Felix Wetzel’s Post

🌍 Expand Globally with Ease!🌍 Unlock your global potential with an Employer of Record (EOR)! 🔐Stay Compliant: EOR ensures you meet all local labor laws. 🌐Quick Market Entry: Hire talent globally without setting up local entities. ⏰Cost-Effective: Save on administrative and setup costs. 🧠Access Top Talent: Hire the best professionals worldwide. 💻Flexible Scaling: Easily adjust your workforce as needed. #GlobalExpansion #EOR

Have you ever been burned by overseas staffing? Kalutasan has a solution for you! With over 20 years of experience in the MSP industry and a spot on the Inc. 5000 list of Fastest Growing Companies in America for 3 consecutive years, we know what it takes to achieve explosive growth in sales and profitability. Our secret? Leveraging overseas employees from the Philippines. Check out his article to learn more and avoid getting burned with overseas staffing: https://lnkd.in/e2viRMNu #staffing #overseasstaffing #outsourcing #Kalutasan

News of strategic investment: En Japan invests $1.5 million in Linc 日本HR上市公司 En Japan (4849:TYO) 宣布投資 Linc，投資總額為2.3億日圓（150萬美元）。En Japan 的子公司 En SX 將為 Linc 提供銷售支援，將研究如何業務合作，例如利用兩家公司的資料庫。 Linc的平台「Linc Global Hub」匯集了尋求聘用全球人才的公司的職位列表，該服務利用人工智慧來了解企業的招聘需求、過去的招聘數據以及註冊求職者的特徵。En Japan 表示，透過投資 Linc，計劃擴大對不斷成長的全球人才招募市場的支持。 En Japan (4849:TYO), a provider of HR technology and recruitment, announced it has invested in Linc, a Japanese global human resources support services. The investment totalled JPY 230 million (USD 1.5 million). En Japan’s subsidiary En SX will provide sales support to Linc. The company added that it is also looking into business collaboration, such as utilising the databases of both companies. Linc’s platform ‘Linc Global Hub’ aggregates job listings from companies looking to hire global talent, and information on foreign job seekers both in Japan and overseas held by recruitment agencies looking to introduce global talent. The service uses AI to learn about companies’ recruitment needs, past recruitment data, and the characteristics of registered job seekers. By investing in Linc, En Japan said it plans to expand its support in the growing global talent recruitment market. https://lnkd.in/gY_gRznD https://linc-info.com/

Cultural Fit in Vendor Selection is crucial for aligning values and ensuring smooth partnerships. Learn how to effectively evaluate and integrate cultural fit. ... \<a class="cz_readmore" href=""\>\<i class="fa czico-061-menu-4" aria-hidden="true"\>\</i\>\<span\>Read More\</span\>\</a\> https://lnkd.in/djnyuJDq #businessvalues #compatibilityassessment #culturalalignment #culturalassessment #culturalfit #culturalintegration #organizationalculture #partnershipsuccess #procurementbestpractices #procurementstrategy #strategicsourcing #suppliercompatibility #vendorevaluation #vendormanagement #vendorselection

𝐑𝐞𝐛𝐮𝐢𝐥𝐝 𝐚𝐧𝐝 𝐦𝐚𝐢𝐧𝐭𝐚𝐢𝐧 𝐜𝐨𝐫𝐞 𝐭𝐞𝐚𝐦𝐬 𝐧𝐨 𝐦𝐚𝐭𝐭𝐞𝐫 𝐰𝐡𝐚𝐭! I believe there are several core markets that mid-to-large generalist recruitment agencies in Japan must prioritize: 1. Tech 2. Industrial & Manufacturing 3. Life Sciences & Healthcare These sectors should be the focus of dedicated teams whose headcounts are maintained regardless of market conditions or team performance. If companies wait for these teams to regain productivity or for the market to rebound, it is often too late. The team may lose momentum and motivation, leading to cultural shifts, employee turnover, and losing placements to competitors with fully staffed teams. I have witnessed this issue firsthand. In one instance, a team within a previous business I was a part of was performing exceptionally well. However, after a few tough months due to market conditions and the departure of a few top billers, they were not replaced. Over the next year, the team's performance deteriorated significantly, eventually becoming one of the worst-performing teams in the business. Loyal clients lost faith and turned to competitors, causing long-term damage. The key lesson here is to keep your essential teams strong and prevent them from fading away. Maintaining your robust "bread and butter" teams is crucial to sustaining performance and client trust. #rec2rec #keepthefaith

