Recruitment often feels like a balancing act, walking the fine line between data-driven decisions and the nuances of human intuition. The debate arises from differing perspectives on what truly drives success in this field. Some industries emphasize the importance of data and technology, advocating for decisions grounded in metrics and analytics. Companies like Microsoft demonstrate this approach, using data to guide every choice, both internally and as real-life case studies for their products. Technology, in this view, is the cornerstone of effective decision-making. In contrast, there are industries where success is defined by relationships and trust. Leaders in these sectors prioritize the human element, focusing on interpersonal connections over algorithms. For them, the ability to build rapport and foster trust holds more value than any data point, making success a deeply personal and relational endeavor. This contrast raises an important question: Is recruitment an art or a science? The Science of Recruitment Modern recruitment relies heavily on technology and measurable outcomes. Tools such as applicant tracking systems (ATS), predictive analytics, and artificial intelligence have transformed the hiring process, offering efficiency and accuracy. These systems allow for: Faster candidate matching. Data-driven predictions about candidate success. Insights to optimize hiring pipelines. Metrics such as time-to-fill, offer acceptance rates, and interview-to-hire ratios are key indicators in this data-driven approach. This scientific side of recruitment provides structure and consistency, enabling organizations to streamline processes and make evidence-based decisions. The Art of Recruitment While data and technology play a crucial role, recruitment remains fundamentally human. Candidates are not just data points; they are individuals with unique experiences, motivations, and aspirations. Understanding these nuances requires a level of emotional intelligence and interpersonal skill that no algorithm can replicate. The art of recruitment lies in building relationships—with candidates, clients, and teams. Effective recruiters possess the ability to read between the lines, understand unspoken needs, and create a sense of trust. This personal touch often leads to higher satisfaction, stronger placements, and long-term success. Moreover, the art extends to understanding company culture and aligning it with the right talent. Intuition, active listening, and empathy allow recruiters to uncover the intangible qualities that make a candidate the perfect fit for a role. Striking the Balance Between Art and Science In reality, recruitment is neither purely an art nor solely a science—it is a fusion of both. The most successful recruiters leverage the strengths of each approach: Science offers precision, efficiency, and actionable insights. Data ensures that decisions are informed by patterns and trends, reducing biases and increasing accuracy. Art ensures a human-centered approach, fostering trust and engagement through personalized interactions. Metrics such as candidate retention, customer satisfaction, and repeat business highlight the importance of blending these elements. Data provides the tools to measure success, but it is the human connection that drives it. Why This Balance Matters A purely data-driven approach risks overlooking the nuances of human behavior. For example, a candidate may meet every technical requirement on paper but lack the cultural fit or soft skills essential for success. Conversely, a relationship-driven recruiter may miss valuable insights by neglecting the power of data. The best outcomes arise from integrating both perspectives. Data identifies trends and supports informed decisions, while interpersonal skills create the trust and connection that lead to long-term satisfaction for both candidates and clients. The Verdict: Recruitment as a Hybrid Craft Recruitment is both an art and a science, and its success lies in the ability to balance these two dimensions. Technology and data will continue to evolve, providing tools to enhance efficiency and decision-making. However, the human element—the art of understanding and connecting with people—remains irreplaceable. Ultimately, recruitment is about people, and while technology can support the process, it cannot replicate the impact of genuine relationships and emotional intelligence. By blending data-driven insights with the nuances of human connection, recruitment professionals can achieve the perfect balance and deliver exceptional results.

In the mid-20th century, as the U.S. Army sought to enhance its training programs, psychologists recognized a gap in the skillsets being taught. Soldiers were proficient in "hard skills"—the technical know-how needed to operate tanks, guns, and other machinery essential for combat. These skills, named for their reliance on tangible tools like steel and aluminum, were seen as the foundation of effective military operations. But leaders realized that success on the battlefield often depended on something less tangible: the ability to lead, communicate, and work as a team. This led to the development of "soft skills"—qualities like emotional intelligence, leadership, and collaboration, which are rooted in social and behavioral expertise rather than technical proficiency. Decades later, the distinction between hard and soft skills is more relevant than ever. In today's rapidly evolving world, technological advancements are reshaping industries and rendering many traditional hard skills obsolete. Automation and artificial intelligence (AI) have taken over tasks that were once the domain of human experts. Machines can now build cars, fly planes, manage complex logistics, analyze financial data, and even perform intricate surgeries with precision and efficiency. While this progress has streamlined productivity, it has also shifted the spotlight onto what makes us uniquely human—our ability to connect, empathize, and think creatively. The Rise of Soft Skills in the Workplace Soft skills, once viewed as secondary to technical expertise, are now the cornerstone of success in the modern workforce. In an era where AI can solve equations faster than any human and robots can outperform us in repetitive tasks, the value of qualities like empathy, adaptability, and relationship-building has soared. These skills are not just "nice to have"; they are essential for navigating complex interpersonal dynamics, fostering innovation, and creating inclusive environments. For example, leaders who excel in emotional intelligence can inspire their teams, resolve conflicts, and build trust—qualities that no algorithm can replicate. Similarly, creativity enables individuals to approach problems with fresh perspectives, finding solutions that lie beyond the reach of standardized programming. As workplaces become more collaborative and diverse, the ability to communicate effectively across cultural and generational lines is crucial, making soft skills the glue that binds teams together. Why Soft Skills Are the Future The growing emphasis on soft skills is not limited to the workplace; it extends to nearly every aspect of society. Education systems, for instance, are shifting from rote memorization to fostering critical thinking, creativity, and emotional resilience. Businesses are investing in training programs that prioritize interpersonal skills, recognizing that innovation often emerges from collaboration rather than isolated technical expertise. Moreover, industries are adapting to the reality that hard skills have a shorter shelf life in a world of rapid technological change. A programmer's knowledge of a specific coding language might be outdated within a few years, but their ability to work collaboratively, adapt to new tools, and think critically will remain invaluable. In contrast, soft skills have a timeless quality—they evolve with individuals and remain relevant regardless of technological shifts. Mastering the Human Element The rise of soft skills underscores a broader cultural shift: a recognition that technology, while powerful, cannot replace the human touch. Building meaningful connections, understanding others' perspectives, and leading with empathy are skills that define us as humans. In a world increasingly driven by data and automation, these qualities are our competitive advantage. To thrive in this environment, individuals must invest in developing their soft skills. This involves cultivating self-awareness, practicing active listening, and seeking out diverse experiences that expand emotional and social intelligence. Organizations, too, must prioritize these skills in their hiring practices and professional development programs, recognizing that the most successful teams are not just technically proficient but emotionally intelligent and adaptable. Conclusion: The Power of Being Human The shift from hard to soft skills reflects a profound change in what society values. As technology continues to advance, the qualities that make us human—our creativity, empathy, and ability to build relationships—are becoming more important than ever. Soft skills are not just tools for personal and professional growth; they are the foundation of a thriving, connected, and innovative world. Embracing this shift requires a commitment to continuous learning and self-improvement. By mastering soft skills, we not only adapt to a changing world but also lead the way in creating a future where human connection is at the heart of every success.

