By Takayuki Ikeda & Kevin Britten

Ever wondered how Japanese companies manage their employees? It turns out, their approach to Human Resources Management (HRM) is quite unique! Here’s a breakdown of some key features that set it apart:

Structure and Teamwork

Unlike some other countries, Japanese HR might be spread across different departments instead of being in one central unit. This encourages collaboration between managers and employees, fostering a sense of teamwork. They value experience and respect for elders, so decision-making often involves everyone reaching an agreement.

Finding the Perfect Fit

Instead of relying solely on job postings, Japanese companies often look for new hires through their existing network of employees and recommendations. This allows them to find individuals who not only have the skills for the job but also fit well with the company culture. Long-term potential and how someone gels with the team are just as important as specific job experience. Interviews might be less formal than you’re used to, focusing on getting a broader picture of the person.

Learning and Growth

Training in Japanese companies goes beyond just teaching specific skills. It’s heavily focused on understanding and embracing the company’s culture, fostering a sense of loyalty and belonging. You’ll likely learn a lot on the job from senior colleagues who act as mentors, guiding you in your professional development.

Performance and Feedback

Performance evaluations in Japan might be more indirect and focus on providing constructive feedback to help you improve, rather than solely judging individual achievements. Team performance and working together towards shared goals are often emphasized more than individual results.

Rewards and Recognition

Instead of focusing purely on individual performance and current market rates, salaries in Japan are often based on how long you’ve been with the company, whether you are single or have a family, the location of your residence and your seniority. Benefits packages can be extensive and tailored to the company, encouraging long-term commitment.

Building Strong Relationships

Unions are quite common in big Japanese companies, representing employees’ interests in the workplace. This promotes a sense of partnership between employees and employers. Unlike some other countries where work might be seen as a transactional arrangement, Japanese companies value long-term relationships and prioritize employee well-being.

The Whole Picture

Japanese HR practices are built on a sense of mutual obligation and trust between the company and its staff. This contrasts with some other countries where individual rights and legal compliance take centre stage. Harmony, long-term commitment, and loyalty are highly valued in Japanese society, and these principles are reflected in their approach to managing employees.

Although these characteristics may not apply to all Japanese companies, by understanding these key features, you can gain valuable insight into the unique work environment of Japanese companies. So, if you’re ever curious about working in a Japanese company, this glimpse into their HR practices might be your first step towards a rewarding career path!

How do you tell if a company’s culture is going to be a good fit for you?

When you are thinking about moving to a new employer, one of the big issues is whether the new company’s culture is one that you are going to ‘fit’ into. Company culture has many features and is built by the owners and management – you will have to join this culture so it should be one that you are positive about. Before you start work you should feel that it is a culture that you will do well in.

Here are a few ways to explore a company’s culture when considering a move:

Talk to current and former employees. They can give you genuine impressions of day-to-day life in the company.

In interview, ask questions about core values and priorities. Ask the interviewers to describe the management styles of the company and ways in which collaboration works.

During the recruitment process do you connect with people? Do the people interviewing you seem happy and invested?

Do the company’s work hours expectations and flexibility match your ideal lifestyle?

Does the company practise diversity, equity and inclusion? A culture you genuinely feel a part of is important.

Ask about professional development policies. Is growth and continuous learning emphasized? Are the policies really carried out or only talked about?

Use the company’s social media presence to find out more about their culture. Does brand marketing reflect real culture?

Search for company events listings, particularly CSR (Corporate Social Responsibility) activities. What is the sense of community in the company and how does the company present itself to the broader community?

Look closely at company policies on remote/hybrid work, paid time off and benefits packages.

When you visit the company, you should trust your instincts. What vibe does the company office give you? Does it make you excited about working there long term?

Your goal is to look for real signs that the company will allow you to thrive personally and professionally for years to come. Taking time upfront to consider these things prevents future culture clashes.

1. Career growth and learning opportunities

This is probably the most important factor. You want a job that will help you expand your skills, responsibilities and experience over time. Find out about the career advancement paths available and if the role provides chances to take on new, challenging work. Always bear in mind that you are the expert on the subject of your own career and career development should always be a major priority.

2. Work environment and company culture

The work culture and dynamics where you spend most of your day are critical to your happiness and productivity. Important aspects include flexibility, work-life balance, collaboration vs competitiveness, and how people are treated. Aligning with a positive environment is important. For example, when you are being interviewed you should ask questions like: How would you describe the culture/work environment? What are the most important values that guide decision-making? What does career development/advancement look like here?

