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“In today’s fast-moving world where everyone is searching for great talent, having a partner like Liz and Sperton who really get what we are looking for makes all the difference. Thank you for your ongoing support and helping us to get the right people, in the right roles with the right IQ and EQ. Thank you!” Charles Brewer, Group Chief Executive Officer, POS Malaysia. Do you want more information? Contact us or visit our site www.sperton.com Sperton – Where Great people meet™ #humanresources #recruitment #recruiter #hrprofessionals #consultants #business #businessdevelopment

“In today’s fast-moving world where everyone is searching for great talent, having a partner like Liz and Sperton who really get what we are looking for makes all the difference. Thank you for your ongoing support and helping us to get the right people, in the right roles with the right IQ and EQ. Thank you!” Charles Brewer, Group Chief Executive Officer, POS Malaysia. Do you want more information? Contact us or visit our site www.sperton.com Sperton – Where Great people meet™ #humanresources #recruitment #recruiter #hrprofessionals #consultants #business #businessdevelopment

“In today’s fast-moving world where everyone is searching for great talent, having a partner like Liz and Sperton who really get what we are looking for makes all the difference. Thank you for your ongoing support and helping us to get the right people, in the right roles with the right IQ and EQ. Thank you!” Charles Brewer, Group Chief Executive Officer, POS Malaysia. Do you want more information? Contact us or visit our site www.sperton.com Sperton – Where Great people meet™ #humanresources #recruitment #recruiter #hrprofessionals #consultants #business #businessdevelopment

“In today’s fast-moving world where everyone is searching for great talent, having a partner like Liz and Sperton who really get what we are looking for makes all the difference. Thank you for your ongoing support and helping us to get the right people, in the right roles with the right IQ and EQ. Thank you!” Charles Brewer, Group Chief Executive Officer, POS Malaysia. Do you want more information? Contact us or visit our site www.sperton.com Sperton – Where Great people meet™ #humanresources #recruitment #recruiter #hrprofessionals #consultants #business #businessdevelopment

When I share Spin & Hire Recruitment Solutions hiring experience in Japan, many people ask for general tips on communication with candidates. I gathered some key insights: ⭐️ Japanese business culture values long-term relationships and trust. Even if the candidate isn’t a fit to your current role but has all the necessary soft skills, highlight it! Next time you have a relevant vacancy, your chances of attracting that candidate are higher. ⭐️ Show your commitment to the career growth and stability. Job security is a significant concern for Japanese professionals, so they will prefer to consider companies with presence at #Japanesemarket ⭐️ #Japanese candidates like to receive a lot of details about the job. Provide a clear, detailed job description outlining roles, responsibilities, and expectations. Be prepared to share details about the company itself, values and culture, hiring steps with a proper timing, growth opportunities, team size and locations, benefits. They value transparency a lot. ⭐️ #Worklifebalance is more than just a cliché phrase. Highlight policies that support this balance, such as reasonable working hours and vacation policies. If you have any after-working hours activities, please make it clear. ⭐️ Avoid aggressive questioning styles. ⭐️ Be mindful of personal privacy and completely forget questions about family, personal life, or political views. ❓What have you noticed in communication with Japanese candidates❓ #hiring #hiringinjapan #japan #japanesehiring

Reflecting on my recent experience of recruiting tech and salespeople in Japan, I've spotted some cultural nuances and differing employee expectations impacting recruitment. I notce Japanese work culture prioritises harmony, group unity and hierarchy, directly influencing candidates' approach towards job opportunities. Recognising and respecting these values is critical to their decision-making and long-term commitment. Employees in Japan value job stability, work-life balance, and strong team belonging. Companies should align these values with their environment, career progression plans, and professional development offers to attract top talent. To successfully recruit in Japan, consider these strategies: 1. Cultural Sensitivity: Embrace Japanese culture, emphasising harmony, consensus and long-term relationships. Tailor your recruitment approach to resonate with these norms. 2. Trust and Credibility: Build trust by prioritising employee well-being, career progression, and stability. Highlight your local market commitment and successful track record. 3. Transparent Communication: Clearly communicate your vision, values, and opportunities. Explain your company culture, supportive systems, and development initiatives. 4. Adaptation and Flexibility: Adapt to Japanese work practices, adjust working hours, offer cultural training or non-Japanese stakeholders / line managers, and respect traditional customs. 5. Long-Term Engagement: Foster lasting relationships with potential hires, ensuring continuous communication post recruitment. By understanding and respecting cultural differences, you can successfully recruit in Japan and cultivate a work environment for long-term retention. #Recruitment #Japan #TechSales #CulturalRespect #EmployeeNeeds *This is based on my personal experience only and relies on some broad generalisation for brevity.