In today’s competitive job market, attracting and retaining top talent requires more than just offering competitive salaries or impressive perks. It demands a standout employer brand—one that authentically showcases what makes your organization unique and aligns your culture, mission, and values with the aspirations of employees and candidates. A strong employer brand not only attracts high-quality candidates but also fosters loyalty and pride among current team members. Here’s an in-depth guide to building an employer brand that sets your organization apart in 2025. 1. Define and Communicate Your Company’s Mission and Values Your employer brand starts with a clear and compelling mission that reflects your organization’s purpose. Modern employees want to work for companies that stand for something meaningful and align with their own values. Why It Matters: A clear mission creates a sense of purpose and direction for your team while attracting candidates who resonate with your organization’s vision. How to Do It: Collaborate with leadership to refine and articulate your mission, vision, and core values. Integrate these principles into your company’s website, careers page, and job postings. Reinforce your mission during onboarding, team meetings, and performance reviews to keep it top of mind. When everyone on your team understands and embraces these values, it builds trust and consistency, strengthening your employer brand from within. 2. Highlight Success Stories and Employee Testimonials The best advocates for your brand are your employees. Sharing authentic stories about their experiences humanizes your company and builds trust with prospective talent. Why It Matters: People relate to stories, and showcasing your team’s achievements and growth creates an emotional connection with potential candidates. How to Do It: Conduct interviews with employees to share their career journeys and achievements. Create video testimonials for social media and your careers page. Feature team stories in newsletters or blog posts to highlight their unique contributions and personal growth. Real stories show candidates what it’s like to be part of your organization and create a relatable, welcoming image of your workplace. 3. Leverage Social Media to Share Behind-the-Scenes Content Social media offers a powerful platform to showcase your company’s personality and workplace culture. It provides an authentic glimpse into daily life at your organization, setting you apart from competitors. Why It Matters: Candidates often turn to social media to research potential employers. A vibrant, engaging presence can make your company more appealing. How to Do It: Share photos and videos of team events, celebrations, and behind-the-scenes moments. Highlight employee milestones, such as promotions or work anniversaries. Use “day-in-the-life” content to spotlight different roles and team members. Engaging social media content helps potential employees envision themselves as part of your team while reinforcing your company’s culture. 4. Offer Opportunities for Community Involvement and Impact Modern candidates prioritize working for companies that give back to their communities and contribute to the greater good. Providing opportunities for employees to make a difference builds a positive employer brand. Why It Matters: Community involvement demonstrates your company’s values in action and appeals to socially conscious candidates. How to Do It: Organize volunteer days or charitable initiatives that allow employees to contribute meaningfully. Partner with local organizations to create programs that make an impact. Offer paid time off for volunteering to show your commitment to social responsibility. By aligning your organization with causes that matter, you create a sense of pride and purpose for your team while attracting like-minded talent. 5. Ensure Alignment Between Internal Culture and External Perception Your employer brand must reflect the actual experience of working at your organization. Any disconnect between what you promise and what employees experience can damage trust and harm your reputation. Why It Matters: Consistency between internal culture and external messaging fosters trust among employees and candidates alike. How to Do It: Conduct regular employee surveys to gather feedback on workplace culture. Address gaps between perception and reality by acting on feedback and improving where necessary. Audit your branding materials to ensure they authentically represent your workplace culture. When your internal culture aligns with your external reputation, it builds credibility and strengthens your employer brand. Building a Lasting Employer Brand  Crafting a standout employer brand is an ongoing process. It requires alignment between your company’s mission, culture, and values and how they’re communicated to the world. By defining a clear purpose, sharing authentic stories, leveraging social media, giving back to the community, and ensuring consistency between culture and messaging, you can build a reputation that attracts and retains top talent. In 2025 and beyond, a strong employer brand isn’t just a competitive advantage—it’s a necessity. Start implementing these steps today and watch as your company becomes a destination for the best and brightest talent.

In today’s fast-paced and ever-changing business environment, organizations need to move beyond traditional succession planning to stay competitive. Rethinking talent pipelines is essential for identifying and nurturing future leaders who can drive innovation and growth. Here’s a modern roadmap to developing the next generation of leaders. 1. Identify High-Potential Leaders Early The first step in building a robust talent pipeline is recognizing leadership potential early in employees' careers. Using performance data, assessments, and feedback, organizations can pinpoint individuals with the right mix of technical and interpersonal skills. Beyond technical competence, focus on essential soft skills like adaptability, emotional intelligence, and problem-solving. These traits are often indicators of success in complex leadership roles. 2. Implement Mentorship Programs Mentorship is a powerful tool for accelerating leadership development. Pair high-potential employees with seasoned leaders to facilitate knowledge transfer and skill-building. Effective mentorship programs should have clear objectives, timelines, and measurable outcomes. Regular check-ins ensure progress, while structured guidance helps mentees address specific challenges and prepare for future roles. 3. Encourage Rotational Roles Providing employees with cross-functional experiences broadens their perspectives and builds diverse skill sets. Structured rotational programs expose talent to different areas of the business, helping them understand the organization holistically. These roles challenge employees to think beyond their comfort zones, fostering innovative thinking and adaptability—key traits of successful leaders. 4. Leverage Technology for Leadership Predictions Advancements in technology make it easier than ever to identify leadership potential. AI-driven tools and predictive analytics can uncover patterns and traits linked to successful leaders. These insights enable organizations to tailor development programs for high-potential employees. Regularly reviewing and refining these insights ensures they align with evolving business goals and strategies.  5. Redefine Career Paths Top-tier talent often seeks more than a linear climb up the corporate ladder. Redefining career paths to include flexible, non-linear opportunities can better align with individual strengths and aspirations. Personalized development plans, combined with opportunities to take on varied challenges, help organizations retain top performers while meeting their career goals. By adopting these innovative strategies, organizations can create a dynamic and future-ready talent pipeline. This approach not only nurtures leadership growth at every stage but also ensures a steady supply of capable leaders ready to tackle tomorrow’s challenges. Rethinking talent development isn’t just an investment in individuals—it’s a commitment to organizational success.