3. Compensation and benefits

Obviously, the compensation package including salary, bonus potential, and the overall benefits are very important. The new opportunity should represent a meaningful increase, not just in title. Factors like insurance coverage, retirement plans, paid time off all impact your long-term financial well-being. Here at Top Recruitment our consultants will happily talk to you about whether a package you are being offered is in line with current market rates.

These three areas will likely have the biggest impact on your professional and personal satisfaction in a new role long-term. Conduct thorough research across all these and more before making a commitment to change jobs. Finding the right fit will optimize your experience and success.

Are you worried about your career becoming obsolete in a fast-changing job market?

Don’t stress about it! Future-proofing your career is easier than you think. Here are three fields that are expected to continue growing in demand and will likely provide job opportunities for years to come.

First up is Computer Science and IT. With technological advancements and digitalisation becoming increasingly important, professionals with IT skills are essential in developing and maintaining software systems, networks, cybersecurity frameworks, and data analysis. You can be sure that there will be jobs across many sectors of the economy for people with these skills.

Next on the list is Healthcare and Medicine. The demand for healthcare professionals is constantly increasing due to the aging population, technological advancements in medicine, and an increasing awareness of the importance of preventative healthcare. This field has tremendous growth potential, and there will be a wide range of job opportunities in the healthcare and medical industry.

Last but not least is Environmental Science and Sustainability. As the world increasingly recognises the urgency of addressing climate change and environmental concerns, careers in this field are gaining more importance. This field involves working with businesses and governments to comply with environmental regulations, assessing the impact of various actions on the ecosystem, finding alternative methods for power and energy, and promoting sustainable solutions for the future. There are many jobs in this field, including environmental scientists, conservationists, and sustainability coordinators.

Studying Computer Science and IT, Healthcare and Medicine, or Environmental Science and Sustainability can help future-proof your career. These fields have excellent growth potential and in-demand job roles that are unlikely to become obsolete anytime soon. So, why not consider these fields and secure your future?

Everyone’s situation is different, but there are a few signs in any workplace that tell you that it is probably time for a change.

• You have no room to grow

Your job no longer looks like a stepping-stone to greater success and you can’t see a way to move up in the organisation. You have tried to find opportunities to show your value and be rewarded for hard work, but they’re just not there.

• You have stopped learning

You used to love your job because it gave you the chance to learn new things regularly. Now it feels like you are not gaining any valuable skills.

• You want a new boss

Poor communication between you and your line manager makes you think that you aren’t in a position to succeed. You don’t feel supported and your boss’s actions regularly make the situation worse.

• You are unhappy with the company culture

Are you consistently overworked? Do you lack incentives? Do you notice high employee turnover? Are the management styles negative? Do the company’s values not align with your own? Do you lack motivation? Answering ‘yes’ to some or all of these is a sign that it is time for a move.

So, what do you do?

Firstly, never make any moves in a hurry. Consider your next move carefully. Take the time you need to come to a decision about your future and your career goals Get advice, and then make a realistic path to get where you want to go.

Next, work on improving your chances of finding a higher-paying job 

Once you know what your career goals are, you can plan out the steps you must take to achieve them. For example, if you think you’re not paid enough and your goal is to earn more, look at the skills you can develop to make you more competitive and more valuable in the job market.

There is career advice in other articles on this Insights section of our website, please read them.

You can contact any of the Top Recruitment team through their profile on this website or through Linked In. We are always willing to talk about ways to improve your career, and the job searches we have open.

A transferable skill is an ability or expertise that you can take from job to job. There are many transferable skills but here we focus on four which are key to developing your career, they are: communication, problem solving, teamwork and flexibility.

Transferable skills are important simply for that reason; they are not linked to any one particular job or industry and so they can help you when you want to move from one job to another or one industry to another. They are valuable to a wide range of employers because they have a lot of uses in the workplace. Focusing on job-specific skills is important because it will make you more valuable to your current employer, or for similar roles. Developing your transferable skills will mean that you can move between functions and roles and even change industry.

So how can you develop these four core skills?

Communication

It seems rather obvious to say it but best the way to develop your spoken communication skills is to practise listening and speaking. It starts with one to one conversations and goes all the way up to addressing large groups. In most workplaces you have the opportunity to develop the ways you communicate with groups of different sizes However you should make a real effort particularly when you are participating in meetings. Being able to speak clearly and concisely in a meeting is something that gets noticed by management so it has that added benefit. Having strong communication skills is a requirement for numerous positions, and generally it is a requirement for all senior positions. Nobody needs a senior manager who cannot communicate well!

