Yuni Hong

Evolving Talent Acquisition in South East As an APAC recruiter, I have noticed and being part of the post pandemic hiring acceleration and focus shift to South East Asia. SEA has emerged as the fastest growing region in global hiring. In the coming years APAC remains the top hiring market globally. Some Key Trends are:- 1. Cross-Border Hiring: Regional mobility rising with increased foreign hiring and intra-SEA relocations. 2. AI & Digitization: Recruitment is increasingly automated, predictive, and data-driven. 3. Flexibility: Remote and hybrid work are expected, not optional. 4. Employer Values & ESG: Purpose, brand authenticity, ESG, and DE&I are essential to attract and retain modern talent. Whitecrow Group partners with leading MNCs across APAC, delivering trusted talent solutions. I specialize in connecting professionals with opportunities in Supply Chain, Automation, Manufacturing, Transformation, Engineering, Quality Management, and Product Development across South East Asia. Let’s connect if you’re exploring your next career move. #southeastasia #seahiring #apac #apachiring #malaysian #malaysia #philippines #filipino #thailand #singapore #singaporean #hiringinapac #APACtalent #APACJobs #APACopportunities #workinAPAC #APACrecruitment

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If you are looking for a new job in China ...then go learn Chinese. What is going on? 👉15 years ago, almost no foreign management roles required Chinese. 👉8–9 years ago, it was “nice to have.” 👉Today? Almost mandatory. In 𝟮𝟬𝟮𝟰, EVERY foreign role we placed required strong Chinese skills. This year, 2025, it’s about 𝗵𝗮𝗹𝗳-𝗵𝗮𝗹𝗳...but the trend is clear. FOR COMPANIES, language means more than vocabulary: it means cultural understanding, commitment, empathy, and the ability to lead a Chinese team effectively. But as I like to remind them, and this is important, 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗮𝗹𝗼𝗻𝗲 𝘄𝗼𝗻’𝘁 𝗳𝗶𝘅 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀. 👉A technical problem needs technical skills 👉A management problem needs leadership skills 👉A revenue problem… needs far more than good tones and characters ❌So, companies, please: 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗵𝗶𝗿𝗲 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗠𝗮𝗻𝗱𝗮𝗿𝗶𝗻 𝘀𝗽𝗲𝗮𝗸𝗲𝗿 𝗶𝗳 𝘁𝗵𝗲𝘆 𝗹𝗮𝗰𝗸 𝘁𝗵𝗲 ACTUAL HARD SKILLS 𝘀𝗸𝗶𝗹𝗹𝘀 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱. Keep the full skill package in mind.❌ If you are A CANDIDATE, though, and 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗷𝗼𝗯 𝗶𝗻 𝗖𝗵𝗶𝗻𝗮: Yes, I strongly recommend to 𝗹𝗲𝗮𝗿𝗻 𝗖𝗵𝗶𝗻𝗲𝘀𝗲. Yes, it’s tough. I still have phantom pain from the calluses from endless character writing. I also picked up classes again this year. Is it fun? Eh. Is it necessary? Yes. For most Westerners, fluency 𝘁𝗮𝗸𝗲𝘀 𝘆𝗲𝗮𝗿𝘀, 𝗻𝗼𝘁 𝗺𝗼𝗻𝘁𝗵𝘀. I know some people are gifted and like to highlight how fast they learned it and rub it into the internets face - but that is just not realistic for the 𝗹𝗮𝗿𝗴𝗲 𝗺𝗮𝗷𝗼𝗿𝗶𝘁𝘆 𝗼𝗳 𝗽𝗲𝗼𝗽𝗹𝗲. Don't feel bad if that is not you, and please do not set unrealistic expectations - you prob will run out of steam. There will always be a bell curve distribution, and for most of us, fluency simply takes years, especially if you work full-time and have a life. Chinese is also one of the hardest languages to learn for Westerners. BUT...if you 𝘀𝘁𝗶𝗹𝗹 𝗵𝗮𝘃𝗲 𝟭𝟱 𝗼𝗿 𝟮𝟬+ 𝘆𝗲𝗮𝗿𝘀 𝗹𝗲𝗳𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗹𝗶𝗳𝗲, it just makes economic sense to make this time and resource investment. 👉Chinese companies are 𝗴𝗼𝗶𝗻𝗴 𝗴𝗹𝗼𝗯𝗮𝗹 fast. Not just by choice, but by necessity.  👉As the US is stepping away from global responsibilities and influence, 𝗖𝗵𝗶𝗻𝗮 𝗶𝘀 𝗳𝗶𝗹𝗹𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗮𝗽. I do not see a future where China will not have an 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗽𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹, 𝗲𝗰𝗼𝗻𝗼𝗺𝗶𝗰 𝗮𝗻𝗱 𝗲𝘃𝗲𝗻 𝘀𝗼𝗰𝗶𝗮𝗹 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 than today. If you invest in the language now, 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗼𝗽𝘁𝗶𝗼𝗻𝘀 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝘆. Next year or in 10 years, in your home country or abroad, you’ll find opportunities 𝘄𝗶𝘁𝗵 𝗖𝗵𝗶𝗻𝗲𝘀𝗲 𝗳𝗶𝗿𝗺𝘀 𝗼𝗿 𝗳𝗶𝗿𝗺𝘀 𝗱𝗲𝗮𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗖𝗵𝗶𝗻𝗮. Maybe even that coveted role as a "Consultant to chinese firms, working from a pool villa in Bali". ;) Agree? Disagree? Pic for attention: Hanfu Dinner dress up

