The Best Hiring Solution For Your Needs

When we say “recruitment,” it’s easy to imagine a one-size-fits-all process. But in reality, hiring needs are as diverse as the companies facing them. Sometimes a position suddenly opens up and must be filled immediately. Other times, expansion creates brand-new roles that require carefully selected talent. Whatever your situation, it’s crucial finding the recruitment strategy that fits. In this article, we’ve outlined how FocusCore can support you with tailored hiring solutions. Start by referring to the flowchart below to identify the solution that best suits your current needs.

Once you’ve identified your ideal path in the flowchart, read the section that applies to you. Or, feel free to explore them all and see which strategy resonates most.

Solution A: Contract and Temporary Staffing

If you’ve been instructed to urgently fill a long-vacant role, or you’re in a time-sensitive situation, your best option may be to hire a contract or temporary staff member. While this may not be a long-term fix, it offers immediate impact and cost-efficiency.

In these cases, it’s important to relax some hiring requirements and focus on the candidates’ skills above all else. Many capable professionals may not make it through a traditional hiring process due to factors like employment gaps or age, yet they bring strong practical abilities. Contract and temporary staffing allows you to bring in experienced individuals quickly and keep your business running smoothly—buying you time to search more deliberately for a permanent hire later.

Find out more about FocusCore’s Temporary & Contract Hiring Solutions

Solution B: Market Mapping

Even if you’re not actively hiring, understanding the talent landscape is key. You never know when a sudden resignation or business expansion will create urgent staffing needs. That’s where market mapping becomes essential.

While internal teams can sometimes handle this, most companies lack the resources to conduct in-depth market research—especially for highly specialized or unfamiliar roles. For instance, could you identify a Japanese head of finance with near native English that has worked in a NASDAQ-listed company, has FMCG experience? Or a bilingual (trilingual preferred) manufacturing general manager professional in food and beverage? How about an executive with manufacturing experience in a remote area (outside Tokyo), such as Kyushu, Ibaraki, or Kanagawa? Market mapping helps you explore whether such niche talent exists and where to find them.

This research also proves invaluable when it comes time to hire, helping refine job descriptions, compensation, and expectations based on real market data.

Find out more about FocusCore’s Market Mapping

Solution C: Retained Search (Executive Search)

If a position has remained open due to its extreme specialization, a retained search—also known as executive search—is likely the right approach. This involves an exclusive partnership with a recruitment firm like FocusCore, where we dedicate our full resources to filling your role.

Though it requires a initial fee and may seem like a higher investment, the value is clear. With retained search, you receive:

• A dedicated team constantly searching and engaging with candidates.
  
• Cost distribution for high-salary positions.
  
• Regular update meetings to keep you informed.
  
• Strategic support not just in sourcing, but also in refining job specs, hiring processes, and candidate communication.

If your hiring criteria are strict and non-negotiable—or if other recruiters have said, “This is too difficult” —executive search is often the only viable path. FocusCore’s Executive Search Solution includes both retained search and market mapping, making it perfect for high-level, niche, confidential, or complex positions.

Find out more about FocusCore’s Executive Search

Solution D: Contingency Recruitment (Standard Hiring)

If your role is not particularly senior, niche, or long-vacant, then contingency recruitment (the standard hiring solution) is likely the best match. This method is ideal for mid-career professionals, general positions, or even new graduate hiring.

For example, if your team needs a controller to manage the accounting and general affairs team, then a contract or temporary staffing might not be suitable because of the required long-term relationship building and consistent messaging to the team. Hiring full-time from the beginning often makes more sense in terms of both cost and training.

Market mapping also isn’t necessary in this case. These aren’t ultra-rare profiles, and there should be a reasonable number of qualified candidates available. If you’re struggling to find good talent, it may be time to reevaluate your job requirements or internal processes.

Likewise, retained search isn’t ideal here. It’s a tool for finding top-tier candidates for high-impact roles, such as a CFO—not a lower level controller. Even if you find someone overqualified, they may pass on the role due to salary or quickly move on once something more aligned appears. Instead, consider developing talent in-house through graduate hiring programs or training-based onboarding.

Contact FocusCore for your contingency needs

Need Help Navigating the Hiring Landscape?
Whether you’re facing an urgent staffing gap or preparing for long-term growth, FocusCore’s bilingual recruitment expertise can help you identify and implement the best hiring solution for your unique business needs. Let’s talk.