Developing your written communication skills is less straightforward but it is pretty much given that good writers are also good readers reading more is the key strategy here.

In practical terms, it is important to always keep communication as a priority. Always use the simplest way of communicating and focus on staying on message.

Problem Solving

Outside the workplace, it is a good idea to practice ‘brain training’ exercises, these are a useful way to exercise your mind and practice problem solving. Other simple exercises include Sudoku and chess, even wordsearches develop active thinking skills. At the same time be aware that active exercises like these, and reading, are beneficial whereas passive things – like watching TV and video do not exercise the mind in a useful way. Always seek out things which make your brain active rather than passive. A good way to tell the difference is that when you stop doing an active type of task it stops, whereas if you are passive whatever it is – like video – keeps on going.

Teamwork

In the workplace you should always pay particular attention to the ways that you work with those around you.  When you have opportunities to work with your others make the most of them and use them to develop your communication and leadership skills. Teamwork is a feature of a lot of jobs so get used to working comfortably in a team. Train yourself to never work to dominate the team in a bad way and always focus on ways you can learn from working as part of a team.

Flexibility

The labour market is constantly changing so people who wish to develop their skills for the future must always be prepared to change. Employers value people who are open to change, and in fact who accept changes easily – that can mean changes in the workplace itself, changes in the way things are done in the organisation or changes in particular roles and functions. An inflexible person will be seen as a burden or cost to the organisation but a flexible person is always seen as an asset.

So how do you develop flexibility in your thinking and approach to things? Lots has been written about how to develop mental flexibility but there are a few simple tricks which you can use to grow this skill. These include:

Take a break, when you change the context of your thinking you change the way you think

Try something new, your brain likes new things so by learning a new skill you strengthen it

Question your own thoughts and words, this way you can identify words and thoughts which are not helping you and replace them with positive ones.

A flexible thinker is prepared for changing goals and that is exactly what many employers need to keep the company competitive.

Spending some time to focus on your transferable skills and then putting real effort into developing them will make you a much stronger candidate when you come to moving to a better job simply because people with transferable skills have more opportunities.

As a Cambodian professional how can you benefit from having a strong relationship with an experienced recruitment consultant?

As the country grows and modernises so do the careers of its professionals; here at Top Recruitment Cambodia we are in regular contact with most of the senior talent in the country. Our consultants spend their time talking to managers and senior staff across all industries and functions, usually to discuss new opportunities with them. So how can having regular contact with one of our recruiters benefit your career?

1. Find the right ‘fit’

Understanding each candidate’s personality and motivations is the best way for a recruitment consultant to match a candidate with a suitable opening; the client and candidate must be the right fit for one another.
Your recruiter builds relationships with clients and therefore can provide you with honest insight into what it’s like to work for a particular organisation.

2. Stay relevant

   By staying in contact with your recruiter and updating them you keep yourself near the top of their mind. One quick message is all it takes to tell your consultant about a change in your situation, like a new job or a new job title change. By doing this you keep your progress and growth on the recruiter’s mind and they can understand how you may now qualify for roles that you weren’t qualified for earlier in your career.

3. Access to the best jobs – which are never advertised!

Your recruitment consultant talks to clients every day and is regularly asked to open ‘confidential searches’. This means that the client does not want this open position made public so it will never be advertised, but the client needs candidates to fill the role. Having a good relationship with your recruiter means that you are likely to be contacted if you are a fit for the role.

4. Confidentiality works two ways!

Not only do you have access to confidential searches, you can also make confidential enquiries and applications through your recruitment consultant. The Cambodia market is small and a lot of Cambodian senior managers and professionals do not want people knowing that they are ‘exploring opportunities’ – much less that they are ‘on the market’. By having a strong relationship with a recruitment consultant at a reputable agency you can explore positions confidentially, apart from you and your consultant nobody will ever know it is you asking about the position.

5. Create future opportunities

   Once your recruiter has successfully placed you in a role, they will keep in touch with you throughout your career so that you know who to turn to if and when you are looking for a new opportunity. They will be a source of market insight; they will also be a source of support and advice on career development. By staying in touch with your recruiter and maintaining a solid relationship with them you help your career grow and develop.

