Simon Childs

Our annual event is now only 3 weeks away, details ⬇ Do you know how to competitively compensate your executives in Japan? At FocusCore, we dive deep into the market. Every year, we conduct comprehensive research, engaging with both clients and candidates to gather critical insights on the factors that most impact hiring and retention in Japan. This effort culminates in our Annual Salary Guide. To celebrate the release of this year’s guide, we’re hosting an exclusive networking event featuring a panel discussion with prominent business leaders: Karsten Michaelis – President, DHL Japan Forwarding Shoko Nagayama – HR Director, Philips Japan Mario Stein – President, Red Bull Japan Key topics we’ll explore include: • Remote Work Strategies • Driving DEI Initiatives • Enhancing Diversity • Work-Life Balance Trends • Succession Planning • Attracting New Talent • Employer Branding • Integrating with Global Teams • Retaining Talent in a Competitive Market • The Economic Outlook for Japan This event is designed for Country Managers, CEOs, CFOs, and senior leaders in Supply Chain and HR. Beyond valuable insights, it’s also an opportunity to expand your network over great food and drinks. Date: October 16th Venue: L’Espace CCIFJ, Nihonbashi-honcho Tickets are limited. Don’t miss your chance to connect with top professionals and gain fresh perspectives. We look forward to seeing you there. Sign-up is in the comments section below!

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Do you know how to competitively compensate your executives in Japan? At FocusCore, we dive deep into the market. Every year, we conduct comprehensive research, engaging with both clients and candidates to gather critical insights on the factors that most impact hiring and retention in Japan. This effort culminates in our Annual Salary Guide. To celebrate the release of this year’s guide, we’re hosting an exclusive networking event featuring a panel discussion with prominent business leaders: Karsten Michaelis – President, DHL Japan Forwarding Shoko Nagayama – HR Director, Philips Japan Mario Stein – President, Red Bull Japan Key topics we’ll explore include: • Remote Work Strategies • Driving DEI Initiatives • Enhancing Diversity • Work-Life Balance Trends • Succession Planning • Attracting New Talent • Employer Branding • Integrating with Global Teams • Retaining Talent in a Competitive Market • The Economic Outlook for Japan This event is designed for Country Managers, CEOs, CFOs, and senior leaders in Supply Chain and HR. Beyond valuable insights, it’s also an opportunity to expand your network over great food and drinks. Date: October 16th Venue: L’Espace CCIFJ, Nihonbashi-honcho Tickets are limited. Don’t miss your chance to connect with top professionals and gain fresh perspectives. We look forward to seeing you there. Sign-up is in the comments section below! #ExecutiveLeadership #SalaryGuide #JapanBusiness #HiringStrategies #TalentManagement #LeadershipInsights FocusCore Japan Simon Jelfs Jamieson Paling Jonathan Cant Thomas Bangert Jack Stone Ed Chynoweth David Chong Lisa Yasuda

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In Japan, competitive pay is not enough anymore. If you're among the 68% of businesses struggling to retain talent, dive deeper with our Talent Trends 2024 report to uncover trends in this evolving landscape 🤝   Get more insights about the Japanese market from the below links: English: https://lnkd.in/gaZ-Uz2v Japanese: https://lnkd.in/gqN-AGbz   #TT24 #TalentRetention #Employment #TheExpectationGap

