CGL Consulting Co., Ltd’s Post

This insight is timely. Korean society needs to prepare to attract talented foreign workers to address the impending labor shortage and fierce global competition for talent. Last month, while working in the Tokyo office, I was impressed by the diverse workforce, a trend embraced by both multinational and large local companies in Japan. Many Korean universities rely on foreign students eager to work in Korea. High-profile talents from my network have also inquired about working in Korea, but I had to honestly convey that opportunities are rare. I hope the government and companies see this as an opportunity to make the country an attractive and inclusive global talent market!

Great list of factors provided by Oleg here, but a few additional thoughts I wanted to add 🤓 First of all, it’s clear that within the factors given some are way more influential than others. No.4 is by far the largest in my opinion, and the cultural barriers are enlarged by Korean HR as Oleg mentioned. No.5 is the Culture Barriers of Company Culture. Smaller companies are forced to look beyond the Korean talent pool and tend to hire more foreigners (relative to their size) whereas larger companies have the luxury to pick whoever they want from the Korean workforce. Additionally they are more rigid with their policies, whereas smaller companies which might be founder owned can do what they want. I myself did enter one of Korea’s largest companies, Hyundai as one of the first locally hired foreigners. But 12 years later there are still a similar amount of non Korean employees there, despite strong efforts to attract more foreign talents. Lastly, I think it’s important to distinguish between “expats” and immigrants / foreign workers. I was never an expat, I graduated my MBA in Korea and joined a Korean company, then left to setup my own business. Expats are usually mid-term work assignments within companies, getting assigned to a senior management role in a foreign country with “expat benefits” such as work visa, housing accommodation, education subsidies and other living allowances. It’s fundamentally easier to be an expat in Korea because the company is supporting and overcoming the entry barriers, plus there is always a stronger rationale for global companies to use overseas talent that is already familiar with the organisation. However overall there is a downward trend of the amount of MNC expats due to the high costs and ever more talented local workforce not to mention technological developments that make remote work more feasible. So the Korean foreign population is mostly comprised of SE Asian and other LEDC labour doing low skill and semi-skilled work in low paying jobs. This tends to be for Korean SMEs who supply the Korean large corporations and export what they produce. Therefore not surprising to see a low employment rate in larger companies. Good food for thought Oleg! Thanks for sharing

𝗪𝗵𝘆 𝗢𝗻𝗹𝘆 𝟯% 𝗼𝗳 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗱 𝗘𝘅𝗽𝗮𝘁𝘀 𝗶𝗻 𝗞𝗼𝗿𝗲𝗮 𝗪𝗼𝗿𝗸 𝗮𝘁 𝗟𝗮𝗿𝗴𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 Of the nearly 1 million employed expats in Korea, only 3% work at large companies with over 300 employees. This is nearly five times lower than the 14% of Koreans employed by such companies. Here are 5 reasons why getting into Korean conglomerates is so challenging for expats: 𝟭. 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗶𝘀 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗯𝘂𝘁 𝗡𝗼𝘁 𝗮 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿 For foreign candidates, fluent Korean is often a prerequisite—not a unique value proposition. It might make you stand out when competing with other foreigners, but against native Korean candidates, it only levels the playing field. 𝟮. 𝗙𝗶𝗲𝗿𝗰𝗲 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 Nearly 64% of Korean job seekers rank large corporation jobs as their top career choice. Why? Higher income, job security, and prestige. The recruitment process is highly competitive, involving multi-round evaluations, written tests, and interviews. Many candidates prepare for months just to pass the initial stages. 𝟯. 𝗔 𝗗𝗲𝗲𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗼𝗼𝗹 Korea boasts one of the most educated populations in the world. Korean job seekers are armed with impressive “specs” (short for specifications)—a term used to describe their hard skills, academic background, certifications, and professional experience. "Specs" play a significant role during initial screenings, and Korean candidates are often highly prepared in this regard. 𝟰. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀 Large Korean conglomerates tend to be hierarchical, with deeply embedded cultural codes that influence daily corporate life. HR departments often assume that foreigners might struggle to adapt—even if that’s not always the case. 𝟱. 𝗛𝗤 𝘃𝘀. 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗢𝗳𝗳𝗶𝗰𝗲 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀 While Korea’s conglomerates rely heavily on exports and value global perspectives, most foreigners hired by these companies work in regional offices abroad to support local markets. Headquarters roles in Korea remain limited for expats. 𝗪𝗵𝗮𝘁 𝗗𝗼𝗲𝘀 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗛𝗼𝗹𝗱? Even as 8 out of 10 foreign graduates express a desire to stay in Korea, the dynamics of hiring at large companies are unlikely to shift soon. Many expats will face a tough decision: wait for a large corporate offer or embrace entrepreneurship opportunities or opportunities in startups. What would you choose? #korea #jobs #expats #외국인채용

