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Blog Post: How to Recruit a Developer: The wrong way…; Added by Isaac Lyman at 10:52am on June 20, 2016

Blog Post: Hiring at Rockstart—The benefits of having a good hiring process

Dubbed as “World’s Greatest Startup Machine,” Rockstart is home to…

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Blog Post: What you need to know to perfect your headhunt.

The pitch

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Blog Post: 3 Innovative Campus Recruitment Cases

Campus recruitment is an ever-competitive and fast-paced race to find the best candidates.

No strategy is a sure-fire in this race as recruiters adapt their approach to a dynamic…

Added by Ngan Pham at 10:39am on December 21, 2021

Blog Post: 4 Key Areas to Improve Your Recruitment Process: In This Article…; Added by Phil Strazzulla at 7:18am on October 28, 2022

Blog Post: Powering HR Operations with Strategic Workforce Planning: It can cost over 200% of an employee's salary to replace them, an especially…; Added by Phil Strazzulla at 5:57pm on February 25, 2021

Blog Post: What's New in HR Tech, November Round Up

Our mission at SelectSoftware is to keep you informed on what’s new with HR technology. As the industry is ever-changing, we curate the most interesting news stories that come…

Added by Phil Strazzulla at 2:35pm on January 11, 2021

Topic: Meet Rainer Jeske: "Going Global, A German Recruitment Expert in Japan": kedin.com/in/rainerconnectyou Rainer Jeske conducts retainer and contingency executive and engineering specialist searches in Japan with a focus on leading IT, automotive and industrial vendors. His company, CONNECTYOU, is headquartered in the AIG Building in Marunouchi, right opposite the Imperial Palace and has a branch office in Shinagawa close to Sony. CONNECTYOU was founded in 2004. Rainer is a Co-Founder of the "Japan Information Technology Recruitment Association (JITRA)." He possesses a Masters Degree in Technology Management/Innovation Management from Manchester University and participated in the Program International de Management for Innovation Management at University Bocconi, Milan, Italy. He has been living in Japan since 1996. Q & A with Rainer Jeske Six Degrees: Tell us of your home world. I was born and raised in Germany and settled down in Japan after studying in Manchester/UK and Bocconi/Milan. My first contact with Japan dates back to 1995. I arranged myself a project in Tokyo about accelerating new product development cycles with Japan Management Association Consultants for my Master Course Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. I have been working in Tokyo for the last ten years. I moved to Japanese countryside Odawara, 150 miles west of Tokyo, after living in Tokyo for 10 years. I will be marrying a Japanese national at the beginning of 2009. Six Degrees: How did you get started as a recruiter Rainer Jeske: My first contact with Japan dates back to 1995. I arranged myself a project about accelerating new product development cycles with Japan Management Association Consultants in Tokyo for my MSc Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. Helping to build the start-up and executive teams of famous Silicon Valley companies’ subsidiaries in Japan across all IT sectors gave me unique insights and skills into the business challenges and recruiting needs of foreign-capital companies trying to expand in the Japanese market. Ultimately, I established my own company called CONNECTYOU, www.connectyou.biz, which is specializing in IT, Semiconductors and Automotive/Industrial executive and engineer search in Japan. My business partner has 15 years experience of sales experience in the enterprise software industry and covers mainly Software - IT clients. Two assistants are supporting our sales and research activities. Beyond developing CONNECTYOU, I have been establishing two Associations: a) Japan IT Recruitment Association and b) Japan Kuchikomi (=Word of Mouth) Marketing Association – KUMA. Japan IT Recruitment Association: www.jitra.org JITRA is to a) establish standards for quality and ethics in the Japanese IT recruitment industry. Members have to commit and abide to a Code of Conduct - http://jitra.org/codeofconduct.php. b) promote networking and collaboration as the first IT-focused Recruiter-to-Recruiter forum in Japan. c) connect overseas recruiters with suitable IT recruiting specialists for their particular search needs in Japan. d) promote cooperation and exchanges with American, European, Asia-Pacific, African or Arabian Recruiter