4 Main Reasons Why Modern Businesses Need Innovative and Flexible Hiring Processes 💡 1️⃣ Adapt to Rapid Change: Technology evolves quickly, and so do your business needs. With B2B contracts that offer flexibility and no hard commitments, you can effortlessly bring in the right talent when you need it—without the stress of rigid contracts. 👏 2️⃣ Cost Efficiency: Why overpay? Our outsourcing model includes all expenses—bundled into a single monthly cost that’s lower than the average salary you’d offer for the same role. 🏷️ 3️⃣ No Fees or Hidden Costs: Our B2B model is transparent and hassle-free. You pay a single monthly amount that includes everything, and we don’t charge additional fees, making your hiring process simpler and more affordable. 💼💡 4️⃣ Access to Global Talent: 🌍 Don’t limit yourself! Roosevelt Recruitment gives you access to 200+ highly skilled IT professionals, all with bachelor’s or master’s degrees from top universities. Let us help you stay competitive and ahead of the curve. #FlexibleHiring #OutsourcingSolutions #CostEfficiency #GlobalTalent #BusinessGrowth #B2BContracts #ITProfessionals

Hire the best, forget the rest — Elite talent for your projects. Tired of high costs and mediocre service? Outsourcing customer service to India and the Philippines isn’t just about saving money. It’s a strategic move to boost quality and efficiency. In this post, we’ll explore why businesses like yours are making the shift. Read more: https://hubs.li/Q02wjgZN0 #Enshored #GlobalTalent #OutsourcingTalent #CustomerSupport

To improve productivity, performance and reduce cost - you may need to think differently. Thats what we have been doing globally with tangible & significant results. Sometimes the solution isnt as straightforward as hiring more people, bringing in more vendors or buying new technology. 2022 taught us this. Given the (needed) focus on operational efficiency, is it time to reconsider KPIs and incentives? Using just one example from my own experience, in Talent Acquisition/HR: Typical KPIs: - hires made. - time to offer/hire. - vendor/recruiter spend. - source of hire. - acceptance rate. These are great, if we are a) assuming hiring is always the answer b) we want folks incentivised to hire at pace. New/additional KPIs: - business time saved (by time unit or value of time unit) - candidate feedback scores. - volume of relevant candidates screened per recruiter, per unit of time. - <insert functional metric> impact in year 1 e.g sales hires, revenue generation, procurement, cost savings etc. - Internal mobility / retrained hires as a source. - relevant inbound vs outbound acquisitions. This is relevant to Talent/HR, but there is an opportunity for a rethink across functions. … this includes Vendor management. Org in HK is currently in several conversations to improve efficiency, cost and business adoption through some more robust vendor management and project assurance. Come and talk to us about that, or anything else on your agenda. Max Luff Rob Sheffield - 施樂德 #transformation #change #talent

I'm going to post a couple of pieces on GTM sales recruiting in Japan. First up, Enterprise sales leaders and their recruiters ought to know an important statistic in this market. We all know it is a tough market to identify and attract high performing talent. Note there are two parts to this puzzle: 1) 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲𝐢𝐧𝐠 high performing talent 2) 𝐀𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 high performing talent But why does it matter to have high performing sales reps, as opposed to just filling the slate? ➡️ If you are a sales leader and asking this question, I dare you to ask your boss. 😂 ➡️ If you are the recruiter working for the sales leader, I double dare you to ask your boss. 😱 Hint: In both cases you better get your CV polished before you ask. One answer according to McKinsey's Scott Keller and a mountain of research and anecdotal evidence is because: 𝐓𝐨𝐩 𝟓% 𝐭𝐚𝐥𝐞𝐧𝐭 𝐨𝐮𝐭𝐩𝐞𝐫𝐟𝐨𝐫𝐦 '𝐚𝐯𝐞𝐫𝐚𝐠𝐞' 𝐭𝐚𝐥𝐞𝐧𝐭 𝐛𝐲 𝐮𝐩 𝐭𝐨 𝟖𝟎𝟎% Start by identifying who they are. Then worry about how to go get them.

There is a way to minimise your risk and costs while achieving your company's growth plans 💡