Despite a cooling employment outlook, report reveals 4 in 5 Singaporeans are eyeing for a new job in 2024. Results indicate 'a shift in attitudes where professionals are no longer willing to stick it out'. Read more. #JobOpportunities #Singapore #MEOS

I recently added a new experience to my LinkedIn profile — one that I had tried to hide for a long time. At the end of 2018, I decided to move with my husband and daughter to Singapore. I was pregnant, I quit my permanent job in France and knew nothing about the job market or culture in Asia. During those months, I faced all possible societal pressures. Men were just asking "What does your husband do?", and women were discouraging, assuming I would never find a "real" job — one with genuine responsibilities and pay, rather than the typical volunteer work many "expat wives" engage in. Now, I laugh about it, but when you're vulnerable, you tend to take the mean "suggestions" people share with you seriously. According to statistics, up to 84% of expat spouses are women, and 72% of them left behind a career when they moved abroad. While some are happy with not working, I know many struggle A LOT. Here's what I wish someone had told me, rather than being discouraging or stigmatizing: - Upskill through online courses 👩🎓 - Utilize expat wives' networks carefully 😬 - Hire a coach 🌸 - Join professional associations or alumni communities 👥 - Don't be picky: It's better to start working than to wait for the perfect offer 🎯 💪 Being a full-time parent is neither a shame nor a gap in the CV. #entrepreneurship #personaldevelopment #career #personalgrowth

GEN GLOBAL: OPPORTUNITIES AND BARRIERS Gen Global is a new generation of employees that wants growth opportunities, diverse experiences, workplace flexibility and independence associated with global companies. Gen Global wants to work for international organizations. The benefits of working for a global company are wide-ranging. A study by G-P found that 95% of employees believe global companies outpace their peers and, generally, they believe global companies are better at generating and supporting international clients, attracting top talent, and adopting the latest technology—all of which are crucial factors impacting workers’ growth trajectory. G-P also found that 79% of employees want to work for a global company. Employees under the age of 27 were the most enthusiastic about this. In fact, 85% of workers under the age of 27 overwhelmingly believe companies that hire from multiple countries offer more opportunities to grow their careers. Additionally, FlexJobs found that nearly 75% of employees under 27 say that workplace flexibility is the number one employee benefit they seek. While employees are interested in pursuing opportunities with global companies, the feeling is mutual among employers as well. Approximately 66% of leaders say having employees in multiple countries is part of their business strategy and 28% say it is pivotal to their company’s future. Thanks in large part to technology, employees can be productive no matter where in the world they’re located. While potential young employees and companies are gung-ho about the benefits of a global mindset, governments are raising barriers for global employees. In the US, university students who do not have work authorization (read US citizenship) are finding it impossible to get internships, let alone jobs. Singapore has tightens rules for expat workers with an eye on local discontent. The city-state is raising the salary threshold for foreigners to get a work permit amid stiff local competition for jobs. Many jobs in Canada require Canadian experience. This puts newcomers at a disadvantage: they can’t get hired for a role unless they have Canadian experience, and they can’t get Canadian experience on their resume unless they get hired. With record numbers of Indian students heading overseas for their university education, it raises the moot question - what is the ROI on their spend? https://lnkd.in/ghdDERXD #education #internationaljobs #barriers #opportunities #globalization