Associations, Recruiter Media and HR Associations. Non-members, including those in Japan and overseas, can join the Japan IT Recruiting Forum which is a Japan-focused recruiter community site for all those interested in IT recruiting in Japan: www.JapanITRecruitingForum.ning.com Six Degrees: What languages are you fluent in? Rainer Jeske: I am fluent in Japanese, English, Italian and German. Six Degrees: What countries are you accountable for? I am recruiting bilingual (English and Japanese) IT, semicon and automotive professionals for the Japanese market. Sourcing in the US or Europe occurs from time to time. For example I just closed the search for finding the president of a European automobile manufacturer with a candidate living in Germany. Sourcing in Silicon Valley for software architects or semicon specialists is another example. Six Degrees: How is culture a factor in the hiring practice different from other countries you recruit from? Rainer Jeske: The fact that so few Japanese speak English fluently is the biggest challenge in recruiting because it drastically reduces the bilingual candidate pool. It also means that fluency in speaking and writing Japanese becomes a mandatory high hurdle for non-Japanese intending to work here. As a result, Japan has the lowest percentage of foreign workers as part of their total workforce worldwide. IBM Japan, for example, employs more than 20,000 people. The number of foreigners is 120. Secondly, women have a tough time. Not only because heavy drinking and smoking with customers are common practices of conducting business. Discrimination at top engineering colleges or top companies makes career development an uphill battle. Less than one percent of executives in Japan are female. Six Degrees: Where is Japan ahead of the USA in certain recruitment tactics? Rainer Jeske: The recruitment industry in Japan is behind the rest of the world. Galápagos Island model may be a good term to describe it. Six Degrees: What networking groups are available and influential within Europe as a whole and within your country in particular? Rainer Jeske: Foreign or local Chamber of Commerces, especially the American Chamber of Commerce; Tokyo American Club Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Rainer Jeske: I received training in “American style headhunting” during the first four years of my IT headhunting career. That laid a good foundation. After establishing my own company, I relied mainly on on-line sources such as ERE, AIRS and subject-matter expert blogs from the United States. But the tricky part is that a lot of American approaches of on-line recruiting do not work because of Japanese language or cultural differences. Six Degrees: What single event had the most impact on your sourcing/recruiting career? What inspires You as a Recruiter? Rainer Jeske: Everyone is passionate about something – we source our energy from core values and beliefs. My core values are innovation, fairness, integrity, accountability, and teamwork. I’m inspired by the opportunity to create new ventures, to discover new horizons, to be present to life, and to reach for excellence. For me, all of these are embodied in samba, and it allows me to show up at my work every day completely lit up and ready to make a difference for my candidates and clients.” Two months ago, a Dutch student at Tokyo Institute of Technology contacted me in the search for a job to start no earlier than 10 months later. That is because he was in the midst of writing up his master course dissertation in robotics. I was inclined to politely pass on his case. Usually I only support mid-career job changers with proper working visas. More importantly, his Japanese was only basic to intermediate. In 9 years of recruiting in Japan I have never placed someone like him. Still, I decided to give him a chance to apply for a pioneering Japanese robotics R&D position, mainly because he was very passionate about his dream to pursue a career in robotics. While the Japanese client was concerned about him being nervous during his first interview as well as the lack of hands-on work experience, they gave him a chance for a second interview to present his favorite future robotics projects. After it, I was lucky to receive for him an offer letter for a full time corporate R&D position combined with a joined PhD program with a renowned robotics professor. Out of curiosity, I asked my client why they hired him. “Because he has a great passion and big vision for robotics”.vision for robotics”.…; Added by Dave Mendoza at 8:44pm on August 10, 2008