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𝗙𝗶𝗻𝗱𝗶𝗻𝗴 𝗮 𝗷𝗼𝗯 𝗶𝗻 𝗛𝗼𝗻𝗴 𝗞𝗼𝗻𝗴 𝗮𝘀 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘄𝗵𝗼 𝗼𝗻𝗹𝘆 𝘀𝗽𝗲𝗮𝗸𝘀 𝗘𝗻𝗴𝗹𝗶𝘀𝗵 𝗶𝘀 𝗵𝗮𝗿𝗱. That’s why we created EnglishJobsHK.com—a free platform designed to help English-speaking jobseekers navigate the challenging Hong Kong job market. Most jobs in Hong Kong are on Cantonese or Mandarin-speaking teams, or require communicating with partners, customers or stakeholders in these languages. These language requirements are stated in job postings in a variety of different ways, but aren’t filterable on jobs boards, making it difficult for international professionals to find those jobs in Hong Kong that they are qualified for. 𝗦𝗼, 𝗵𝗼𝘄 𝗱𝗼𝗲𝘀 𝗘𝗻𝗴𝗹𝗶𝘀𝗵𝗝𝗼𝗯𝘀𝗛𝗞.𝗰𝗼𝗺 𝘄𝗼𝗿𝗸? We use AI to analyze job postings from Hong Kong’s leading employers and recruitment agencies, identifying roles that only require English. Jobs without any additional language requirements are listed on our platform for jobseekers to browse. When you find a role that suits you, you’re directed to the original job posting to apply. 𝗜𝘁’𝘀 𝟭𝟬𝟬% 𝗳𝗿𝗲𝗲—𝗳𝗼𝗿 𝗷𝗼𝗯𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝗮𝗻𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗮𝗹𝗶𝗸𝗲. We’re running EnglishJobsHK.com as a voluntary initiative because we’ve been there. We know how overwhelming it can be to search for opportunities in a new market, and we wanted to create the kind of resource we wished existed back when we were searching for jobs in Hong Kong. 𝗕𝘂𝘁 𝘄𝗮𝗶𝘁, 𝗱𝗼𝗻’𝘁 𝘆𝗼𝘂 𝗿𝘂𝗻 𝗮 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗴𝗲𝗻𝗰𝘆? 𝗪𝗵𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗻𝗴 𝗷𝗼𝗯𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝘁𝗼 𝗼𝘁𝗵𝗲𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀? Yes, we do run a recruitment agency, Momentum Talent Solutions. And yes, some might see this as helping competitors. But this isn’t about competition. We believe in the importance of an abundance mindset and giving back. If we help even one person find their dream job through this platform, we’ve succeeded. If you know someone who might benefit from EnglishJobsHK.com, please share this post!

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Thinking about a career move to a foreign (Gaishi-kei) company? 🌍💼 Many professionals in Japan with careers in domestic companies are now looking towards foreign companies for their next career move. But what are the key differences between foreign and domestic companies? 🤔 In our latest article, we explore these differences and identify the types of people who excel in a foreign company. 🌟🚀 Read more: https://lnkd.in/gt_gTAw5

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🌏 A Gathering of Leaders in the Foreign Talent Recruitment Industry: Shaping the Future Together 🌏 Recently, key leaders from the foreign talent recruitment industry came together to discuss the future of our field and address critical challenges. Key topics of discussion included: ✅ Strategies for expanding opportunities for global talent in Japan ✅ Harmonizing Japan’s job market with the growing demand for foreign professionals ✅ Updates on regulatory frameworks and effective compliance measures ✅ Building robust support systems for foreign workers to thrive The exchange of expertise and insights among participants was invaluable. Many innovative ideas were proposed, especially on how to create win-win relationships between employers and foreign workers, paving the way for actionable outcomes. The role of our industry is becoming increasingly vital. By fostering collaboration, we aim to contribute to Japan’s growth while ensuring a welcoming and supportive environment for foreign professionals. 📢 If you’re interested in the future of the foreign talent recruitment industry, let’s connect! Together, we can drive meaningful change in the sector. #GlobalTalent #Recruitment #DiversityAndInclusion #FutureOfWork #IndustryLeadership #Jinzaibase

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What makes CGP Thailand different? At CGP Thailand, our approach stands out for a specific reason – our operational strategy and internal management. When clients ask about what sets us apart, I often refer to a recent case that exemplifies our different method. One notable success story involved a crucial regional role relocation from Singapore to Bangkok. While other agencies had been engaged in the search for months, CGP Thailand joined the process later. This senior position required intricate coordination with numerous key stakeholders. Instead of assigning a single recruiter, we opted for a collaborative effort with a team of specialist recruiters, overseen by myself and a manager. This approach yielded two impressive shortlists comprising more than 10 quality candidates in 4 days, surpassing the efforts of other agencies who claimed that they had covered the market. Ultimately, our tailored approach led to a successful placement, both client and candidate are very happy with the outcome. Our unique proposition lies not just in the strength of our extensive database and professional network through our consultants, but in our emphasis on the operations management. In the realm of recruitment, it's the efficacy of individuals and their dedication to prioritizing client needs that truly sets us apart. Do your recruitment partners prioritize you?