The Korea's Rigid Labor Market for High-Caliber Talent and Its impact on Individual Growth Korean professionals are working hard to adapt to technological changes and build personal brand to establish themselves as top talent. They invest in lifelong career development through self-improvement books, seminars, and networking. Despite these efforts, indirect experiences often fall short of fostering expert-level skills, prompting individuals to seek opportunities aligned with their career goals. What causes underdevelopment of Korea’s High-Caliber Talent Market ? Despite Korea's "compressed economic growth" its talent market has not progressed as rapidly. Long-term loyalty to a single company is celebrated, while short tenures are stigmatized, limiting talent mobility. Constraints such as loyalty expectations and non-compete clauses further restrict movement between companies. Unlike advanced economies where professionals move freely to optimize expertise, Korea's rigid system hampers talent allocation. Uncertain industry prospects also push some professionals to shift to stable, high-income careers such as law or medicine later in life. What are the barriers to talent mobility between large corporations? Korean conglomerates impose strict measures to prevent employees from transferring to competitors, protecting trade secrets but limiting career mobility. Senior executives are often internally promoted, valuing loyalty over external expertise. Professionals with long tenures in one organization face costly and limited options when transitioning careers, particularly in their late 40s and 50s. Lastly, ageism hinders free flow of top talent across industry. Younger generations like Millennials and Gen Z seek meaningful work and growth opportunities, viewing jobs as more than just survival tools. While early career transitions are easier, mobility declines significantly after the late 40s. Some professionals explore foreign companies or SMEs to pursue fulfillment. However, Korea’s talent market remains segmented, with conglomerates, foreign firms, and SMEs operating in isolation. SMEs often recruit from similar backgrounds, reinforcing rigid career paths that resemble a social caste system. This creates stark disparities in compensation, with conglomerate employees earning significantly more than their SME counterparts. My advice for the Korean professionals facing unique challenges is that they should adopt a "compressed career management" It includes 1) Adapt to Change: Continuous learning, especially in AI and big data, is critical for staying competitive. 2) Positive Mindset & Resilience: Building resilience and maintaining a positive attitude help navigate uncertainties. 3) Personal Branding: Effective networking and digital marketing to enhance individual visibility and opportunities in the global scene. #CareerManagement #Talent #PersonalBrand #Conglomerates #Mindset #Resilience #AI #Bigdata #NonCompeteClause

Research on unemployment shows that losing your job is detrimental to mental health even without serious financial strain. We don’t need research to tell us job insecurity is incredibly stressful. Today, on World Mental Health Day, I want to acknowledge all those who are experiencing job loss or job insecurity. First: 𝙆𝙣𝙤𝙬 𝙩𝙝𝙖𝙩 𝙮𝙤𝙪 𝙖𝙧𝙚 𝙬𝙤𝙧𝙩𝙝𝙮, 𝙖𝙥𝙖𝙧𝙩 𝙛𝙧𝙤𝙢 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙙𝙤. 𝙔𝙤𝙪𝙧 𝙫𝙖𝙡𝙪𝙚 𝙖𝙨 𝙖 𝙥𝙚𝙧𝙨𝙤𝙣 𝙞𝙨 𝙣𝙤𝙩 𝙩𝙞𝙚𝙙 𝙩𝙤 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙙𝙤 𝙛𝙤𝙧 𝙖 𝙡𝙞𝙫𝙞𝙣𝙜 𝙤𝙧 𝙝𝙤𝙬 𝙢𝙪𝙘𝙝 𝙮𝙤𝙪 𝙚𝙖𝙧𝙣. With the job market in Singapore feeling increasingly precarious, it's easy to feel overwhelmed and uncertain about the future. The good news is that Singapore's job market remains fairly stable, according to the Ministry of Manpower. MOM’s Second quarter report shares that: 🔹 The labour market expanded faster in 2Q 2024 than in 1Q 2024 as the economy continued to expand. 🔹 While the number of retrenchments declined after three quarters of increases, there are signs that demand is cooling and the number of vacancies continued to trend down. 🔹 MOM expects labour market momentum to be sustained, with wages and employment continuing to grow in tandem with economic growth. Statistics can provide a general overview, but they don't capture the nuances of every person's situation. 💫 The one thing you CAN control is how you nurture your personal brand and build your network. If you or anyone you know is struggling with job insecurity, there is help. My first consultation is a generous 30-mins and it’s always free. If you know me you know I offer incredible value in my consults with no obligation to buy. If you know someone who would benefit from a career profile consultation please send them my way. I'll pop the link in the comments. *** Hi I’m Sorelle a communications specialist and Certified Professional Resume Writer (CPRW) 👉  I simplify showing up for your business or career by connecting what you do with who you are. 👉 Want to hear more from me? Ring my 🔔 👉 Schedule a call at the link in the comments

