Anastasiia Mheladze’s Post

Some issues to recruiting in Japan, my thoughts 🤔 Recruiting within Japanese Domestic companies. One challenge commonly seen in traditional Japanese companies is that promotions to management positions often occur through self-recommendation or political connections rather than proven talent.  Cases show where employees with strong track records aren't elevated to management, leading to hiring strategies disconnected from actual talent market needs and candidate expectations.  Recruitment strategies are developed without understanding candidate needs or market trends, creating misalignment with talent acquisition realities. The result is losing top candidates to foreign companies and declining quality of hires. Recruiting for Foreign Companies in Japan. Some foreign companies in Japan overemphasize English language abilities in their promotion criteria, resulting in managers with limited capabilities but who are English “fluent”.  Consequently, Western business practices are implemented without adaptation, causing friction with both local and regional offices. Global recruitment practices applied without considering unique aspects of Japanese hiring culture and market and the result is high turnover and decreased effectiveness in the Japanese market. #recruiting #japan #japanjobs

Confessions of a Japan Market Recruiter: Rethinking "Shokumukeirekisho" and "Rirekisho" Many of our clients still request these two documents which have long been staples in the Japanese recruitment process. While these documents are still widely used, modern practices such as requiring only one resume (and a portfolio depending on the role) could improve recruitment outcomes and support Diversity, Equity, and Inclusion (DEI) goals. Here's my take on why it may be time for a change 1. Skills Focus: Emphasizing skills and potential provides a deeper insight into a candidate’s capabilities beyond past job roles. 2. Improving Candidate Experience: Streamlined application processes (fewer document reqs) make recruitment more efficient and appealing to top talent 3. Support DEI Goals: In-demand international talent will have these docs less often. Modernizing practices helps reduce bias and fosters a more inclusive and equitable hiring process. Luke Sugano (菅野 ルーク)Mari Emilia K.Jeet Tanna #JapanRecruitment #TokyoJobs #RecruitmentJapan #JapanTalent #CareerJapan #HiringInJapan #JapanJobMarket #JapaneseHR #TalentAcquisitionJapan #JapanCareers #RecruitmentTrendsJapan #DEIJapan Disclaimer: The views expressed in this post are my own and do not necessarily reflect those of my company.

#RecruitmentJapan #CareerAdvice #JobSearchTips Hey everyone! 🌟 I’m gearing up to step into the recruiting world here in Japan next year, and I’d love to hear your thoughts! I’m curious about the best career path for a recruiter in this market. Any tips or insights you have would be super helpful! Here are a few things on my mind: Starting Point: Do you think it’s better to kick off my journey at big firms or boutique agencies? Each has its pros and cons, and I’d love to hear what you think! 🔍 Companies to Avoid: Are there any companies I should steer clear of in the recruitment space? Understanding potential pitfalls could save a lot of headaches down the line. 🚫 Language Skills: I can speak English pretty well, but my Japanese is still at N4 level. I’m actively studying to improve, but I’m wondering how much this might impact my opportunities as a recruiter. Should I focus on companies that are more English-friendly or push myself to work in a Japanese-speaking environment? 🇺🇸💬🇯🇵... What’s the Best Path for New Recruiters in Japan? Answers:  https://lnkd.in/gmGFGUAM Let's Connect!

🌟 Hiring for Cultural Fit: Why It Matters! 🌟 In today's competitive job market, finding candidates who align with your organization's culture is crucial. Cultural fit goes beyond personality; it includes shared values, communication styles, and attitudes toward collaboration. Employees who feel a sense of belonging are more engaged and committed, enhancing retention and overall success. In your hiring process, remember to assess cultural fit alongside technical qualifications to build a motivated and cohesive team. If you want to know more about cracking the code on recruiting in Japan, download our free e-book 👉https://zurl.co/aYS5 🔗 Read & Subscribe to our Newsletter: https://zurl.co/ONIp #HiringInJapan #Morunda #Japan #Recruiting #Pharma #Medtech #Lifescience

