sales Operations

C- Level Consultant to Life Science Firms Multiple National & Regional Awards Success in U.S., Canada, & Japan Markets