🌍 Job Search: Singapore vs. Hong Kong 🌍 Are you considering new career opportunities in Asia? Let's explore the job search landscapes of two dynamic cities: Singapore and Hong Kong. Having navigated both markets, we’d like to share some insights to help you make an informed decision. Here's a comparison:   💡Job Market: 🪄Singapore: Diverse industries like finance, tech, healthcare, logistics, and engineering offer a range of opportunities. 🧧Hong Kong: A major financial hub with thriving sectors in finance, banking, professional services, trade, and logistics.   💡Job Search Platforms: 🪄In Singapore, popular job search platforms include JobStreet, JobsCentral, LinkedIn, and the government-run portal, MyCareersFuture. 🧧In Hong Kong, popular job search platforms include JobsDB, E-financail, LinkedIn, CTgoodjobs, and Indeed Hong Kong   💡Networking: 🪄Singapore: Build connections through industry events, seminars, and LinkedIn. Personal referrals play a crucial role. 🧧Hong Kong: Networking is key, whether through industry groups, career fairs, or LinkedIn. Leverage connections for hidden opportunities.   💡Language: 🪄Singapore: English is the primary language for business. Proficiency in Mandarin, Malay, or Tamil can be an advantage. 🧧Hong Kong: English and Cantonese are commonly used. Cantonese fluency is beneficial for local interactions.   💡CV and Applications: 🪄🧧Singapore & Hong Kong: Format CVs similarly, emphasizing education, experience, skills, and achievements. Tailor to job requirements.   💡Work Permits and Visas: 🪄Singapore: Employment Pass, S Pass, and Work Permit schemes are available. Research specific requirements. 🧧Hong Kong: Employment Visa is common. Understand visa processes and requirements based on your situation.   💡Cultural Factors: 🪄🧧Singapore & Hong Kong: Each has unique workplace cultures. Adapt to local customs during interviews and interactions. Wanna seek more details and explore the jobs in both cities more easily ?Contact us TODAY !!📞📞   📞 Phone: +852 21172114 ✉️ Email: rmartin@darmaxglobal.com 🌐 Website: www.darmaxglobal.com   #SingaporeJobs #HongKongJobs #JobSearch #CareerOpportunities #AsiaJobMarket #Networking

Seize the Opportunity: Work in Japan Amidst Population Decline 🌏🇯🇵 Attention all professionals! 📣 Japan is facing a major population decline, with a rapidly aging society and a shrinking workforce. Currently, foreigners make up only about 2.5% of Japan’s population. While the government is working to attract more international talent, there is still a long way to go. This presents a unique opportunity for foreign workers to contribute to the growth of Japan’s economy. Companies are struggling to fill positions, a trend that is only expected to continue. In fact, a survey by the Japan External Trade Organization found that 66% of Japanese companies are experiencing a shortage of workers. With such a pressing need for talent, now is the perfect time for professionals from all over the world to consider working in Japan. Not only can you make a positive impact on the country’s economy, but you will also have the chance to immerse yourself in a fascinating culture and explore all that Japan has to offer. Tips for Getting a Job in Japan from Abroad: 1. Learn the Language: While many companies are becoming more open to hiring non-Japanese speakers, learning Japanese can significantly enhance your job prospects and ease your cultural integration. 2. Understand the Culture: Familiarize yourself with Japanese business etiquette and social norms to make a smoother transition. 3. Utilize Job Portals and Recruiters: Websites like GaijinPot, Daijob, and LinkedIn Japan can be valuable resources. Additionally, consider reaching out to recruitment agencies that specialize in placing foreign talent in Japan. 4. Networking: Leverage professional networks and attend industry events or webinars related to Japan. Building connections can open doors to job opportunities. 5. Target Industries in Need: Sectors such as IT, engineering, healthcare, and education are particularly in need of foreign expertise. Now is the time to consider Japan for your next career move. Let’s help the country meet its goal of a more diverse and vibrant society. Together, we can make a difference. #JapanPopulationDecline #ForeignWorkers #DiversityAndInclusion #OpportunitiesAbroad #WorkInJapan 🌏🇯🇵✈️