Strategic Recruitment for Effective Globalization

What is the key to successful globalization? Definitely hiring global talents. The key points are as follows.

• Initiating the Global Shift:
  • Determine the starting point for your globalization strategy.
• Identifying the Right Global Players:
  
  • Define the profiles suitable for globalization, discerning those who align with your objectives.
• Prioritizing Key Positions:
  
  • Pinpoint the initial roles critical for advancing globalization efforts.
• Navigating the Talent Search:
  
  • Develop methodologies for locating the ideal global contributors.
• Fine-Tuning the Local Recruitment Process:
  
  • Optimize processes to seamlessly integrate global talent into local operations.

Hiring foreigners does not equal global:

Firstly, make your domestic team global. "Globalizing" your domestic team can enhance your company's global presence. Achieving this involves hiring both foreigners and Japanese individuals in Japan. Foreigners can act as a bridge to the rest of the world, while Japanese individuals with a global mindset can lay the foundation for a foreigner-friendly corporate culture. Ensure the presence of globally-minded individuals in your office.

Emphasize diversity when hiring:

In the recruitment of Japanese professionals, emphasize the importance of embracing diversity. Seek individuals proficient in English, comfortable with international travel, and inclined towards a global work environment. This emphasis should echo across all recruitment channels.

Offer benefits that support globalization:

For instance, Gengo offers free English lessons not only to help employees acclimate to a global workplace but also to underscore the value the company places on a global environment. Japanese language lessons are also provided to foreigners to aid in their adjustment to Japanese culture.

We need people with foreign experience on our management team:

Key contributors at Gengo have included individuals with prior experience at foreign companies with offices in Japan, such as Google and Amazon. Their familiarity with communication across cultures and time zones equips them to educate their subordinates on improving communication skills.

Points to keep in mind when hiring a foreigner in Japan:

At Gengo, we've hired executives from overseas for various teams, yielding both successful and unsuccessful hires. Lessons learned include:

• Corporate culture fit:
  • Prioritize hiring individuals who have already been in Japan to reduce relocation costs.
• Cultural fit in Japan:
  • Seek individuals who not only fit into corporate culture but also appreciate and fit into Japanese culture.
• Japanese visas are tough:
  • Advise candidates to secure a visa before hiring due to Japan's strict immigration laws.

There will always be people who quit:

Acknowledge that turnover is intrinsic to global teams. Some individuals may eventually seek opportunities in their home countries or other international markets. Understand and plan for this natural ebb and flow.

Foreigners are accustomed to informal workplaces:

Understand that corporate culture and atmosphere overseas differ, with many companies adopting a more informal environment.

Recruitment Process:

• Utilize employee contacts in the target market:
  • Consider having them serve as the local general manager.
• Hire through a recruiting agency for local general manager roles:
  • While there are cost-effective methods like leveraging personal connections or social media, recruiting agencies are recommended for securing talented individuals.

Beat the competition with passion:

In Silicon Valley, where competition is fierce, attract talent by emphasizing your company's unique appeal and corporate philosophy.

Hire people who are willing to over-communicate:

Successful communication across language barriers and time zones requires individuals who are proactive and outspoken. Prioritize candidates who express themselves effectively via phone, email, and in-person interactions.

Interview in person:

Beyond initial online interactions, prioritize face-to-face interviews, especially for executive roles. For the first 5-10 local hires, direct interviews become an invaluable investment in shaping the local office culture.

Advantages of Assigning Employees from Head Office to Overseas Offices:

1. Exporting the corporate culture:
   1. Allow employees to experience the unique corporate culture firsthand.
2. Problem-solving without time differences:
   1. Tap into accumulated expertise from the head office to resolve issues, regardless of time zone differences.
3. Sharing stakeholder personalities and preferences:
   1. Promote familiarity with stakeholder personalities and preferences to facilitate smooth communication.

In conclusion, hiring global human resources is a challenging task, but if done well, it can yield optimal results for the company. If local contacts are lacking, consider utilizing a local recruitment agency to identify individuals passionate about your company's business.

Original article: 【連載】グローバリゼーションという長い旅　第5回 グローバリゼーションを加速させるための採用」