In 2025, the role of leadership extends far beyond managing day-to-day operations. Effective leadership drives transformation, aligns teams with strategic goals, and ensures organizations remain resilient in an ever-changing business landscape. The need for leaders to adapt, innovate, and inspire has never been more pressing. Below is an expanded roadmap to leadership transformation, offering actionable insights to help organizations build empowered executive teams that thrive amid change. 1. Embrace a Growth Mindset and Lead by Example Leadership transformation starts with the mindset of the leaders themselves. A growth mindset—marked by adaptability, continuous learning, and a willingness to embrace change—sets the tone for the entire organization. Why It Matters: Leaders who model growth inspire innovation, resilience, and curiosity throughout the workforce. How to Implement: Encourage leaders to engage in professional development programs and stay updated on industry trends. Promote a culture of experimentation, where failure is seen as a learning opportunity rather than a setback. Recognize and reward leaders who exemplify adaptability and inspire others to do the same. When leaders lead by example, they cultivate an environment where employees feel empowered to innovate and contribute. 2. Identify Leadership Gaps and Source Change-Ready Executives Transformational leadership requires the right mix of skills, experience, and vision. An honest assessment of existing leadership capabilities is critical to uncovering gaps that may hinder progress. Why It Matters: Strategic alignment between leadership capabilities and organizational goals ensures smoother transitions and successful outcomes. How to Implement: Conduct competency assessments to evaluate leadership skills against transformation objectives. Recruit executives with proven experience in managing large-scale organizational change. Invest in internal leadership development to upskill promising candidates within the organization. By aligning leadership talent with transformation goals, organizations can build a robust team ready to navigate complexity. 3. Build Emotional Intelligence and Strengthen Connections Emotional intelligence (EQ) is essential for fostering trust, improving collaboration, and navigating uncertainty. Leaders with strong EQ can connect authentically with employees, creating a loyal and engaged workforce. Why It Matters: EQ allows leaders to effectively manage emotions, foster meaningful relationships, and guide teams through challenging times. How to Implement: Offer training programs focused on empathy, active listening, and conflict resolution. Encourage leaders to prioritize one-on-one interactions to build trust with team members. Create opportunities for team-building activities that strengthen interpersonal connections. Strong emotional intelligence fosters a culture of trust and collaboration, essential for navigating periods of change. 4. Prioritize Transparency, Authenticity, and Accountability A culture of transparency and accountability builds trust and ensures everyone is aligned with the organization’s transformation objectives. Leaders must openly share goals, challenges, and progress to foster buy-in and drive results. Why It Matters: Transparency reduces uncertainty, while accountability ensures that leaders and teams remain focused on delivering results. How to Implement: Encourage leaders to communicate openly during team meetings, town halls, and updates. Establish metrics to track progress and tie executive incentives to strategic goals. Hold leaders accountable for both successes and failures, ensuring continuous improvement. By prioritizing transparency and authenticity, organizations can foster a unified, purpose-driven team culture. 5. Leverage Data to Inform Decisions and Mentor Future Leaders Data-driven decision-making empowers leaders to make informed choices, track progress, and refine strategies. Simultaneously, investing in mentoring programs ensures a pipeline of capable leaders for the future. Why It Matters: Data ensures decisions are based on facts rather than assumptions, while mentoring nurtures the next generation of leadership talent. How to Implement: Use performance metrics to evaluate leadership effectiveness and identify areas for improvement. Develop dashboards that provide real-time insights into team dynamics and progress toward goals. Pair senior leaders with emerging talent to share knowledge, provide guidance, and foster growth. A data-driven approach paired with mentorship ensures that leadership teams remain effective and forward-looking. 6. Regularly Reassess Team Dynamics and Recalibrate Roles Leadership teams must evolve alongside the organization’s goals and challenges. Regular assessments of team dynamics help identify opportunities to adjust roles and responsibilities for better alignment. Why It Matters: Flexibility ensures that leadership teams remain agile and well-positioned to address emerging business needs. How to Implement: Schedule quarterly evaluations of leadership team effectiveness. Use feedback from employees and stakeholders to identify areas for recalibration. Rotate responsibilities to provide leaders with diverse experiences and perspectives. Reassessing and realigning team dynamics fosters continuous improvement and ensures sustained alignment with strategic goals. 7. Foster a Culture of Innovation and Resilience Transformation thrives in a culture where innovation is encouraged, and resilience is built into the organizational DNA. Leaders play a critical role in cultivating these attributes. Why It Matters: Resilient teams are better equipped to handle challenges, while innovation drives growth and competitive advantage. How to Implement: Encourage leaders to create safe spaces for brainstorming and experimentation. Develop initiatives that reward creative problem-solving and adaptability. Embed resilience training into leadership development programs. By fostering innovation and resilience, organizations can stay ahead of the curve and adapt to an ever-changing landscape. Leading Transformation in 2025  Leadership transformation is not a one-time effort; it’s an ongoing process that requires intentional actions, adaptability, and a focus on long-term success. By embracing a growth mindset, aligning leadership capabilities with transformation goals, and fostering emotional intelligence, transparency, and innovation, organizations can build executive teams that drive meaningful change. In 2025, the most successful organizations will be those that prioritize leadership development as a strategic imperative. Start implementing these steps today to position your organization for lasting impact in an era of constant evolution.

We are thrilled to unveil the second issue of Makana 2.0, our flagship e-magazine that delves deep into the ideas shaping the future of leadership and innovation. This edition brings together insights from leading experts across industries, offering thought-provoking articles that are as timely as they are impactful. Whether you’re navigating complex business challenges, fostering inclusivity, or seeking fresh perspectives on strategic planning, Makana 2.0 delivers the expertise you need to stay ahead in today’s fast-evolving landscape. Highlights from Makana 2.0 Building Inclusive Futures: Miho Takiguchi on Leadership, Organizational Development, and Diversity. Dive into Miho Takiguchi’s inspiring journey as a leader in organizational development and diversity. With over two decades of HR experience at Universal Studios Japan, AstraZeneca, and AIG, Miho sheds light on how to create inclusive, high-performing teams that drive innovation and growth. From talent management to DE&I initiatives, her article offers a blueprint for building more equitable workplaces. Adapting Business Models in the Age of Digitalization, AI, and Global Challenges. In this insightful piece, Remi Padel draws from his 25+ years at Autoliv to explore how businesses can adapt to the digital age. With deep expertise in global leadership, sales, and strategy, Remi discusses how organizations can harness AI, digital tools, and innovative approaches to thrive in an increasingly competitive and interconnected world. Strategic Planning: How Boxing Champions Prepare for Success. Loic Sar takes a creative approach to strategic planning by comparing the preparation of boxing champions to business success. Drawing from his experience in electric mobility and project management at Daimler Truck Asia, Loic shares practical lessons on resilience, focus, and adaptability that leaders can apply to their own strategies. Meet Our Contributors Our expert contributors bring a wealth of experience and unique perspectives: Miho Takiguchi : A veteran HR leader specializing in talent management and diversity, currently the Director of Organization Development at Universal Studios Japan. Linkedin Remi Padel : A global business strategist and thought leader with extensive experience in B2B sales and digital transformation. Linkedin Loic Sar : A project management expert driving innovation in electric mobility at Daimler Truck Asia, with a passion for connecting sports and business leadership. Linkedin Each article is designed to challenge conventional thinking and inspire action, offering fresh perspectives on the most pressing issues faced by leaders today. Whether you’re an established executive or an aspiring leader, Makana 2.0 is your guide to navigating the complexities of modern business and leadership with confidence. Link to article: Makana 2.0 - Issue 2 lick here to read the latest issue of Makana 2.0 now! Stay informed. Stay inspired. Stay ahead.

Over the past six weeks, we've had the pleasure of working alongside Artem Kotchanov, a driven and talented intern who has supported our marketing and research efforts with great enthusiasm. As his internship draws to a close, we want to share the story of his journey at Makana Partners — highlighting his contributions, the challenges he faced, and the growth he experienced along the way. Read on to learn more about Artem's time with us, the impact he made, and his reflections on his experience. We are excited to see where his next steps will take him and wish him all the best in his future endeavors! 1. Please introduce yourself, including your academic background and future plans. Additionally, what motivated you to choose Makana Partners for your internship? My name is Artem Kotchanov, I grew up in Canada but currently live in the USA. I attend the University of California, Davis as a business sociology major. I wanted to try out working internationally, I was connected with Makana Partners, for which I was doing an internship. 2. Could you describe your role and responsibilities at Makana Partners? How did you apply your academic knowledge to the tasks you were assigned? I was responsible for the company's social media marketing. I had to start from the beginning, as It wasn’t too developed, and the only updated one was LinkedIn. So I created accounts on other platforms and made content for them. 3. What challenges did you face during your internship, and how did you overcome them? What did you learn from these experiences? At times I would say there was a large amount of work being assigned, but I was able to space it out and work on each individually and give the best quality. Furthermore, since I was here only for six weeks, it was rapid because I needed to get on track and make results. Additionally, I wanted to explore the city in the free time that I had, so planning everything beforehand was crucial. 4. What are your key achievements during your time at Makana Partners? What impact do you believe you made on the company? I’d say the accounts are the first steps to really grow the marketing of the Makana Partners. I do think the ideas I’ve brought, broadened the ideas for the team and they’ll be able to expand on it to see more success in the future. 5. What aspects of the work culture at Makana Partners did you find most interesting or surprising? Can you share the most impressive or fun moment you experienced during your internship? I did like how the work culture is not too intense, you’re able to concentrate better on tasks without worrying that you’ll get in trouble. The fact, that the whole teams speaks only in English with each other is very helpful. I did enjoy grabbing lunch, as it’s a nice little break to get to know the team members more. 6. How has this internship influenced your career aspirations? What advice would you give to future interns about working at Makana Partners and living in Japan? I’ve enjoyed my time here, it made me understand what it’s like to work in a company, which I want to implement in my own startup. For the new interns, enjoy your time here and be good with time management so that you’re not behind on work.

