DHD Consulting’s Post

Hiring plans of big Japanese companies are slowing down. It looks like a lot of them are also moving away from recruiting agencies and are instead focusing on building their own talent acquisition teams. Here is what I see: Startups are on hyper growth mode Big Japanese companies are plateauing Has anyone else seen this happening?

Did you know that there is currently a surge in Hong Kong startups seeking talent from Southeast Asia? Cross-border job postings from Hong Kong and Mainland China have increased, due to skill and cost advantages. This strategic hiring reflects efforts to enhance profitability and access diverse talent pools. Hiring overseas offers multiple advantages, both cultural and technical, as there are often untapped talent pools. Global screening organisations like Sterling, are enabling cross border hiring and screening providing organisations insight into the nuances in compliance and local hiring  regulations. Talk with us today to find out more about our global hiring capabilities! https://lnkd.in/gHc6DRpw #Hiring #BackgroundScreening #Overseas #ForeignWorkers #Startup

🥇 Why is it so challenging to work with brilliant and highly motivated people? As a hiring startup founder you should spend either 0% or 25% of your time doing it. ⚖️ And there should be nothing in between, give it all the attention it deserves when you do. 🚀 Just for reference: a founding all male team of 6 based in 3 countries, grew to an amazing team of 18 nationalities with 40 % female team members over 6 months. How did we get there? 🔍 2-3 months starting with organisational architecture, followed by intense talent research and hiring processes, completed by 1-3 months of intensive focus on onboarding and team building. 💭 Key takeaways: - The right time to hire is when you desperately need it, not before ⌛ - Values and mindset first, talent and potential second, impressiveness of CV only as a side note 🔮 - Give some space to high potential interns and students, I'd much rather hire someone who is growing exponentially than someone who has plateaued 🐣 - Admittedly the amount of incredible talent is huge for purpose driven businesses like ours 💪🏼 Why is it so hard? There are some challenges involved: 1️⃣ High potentials with high motivation want to make a difference and drive results. 2️⃣ The ever-changing environment of an early stage start-up are not easy to navigate. Especially in a phase where learnings and failure are necessary to prepare yourself for future success and a perfect product. 3️⃣ Especially purpose driven team members are sometimes more affected by setbacks as it goes directly agains their core values. 📣Bottom line is I wouldn’t change a thing and I love this incredible challenge with great minds. The challenging and uncomfortable phases will prepare us for future success if we continue to grow together as a team. ❓Did you ever face similar challenges in your hiring processes? #senken #culture #hiring #startupgrowth #operationalexcellence

🤔 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝘄𝗵𝗲𝗻 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘁𝘆𝗽𝗲 𝗼𝗳 𝗽𝗲𝗿𝘀𝗼𝗻 𝘁𝗼 𝗵𝗶𝗿𝗲 𝘄𝗶𝘁𝗵𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆, 𝗲𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝗶𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗮 𝘀𝘁𝗮𝗿𝘁𝘂𝗽? Hiring the right people is critical for any company, but especially startups in the early stages. When resources are limited, every hire must move the needle. 🧭 Look for people with not just the hard skills to do the job, but soft skills like adaptability, collaboration, and creative problem-solving. Technical skills can be taught, but personality traits are harder to instill. 🔎 Seek self-starters who can work independently and take initiative. Early hires at startups often wear multiple hats, so look for flexibility and willingness to pitch in where needed. Cultural fit is also key—make sure candidate values align with the startup's vision and principles. 🤝 Connect skills and experience directly to current and future needs. As the company evolves, so do hiring needs. Balance hiring for present gaps versus future growth. Bridge skill gaps on the current team while bringing in people to lead emerging initiatives. Hiring is challenging but when done right, it sets up a startup for success. The ideal hires will share the founders' passion for the startup's purpose and have the skills to execute on the vision. Give this post a 👍 if you feel more empowered to make your next hire! —----------------------------------- Like this post? Want to see more? 🔔 Ring it on my Profile Follow #ProvidersEdge 🔝 Connect with me #talentdevelopment #leadership #access #mentalhealth #digitalhealth

Founders!!! Some of the best employees you can hire while building startups are people with NO experience at all. They just have the right attitude, passion, and willingness to work HARD. Look past the resume, and see what’s in front of you. There's a powerhouse of untapped potential ready to be harnessed - those fresh minds unmarred by preconceptions and corporate conditioning. Newbies with a fresh perspective who are hungry for growth. This is a bold move that may ruffle a few feathers, but let's face it, the status quo needs a bit of a shake-up. So, next time you sit across from an eager applicant who's low on experience but high on passion and willingness, take the plunge! You might just be welcoming the next game-changer into your startup. Dare to rethink recruitment. Will you? #recruitment #hiring #talent

