Japan Today

Going global: Success factors for finding the right talent


An increasing need for employees with the ability to work in the global marketplace (“Global Jinzai” from the Japanese word “Jinzai,” meaning “talent”) puts pressure on employers to find the right attributes to attract and retain global talent. Workplace diversity, clear career paths, global opportunities and an employer branding strategy with emphasis on the company’s global abilities are all key attributes for employers to attract and retain the right talent.

“One of the most pressing issues in many Japanese companies going global right now is to find the right kind of candidates with a global mindset and the language skills to work anywhere in the world and help grow the company internationally. The increasing demand for these kind of candidates are far greater than the supply. Japanese companies with global aspirations must take into account what candidates with the right profile are looking for,” says Jonathan Sampson, Regional Director of Hays in Japan.

In order to attract the best candidates, a starting point is to adopt an employer branding strategy that communicates and markets the company as a global organization. A local company with business outside of Japan can present itself as being more than a domestic player and focus its communications on its international presence through the following methods:

-- Advertising on international job sites and posting job descriptions in both English and Japanese -- Utilising employer branding campaigns with referrals from the existing workforce -- Participating in international job fairs

“It is about developing a value proposition that is attractive to globally-talented candidates. The employer branding strategy also goes hand in hand with the overall marketing and communications strategy. If a company simply markets itself the same way as other domestic companies, an employer branding strategy focusing on being global will not be perceived as trustworthy,” says Sampson.

Once a company succeeds in the competition over the best global candidates, it’s not over yet: the task of retaining and developing the Global Jinzai can prove to be just as demanding as attracting them.

Companies must live up to the expectations of candidates as a global company. Actively promoting a global working environment by providing opportunities in different countries in which the company operates is a first test of global commitment. It is also important for the company's corporate culture to be reflective of norms and standards that are seen as progressive and global. This can be achieved through the provision of:

-- Assignments abroad -- Office exchanges between countries -- Foreign language opportunities in the workplace -- Strong diversity policies -- Clear career paths

“An open and diverse work environment is a sign of the company being in tune with international corporate culture. The employee with a global mindset is typically open to and driven by the opportunity to work with colleagues from different cultures and backgrounds. A clear career path based on performance that provides equal opportunity for men and women to reach higher positions is also an important part of the mix in a successful Global Jinzai,” says Sampson.

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agreed with Sampson. Talent certainly need language talent of communication skills. Else talent alone cannot work for brand building, that is possible by unique communication skills of convincing the population in the relevant zones with relevant cultures as all f us know what happened Fuji films while brand building. Wisdom is communicating skills!

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Success factors for finding the right talent? Umm... there's no single answer here because there is no "international corporate culture". Anyone who has worked internationally will tell you this. The factors you should be looking for are:

High need for achievement A sense of humour (anyone who has successfully operated in foreign cultures can tell you how critical this is) Paradigm flexibility (the ability to switch cultural paradigms) Empathy (the ability to consider issues from other peoples' points of view) Expertise in their area (true expertise is internationally transferrable)

Yet none of these are mentioned in this article. In fact only the final paragraph is about the talented people you're supposed to be attracting. Surely the first step in writing an article about "the right talent" is defining what type of person you're trying to attract? Honestly, this is marketing 101 stuff. First define your target audience, THEN advertise, not the other way around.

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About going global just type I WANT TO INSPIRE YOU, on amazon.com, this book is for free in next four days, and is very good for who want exploit global market.

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