The Makana Review is your gateway to understanding the evolving business landscape of Asia. We offer insightful analysis and thought leadership on the critical issues shaping the region’s future, focusing on: Human Resources: We delve into the latest trends in talent management, leadership development, and building high-performing teams in the Asian context. Leadership: We showcase inspiring stories and practical advice from Asia’s top business leaders, equipping you to navigate the unique challenges and opportunities of the region. Technology: We explore how cutting-edge technologies are transforming Asian industries, from AI and automation to digital transformation strategies. Japan: We provide in-depth coverage of the Japanese market, highlighting innovative practices and valuable lessons for businesses across Asia. Makana Review is your essential resource for staying ahead of the curve and thriving in the dynamic Asian business world. If you’re passionate about these topics and have insights to share, I’d love to hear from you! Whether you’re interested in contributing directly or know someone in your network with unique perspectives, let’s connect and collaborate to make ‘The Makana Review’ an insightful and impactful publication.

The human resources (HR) field is constantly evolving and changing, as new trends, technologies, and challenges emerge in the workplace. As an HR professional, you need to keep up with these changes and adapt your skills and competencies accordingly. But how do you stay relevant in HR and ensure that you add value to your organization and your career? Here are some tips to help you: Stay updated on the latest HR trends and best practices. You can do this by reading blogs, newsletters, magazines, podcasts, and books that cover topics such as talent management, employee engagement, diversity and inclusion, performance management, learning and development, and more. You can also attend webinars, workshops, conferences, and courses that offer insights and training on the latest HR issues and solutions . Leverage technology to enhance your HR processes and outcomes. Technology can help you automate, streamline, and optimize your HR tasks, such as recruiting, onboarding, payroll, benefits, compliance, analytics, and more. You can also use technology to improve your communication, collaboration, and feedback with your employees and stakeholders. You can explore various HR software, tools, platforms, and apps that can help you achieve your HR goals more efficiently and effectively . Expand your network and learn from other HR professionals. Networking can help you exchange ideas, insights, experiences, and best practices with other HR professionals from different industries, sectors, backgrounds, and regions. You can also learn from their successes and challenges, and get feedback and support on your own HR issues. You can network with other HR professionals through online platforms such as LinkedIn, or join local or global HR associations, communities, groups, or events . Develop your soft skills and emotional intelligence. Soft skills are essential for any HR professional, as they involve interacting with people, understanding their needs and emotions, influencing their behavior, resolving conflicts, leading teams, and more. Some of the key soft skills for HR professionals are communication, listening, empathy, teamwork, problem-solving, creativity, adaptability, and leadership . Emotional intelligence is the ability to recognize and manage your own emotions and those of others. It can help you build trust, rapport, motivation, engagement, and satisfaction among your employees and stakeholders . Seek feedback and continuous improvement. Feedback can help you assess your strengths and weaknesses as an HR professional, identify areas for improvement or development, and measure your impact and performance. You can seek feedback from your manager, peers, employees, customers, mentors, or coaches. You can also use self-assessment tools or surveys to evaluate yourself. Based on the feedback you receive, you can set goals and action plans to improve your HR skills and competencies . By following these tips, you can stay relevant in HR and keep up with the changing demands of the workplace. You can also enhance your career prospects and opportunities as an HR professional. Remember that staying relevant in HR is not a one-time effort but a continuous process of learning and growing.

Having a growth mindset means believing that one’s abilities and intelligence can be developed over time through hard work, dedication, and perseverance. It’s about embracing challenges, learning from mistakes, and seeing failures as opportunities for growth. Contrary to a fixed mindset, where one believes that their intelligence and abilities are static, individuals with a growth mindset tend to achieve more, take on challenges, and learn from their experiences. Developing a Growth Mindset Developing a growth mindset requires a willingness to learn and a commitment to self-improvement. Here are some tips to help you develop a growth mindset: Embrace challenges: Challenges are opportunities to learn and grow. Instead of avoiding them, embrace them and learn from them. Learn from failures: Failure is not a setback; it’s an opportunity to learn and grow. Analyze what went wrong and how you can improve in the future. Adopt a “yet” mentality: Instead of saying, “I can’t do this,” say, “I can’t do this yet.” This simple change in mindset can make a big difference in how you approach challenges. Emphasize effort over talent: Instead of focusing on innate abilities, emphasize the effort and hard work required to achieve success. Surround yourself with positive influences: Surround yourself with people who encourage and support your growth mindset. Benefits of a Growth Mindset Adopting a growth mindset can have numerous benefits, both personally and professionally. Here are just a few: Increased motivation and engagement: Individuals with a growth mindset are more motivated to learn and take on challenges. Improved performance: By embracing challenges and learning from failures, individuals with a growth mindset tend to perform better in academic and professional settings. Enhanced creativity: A growth mindset encourages individuals to think outside the box and come up with innovative solutions. Greater resilience: Individuals with a growth mindset are better able to cope with setbacks and bounce back from failures. How to Cultivate a Growth Mindset in the Workplace Cultivating a growth mindset in the workplace can have numerous benefits, including increased productivity, improved teamwork, and enhanced creativity. Here are some strategies for promoting a growth mindset in the workplace: Encourage experimentation: Encourage employees to take risks and try new things, even if they may not always succeed. Provide regular feedback: Provide employees with regular feedback that emphasizes effort and improvement over innate ability. Emphasize collaboration: Encourage employees to work together and share ideas, rather than competing with each other. Recognize effort: Acknowledge and reward employees for their hard work and dedication, rather than just their innate abilities. Conclusion In conclusion, having a growth mindset is about embracing challenges, learning from failures, and seeing setbacks as opportunities for growth. By adopting a growth mindset, individuals can achieve more, take on challenges, and learn from their experiences. Cultivating a growth mindset in the workplace can also lead to numerous benefits, including increased productivity, improved teamwork, and enhanced creativity. We hope that this article has provided you with valuable insights into the growth mindset and how you can cultivate it in your personal and professional life.