I would take character and attitude over technical ability any day of the week. New talent in a company should never simply become cogs in a machine, and there can often be an over-reliance on technical qualifications in the tech industry. Companies should always look for new hires to make a substantial contribution to their teams, culture, and operations, and I've always found that those with a good character make the biggest impact. For example, the day-to-day in a tech firm often involves solving many small problems, and employees with a can-do attitude are often the best problem solvers! Finding talent outside typical networks can help unlock a greater pool of characters. #talent #founder #technology

What are some traits that makes you stand out to employers? Google's APAC VP shared the top traits that employers look for when hiring people: - Developing a 'growth mindset' - Willing to nurture curiosity - Having a positive mindset Reach out to our IT consultant Nickolas Mok to know more! Let us know what you think in the comments! #WilliamSELECT #WeAreWilliamSELECT #hiring #wearehiring #recruiter #recruitment #recruitmentagency #career #jobsearch #executivesearch #connecttalent #talentacquisition #payrollservices #staffing #contractstaffing #hongkong #japan #singapore #traits #employeetraits #growthmindset #innovate #curiosity #positive #positivemindset

Recently, a founder told me he would only recruit “A-league” candidates for his team. His startup is now in the pre-seed phase. A-league candidates are people with exceptional qualifications, a proven track record of experience, robust leadership qualities, cultural compatibility, strong communication and interpersonal skills as well as passion and enthusiasm. I am always excited to work with founders who have these qualifications. But it can be a wrong decision to get the top-tier people for your first hires. From my experiences many young startups have eagerly sought out top talents only to later experience disappointment. Why? 1️⃣ Mentality mismatch: good candidates from corporate or academic environments may not be familiar with early stage culture. In the startup realm, people have to be creative because of resource constraints and organizational chaos.  2️⃣ Risk of delay: in the race to deliver products to customers swiftly, recruiting top-tier talent can lead to prolonged and fiercely competitive hiring processes. 3️⃣ Budget-overrun: top-tier talent often has high salary expectations and additional perks, which can place a burden on your budget. Some questions to ask before making the decision of hiring: - Is it necessary to go top-tier for now?: Can this role be filled satisfactorily by a candidate who may not be "A-league" but can effectively contribute for the next two years? - Specialist or generalist?: Should this individual be a specialist or a generalist, aligning better with the current organization and its focus? - Adaptability and flexibility: Is the candidate adaptable and flexible enough to wear multiple hats and shoulder diverse responsibilities, an essential trait in the early stages of a startup? - Learning agility: Does the candidate possess the ability to rapidly acquire new skills, experiment, and iterate swiftly? - Insight of customers: Does the candidate empathize with the customers' needs, preferences, and pain points? Moving fast means sometimes you make compromises. It does not imply settling for mediocrity or low standards. Nevertheless, it's crucial to remain mindful of the unpredictable environment. Employees who has adaptability and learning skills can tackle better the challenges that accompany scaling a new venture. How do you decide whom to hire for your early stage team? 

Layoffs at tech startups have surged in recent months. This 500-backed startup has emerged to help tech workers move up in their careers, and support those finding new career homes. Companies like NVIDIA, Dyson, Shopee, Alibaba, and Google are using the platform to hire and discover new talents. Singapore-based NodeFlair - Tech Salaries, Jobs & more raised US$2M for their tech-focused career advancement platform that offers tech job listings and company reviews of companies across the region. The team also provides payslip-verified salary information and detailed career insights for roles across all levels of seniority. “Asia is home to many strong technical talents, and we’re seeing rapidly growing interest from US and EU companies in setting up technology hubs here. We believe tech professionals and companies deserve greater access to reliable, accurate data and NodeFlair is a win-win platform for both job seekers and employers in the fast-growing tech sector,” shared Co-founder & CEO Ethan Ang. The fresh funds will be used for market expansion, product development, and to grow its 40-member team. The company recently expanded to Vietnam, and has 2 million annual visitors. Check out the full story on Tech in Asia: https://bit.ly/3XVNR1T #500Global #500SoutheastAsia #500Strong #startups #technology #innovation #venturecapital #asia #southeastasia #singapore #career #job #recruitment #techinasia Photo credit: NodeFlair