The expertise required to meet people and what your company seeks are two different things.<\/h2>\n
RPO (Recruitment Process Outsourcing) provides support for some or all of the recruitment process, such as handling applicant inquiries and scheduling interviews. Recruitment agencies support candidate matching and selection through talent introduction. The scope of support varies depending on the company and contract, and in some cases, consultation on recruitment strategy may also be available.<\/p>\n
Understanding the market, choosing the right methods to reach candidates, and connecting them to applications, referrals, and interviews. Leveraging the case studies and experiences of other companies to increase the chances of finding the right fit. This expertise is a strength that is difficult to acquire on your own.<\/p>\n
However, methods that have worked for other companies may not necessarily be the answer to your company's recruitment needs. If you are unclear about who you want to meet and what you want to achieve with them, you won't be able to judge whether increasing the number of candidates is a good result.<\/p>\n The information you provide to your partners should not be limited to just job title, age range, experience, and number of people. At the very least, the following points should be considered by the company:<\/p>\n The future outlook is not meant to impose a predetermined career path. It's meant to show what the company expects at this point in time and to provide material for discussion with the candidate themselves about their aspirations.<\/p>\n These qualitative aspects cannot be determined simply by changing the recruitment platform or the referral source. While external help can help organize these aspects, it doesn't mean the company can avoid thinking about them.<\/p>\n We expect external partners to provide methods for generating applications, referrals, and interviews, as well as to improve those methods. The company, on the other hand, needs to clarify what kind of connections it seeks and what it considers to be good candidates. We want to share this difference in roles from the outset.<\/p>\n Of course, the numbers aren't something the other party can generate on their own. Our company's recruitment conditions, how we communicate our appeal, and the speed of our selection process all play a role. That's why, when results aren't forthcoming, we don't just end it with "please recruit more," but instead work together to consider what needs to be changed.<\/p>\n When contacting a recruitment agency, provide feedback on which of the referred candidate's behaviors and experiences matched or differed from the expected role. Simply saying "it's not quite right" isn't enough information to help them with future referrals.<\/p>\n RPO (Recruitment Process Outsourcing) involves identifying where the process is stalled between application and interview. If the problem stems from waiting for responses from your own company, then you need to change that as well. If there are quality issues with the assigned tasks, then you need to request improvements. It's necessary to look at both the number of cases and their content.<\/p>\n This is a message also directed at us, the ones providing the support.<\/p>\n It's necessary to ask customers questions like, "Is this okay?", "What do you want to do?", and "What do you think?". However, if you simply make a decision based on those questions alone, you'll be ignoring the reason why the customer hired a professional in the first place.<\/p>\n Sometimes people seek advice because they can't sort things out on their own, they don't know what options are available, and they can't decide where to start.<\/p>\n After listening to the situation, we want to be the ones who can offer hypotheses and suggestions, such as, "Isn't this the current challenge?", "These are the options, each with its own advantages and difficulties," and "For this objective, we would recommend this option."<\/p>\n For example, when there are few applicants, instead of just asking "Should we change the requirements?", we compare options such as revising the essential requirements, changing how they are communicated, or changing the recruitment method. We also show the basis for our recommendations and what still needs to be confirmed. I believe that providing the client with all the information they need to make an informed decision is part of our expertise.<\/p>\n Companies don't simply delegate the task of thinking. Professionals, on the other hand, don't relinquish their responsibility to provide the necessary information and suggestions for thinking. It's this kind of relationship that allows us to work together effectively on the recruitment process.<\/p>\n Lionheart has also made numerous mistakes in its own recruitment process, leading to the refinement of its criteria for rejecting candidates, its selection process, and how it welcomes new hires. The impression that someone "seems like a nice person" or "has an impressive previous work experience" is a different matter from whether they fit the role we want them to play at our company.<\/p>\n Therefore, when we consult with individuals or organizations, we start by considering the company's goals and current position. Why are they hiring people? What kind of people do they want to work with? What are the company's unique selling points and characteristics that can be communicated to those people? We begin by helping them clarify the unspoken aspects of their business.<\/p>\n Then, the criteria for making those decisions are translated into job postings, explanatory materials, and selection standards, and connected to the expertise of RPO and recruitment agencies. Only when it's clear not only how to recruit, but also who you want to work with and what you want to achieve, can the proposals you ask of external partners become concrete.<\/p>\n To not only meet the required number of hires, but also to recruit individuals who can fulfill the necessary roles, please consult with us if your company's recruitment criteria are still unclear.<\/p>\n Lionheart's support for co-creating value for people and organizations<\/a> \uff0f Consult about recruitment and personnel\/organizational challenges.<\/a><\/p>","protected":false},"excerpt":{"rendered":"The company clarifies its recruitment objectives and unique characteristics, while professionals present hypotheses and proposals. We go beyond simply asking "What do you want to do?" and consider the relationship with RPO (Recruitment Process Outsourcing) and recruitment agencies.","protected":false},"author":6,"featured_media":2861,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[78],"tags":[79,80,98],"class_list":["post-2860","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","tag-rpo","tag-80","tag-98"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/posts\/2860","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/comments?post=2860"}],"version-history":[{"count":5,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/posts\/2860\/revisions"}],"predecessor-version":[{"id":4138,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/posts\/2860\/revisions\/4138"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/media\/2861"}],"wp:attachment":[{"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/media?parent=2860"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/categories?post=2860"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.lionheart.co.jp\/en\/wp-json\/wp\/v2\/tags?post=2860"}],"curies":[{"name":"WordPress","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}![\"The](\"https:\/\/www.lionheart.co.jp\/wp\/wp-content\/uploads\/2026\/08\/corp14-fig01.jpg\")
<\/figure>\nWhat our company wants to articulate about our recruitment process<\/h2>\n
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To get proposals that will move the numbers, you need a framework for making decisions.<\/h2>\n
![\"What](\"https:\/\/www.lionheart.co.jp\/wp\/wp-content\/uploads\/2026\/08\/corp14-fig02.jpg\")
<\/figure>\nPlease don't stop at "What do you want to do?"<\/h2>\n
Let's think together about what "being true to oneself" means, even though it's not yet put into words.<\/h2>\n