DELO Industrial Adhesives’ Post

From conveyancing to recruitment! Read more about LeeLing Lim's journey here

Navigating Man-Made Difficulties in Cross-Cultural Talent Acquisition如何应对业务老大的“人为制造”招聘困难 Recently, I received a job order from one manufacturing client requiring external assistance in sourcing IT manager candidates in Kulim, Malaysia. This position seemed urgently needed, with well-defined expectations. After a week of diligent search, I advocated for John's candidacy. Currently residing in Penang, Malaysia, John boasts 18 years of IT management experience, most notably from his recent tenure at XXX Technologies. There, he played a pivotal role in establishing IT infrastructures for two production sites in 2020 and 2023, projects that demanded extensive expertise in network systems, servers, and database management. His proficiency with key systems such as MES (Manufacturing Execution System), WMS (Warehouse Management System), and SAP is essential for the sophisticated operational needs of a lithium battery manufacturer. Additionally, his multilingual fluency in English, Mandarin, and Malay, coupled with his willingness to work in demanding startup environments, positions him as an ideal candidate for this role, ensuring seamless communication and operational efficiency across multinational teams.   On the day of my submission, the client already had three candidates in the interview process, so John's candidacy was kept in view (KIV) for a week. Further inquiries revealed that our client had added more demanding requirements following the unsuccessful interviews of the initial candidates. Successful applicants must now articulate all technical terms in Mandarin, and candidates who graduated from universities outside Malaysia’s top 10 would be screened out. Unfortunately, John could not meet these new criteria.   Despite feeling frustrated by the hiring manager’s lack of foresight, I maintained composure and offered market insights to the HR team. In Malaysia, IT professionals are predominantly educated in and work in English, making it nearly impossible to find a local Chinese candidate who meets this requirement. Additionally, excluding candidates from universities outside the top 10 further narrows the talent pool, which is already limited by the working location and the familiarity with specific systems nurtured by big manufacturers. I advocated for a competency-based screening and evaluation process and advised them to reconsider John.   As the recruitment process remains halted, I find myself reflecting deeply. Unveiling the realities of the talent market might lead to my removal from their vendor list, as it challenges the client’s perception of dominance in recruitment, where job candidates are expected to be submissive. This situation raises doubts about whether Mainland Chinese leaders, who resist learning basic English, can truly understand the market and foster a successful business overseas.

So many people want to work for big brand-name companies... you know, the ones. They view that as a major career milestone, and yes, it is a big deal to beat out potentially thousands of other candidates to get a spot at one of those companies. However, you become a number(at most) and your role is very boxed into exactly what you were hired to do. Have you ever wondered what it would be like to work hand in hand with the leadership of a company, work on initiatives that shape the company as a whole, or have a hand in developing the operating procedures that shape your daily job? You should look at smaller companies. With smaller organizations, you can have a larger impact with more growth potential. What do you think? #recruiterlife #smallbusiness #maang #jobsearch #recruiting

Some things in life are too good, yet can be true! Human Resource is a key resource for a small country like Singapore. HR holds a key role in : 1. Hiring the right talents 2. Renumerating talents fairly and competitively 3. Retaining and grooming talents 4. Instituting sound corporate policies 5. Keeping up to date with tech for HR functions 6. Partnering with business and operational functions seamlessly 7. Innovating with times in a VUCA environment I have been the beneficiary of good HR functions in my 2 decades in tech sales. They attracted and recruited me to contribute effectively in sales based on my strengths and experiences with competitive pay structure and commission schemes. They also provided me with world-class sales enablement programmes and staff policies that benefit both employers and employees. Wise usage of tech to reduce administration time for claims and reporting and keeping tandem to trends with enhanced work structure increased my sales productivity. While I run a lean Sales Training and Coaching company, these are ingredients for effective HR when Sales Symphony grows. Who says we can't have our cake and eat it? Have a really sweet week ahead! 📸 Desserts by an award-winning pastry chef at World HR Congress last week were too pretty to be eaten! A feast to the eyes before they hit the mouth! 🥞 🧁 🍰 Connect with 𝘾𝙝𝙞𝙚𝙛 𝙎𝙖𝙡𝙚𝙨 𝙊𝙧𝙘𝙝𝙚𝙨𝙩𝙧𝙖𝙩𝙤𝙧 to learn and drive more sales! Christina TAN Min Shyan @ Sales Symphony #sales #hr #salesenablement #lbfalumni #skyhightower

Dear LinkedIn connections, My MBA research paper thesis just did a cartwheel of joy and somersaulted its way into the academic spotlight! 🤸♂️📚 🔍 Thesis Title: “Factors Affecting Talent Retention to Ensure Sustainable Growth in the Automation Industry in Penang Free Industrial Zone” Now, let’s get down to the banana-peel-slipping-good stuff: Work Environment Magic ✨:Imagine unicorns holding team meetings. Yep, that’s the kind of magical work environment we’re talking about. Career Ladders and Confetti 🚀🎉:We’ve got career paths so clear that even GPS systems are envious. Balance Beam of Bliss ⚖️: Remember, a balanced life is like a well-made sandwich: not too much mayo, not too little cheese. Leadership Disco Moves 💃: Our managers moonwalk through the office, inspiring us with their PowerPoint slides. Innovation Fireworks 🌟: Innovation is our middle name (well, technically, it’s “Jererd Lay,” but close enough). (Generated by Copilot 😅 ) Thank you all my data heroes, without your survey responses, my sample size would've been smaller than a single pixel on a Game Boy screen. Massive thanks to my professors, mentors, and fellow Aemulus & Pentamaster friends. #MBA #Research #AutomationIndustry #TalentRetention #PublishedThesis

