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Working Abroadは海外求人専門の転職情報サイトです。

Vikram J Shahani, CEO.

リクルートメントからトレーニングまで人材コンサルタントとして、10年以上にわたり、日本でクライアントに広範なサービスを提供している。日本の文化的背景に対する理解力と高い言語能力を生かし、2005 年、Shahani Associatesを設立。クライアントから求められるような人材紹介会社となるよう、クライアントとの良きビジネスパートナーシップの構築を目指している。また、Shahani Associates Ltd. 経営のほか、銀行、証券会社、アセットマネジャー、不動産、ヘッジファンドを含む銀行・金融業界向けのリクルートメントに従事。 トレーニング面では、チーム形成力強化トレーニング、コミュニケーション・イニシアチブ・トレーニング等で、多業種・多企業から強い支持を得ている。

Shahani Associates Ltd. は、クライアントに代わり、トップレベルの人材を見出し、ヘッドハント、トレーニングを実施するという構想の下で、2005年に設立されました。
厚生労働省の認可を受け、中間管理層から役員層にいたるエグゼクティブクラスのコンティンジェンシー・サーチ（完全成功報酬型）およびリテイナー・サーチ（固定報酬型）の各サービスを提供しております。業界に特化したスペシャリストが、優れた人材を組織的かつ迅速に提供することにより、クライアントと持続的な関係を築き、クライアントにとって長期にわたり高い価値を生み出します。
Shahani Associatesは、業界知識を生かし、マーケットをリードすべく努めつつ、クライアントの期待に応えるよう、高レベルの倫理的・道徳的判断を自身に課しています。

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How did you get started?

I had a contact at a big Japanese manufacturer and he was setting up a training unit and he called me to ask for help in finding a potential instructor for him. Soon I joined him for a year doing corporate training. I have retained that contract each year since. That was 2004. Anyway, a lot of my old recruitment clients were still in touch with me and asked me to help find people. So I decided to set up my own firm to do recruiting and training. That was 2005.

What is your approach?

We keep in touch with our clients and stay focused on what they want, so that when they have a need, or a good candidate becomes available, we can bring them together. We’re a bit under the radar and we like to stay that way. We know who we need to reach and how to reach that person. 

Which companies do you service?

Our clients are finance companies, and there are always core areas where people are needed. For the insurance sector, we have the Insurance Group, which is run by my experienced and able colleague. It is part of Shahani Associates but is insurance focused.

How do potential clients know if you can help them or not?

I would say give us a call. If your needs are part of our core area (banking or insurance), we can probably help you. We are quick to let people know what we can’t do. We don’t set expectations which we can’t fulfill. This is an important part of building trust. We know the industry and if we can’t help a prospective client, we will be happy to recommend other recruiters. 

What about from a candidate’s point of view?

As a candidate, you should look to see if the recruiter really knows the client. The worst thing you can do is let a recruiter send your CV to a company where it goes into a drawer somewhere and never sees the light of day. A recruiter should be able to tell you about his client’s organization, who the key decision makers are, what the interview process is, explain to you why the job has come about, what would be the risks of working there, the upside and downside. 

How do you approach possible candidates?

As mentioned earlier, we do not advertise and prefer to stay below the radar. We know who we want to reach and do so discreetly and directly. Most of the people we call, in our focused areas, have heard of us. That makes the conversation a lot easier.

Is there much demand for foreign candidates?

The clients we work with hire based on skill sets, so if Japanese is required and there is a foreigner with the right qualifications, they’ll consider him/her.

Tell us about your team.

We attract talent from multiple sources, including the industries we serve. Our team is highly trained and knowledgeable about the industries they service. We have our own unique best practices that deliver consistent results.