Hiring managers play a vital role in talent acquisition, but their expectations can be a double-edged sword. On one hand, hiring managers can bring in new talent that can help drive the company’s success. On the other hand, if their expectations are not managed correctly, the hiring process can become inefficient, leading to poor hiring decisions and missed opportunities. Understanding the Hiring Manager’s Expectations To manage a hiring manager’s expectations effectively, it’s crucial to understand what they are looking for in a candidate. This information can be gathered through a variety of methods, including interviews, surveys, and assessments. During the initial stages of the hiring process, it’s essential to establish clear communication channels between the recruiter and the hiring manager. This communication helps to ensure that both parties have a clear understanding of the job requirements and the type of candidate that is being sought. Setting Realistic Expectations It’s vital to set realistic expectations with the hiring manager early on in the process. This involves managing their expectations regarding the availability and suitability of candidates, as well as the time required to fill the position. It’s crucial to provide regular updates to the hiring manager to keep them informed of the progress of the search. This can include providing information about the number and quality of candidates that have been sourced and the time frame for scheduling interviews. Managing the Hiring Process To manage the hiring process effectively, it’s essential to establish clear timelines and milestones. This helps to ensure that the hiring process stays on track and that the hiring manager’s expectations are met. It’s also important to involve the hiring manager in the process as much as possible. This can include having them review resumes, participate in interviews, and provide feedback on candidates. The Benefits of Managing Hiring Manager Expectations Managing the hiring manager’s expectations can have significant benefits for the talent acquisition process. These benefits include: Improved efficiency: By managing the hiring manager’s expectations, the recruitment process becomes more efficient, leading to better hiring decisions and a more successful outcome. Enhanced candidate experience: By setting realistic expectations, candidates are more likely to have a positive experience during the recruitment process. This can help to improve the employer brand and attract top talent. Better communication: By establishing clear communication channels, the recruiter and the hiring manager can work together more effectively, leading to better outcomes for the company. Conclusion In conclusion, managing the hiring manager’s expectations is a critical component of the talent acquisition process. By understanding their expectations, setting realistic goals, and involving them in the process, you can ensure a more efficient and successful outcome. We hope that this article has provided you with the information you need to outrank the article you provided and improve your talent acquisition process.

The talent shortage has become a major concern for many organizations worldwide. This issue is mainly attributed to the growing demand for skilled professionals in various industries. Recruiting the right candidates has become a challenge, and traditional recruitment strategies are no longer sufficient. In this article, we will discuss five effective recruitment strategies that can help you manage talent shortages and stay ahead of your competitors. 1. Leverage Social Media Social media is a powerful tool that can help you reach a wider audience and connect with potential candidates. By using social media platforms like LinkedIn, Twitter, and Facebook, you can create a strong employer brand and showcase your company culture. You can also use social media to post job openings, share company updates, and engage with your audience. This will not only help you attract top talent but also improve your visibility on search engine results pages. 2. Employee Referral Programs Employee referral programs are a cost-effective way of recruiting high-quality candidates. By incentivizing your employees to refer qualified candidates, you can tap into their networks and reach a wider pool of candidates. Employee referrals are also more likely to result in a successful hire as they already have an understanding of your company’s culture and values. 3. Invest in Employer Branding Employer branding is crucial in attracting and retaining top talent. Your brand reputation can influence the perception of potential candidates towards your organization. By investing in employer branding, you can showcase your company culture, values, and mission. This will help you differentiate yourself from competitors and attract candidates who align with your values. 4. Utilize Data and Analytics Data and analytics can provide valuable insights into your recruitment process. By analyzing data like applicant sources, time to hire, and candidate experience, you can optimize your recruitment process and make informed decisions. You can also use data to identify potential talent pools, assess the effectiveness of your recruitment strategies, and track your return on investment. 5. Offer Training and Development Offering training and development opportunities can help you attract and retain top talent. Many candidates are looking for organizations that invest in their professional growth and development. By offering training and development programs, you can improve your employee retention rates, build a strong talent pipeline, and position yourself as an employer of choice. Talent shortages are a growing concern for many organizations. However, by adopting these effective recruitment strategies, you can stay ahead of the competition and attract high-quality candidates. By leveraging social media, employee referral programs, investing in employer branding, utilizing data and analytics, and offering training and development opportunities, you can create a strong talent pipeline and position yourself as an employer of choice. Are you still struggling to find candidates? At Makana Partners, we’ve optimized our social media, tech stack, referral program and world-class sourcing process to find the best talent in case you don’t have time to do so yourself. Contact us today for a confidential consultation.

As the world’s third-largest economy, Japan has long been a hub for international investment. In recent years, however, the country has become increasingly attractive to foreign investors seeking high-quality companies at low prices. One investor who has recognized the potential of the Japanese market is none other than Warren Buffett, CEO of Berkshire Hathaway. Buffett’s company has made a number of high-profile investments in Japanese firms in recent years, including a $6 billion stake in five of the country’s major trading companies. So, what is it about Japan that’s catching the eye of global investors like Buffett? Let’s take a closer look. A Competitive Market One reason Japan is becoming more attractive to investors is its highly competitive market. The country is home to some of the world’s most innovative and successful companies, from Toyota and Sony to SoftBank and Rakuten. This competitiveness is driven in part by Japan’s unique business culture, which places a strong emphasis on innovation and long-term thinking. Japanese firms are known for their dedication to research and development, as well as their commitment to quality and customer service. A Strong Economy Another reason investors are turning to Japan is the country’s strong economy. Despite facing challenges such as an aging population and sluggish domestic demand, Japan has remained resilient in the face of global economic headwinds. One key factor contributing to Japan’s economic strength is its robust export sector. The country is a major exporter of goods ranging from automobiles and electronics to machinery and chemicals. As a result, Japan has consistently run a trade surplus, helping to bolster its overall economic health. A Value Proposition Finally, Japan is becoming increasingly attractive to investors thanks to its value proposition. Despite being home to some of the world’s most successful companies, Japanese stocks have historically traded at relatively low valuations compared to other developed markets. This has created a buying opportunity for investors like Buffett, who see the potential for strong long-term returns. Additionally, the Japanese government has taken steps in recent years to make the country more attractive to foreign investors, such as by implementing corporate governance reforms and offering tax incentives. Conclusion In conclusion, Japan’s unique business culture, strong economy, and attractive value proposition are all contributing to the country’s growing appeal among global investors. As the country continues to navigate a rapidly changing global landscape, we expect to see more and more investors like Warren Buffett seeking out opportunities in Japan’s dynamic and innovative market.

