Jessie Chuang

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Nikkeiリスキリングにご取材いただきました。日系から外資系企業へご転職をお考えの方々、ぜひご覧ください！ I had the privilege of being featured in an interview with Nikkei Reskilling, where we delved into career transitions in foreign companies. The article, titled “It doesn't matter if you are not confident in your English - HR consultant from UK firm tells 10 truths about changing jobs in foreign companies“ provides valuable insights on English skills, selection processes, and cultural adaptations. During the interview, I shared insights on English language requirements, strengths of candidates from Japanese companies, and tips for navigating the selection process. It's heartening to witness foreign companies actively welcoming candidates from Japanese backgrounds. If you're contemplating a career change or keen on learning more, I invite you to check out the article! #CareerTransition #CrossCulturalSkills #日経 #リスキリング

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I am proud to share PASONA Group's 4th place ranking in Nikkei's 100 Best Companies for Women's empowerment in Japan❣️In the service industry, PASONA got #1st place!! The criterias are below. ✔Percentage of female managers ✔Percentage of female hires ✔Workplace Diversity ✔Support for childcare and family ✔Work flexiblity ✔Career support for women ✔Gender Equality Initiatives I believe Diversity and Inclusion foster companies creativity and innovation, and we can make better decisions when we work together with someone from different background and perspective. So, women's empowerment is a good start :) #womensempowerment, #pasonagroup https://lnkd.in/g5KKmfUT

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Join us in May for a Free Public Course on Designing a Positive Workplace. We are excited to announce our collaboration with HKPC for a lunch and learn Zoom training session. During this training, we will explore strategies for creating a positive workplace culture. Whether you are interested in this topic, need guidance on improving employee well-being, or are looking for cost-effective solutions, we invite you to join us for a discussion. #memeticshk #memeticstraining #HKPC #lunchandlearn #Employeewellbeing #ESG

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Interesting topic that will continue to be an issue for hiring firms movig forward unless these issues are addressed. On one side, you have the employers who have to realize they're in a "seller's market", which in Japan means that the employee is in somewhat of a more advantageous position with the labor shortage. This is a difficult one for those firm owners who are set in their own ways and tend to be stubborn. On the other side, employees have to be more savvy in choosing which firm they're planning to work for. Although it's still very difficult to really know a firm unless you get inside, candidates, especially new grads, need to take a bit more time in research rather than just trying to get an offer from a firm. Like firms trying to find the "diamond" within the batch of candidates, candidates must try to find the "diamond" within the batch of firms and one that is a good "fit" with themselves. #earlyresignation #recruiting

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Sharing about my team and fellow Japan Talent Advisors 🎓 Aiko Iwanaga Weber Daisuke Okamoto Jinshu Choi Yali Chen and Anna Stacy Hwang Olivia Li Xiaohan Li Charles Huo Yuki LeeYali ChenJinshu ChoiDaisuke Okamoto Xiaohan Li Olivia Li   While working from different locations (both in and outside of Japan) we get together at least once a week to share about:   - Recruiting Best Practices - Market Intelligence - Knowledge on certain roles and technologies - Challenges - Random aspects of our personal life (It was fun to know Yali Chen is learning French and also, so funny that Aiko, native speaker of French gave us some French lesson!)   🎉Together we have been able to: - Identify Transferrable Skills and Hire Talents in each other roles/specializations - Upskill ourselves as Talent Advisors - Overcome Challenges - Strengthen our sense of belonging and collaboration (which can be difficult with remote teams) Feeling blessed to work at such a lovely team. #Cisco #Motivation #TeamLove #BestWorkPlace #ciscojapan

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<The importance of understanding Japanese culture when working in Japan> Some companies, such as Rakuten or the ones shown in the article, conduct recruitment interviews in English to recruit global talent, and you can even work in English. However, even if English is the common language, an understanding of Japanese culture is still important. You may notice these things by talking to or working with Japanese friends on a regular basis. Of course, it does not apply to every working places but I think it would be good if you could learn some of the general things so that you can have a fun and wonderful life in Japan! Source: https://lnkd.in/gH5sZSR6 #jobhunting #japaneseworking #japaneseculture

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𝐓𝐨𝐩 3️⃣ 𝐩𝐚𝐢𝐧 𝐩𝐨𝐢𝐧𝐭𝐬 𝐨𝐟 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐩𝐮𝐫𝐜𝐡𝐚𝐬𝐢𝐧𝐠 𝐚 𝐇𝐑 𝐓𝐞𝐜𝐡 𝐒𝐭𝐚𝐜𝐤: 🔸 Having to pay for unnecessary functions 🔸 Lacking customization options 🔸 Can't effectively integrate with other systems At JobTest.vn, we prioritize solving these problems with #AiHR to ensure the solution you receive is truly YOURS—perfectly tailored to your organization's needs and "say no" to undesirable costs.