Comment on: Blog Post 'First It's Writing, Now Faces: Enough Is Enough!': ol...) http://www.paulekman.com/micro-expressions/ Micro Expressions Micro expressions are very brief facial expressions, lasting only a fraction of a second. They occur when a person either deliberately or unconsciously conceals a feeling. Seven emotions have universal signals: anger, fear, sadness, disgust, contempt, surprise and happiness. You can learn to spot them. History Haggard and Isaacs were the first to describe micro expressions (calling them “micro momentary expressions”) in their study of psychotherapeutic interviews. They explained the appearance of “micros” as the result of repression; the patient did not know how he or she was feeling. Haggard and Isaacs also implied that these fleeting expressions could not be recognized in real time, but Ekman and Friesen later showed that, with training, anyone could learn to see “micros” when they occurred. Ekman and Friesen also broadened the explanation of why micros occur. Micro expressions happen when people have hidden their feelings from themselves (repression) or when they deliberately try to conceal their feelings from others. Importantly, both instances look the same; you cannot tell from the expression itself whether it is the product of suppression (deliberate concealment) or repression (unconscious concealment). Types Macro: normal expressions usually last between ½-second and 4 seconds. They often repeat, and fit with what is said and the sound of the person’s voice. Micro: These are very brief, usually lasting between 1/15 and 1/25 of a second. They often display a concealed emotion and are the result of suppression or repression. False: A deliberately-made simulation of an emotion not being felt. Masked: A false expression made to cover a macro expression. Why are Micro Expressions Important? Learning to spot micro expressions can help you: Improve your emotional intelligence One of the keys to improving emotional intelligence is developing skills which help you understand the human face. Unlike language or gesture the face is a universal system of signals which reflect the moment-to-moment fluctuations in a person’s emotional state. Learning how to read micro expressions will help you recognize feelings in others and, at the same time, you will likely become more aware of your own feelings. Develop your capacity for empathy Emotions play a key role in all of our interactions. Common expressions on the face — macro expressions — may not accurately portray how someone is feeling. When you can recognize the fleeting and more evasive expressions that arise, you become more sensitive to the range of emotions others wish you to know they are feeling. You also become more skilled at noticing when an emotion is just beginning, when an emotion is being concealed, and when a person is unaware of what they are actually feeling. These are skills that can help you become more sensitive to the real feelings of others, and to let others know, when appropriate, that they are truly “seen.” Recent research by Helen Reiss and others has shown that physicians’ ability to recognize emotion from briefly presented facial expressions predicted patients’ ratings of the physicians’ empathy. Spot Concealed Emotions When someone tries to conceal his or her emotions, “leakage” of that emotion will often be evident in that person’s face. The leakage may be limited to one region of the face (a mini or subtle expression), or may be a quick expression flashed across the whole face (a micro expression). Most people do not recognize these important clues, but, with training, you can learn to spot them as they occur. See Paul Ekman’s book Telling Lies for a full analysis of these and other clues of concealment and deceit. Improve your relationships The face offers the best window we have on how other people are feeling. Improving your ability to recognize others’ emotions will increase the intimate understanding that allows you to connect with other people. Research has also found that people who learned to spot micro expressions were better liked by co-workers. Understand others Dr. Ekman’s research has shown that we often miss facial expressions when they contradict words being spoken. Yet facial micro expressions are a universal system — everybody has them, and they warrant our attention. Even people from vastly different cultures, people who don’t speak your language, still have the same emotions and will show the same expressions. When you learn to recognize micro expressions, spotting the discrepancies between what you hear and what you see applies across the board – from friends and family to total strangers. Recognize and better manage your own emotions Learning to recognize facial expressions of emotion in others helps you learn to recognize your own emotions. Dr. Ekman’s research reveals that simply mimicking an emotion by manipulating one’s own facial expressions will initiate the physiological experience of that emotion – you’ll feel it arise within yourself. When you purposefully train yourself to link facial expressions with internal experience, you improve your conscious awareness of your internal emotions. Thus, you improve your chances of recognizing when you are becoming emotionally triggered. This awareness can help you manage the expression of your emotions. Develop Social Skills Individuals on the autism spectrum have benefited greatly with micro expression training, most notably with the Subtle Expression Training Tool (eSETT). People with schizophrenia have also shown positive results. Research done by Tamara Russell and others has found that training with Ekman’s Micro Expression Training Tool (eMETT) enabled people with schizophrenia to recognize emotion in others on par with normal persons. View our research page for further studies. How can I learn Micro Expressions? There are many resources to help you learn how to spot micro expressions. Paul Ekman has developed scientifically-proven training tools. There are many books available and a library of research papers updated on an ongoing basis. We’d suggest you browse informational videos and follow the work of our colleagues (see FAQ). Additionally, we provide photographs for training and research purposes. …; Added by Keith Halperin at 6:00pm on April 2, 2014

Blog Post: Deal or No Deal: Getting Top Talent to Accept Your Offer

By Roy Notowitz, Managing Director, Notogroup

The TV show "Deal or No Deal" is a game of chance, but ensuring that your finalist candidates accept your offer does not have to have the…

Added by Roy Notowitz at 3:28pm on June 2, 2008