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The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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Kaizen—a Japanese term meaning continuous improvement—has become a buzzword in many industries today, but few embody this concept better than Toyota Motor Corporation. When I sold my search business to Recruit Holdings Co., Ltd., later rebranded as RGF Executive Search Japan , Kaizen became a cornerstone of our new Vision, Mission, and Values. John Tucker led the overhaul, and Kaizen was the value that leaders across Asia most readily embraced. I’m passionate about the idea of all staff contributing to continuous improvement. However, recruitment companies often remain too top-down, with the best they can offer being the ill-fated suggestion box (even we had one in the early days). These suggestion boxes tend to become repositories for anonymous complaints and impractical ideas, making it difficult for management to act on them. This often leads to frustration and distrust among employees, as their suggestions rarely lead to tangible changes. In contrast, Toyota’s approach empowers employees by embedding continuous improvement directly into their daily work. I recently listened to The Diary of a CEO by Steven Bartlett on Audible, where he discusses how Toyota has institutionalized Kaizen by transforming managers into "ideas coaches." At Toyota, every employee is encouraged to propose at least one idea per month. If accepted after moderation, the employee who suggested it is responsible for its implementation, ensuring the practicality and feasibility of the idea. This is known as Teian. There’s a valuable lesson here for recruitment companies. Embracing this approach could foster innovation and engagement by making continuous improvement a shared responsibility across the organization.

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Ignition K.K. When navigating Japan's recruitment market, it's helpful to understand the different commission systems in place. One common approach is the Discretionary Bonus Scheme. Here's an overview: 𝗗𝗶𝘀𝗰𝗿𝗲𝘁𝗶𝗼𝗻𝗮𝗿𝘆 𝗕𝗼𝗻𝘂𝘀 𝗦𝗰𝗵𝗲𝗺𝗲: This type of bonus is typically paid out quarterly or three times a year. The amount you receive is based on various factors, which often include: • Your individual financial performance against set targets. • Your performance against non-financial indicators, such as customer     service scores. • Your team's results versus their targets. • Your division's performance against its targets. • The company's overall results compared to its targets. 𝗣𝗿𝗼𝘀: • Promotes a unified, team-oriented approach to achieving targets. • Encourages collaboration between individuals and teams. • Can contribute to a positive office culture when managed well. • Offers the potential for significant payouts when performance is strong     across the board. • Supports good career progression and management retention. 𝗖𝗼𝗻𝘀: • Even if you meet your individual financial targets, your bonus may be small     or nonexistent if your team, division, or company misses their targets. • Bonus amounts are determined by senior management, which can lead to     discrepancies, especially if subjective factors come into play. • Lack of transparency regarding the actual budget allocated for bonuses, as     multiple management layers may adjust the budget before it reaches you. • The calculation method can be complex and difficult to understand. • It's often unclear how and why specific bonus allocations are made at     higher management levels. • The discretionary nature of the scheme can lead to frustration due to its     inherent lack of transparency. If your interested in finding out more about the recruitment market in Japan then please reach out to myself Michael Craven #rec2rec #japanjobs #recruitmentbonuses

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During a recent trip to Shanghai office at Cornerstone Global Partners (CGP Group), I had the opportunity to sit down with our marketing team and discuss what makes CGP Thailand stand out from other recruitment companies. In this video interview, we cover important topics such as who CGP Thailand is, what sets us apart, and provide valuable insights into Thailand's recruitment market. Check out the video to learn more about our unique approach to recruitment and how we can help you find the perfect fit for your organization. #CGPThailand #Recruitment #ThailandMarketInsights