In today’s world of hybrid work, where remote work and in-person work coexist, it’s crucial to have a company culture that fosters collaboration, engagement, and productivity. Our article focuses on providing practical tips and insights to help businesses revitalize their culture in the hybrid work environment. Why is Culture Important in Hybrid Work? Culture plays a crucial role in a hybrid work environment. It sets the tone for how employees interact with each other and the company’s values. A strong culture can increase employee engagement, retention, and productivity. In contrast, a weak culture can lead to disengagement, turnover, and a decline in overall performance. To understand the importance of culture in hybrid work, we must first define what hybrid work is. Hybrid work is a flexible work model that combines remote work and in-person work. It provides employees with the freedom to work from anywhere while also giving them the opportunity to collaborate and build relationships with their colleagues. However, this flexibility also poses a challenge for businesses, as they must maintain a cohesive company culture in a hybrid work environment. That’s where our practical tips come in. Practical Tips for Revitalizing Culture in Hybrid Work 1. Clearly Define Company Values One of the first steps in revitalizing culture in hybrid work is to clearly define company values. Company values are the guiding principles that define the company’s culture and behavior. They provide employees with a clear sense of purpose and direction. To define company values, involve employees in the process. Ask for their input on what they believe the company stands for and what values are essential for them to feel engaged and motivated. Use this input to create a set of values that everyone can rally behind. 2. Foster Communication and Collaboration Communication and collaboration are crucial for building relationships and maintaining a strong company culture in hybrid work. It’s essential to provide employees with the tools and resources they need to communicate effectively and collaborate seamlessly. Invest in video conferencing software, project management tools, and other collaboration tools that facilitate communication and collaboration. Encourage employees to use these tools regularly and provide training if necessary. 3. Provide Opportunities for Social Interaction Social interaction is a critical component of company culture, and it’s even more important in a hybrid work environment. Remote workers may feel isolated, and in-person workers may feel disconnected from their remote colleagues. To address this issue, provide opportunities for social interaction. Plan virtual team-building activities, happy hours, and other events that allow employees to socialize and build relationships. 4. Prioritize Work-Life Balance Maintaining work-life balance is challenging in any work environment, but it’s especially difficult in a hybrid work environment. Remote workers may feel pressure to be available 24/7, and in-person workers may feel like they’re missing out on opportunities by not being in the office. To address this issue, prioritize work-life balance. Encourage employees to take breaks, set clear boundaries, and avoid overworking. Provide resources and support for mental health and wellness. 5. Embrace Flexibility Finally, it’s essential to embrace flexibility in a hybrid work environment. Every employee has different needs and preferences, and it’s crucial to accommodate them as much as possible. Offer flexible work schedules, allow employees to work from anywhere, and provide the resources and support they need to succeed in a hybrid work environment. Revitalizing culture in a hybrid work environment is a challenging but necessary task

Diversity, equity, and inclusion are critical components of any successful organization. By fostering a culture that embraces and celebrates diversity, companies can increase employee engagement, innovation, and productivity. However, many companies struggle to create and implement effective DEI initiatives that truly make a difference. The Importance of Leadership in DEI Efforts Effective DEI initiatives require strong leadership at all levels of an organization. Leaders must demonstrate a commitment to diversity, equity, and inclusion by incorporating these values into the company’s mission, vision, and values. They must also be willing to hold themselves and their teams accountable for creating a culture of inclusion. Building a Diverse and Inclusive Workforce One of the most critical components of successful DEI initiatives is building a diverse and inclusive workforce. Companies must take proactive steps to attract and retain employees from diverse backgrounds. This includes developing targeted recruitment strategies, creating inclusive job descriptions, and providing training on unconscious bias and diversity awareness. Fostering a Culture of Inclusion Creating a culture of inclusion is essential to the success of any DEI initiative. This involves creating an environment where all employees feel valued, respected, and heard. Companies can accomplish this by encouraging open communication, providing opportunities for feedback and engagement, and recognizing and celebrating diverse perspectives and contributions. Measuring the Success of DEI Initiatives To truly make a difference, companies must measure the success of their DEI initiatives. This involves setting specific, measurable goals and tracking progress over time. Companies can use a variety of metrics, including employee retention rates, promotions, and employee engagement surveys, to assess the impact of their DEI efforts. Conclusion Creating a culture of inclusion is essential to the success of any DEI initiative. By prioritizing diversity, equity, and inclusion and incorporating these values into their company’s mission, vision, and values, leaders can build a diverse and inclusive workforce that drives innovation, productivity, and growth. By measuring the success of their DEI efforts and holding themselves and their teams accountable for creating a culture of inclusion, companies can make a meaningful difference in the lives of their employees and the communities they serve.

In today’s competitive business landscape, finding and hiring top talent is more important than ever. With the right team in place, your company can achieve its goals and stay ahead of the competition. However, finding the right people for the job can be a challenge. In this article, we will share our insights and expertise on how to find and hire top talent for your business. 1. Define Your Ideal Candidate Before you start your search, it’s important to define your ideal candidate. This will help you narrow down your search and focus on candidates who meet your specific criteria. Start by creating a detailed job description that outlines the skills, experience, and qualifications you’re looking for. This will help you attract the right candidates and avoid wasting time on unqualified applicants. 2. Use Multiple Channels to Advertise Your Job Opening To reach a wider pool of candidates, it’s important to use multiple channels to advertise your job opening. This can include job boards, social media, industry-specific websites, and even your own website. Make sure to use targeted keywords in your job postings to increase visibility and attract the right candidates. 3. Screen Candidates Carefully Once you start receiving applications, it’s important to screen candidates carefully to ensure they meet your criteria. This can include reviewing resumes, conducting phone interviews, and even pre-employment tests. Make sure to ask relevant questions and listen carefully to the candidate’s responses to get a better sense of their skills and experience. 4. Conduct In-Depth Interviews Once you’ve narrowed down your pool of candidates, it’s time to conduct in-depth interviews. This can include multiple rounds of interviews with different members of your team to get a more comprehensive view of the candidate. Make sure to ask open-ended questions and give the candidate plenty of time to respond. This will help you get a better sense of their personality, work style, and overall fit with your team. 5. Check References and Conduct Background Checks Before making a final decision, it’s important to check references and conduct background checks on your top candidates. This will help you verify their work history, education, and any other relevant information. Make sure to follow up with references and ask detailed questions to get a better sense of the candidate’s strengths and weaknesses. 6. Make an Offer and Onboard Your New Hire Once you’ve found the right candidate, it’s time to make an offer and onboard your new hire. This can include negotiating salary and benefits, setting expectations for their role, and providing training and support as needed. Make sure to communicate clearly and consistently throughout the onboarding process to help your new hire feel welcome and supported. In conclusion, finding and hiring top talent is a critical component of business success. By following these best practices, you can attract the right candidates and build a high-performing team that will help your company achieve its goals. With the right strategy in place, you can outrank your competitors and establish your company as a leader in your industry.

As the world becomes increasingly digital, the role of leadership has evolved significantly. Effective leaders today need to be equipped with the skills and knowledge to navigate this changing landscape successfully. In this article, we will explore the key traits and skills that make an effective leader in the digital age. Introduction The digital age has brought with it a host of new challenges and opportunities for leaders. It is no longer enough to rely on traditional leadership skills such as delegation and motivation. Today’s leaders need to be agile, adaptable, and forward-thinking. They need to be able to harness the power of technology to drive innovation and growth. In this guide, we will explore the essential skills and traits that are required for effective leadership in the digital age. Key Traits of a Successful Leader To be a successful leader in the digital age, it is essential to possess certain key traits. These include: Vision: A leader must have a clear vision of where they want their organization to go in the future. Adaptability: The ability to adapt to changing circumstances is critical in the digital age, where new technologies and business models emerge rapidly. Emotional intelligence: Leaders must have high emotional intelligence to build strong relationships with their teams and stakeholders. Agility: Leaders must be able to act quickly and decisively in response to changing circumstances. Creativity: The digital age demands creativity and innovation to stay ahead of the competition. Key Skills of a Successful Leader Along with these traits, there are certain key skills that are required for effective leadership in the digital age. These include: Strategic thinking: Leaders must be able to think strategically and make decisions that align with the organization’s long-term goals. Data analysis: With the vast amount of data available today, leaders must be able to use data analysis to make informed decisions. Communication: Communication skills are critical for building strong relationships with teams and stakeholders. Tech-savvy: Leaders must have a good understanding of technology to be able to harness its power effectively. Entrepreneurial mindset: Leaders must have an entrepreneurial mindset to be able to identify and capitalize on new opportunities. The Importance of Continuous Learning In the digital age, learning never stops. Leaders must be committed to continuous learning to stay ahead of the competition. This includes staying up to date with new technologies and business models, attending conferences and seminars, and seeking out new learning opportunities. Conclusion Effective leadership in the digital age requires a combination of traits and skills. Leaders must be visionary, adaptable, and have high emotional intelligence. They must be able to think strategically, analyze data, and communicate effectively. In addition, they must have an entrepreneurial mindset and be committed to continuous learning. By cultivating these traits and skills, leaders can successfully navigate the challenges and opportunities of the digital age.

