I studied Japanese for a few years. I had the opportunity to live in Japan and I have "negotiated' with them in many different ways since 1992.
I would like to share my 2 cents regarding my learning experience and observations over the years. I am going to divide my comments on 2 or maybe 3 contributions due to the length of the information to be shared.
“When a Japanese say yes, he means maybe; if he says maybe he means no; but if he says no he stops being Japanese” (Hisanori Isumura. President of the Japan House of Culture in Paris).
From start to finish, the hiring process can be lengthy and complex with so many steps, people, negotiations, and costs involved. When a new hire is finally set up with a start date, you may think the hiring process has finally ended… and now on to the next one. Ideally your process should continue to another essential phase…onboarding.
Top producing recruiters, by either great training or hard knocks, have determined the key criteria of what constitutes a great search assignment or job order. They never compromise these criteria by request or demand.
Even on a bad day (Yes, they have them too!) they stick to their proverbial guns in this War for Talent realizing that any condition from a client that compromises their effectiveness and process fails everyone.
How many times have you found the perfect candidate, presented him (or her) to the Hiring Manager and then… nothing? The Hiring Manager has urged you to step up your efforts but when it comes time to make a decision, its an exercise in “analysis paralysis.”