#JapanRecruitment #ItsUNIQUE #SmallDetailThatMatters Cris, you’re the first recruiter to mention this to me. What? 💤 💤 💤 Just 5 minutes ago, I insisted we go through each line of the job description to ensure everything is aligned. 👀For what? It's a classic sales manager position. ❗I guaranteed: Every Japanese candidate meticulously reviews the #JOB_DESCRIPTION Let me explain 👋 ⛔ If they see a responsibility that seems beyond their experience, they’re likely to skip applying. 💡 Japanese candidates have a strong #workethic, #respect employer expectations, and are #humble about their capabilities. ⛔If there’s no mention of healthcare benefits, they might assume the company doesn’t offer them, making our opportunity less attractive compared to others. 💡They value #transparency and expect the employer to be straightforward as well. ⛔After they review the job description carefully, we can expect a few #questions before they decide to express their interest officially. 💡 #TrustTheProcess and #GoodThingsTakeTime So tell me - What other insights have you gained about Japanese candidates during the hiring process that you found amazed? 🤔 Josh Carne Alice Aditya Josephine Farras Sevira Ferro Anthony Morcom Hanako Hashiba Karen Suzuki Arman Faghihi #TT24 #TheExpectationGap 📑 https://lnkd.in/g_iVsejA

"Soft skills are not a 'nice to have.' They are a 'need to have' in the workplace." Check out our new blog post on the 5 top soft skills that help you land your dream job.

In Japan, your next employer probably isn't on LinkedIn. In Japan, only a small portion of people put their profile on LinkedIn. Japanese professionals and companies have historically been slower to adopt LinkedIn compared to other regions. Several factors contribute to this trend: 1. Japanese business culture traditionally relies more on face-to-face interactions and personal connections, such as those made through in-person meetings and mutual introductions. 2. Japanese business practices often emphasize formal communication channels, such as company referrals and official recruitment agencies, over social media platforms. 3. Competition from Local Platforms: Japan has its own popular job and networking platforms, such as Wantedly and BizReach, which are tailored to local preferences and needs. 4. Privacy Sensitivity: Japanese professionals may be more cautious about sharing personal and professional information online due to privacy concerns and cultural norms around discretion. 5. Language Barriers: While LinkedIn does offer Japanese language support, some professionals may find it less user-friendly or relevant compared to other localized platforms. At FocusCore, we specialize in partnering with global companies to find top talent for critical roles in Japan. Whether you're looking for bilingual Country Managers, CFOs, Supply Chain Directors, HR Directors, or Marketing Directors, we have the expertise and network to connect you with the right candidates. Choosing a local boutique firm like FocusCore over a global recruitment agency offers distinct advantages. Our deep understanding of the Japanese market and its unique nuances allows us to tailor our approach to meet your specific needs. Unlike global firms that may offer a one-size-fits-all solution, we provide personalized service and local insights, ensuring a better cultural fit and more effective placements. Our focus is on delivering high-quality results with a personal touch, making us the ideal partner for navigating Japan's complex hiring landscape. #ExecutiveSearch #Recruitment #TalentAcquisition #LocalExpertise #BoutiqueRecruitment #PersonalizedService

🌟 Hiring for Cultural Fit: Why It Matters! 🌟 In today's competitive job market, finding candidates who align with your organization's culture is crucial. Cultural fit goes beyond personality; it includes shared values, communication styles, and attitudes toward collaboration. Employees who feel a sense of belonging are more engaged and committed, enhancing retention and overall success. In your hiring process, remember to assess cultural fit alongside technical qualifications to build a motivated and cohesive team. If you want to know more about cracking the code on recruiting in Japan, download our free e-book 👉https://zurl.co/aYS5 🔗 Read & Subscribe to our Newsletter: https://zurl.co/ONIp #HiringInJapan #Morunda #Japan #Recruiting #Pharma #Medtech #Lifescience

What’s the Best Path for New Recruiters in Japan? #RecruitmentJapan #CareerAdvice #JobSearchTips Hey everyone! 🌟 I’m gearing up to step into the recruiting world here in Japan next year, and I’d love to hear your thoughts! I’m curious about the best career path for a recruiter in this market. Any tips or insights you have would be super helpful! Here are a few things on my mind: Starting Point: Do you think it’s better to kick off my journey at big firms or boutique agencies? Each has its pros and cons, and I’d love to hear what you think! 🔍 Companies to Avoid: Are there any companies I should steer clear of in the recruitment space? Understanding potential pitfalls could save a lot of headaches down the line. 🚫 Language Skills: I can speak English pretty well, but my Japanese is still at N4 level. I’m actively studying to improve, but I’m wondering how much this might impact my opportunities as a recruiter. Should I focus on companies that are more English-friendly or push myself to work in a Japanese-speaking environment? 🇺🇸💬🇯🇵... Answers:  https://lnkd.in/g_7Ayh_m Let's Connect!

Starting a business in Japan can be quite exhausting because there are many bureaucratic procedures to follow before a company can start to operate. Read more: https://lnkd.in/g-eW3pf9 #linkcompliance #japan #hiring #setup #newbusiness