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𝐑𝐞𝐛𝐮𝐢𝐥𝐝 𝐚𝐧𝐝 𝐦𝐚𝐢𝐧𝐭𝐚𝐢𝐧 𝐜𝐨𝐫𝐞 𝐭𝐞𝐚𝐦𝐬 𝐧𝐨 𝐦𝐚𝐭𝐭𝐞𝐫 𝐰𝐡𝐚𝐭! I believe there are several core markets that mid-to-large generalist recruitment agencies in Japan must prioritize: 1. Tech 2. Industrial & Manufacturing 3. Life Sciences & Healthcare These sectors should be the focus of dedicated teams whose headcounts are maintained regardless of market conditions or team performance. If companies wait for these teams to regain productivity or for the market to rebound, it is often too late. The team may lose momentum and motivation, leading to cultural shifts, employee turnover, and losing placements to competitors with fully staffed teams. I have witnessed this issue firsthand. In one instance, a team within a previous business I was a part of was performing exceptionally well. However, after a few tough months due to market conditions and the departure of a few top billers, they were not replaced. Over the next year, the team's performance deteriorated significantly, eventually becoming one of the worst-performing teams in the business. Loyal clients lost faith and turned to competitors, causing long-term damage. The key lesson here is to keep your essential teams strong and prevent them from fading away. Maintaining your robust "bread and butter" teams is crucial to sustaining performance and client trust. #rec2rec #keepthefaith

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In Japan, the job market is evolving with companies offering various contract types beyond the traditional full-time employee setup. Understanding these differences is crucial in recruitment to provide candidates with the best options available. For those looking to explore the recruitment industry in Japan or seeking to expand their knowledge, we have curated a glossary of terms, including videos and other content, to help you navigate the sector effectively. Take the first step towards unlocking new opportunities in the dynamic recruitment landscape of Japan. https://lnkd.in/gT9qtNCe #Japan #RecruitmentIndustry #CareerGrowth #EmploymentContracts

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Taiwan, a vibrant island with over 23 million residents, including approximately 851,000 foreign nationals, has become a significant hub for global businesses 🌏 With its strong manufacturing and technology sectors, Taiwan attracts professionals worldwide. However, navigating the process of hiring or relocating employees to Taiwan requires thorough understanding and compliance with local immigration laws. In this guide, we'll explain how to get a work visa in Taiwan, explore the different long-stay visa options available, and explain how partnering with an Employer of Record like NES Fircroft can simplify the process >> https://lnkd.in/gP3Jan9t #NESFircroft #Taiwan #GlobalTalent #EmployerOfRecord

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【Talent Trends' 24】 In Japan, competitive pay is not enough anymore. If you're among the 68% of businesses struggling to retain talent, dive deeper with our Talent Trends 2024 report to uncover trends in this evolving landscape 🤝 #TT24 #TalentRetention #Employment #TheExpectationGap

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What do you prioritize: hard skills or soft skills? While it often depends on the job specifics, in Japan’s client-short market, it’s crucial for leadership to distinguish between essential skills and those that can be developed. Investing in training can build a stronger, more resilient organization. Thoughts?

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Ignition K.K. 𝗧𝗼𝗸𝘆𝗼 𝗧𝗮𝗹𝗲𝗻𝘁 𝗪𝗮𝗿𝘀 The competition for talent in Japan's recruitment market is fierce, and it shows no signs of abating. Recruitment agencies are eager to expand but are struggling to retain experienced recruiters, who are leaving faster than they can be replaced. Hiring juniors, new graduates, and individuals with no experience offers a rapid growth path with investment. However, after a year of training, these new recruits are often poached by other agencies or clients for in-house talent acquisition roles. Examining the average experience level of agency staff on LinkedIn can reveal whether these juniors have been retained over the long term. This serves as a good indicator of an agency's long-term business prospects. While retention strategies are essential, to capitalize on the market, agencies must focus on hiring experienced, successful recruiters as part of their growth strategy. Experienced recruiters are unlikely to move for a lower base salary and promises of "potential upside." They understand their worth and expect it to be acknowledged. Offering the same or a lower base salary is almost never successful. Agencies must effectively communicate their value proposition throughout the recruitment process, tailored to the individual they are targeting, rather than relying solely on brand reputation. Internal career paths and compensation structures are crucial. Agencies must also consider the opportunity cost of not hiring a team manager or a top consultant. Every month without these key hires results in lost revenue. Ultimately, the agencies that are agile, flexible, and quick to act will come out on top. In the current market, time is of the essence. While some agencies are bogged down in negotiations, others are hiring, expanding into new markets, and strengthening their positions in existing ones. Good luck, and happy hiring! If you are interested in hiring recruiters or are a recruiter who wants to explore the market then please reach out to myself Michael Craven #Rec2rec #japanjobs #talentwars

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