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Please get to know one of the key leaders of the Randstad Supply Chain & Procurement Division!

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During Talentnet's recent webinar on Managing Representative Offices in Vietnam, 03 key takeaways were highlighted: ⚡ Data quality and completeness: Without adequate documentation, potential tax risk is inevitable and could become significantly material. ⚡⚡Regular “health-check”: The periodical review is to control the compliance status (regulatory, labor, tax, other liabilities, if any), assess the level of risks, and close the non-compliance gaps promptly. An estimated budget fund could be also accrued in advance to cover the risks of closure and shorten the time for processing. ⚡⚡⚡Revisit operation model: Regularly revisit the business model based on the business continuity demand for alternative forms of market presence, where applicable. Find out more solutions for your businesses in Vietnam. https://lnkd.in/g3iGXpXp https://lnkd.in/gU_Bia6b https://lnkd.in/g6dwtrzC #talentnet #representativeoffice #licensing #personalincometax #payroll #immigration #expat

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[Quận 1 - HCM] AI Manager (OCR/ Computer Vision) ~100M Gross ■Job description • Lead and deliver AI solutions, including (but not limited to): Revenue maximization (e.g. intelligent voucher redemption recommendation system), online shopping recommendation systems, AI-assisted productivity boosting applications, and OCR system for invoices and business documents. • Work with large and real world data from our products (and internal tools) to generate insightful information, assist business decisions, and maximize business value of our products. • Develop tools and frameworks to help training, deploying, and monitoring AI models more generic and effective. • Organize AI team to optimize resources yet deliver high quality services. • Collaborate with other teams to assure the service operations meet expectations from internal and external users. • Perform additional duties as required by Line Manager ■REQUIREMENTS • Bachelor's degree in Computer Science, Electrical Engineering, or Artificial Intelligence. • At least 4 + years of experience in #AI or relevant positions. • Have 2 + years of team leader experience or relevant positions. • Knowledge of the following areas (but not limited to): Recommendation system, Computer Vision, #NLP (information extraction), Large Language Models, OCR pipeline. • Knowledge of AI frameworks: #Pytorch, #Tensorflow, #Triton, TF serving. • Experience in writing #API to wrap AI models. • Ability to plan & organize AI services, especially in emergency situations. • Excellent problem-solving and analytical skills. • Be proactive, enthusiastic, hard-working. • Be integrity, careful, and accurate. ■Salary in NET/gross : 100M Gross (can open) ■Working time: Thứ 2 - Thứ 6 (9h-18h), OT tùy thời điểm và sẽ tính lương OT ■Other benefits: - Good chance to study and develop career path stably with internal promotion and rotation. - 100% statutory insurance contribution as per the labor law. - Bao Viet Healthcare insurance. - 100% gross salary in probation. - 12 Annual Leave (AL) per year + extra 1 AL per extra working year. - Annual bonus: depending on business & individual performance. - Annual salary review. - ESOP allows you to financially share in our future success. - Other rewards: 5-star, employee of the month (EOTM), employee of the year (EOTY), loyalty employee (3-year, 5-year, 8-year, etc.) - Internal Activities: General Meeting, Company Trip, International Women's Day, Vietnamese Women's Day Mid-Autumn Festival, Family Day, Christmas, Year-end Party, etc.

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The article outlines seven effective methods for leveraging social media in recruitment. These methods include enhancing your recruitment brand, engaging influencers, using targeted ads, implementing referral programs, optimizing for mobile recruitment, utilizing social media databases, and improving candidate experience. Adopting these strategies can significantly improve your ability to attract top talent through social media. How can your company incorporate these social media recruiting techniques to enhance your hiring process? #TalentAcquisition #SocialRecruiting #HRInnovation

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Japanese companies are finally coming to their senses. When I resigned from my first employer, a Japanese manufacturing firm, they had a policy of not re-hiring former employees. That was back in 2000 and even from before. Even in 2010 and possibly 2015, they still refused to even consider former employees, unless they were "very special", whatever that means. I moved on to global financial firms after that manufacturing firm and these global firms had alumni networks that they utilized effectively (I think) for a variety of purposes. They recognized that good emloyees often left to better their career and lives (and didn't feel negatively towards these employers), something that Japanese firms didn't understand. With the shrinking population yet strong demand for "native Japanese speakers", Japanese firms have to recognize the value of former employees who may bring back positive experiences and knowledge to their first employer or later employers. I certainly felt a sense of loyalty to my first employer but unfortunately they've done some things continuously to make me feel that I will never go back, especially the (maybe unwritten) policy of refusing to hire former employees unless they were "very special", whatever that means. #rehiringformeremployees #alumninetworks #recruiting