Contact one of our team today and keep in touch with your recruiter:
>>> Janel  or  Andrew

If you have used a recruitment agency or applied to a job on-line then you should have a clear idea of what the job you are interviewing for is offering as a salary and package.

Saying that, many employers do not reveal what they are going to offer – this might be because they haven’t completed a budget for the role or department, they might have some flexibility as they are hiring for multiple positions or it can be because they are new to the market and they honestly don’t know what the market rate for that position is.

In many ways a discussion about salary in an interview is inappropriate – it is not right for an interviewee to be put in this position. The interview should be your chance to shine, to describe yourself and explain how and why you would be great in the job. Saying that, many interviewers raise the issue and so you should be prepared.

If you went through an agency then the interviewer should already know your current and expected salary – but there are sometimes surprises.

Our advice as an agency is that for most candidates who are changing their job there is an expectation of a 5-10% pay increase. This would cover most people who are moving to a role which is basically similar to or one step up from their current position. There are exceptions of course – people who are making a big career jump or people who are in a high-demand, low-supply field in a hot recruitment market. These people can get as much as 20% pay increase when they change positions.

If you are asked in interview what your salary expectation is then you should use these figures as a benchmark and state a range, not a number. Stating a range is always safer than picking a number!

Nobody enjoys talking about their weaknesses or their failures. Thinking about the times that you made mistakes or times that you were just plain wrong can be negative and lead you nowhere. However questions about your weaknesses are often asked in interviews and you should be prepared tackle questions like this.

An interviewer may ask:
“Tell me about a time when you made a mistake at company XYZ”
or
“What is your greatest weakness in your professional life?”

To prepare well to answer this question we have to ask what the interviewer is trying to find out by asking it. This is not a question where the details of your actual mistake, your actual failure or your actual professional error are really important – it is how you choose to tell the story that counts.

A question about your weaknesses or failure is asking you a few things:

• What do you consider a failure? (Big things, small things?)
• What is your attitude towards mistakes? (Do you care about your mistakes or treat them as a joke?)
• What lessons do you learn from your mistakes?
• What is your attitude to self-improvement and growth?

Because you are going to give away your attitudes towards work preparing to talk about your weaknesses for is perhaps more important than preparing to talk about your achievements.

Try this technique to prepare:

Think back in your career to a mistake or failure.
Choose a mistake or failure that you learnt a lesson from.
Choose a mistake or weakness that is serious enough for the lesson to be useful, not something small and trivial.
It should not be an example of a failure which gave you knowledge or insight that you would not have otherwise had.

Be honest! This is not a time to make up a story or use someone else’s story. This is a chance to reveal your own experiences and how you have used them to grow.

Many people are naturally cautious and careful about talking about how great they are. In an interview situation however it is your job to ‘blow your own trumpet’. The interviewer is likely to ask a question like:

“Tell me about your major achievements at XYZ Company.”
“What was your greatest success in Company ABC?”

You must be fully prepared to answer this question.

If you are in sales or a sales-related job then things are easy, as a salesperson you know what your impact was because it was measured and your performance was evaluated. You know that you are good at what you do because your Manager has spoken directly to you about it – this makes you prepared to talk to the interviewer about your performance.

Remembering at all times that you must never share commercially confidential or sensitive information be prepared to talk about the percentages you added, the number of clients you brought and the volume of sales you closed. However sales achievement is expressed in your sector that is how you should prepare to answer this question. Be honest about sales which you personally delivered and make it clear which sales you only took a supporting role in.

If you are not in a sales or sales-related role then you have to prepare a little differently. However you must be prepared to describe your achievements all the same. Ideas for areas of achievement for you to prepare can be from the following list:

• What improvements, innovations or developments did you bring about through your own inputs?
• What impact did your own effort have on operations, relationships, systems, structures?
• What project did you ‘own’ – meaning take accountability for?
• What about you was your line manager happiest with?
• What personal achievement was your greatest?
• What project did you take ownership of and complete?

Although being part of a team that had achievements is a good thing to talk about here, if the interviewer is looking for examples of leadership then your achievement as part of a team effort may not be what you should be describing. If you didn’t have a leadership role, but you had responsibility for a part of the team’s achievement then focus your answer on the clear part that you were responsible for.

Before the interview you must prepare some examples, prepare a short list off your achievements for each of the positions you have held.

A good start is to make a list of all the things that you are proud of in your work. Focus on your successes and above everything else be honest.