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【Empowering Global Students to Navigate Japan’s Job Market】 Last week, I had the privilege of hosting Career Guidance (Vol.1) at Toyo University, where we explored how international students can better understand and prepare for Japan’s unique new graduate hiring process. Tomorrow, we’ll continue with another session (Vol.2), taking the discussion from understanding to practical action. This session will focus on: 🔹 LinkedIn for Career Development – Building a strong profile and professional presence 🔹 Industry Research & Internship Search – Exploring companies and opportunities 🔹 Networking in Practice – Alumni outreach and effective communication 🔹 Beyond LinkedIn – Events and job boards for global job seekers Our goal is to help every student take the next step with confidence — whether it’s crafting their first profile, connecting with alumni, or planning their long-term career journey in Japan. It’s always inspiring to see how quickly international students adapt once they understand the structure and rhythm of Japan’s job-hunting landscape. Tomorrow’s discussion will focus on turning that understanding into tangible progress. 【グローバル学生が日本の就職市場を理解し、キャリアを築くために】 先週、東洋大学にて Career Guidance Vol.1 を実施しました。 日本独特の新卒採用プロセスを、留学生の皆さんがどのように理解し、準備していけるかをテーマにお話ししました。 明日は Vol.2。理解から、より具体的な実践へ。 今回のセッションでは、以下のテーマを扱います。 🔹 LinkedIn for Career Development – Building a strong profile and professional presence 🔹 Industry Research & Internship Search – Exploring companies and opportunities 🔹 Networking in Practice – Alumni outreach and effective communication 🔹 Beyond LinkedIn – Events and job boards for global job seekers 目的は明確です。 LinkedInのプロフィール作成、OB・OGへのアプローチ、そして日本での長期的なキャリア形成。 その“最初の一歩”を、自信を持って踏み出せるようにサポートすることです。 理解が深まるほどに、行動が変わり、成果が変わる。 そんな瞬間を応援できるのが、この仕事の醍醐味でもあります。 〆 #enworldJapan #enablingsuccess #CareerCompass #TotalAwareness #Global #CareerEducation #UniversityCollaboration #LinkedInForStudents #ToyoUniversity

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[#MarketInsights] ☝🏻 The One candidate rule☝🏻 🔜 The HK AI & Data Job Market has picked up since this summer. This is a reality. Job seekers across different sectors have started to #jump ship, hoping for better career prospect. ❓But does the majority of the AI & data professionals were able to truly feel it? Perhaps not... 2025 job market has been #dominated by a simple rule that I've called the "One Candidate rule" 〽️ A few companies have managed to get new headcounts approved (especially in the AI space) and have greenlighted replacement headcount when a critical resource was leaving. But those headcounts for Hir Managers, when permanent position, are #scarce and extremely precious. 🔅Hence their expectations on their ideal candidate went much higher compared to the last few years. And usually, the time to hire as well. To make a successful hire, Hir Managers and HR teams had to ensure that the selected candidate will make an #impact on their team and the organisation. 📍 A few years ago, companies would let a part of #risk and gamble on who they will hire, this is not the case anymore. The risk has to be measured and reduced to the minimum. Most of the boxes has to be ticked on the ideal candidate #wishlist. ✅ Which also gives less room for AI & Data candidates to #switch industries. On paper the skills are transferrable, but companies want to make sure that the selected candidates will, again, make an impact thanks to a strong #domain knowledge expertise. ✒️ Ultimately, in today's job market reality Hir Managers, even if there are 5-6 strong candidates in the process, will end up hiring someone from the same industry, ideally from a competitor, with a strong communication, within budget, not too jumpy, that has a good market reputation and has worked for similar size companies. ☝🏻The one candidate ☝🏻 Connie Cheung Joelle C. Krishi Rakesh Shah Pinki Chan Brian Tang Crystal He Wendy Wu Belle Ng Amy Lin Yuan Hsiao Supatsee Limpraprutkul Matthew Sullivan Sarina Yong Ricky Mui

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🌏 Global vs. Local Hiring in Japan: The Reality for Marketing Talent As someone who’s been recruiting marketing professionals for the manufacturing and industrial industry in Japan, I often see one challenge repeatedly: There’s a clear gap between global expectations and local realities and it’s one of the biggest reasons why hiring takes longer than expected. 🔑 What Global Teams Expect - English-first hiring: Many HQs look for near-native English speakers. - “All-in-one” marketers: Strategy, digital, analytics, and PR in one person. - Fast hiring cycles: They assume a large talent pool similar to other markets. ✔️ What the Japan Market Really Looks Like - Language first: Most marketing roles require native-level Japanese to handle vendors, customers, and local campaigns. - Specialized skills: Talent here tends to build deep expertise (e.g. PR or digital) rather than being generalists. - Smaller talent pool: Skilled candidates are in high demand, so hiring naturally takes longer. 💡 Why it matters: When job descriptions don’t match the market, companies lose strong candidates. On the other hand, aligning expectations can reduce hiring timelines and help you secure the right talent faster. ✅ My Advice to Global & Local Teams - Adjust job descriptions to fit the market reality. - Be flexible on language or skill requirements where possible. - Provide training or development support to bridge gaps. - Work with partners who understand both global and local hiring dynamics. Bridging this gap doesn’t just fill roles faster, it builds stronger, long-term marketing teams that truly fit Japan’s industrial landscape. What has been your biggest hiring challenge in Japan’s marketing space? #Recruitment #Marketing #JapanHiring #Manufacturing #GlobalVsLocal Tin Le Miku Kohaba Mitsuki Takada Dany Limatibul Jamel Akalay Ryan Li Shotaro Nakamura Ayumi Miguel Airi Sato

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