💡Uniqlo parent aims for 80% of managers to be non-Japanese by fiscal 2030💡 ⭕ TOKYO -- Uniqlo operator #Fast #Retailing is ramping up recruitment efforts outside Japan as it aims for foreign nationals to make up 80% of management and 40% of its executive officers by fiscal 2030 ⭕ The company is among the first in Japan to set such numerical targets. With core functions now based in both #Japan and the U.S., it sees foreign managers and executives as key to globalizing a wide range of operations, from store development to supply chains and information technology! ⭕ Non-Japanese personnel accounted for 56% of Fast Retailing 2,144 managers at the end of Aug 2023 ⭕ Around roughly 700 of the 1,100 new graduates hired in fiscal 2023 were hired abroad ⭕ In order to retain talent, #Uniqlo increased pay in China by up 40% in Oct ⭕ Other companies like such as #Hitachi, #Mitsubishi are trying to increase the global hire in foreign managers as well Interesting how this will move out! https://lnkd.in/dRPEPcYG

KOS Internal Sharing Session We recently held an internal session where our professional consultants from KOS Hong Kong and Mainland China - Kristy Chan, Annie Liu, and Hans Xie shared valuable insights on thriving during challenging times. Key takeaways: 1. The importance of setting clear KPIs to track recruitment progress 2. Leveraging AI to automate daily tasks and gain data-driven insights 3. Embracing a "try it" mindset - don't be afraid of failure, you never know what opportunities may arise 4. Enhancing cross-team collaboration for synergistic success We're proud to empower each other to achieve greatness. Let's continue learning, growing, and going #SuccessTogether! 🙌 Stay tuned to our social media for more updates! Follow us on Facebook, Instagram and LinkedIn. Join our KOS Family! Send your CV to joinus@kos-intl.com #KOS #kosinternational #hk #hongkong #Recruitment #recruiting #recruitmentagency #recruiter #headhunting #bestrecruiter #bestworkplace #bestemployer #internalsharing #success #growtogether  

𝐁𝐨𝐨𝐦𝐞𝐫𝐚𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐬𝐩𝐨𝐭𝐥𝐢𝐠𝐡𝐭! 🔄💼 Read the interview with three of our employees from PAYER Hungary and PAYER Austria, who give us an insight into their reasons for returning to PAYER. Find out what changes they have noticed in the company and why they are more than happy with their decision to come back. ✨ #boomerang #employee #return #career #corporate #culture #teamspirit

Market Japan – 𝐂𝐡𝐚𝐧𝐠𝐞 𝐢𝐧 𝐉𝐚𝐩𝐚𝐧. 𝐂𝐚𝐧 𝐢𝐭 𝐫𝐞𝐚𝐥𝐥𝐲 𝐭𝐚𝐤𝐞 𝟒𝟎 𝐲𝐞𝐚𝐫𝐬? 𝐘𝐞𝐬, 𝐢𝐭 𝐜𝐚𝐧. AEON Retail proves it. Here is the story in 60 seconds. Supermarket operator AEON Retail publicly announced that it will change its 40-year-old hiring policy. 𝐈𝐭 𝐰𝐚𝐬 𝐩𝐫𝐨𝐡𝐢𝐛𝐢𝐭𝐞𝐝 𝐭𝐨 𝐡𝐢𝐫𝐞 𝐨𝐫 𝐫𝐞𝐡𝐢𝐫𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐰𝐡𝐨 -    𝐎𝐧𝐜𝐞 𝐭𝐮𝐫𝐧𝐞𝐝 𝐝𝐨𝐰𝐧 𝐨𝐟𝐟𝐞𝐫𝐬 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐟𝐨𝐫 𝐀𝐄𝐎𝐍 𝐑𝐞𝐭𝐚𝐢𝐥 -    𝐎𝐧𝐜𝐞 𝐝𝐞𝐜𝐢𝐝𝐞𝐝 𝐭𝐨 𝐥𝐞𝐚𝐯𝐞 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲. ❗ Now, all candidates can be hired or rehired again. The move was essential as the company struggled to find the employees to maintain its operation. 𝐒𝐮𝐜𝐡 𝐚 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 𝐭𝐨 𝐜𝐡𝐚𝐧𝐠𝐞 𝐝𝐞𝐬𝐞𝐫𝐯𝐞𝐬 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧, 𝐫𝐞𝐬𝐩𝐞𝐜𝐭, 𝐚𝐧𝐝 𝐚𝐩𝐩𝐥𝐚𝐮𝐬𝐞. Why? We need to understand that many rules in Japanese companies still in place today were made in the 1970s and during the bubble years of the 1980s. Specific rules are outdated and hurt companies nowadays. Unfortunately, changing rules is a difficult task. Not even a CEO wants to be the person to initiate change because these rules were made by CEOs in the past, and changing the rules they had made is sort of disrespectful to their achievements. It is crucial to understand that in Japan, the companies and the employees embrace change once it is initiated. ❗ The only problem which always remains: ➡️ No one wants to be the first one to initiate it. How we drove change in Japan: 🔸 We respectfully communicated why rules and decisions were made in the past and how long the company benefited from them. 🔸 We emphasized and transparently showed how the surrounding economic environment has changed and how the company needs to adapt. 🔸 We involved the employees to prepare the framework for transition. 🔸 We ensured the transition goals and implementation status were frequently communicated. #japan #japanbusiness #business #sales #businessdevelopment #automotive #industrialmachinery #ceo #coo #cfo #hr ➡️ Are you Interested in starting or scaling your business faster in Japan?  ➡️ Please get in touch with me here on LinkedIn or email me at welcome@japanolution.com

Good opportunity