Weekdays: 8:30AM - 6:00PM


Project Contract Services Temporary Report

Wednesday, July 13, 2016

en world accelerates the recruitment of specialists for each project in dispatch/contract services. We support the realization of a flexible HR strategy and ensures the right number personnel at the right time in new projects and business operations, by offering an on-demand-type service. Below is an introduction of the merits of our project and contract staffing business through our Project Contract Specialist (PCS: non-permanent recruitment) business division, as shown in our placement performance below. 1. Introduction of candidates with strong English communication skills 80% of the candidates who were placed by PCS are globally minded, bilingual human resources with a TOEIC score of 700 and above. Our consultants listen not only to recruitment conditions but also the cultural background that employers have. They accurately check the language level of candidates, in order to more accurately match great human resources. 2. Introduction of management and administration level human resources that are essential to business continuity The employment rate of highly experienced candidates in their 40s to 50s has increased, accounting for about 70% of the candidates. As an example, the introduction of human resources with management skills, who will be responsible for an entire project and recruitment for a limited time until they are replaced by a full-time manager has increased. We handle each field in sectors such as finance and accounting, human resources/general affairs, financial services, IT/technology, supply chain management, pharmaceutical and medical equipment, sales and marketing and executive assistants. Please contact our Project Contact Specialists (PCS) team when you are looking for human resources with high-level professional skills who are bilingual in Japanese and English. We will generally respond to inquiries within 24 hours. For more details, please go to Project Contract Services.

Challenges in Hiring and Retaining Managers for Foreign Companies in Asia Pacific

Friday, January 22, 2016

en world Japan K.K. (Headquarters: Chuo-ku, Tokyo; President and Representative Director en world Japan K.K: Craig Saphin), part of the en world group of recruiting consultancies specialising in professional and managerial roles, announced the results of a survey of multinational companies operating in Japan, Singapore, Thailand, and Vietnam. The survey sought responses on issues relating to the recruitment and retention of managers. Survey Overview Lack of high-quality management Respondent in all locations noted that it is difficult to recruit managers who fulfil all the necessary requirements. Lack of creativity at the management level A lack of creativity among employees in management positions is a significant issue in all countries surveyed. This could hinder future efforts by companies to achieve growth or ensure business continuity. Lack of loyalty to companies Declining loyalty was found in all countries surveyed, except Japan. Companies now face numerous problems in terms of retaining excellent talent. Respondents suggested that compensation and training programs could prevent the loss of talent. The necessity of strategic internal corporate branding Companies have not yet implemented effective branding strategies aimed at their employees. To retain excellent talent, corporations need to create communications that clarify what the company requires of employees. Clearly sharing the company philosophy and strategy with them will motivate all employees to understanding those principles. Download full report here