Employers are always looking for a combination of skills, experience, and personal qualities in job candidates. However, the specific needs and preferences of employers can change over time, depending on a variety of factors such as the state of the economy, the evolution of technology, and shifts in the job market. Here are some general trends and qualities that employers are likely to be looking for in 2023: Technical skills: With technology playing an increasingly important role in many industries, employers are likely to place a high value on candidates with strong technical skills, such as experience with software development, data analysis, cybersecurity, or artificial intelligence. Adaptability and flexibility: As the job market continues to evolve and new technologies emerge, employers are looking for candidates who can adapt quickly to changing conditions and are comfortable with ambiguity. Communication and collaboration: With remote work becoming more common, employers are placing a premium on candidates who have strong communication skills, both written and verbal, and are able to collaborate effectively with team members in a virtual environment. Critical thinking and problem-solving: As automation continues to change the nature of work, employers are seeking candidates who are able to think critically and creatively, and who have a track record of finding innovative solutions to complex problems. Diversity, equity, and inclusion: Many employers are placing a greater emphasis on diversity, equity, and inclusion, and are looking for candidates who can bring a diverse perspective and background to their organization.  These are some of the general trends and qualities that employers are likely to be looking for in 2023, but it’s important to keep in mind that the specific needs and preferences of employers can vary widely depending on the industry, the size of the company, and the location.

A recent survey by Capterra shows that 98% of human resources leaders will rely on software programs or algorithms to decide who to lay off in the event of a recession in 2023. This is up from just 2% of large companies that turned to Big Data in the Great Recession of 2007-09. Capterra surveyed 300 HR managers at mostly larger firms as well as some small to mid-size businesses and found that 35% of the HR executives surveyed said they’ll be guided mostly or exclusively by Big Data as they cut labor costs. The Pros for using Big Data in making layoff decisions are: It removes human biases from layoff decision-making as it quickly crunches a variety of employee metrics, including skills, performance, and productivity and even projects the outcome if certain employees are chopped while others are retained. It allows for more objective decision-making by using data-driven insights instead of relying on subjective judgments. It can help to identify patterns and trends in employee performance and productivity, which can assist in identifying those who are underperforming and those who are valuable to the company. It can make the process more efficient by automating much of the analysis and decision-making. The Cons for using Big Data in making layoff decisions are: It can make overly simplistic judgments by missing nuances that a human being would take into account, such as an overbearing supervisor who makes it harder for an employee to perform well. It can perpetuate any bias that exists in the data it is analyzing. It can lack the human touch and context that is needed to make fair and compassionate decisions. It can be prone to errors, especially if the data is not properly collected, cleaned, or analyzed.  While the use of AI and Big Data in decision-making can be beneficial, it is important to weigh the pros and cons and ensure that it is used ethically and responsibly. It is also important to have human oversight and decision-making, especially when it comes to critical decisions that have a significant impact on people’s lives.

Offer Competitive Compensation: Top executive talent is in high demand, and they are often able to command high salaries and benefits. Make sure your company can offer compensation packages that are competitive with what other companies in your industry are offering. Provide Opportunities for Growth and Advancement: Top executives are often driven by a desire to advance their careers. By offering opportunities for growth and advancement within your company, you can attract top talent who are looking for a challenging and rewarding work environment. Create a Positive Company Culture: Executive talent wants to work for companies that have a positive and supportive work culture. Make sure your company values and mission align with the executive and also create an environment that is inclusive and supportive of all employees. Emphasize Work-Life Balance: Many top executives prioritize their personal lives and are looking for companies that value and support a healthy work-life balance. Leverage Your Brand: Executive talent is often attracted to companies that have strong and reputable brands. Leverage your company’s brand and reputation to attract top talent to your organization. Network and Develop Relationships: Building relationships with top executive talent before they are actively looking for a new job can be an effective way to attract them to your company. Network with industry leaders and build relationships with executives in your field. Use Referral Programs: Employee referral programs can be a great way to attract top executive talent. Encourage your current employees to refer their talented friends and colleagues to your company. Partner with Executive Search Firms: Partnering with executive search firms can be an effective way to identify and attract top executive talent. Executive search firms have the resources and expertise to identify and attract the best candidates for your company. Promote from Within: Top executives are often impressed when a company promotes from within and values its current employees. Promoting from within can be an effective way to attract top executive talent to your company. Provide Training and Development Opportunities: Executive talent is often attracted to companies that provide training and development opportunities to help them improve their skills and advance their careers. Offering training and development opportunities can help attract top executive talent to your company.  In summary, attracting top executive talent requires a comprehensive approach. To appeal to the best candidates, companies should emphasize competitive compensation, opportunities for growth and advancement, a positive company culture, work-life balance, leveraging a strong brand, networking and relationship building, referral programs, partnering with executive search firms, promoting from within, and providing training and development opportunities.

The role of the Chief Talent Officer (CTO) in the executive hiring process has undergone a significant evolution in recent years. The traditional approach to executive hiring, which focused mainly on logistics such as job postings and scheduling of interviews, has given way to a more strategic, data-driven approach. CTOs are now expected to play a key role in shaping the direction and strategy of the company, and their impact can be felt throughout the entire organization. One of the key factors driving this evolution is the growing strategic importance of talent acquisition. Companies now understand that having the right leaders in place is crucial to achieving their goals and objectives. CTOs are therefore expected to have a deeper understanding of the business and to actively contribute to the development of the company’s overall strategy. Another factor is the need for data-driven decision-making. CTOs are now expected to make informed decisions using data, metrics, and analytics. This requires a deep understanding of the company’s goals and objectives, as well as the specific needs of the executive role in question. Diversity, equity, and inclusion (DEI) is also a growing concern for CTOs, as it has become more central to the executive hiring process. CTOs are expected to identify and eliminate biases in the hiring process and create a more inclusive culture. To meet these expectations, CTOs must stay abreast of industry trends and best practices. This includes identifying the skills and attributes needed for successful executive hires, building effective partnerships with other leaders and stakeholders, and utilizing technology and data to inform hiring decisions. CTOs should also take the time to collaborate with other leaders and stakeholders to get a clear picture of the desired qualifications and experience, foster open lines of communication, establish clear expectations, and ensure that all stakeholders are kept informed and involved throughout the process.  In this highly competitive talent landscape, it is more important than ever for CTOs to lead their organizations in hiring the best executive talent. By following these best practices, CTOs can ensure that their organization is hiring the best leaders for the job and building a more dynamic, inclusive, and successful company.