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#globalhumanresouces 日本で働くことは、下の３つが求められる。日本政府の方針で作られたものですが、とても大事な3つだと思います。*日本人向けに作られていますが、 どの国の人にも通じる内容と考えています。 The following three elements are required to work in Japan. It was made under the policy of the Japanese government, but I think it's very important thing. * although it have made for Japanese, I think that it's the content which can be understood by foreigners of any country. グローバル人材に必要な３つの要素 3 elements ,necessary for global Human Resources 要素Ⅰ：語学力・コミュニケーション能力 Element I: Language skills and communication skills 要素Ⅱ：主体性・積極性、チャレンジ精神、協調性・柔軟性、責任感・使命感 Element II: Subjectivity and aggressiveness, spirit of challenge, cooperation and flexibility, sense of responsibility and sense of mission 要素Ⅲ：異文化に対する理解と日本人としてのアイデンティティ（外国籍の人々の場合、日本人のアイデンティティの理解） Element III: Understanding of different cultures and identity as a Japanese *in case of foreign people, understanding of identity of Japanese Nikkei business school https://lnkd.in/ghYmZRzG Ministry of Education, Culture, Sports, Science and Technology https://lnkd.in/g4EiukB7

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History can be a formidable teacher. In 1868, the typewriter was introduced in the United States, and many doubted its potential. E.L. Godkin, editor of The Nation magazine, even wrote that the typewriter would "NEVER achieve widespread use among those who can write properly." But his contemporary, Thomas Edison, saw the potential of the typewriter, calling it the machine that "causes letters to speak and leaves the pen behind in the race." As we embrace new technologies like Copilot, it's important to remember that initial skepticism is not uncommon. Microsoft Japan President Miki Tsusaka offers a great tutorial on how to use Copilot based on her real work life. Check it out here: https://lnkd.in/gDcrSZ5m

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This is a story of the author of the comics that depicted himself as a cat in a corporate world where animals take the place of humans. Overtime and resignation are the topics in this excerpt of the comic series. Overtime used to be used by firms and employees as a means to increase income, hence base salaries being so low. With fewer people wishing to put in overtime hours in recent years even though their income remains low, which has become an issue in Japan. (Low base salary has been highlighted.) The other topic of resignation, which people didn't used to do, is now tied in with overtime, among other issues. Bosses were simply not used to the idea of having their team members "resign" on them. Employers need to treat their employees better by looking out for their well-being. Employees have more choices now and don't/shouldn't feel obligated to stay in a job or firm where they have to sacrifice their personal lives. #overtime #resignation #corporateculture #recruiting

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Yesterday I attended Deel media briefing and they had just announced the market research about human resources management challenges of HK big corporations. Karen Ng gave us insights about how business decision makers tackle the talent shortage problem, how hybrid work & globalization shape the employment, as well as the AI usage. For my point of views, although Deel had already scale up into one-stop HRTech enhancement HRM platform, which is benefit for corporate to manage talents from everywhere, but in HK, HR dept. & administration team are conservative, success case studies with easy understanding showcases, can help to speed up #HRTransformation process. HRTech丨Deel市調報告顯示 搶人才壓力紓緩 八成香港大型企業對人力市場感樂觀 Karen Ng：企業轉攻留人才 HR關注AI應用 https://lnkd.in/gpZNT5yG

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<English as follows> Newsweek 日本版4/23号の「CHALLENGER」のコーナーに掲載されたインタビュー記事が、Newsweek webにも掲載されました！誌面の「CHALLENGER」のインタビューがNewsweek webの「CHALLENGING INNOVATOR」にも掲載されることはあまりないようで、うれしく思います。今度は写真ではなく読みやすいので是非ご覧ください。 URLはこちらになります。  https://lnkd.in/gcjER7YT   The interview that appeared in the "CHALLENGER" section of the April 23 issue of the Japanese edition of Newsweek has also appeared on Newsweek web! I’m happy to see that it is not often that an interview in the magazine's "CHALLENGER" section is also published in Newsweek web's "CHALLENGING INNOVATOR" section. Please take a look at it this time as it is easy to read instead of pictures. The URL is here. https://lnkd.in/gcjER7YT

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