ハイクラス採用で勝つ企業が最初にやっている「サーチング」とは | ナレッジワーク専門役員 Principal 　タレントマネジメント 江良 亮人

Akito Era of KnowledgeWork explains why ‘searching’ — meeting 105 candidates in 3 months — is the core of high-class recruiting.

• Era spent 15+ years in sales before pivoting to recruiting; KnowledgeWork’s CEO hired him believing sales skill transfers directly to talent acquisition.\n- Talent recruiting is split into four phases: Planning, Searching, Engaging, and Closing — Era argues Searching is the most critical and most overlooked.\n- To hire senior enterprise sales talent, Era’s team personally listed and cold-contacted candidates, meeting 105 people in 3 months before finalizing a target profile.\n- Relying only on referrals hits a ceiling; when referral networks are exhausted, teams that haven’t built a search muscle get stuck.\n- Engaging rare candidates requires 6–12 months of persistent contact; every executive Era hired at KnowledgeWork later described the process as ‘relentlessly persistent.’\n- When compensation or role title can’t match a candidate’s ask, shift the engagement point to company mission, peer quality, and growth opportunity — but only after trust is built over time.\n- KnowledgeWork embeds recruiting performance into promotion criteria, treating recruiting as a technical discipline rather than an administrative function.

2025-11-25 · Watch on YouTube