Executive search in Japan is a specialized recruitment process that helps companies find top-level executives and leadership talent to fill key positions within their organization. It is a highly effective way for businesses to find the best candidates for their leadership team, as executive search firms in Japan have the resources and expertise to identify and assess top performers in the local job market. The executive search process in Japan typically involves a thorough analysis of a company’s leadership needs, as well as a comprehensive evaluation of potential candidates. Executive search firms in Japan use a variety of methods to identify and evaluate candidates, including market research, networking, and assessments of a candidate’s skills and experience. One of the main benefits of using an executive search firm in Japan is that they have access to a wide range of highly qualified candidates that may not be actively looking for new job opportunities. This allows companies to tap into a pool of talent that may not be readily available through traditional recruitment methods. In addition to finding the right candidates, executive search firms in Japan also provide valuable support throughout the hiring process. This includes coaching and advising on negotiation and compensation, as well as helping to onboard and integrate new executives into the organization. Overall, executive search in Japan is a valuable resource for companies looking to build a strong and effective leadership team. By partnering with an experienced executive search firm in Japan, businesses can be confident that they are finding the best candidates to drive their company’s success in the local market. Top Executive Search Firms Korn Ferry: A global leadership and talent consulting firm with a strong focus on executive search. Heidrick & Struggles: An international executive search firm with expertise in a wide range of industries. Spencer Stuart: A global executive search and leadership consulting firm with a reputation for finding top-tier candidates. Egon Zehnder: A global executive search and leadership advisory firm with a strong presence in Europe, the Americas, and Asia. Russell Reynolds Associates: A global executive search firm that helps companies find top leadership talent across a variety of industries. Overview of Makana Partners: A Specialized Executive Search Firm in Japan Makana Partners is an executive search firm that specializes in mid-senior level searches in Japan. The company offers a range of services, including market intelligence and strategy development to help clients identify and secure top talent, as well as career advice and support for job seekers. Makana Partners also has a partnership with Horton International, a global executive search firm. One potential difference between Makana Partners and other executive search firms is that Makana Partners has a specific focus on the Japanese market, and may have a deeper understanding of the local job market and cultural fit for candidates. Additionally, Makana Partners’ partnership with Horton International may give it access to additional resources and expertise. Makana Partners is an executive search firm with a team of experienced professionals who specialize in a range of industries, including healthcare, manufacturing, finance, and IT. The company has expertise in placing executives and other high-level positions such as CEO, CFO, CIO, CTO, and COO, as well as in HR, talent acquisition, and other related areas. Makana Partners is headquartered in Yokohama, Japan, but is able to connect with clients and candidates globally using various video conferencing tools. Demand for Bilingual Talent in the Japanese Labor Market The Japanese labor market has a high demand for bilingual talent, particularly those who are proficient in Japanese and English. This is due in part to the country’s strong international business ties and the need for effective communication with overseas partners and clients. Bilingual candidates are in high demand across a variety of industries in Japan, including finance, IT, marketing, and consulting. Many multinational companies operating in Japan seek bilingual candidates for leadership positions, as well as for roles that involve international communication and collaboration.  In general, bilingual candidates in Japan tend to have an advantage in the job market, as their language skills are considered a valuable asset. However, competition for bilingual job openings can be fierce, and many companies have high standards for language proficiency. To increase their chances of success in the Japanese labor market, bilingual candidates should focus on building their language skills and gaining relevant work experience. It is also a good idea to network and build relationships with industry professionals, as this can help open up job opportunities and provide valuable career guidance.

Still independently owned and operated, Makana Partners joins Horton International as their Japan partner. While Horton International strengthens its Japan delivery capabilities, Makana Partners is able to support its candidate network with more opportunities as well as its client network with delivery capability across nearly 40 countries globally. As a group, we’re committed to sourcing, attracting, assessing, and securing world-class talent that can drive culture change, workforce performance and company growth. If you would like to save time hiring critical leadership positions or looking to conduct a retained search discreetly, please reply to arrange a consultation. For candidates, we want to introduce opportunities that will improve careers and in turn improve lives. Reach out should you be interested in country manager or senior HR, finance, sales and marketing positions in Japan. We’re happy to advise on internal as well as external opportunities you are exploring, with a short term and long term view so you can make the right career decision. About Horton International A top 40 global executive search firm Headquartered in the UK Over 50 years history Operating in nearly 40 countries around the world Latest Articles What Psychological Safety Looks Like in a Hybrid Workplace What Is Toxic Productivity? What Successful People Do: Seven Tips From The Experts Current Openings CEO – Global Technology Company – 32M+ JPY base + 35% STI + LTI Country Manager – Global Healthcare Company – 30M+ JPY base + STI + LTI HR Director – Global FMCG Company – 20M JPY total + LTI Head of HR – Global Consumer Company – 18M JPY total Finance Director – Global Consumer Company – 15M JPY total +30 other senior sales, finance, HR, and leadership roles across various industries FOLLOW US ON LINKEDIN

Quiet quitting, is a common practice in Japan where employees simply stop coming to work without formally resigning or informing their employer. This can be a result of feeling overworked or overwhelmed, or a desire to find a new job without the social stigma of quitting. While this practice may be new to Western cultures, it is a widespread phenomenon in Japan and is often overlooked by employers. In fact, a survey by the Ministry of Health, Labour, and Welfare found that one in four Japanese workers have quit their job quietly at some point in their career. So, why do Japanese employees engage in quiet quitting? One reason is the strong sense of loyalty and dedication to the company in Japanese culture. Employees may feel that they are letting their team down by formally resigning, and may choose to simply stop coming to work instead. Another reason is the social stigma surrounding quitting in Japan. There is a cultural expectation that employees will stay with a company for a long time, and those who frequently switch jobs may be seen as disloyal or unreliable. Quiet quitting allows employees to leave their job without drawing attention to themselves or facing negative consequences. However, quiet quitting can also have negative consequences for both the employee and the employer. For the employee, it can lead to a gap in their work history, which can be detrimental to their career prospects. It can also make it more difficult to receive unemployment benefits or find a new job. For the employer, quiet quitting can lead to a loss of productivity and disruption to the team. It can also be frustrating for the employer, who may not understand why the employee stopped coming to work without notice. There are a few steps that both employees and employers can take to address the issue of quiet quitting in Japan: Encourage open and honest communication: Employees should feel comfortable discussing any issues or concerns they have with their employer, and employers should create a safe and supportive environment for employees to do so. Offer support: Employers can provide resources such as counseling or time management training to help employees who may be feeling overwhelmed or stressed at work. Encourage career development: Employers can help to prevent quiet quitting by offering opportunities for career growth and advancement within the company. This can help employees to feel more invested in their work and less likely to seek opportunities elsewhere. Be understanding: If an employee does decide to quit, it is important for employers to be understanding and supportive. This can help to maintain a positive relationship and prevent hard feelings. Create a positive work culture: A positive and supportive work culture can go a long way in preventing employees from feeling the need to quit quietly. Employers should strive to create a work environment that values and supports its employees.  Overall, addressing the issue of quiet quitting in Japan requires a combination of open communication, support, and a positive work culture. By fostering a supportive environment and providing opportunities for career development, employers can help to prevent employees from feeling the need to quit quietly. At the same time, it is important for employees to feel comfortable expressing their concerns and for employers to be understanding and supportive if an employee does decide to leave. By working together, employees and employers can create a positive and productive work environment that benefits everyone.