How do you build great culture if you hire staff in the Philippines? 𝐇𝐢𝐫𝐞 𝐚 𝐩𝐞𝐫𝐬𝐨𝐧, 𝐧𝐨𝐭 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲. This is the only way. But why? As soon as you hire staff through an "outsourcing company," you have immediately lost. 𝐀𝐬 𝐭𝐡𝐞 𝐬𝐚𝐲𝐢𝐧𝐠 𝐠𝐨𝐞𝐬, "𝐍𝐨 𝐨𝐧𝐞 𝐜𝐚𝐧 𝐬𝐞𝐫𝐯𝐞 𝐭𝐰𝐨 𝐦𝐚𝐬𝐭𝐞𝐫𝐬." A friend of mine owns an outsourcing company (not in the accounting industry). He told me - "culture is the hardest thing to get right when staff is trying to work for two companies at the same time." Think about it for a minute... Outsourcing companies proudly say they have thousands of employees. They hire staff and lease them out to you. And they add a layer of middle management. What are the chances you'll be able to indoctrinate your team with the values and culture you want for your firm? By definition, you can't have the same policies for vacation, raises, promotions, etc. as your local team. 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐲𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐥𝐨𝐧𝐠 𝐭𝐞𝐫𝐦, 𝐡𝐢𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐚𝐟𝐟 𝐝𝐢𝐫𝐞𝐜𝐭𝐥𝐲. - Build one-on-one, direct relationships with them. - Train them the way you want. - Infuse your values and culture within your team. Let it be more than just words. Have you struggled with culture? Let me know what you think in the comments.

Here's a fact that might surprise you: Even unsuccessful candidates can be ambassadors for an organization. How? The answer lies in their experience during the hiring process. A candidate who feels valued, even if they aren't selected, is more likely to speak highly of the organization and even reapply in the future. On the flip side, a negative experience can deter potential talent and tarnish an organization's reputation. Central to shaping this experience is — the feedback loop. Let's delve deeper into how this feedback mechanism can be a game-changer in enhancing candidate satisfaction. Read more : https://lnkd.in/dqjjKnM3

How do you build a great culture if you hire staff in the Philippines? 𝐇𝐢𝐫𝐞 𝐚 𝐩𝐞𝐫𝐬𝐨𝐧, 𝐧𝐨𝐭 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲. This is the only way. But why? As soon as you hire staff through an "outsourcing company", you have immediately lost. 𝐀𝐬 𝐭𝐡𝐞 𝐬𝐚𝐲𝐢𝐧𝐠 𝐠𝐨𝐞𝐬, "𝐍𝐨 𝐨𝐧𝐞 𝐜𝐚𝐧 𝐬𝐞𝐫𝐯𝐞 𝐭𝐰𝐨 𝐦𝐚𝐬𝐭𝐞𝐫𝐬." A friend of mine owns an outsourcing company (not in the accounting industry). He told me - "culture is the hardest thing to get right when staff is trying to work for two companies at the same time." Think about it for a minute... Outsourcing companies proudly say they have thousands of employees. They hire staff and lease them out to you. And they add a layer of middle management. What are the chances you'll be able to indoctrinate your team with the values and culture you want for your firm? By definition, you can't have the same policies for vacation, raises, promotions, etc. as your local team 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐲𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐥𝐨𝐧𝐠 𝐭𝐞𝐫𝐦, 𝐡𝐢𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐚𝐟𝐟 𝐝𝐢𝐫𝐞𝐜𝐭𝐥𝐲. Build one-on-one, direct relationships with them. Train them the way you want. Infuse your values and culture within your team. Let it be more than just words. Have you struggled with culture? Let me know what you think in the comments.

Why is employee branding important? 🤵🤞 🎥Picture this: when your employees are happy and engaged, they become the best ambassadors for your company. It's like having a team of enthusiastic cheerleaders spreading the word about how awesome your workplace is. It's not just a buzzword; it's a game-changer. A strong employee brand can attract top talent, boost morale, and create a ripple effect of positive vibes that extends to your customers. So, let's celebrate the superheroes in your office and watch your brand soar to new heights! 🚀 To Crack the Code on hiring in Japan, download our free e-book 👉 https://zurl.co/aYS5 #morunda #recruiting #japan #pharma