Gary Bremermann

And then if I may add, the other thing that I noticed in my recruitment practice is that people are not, they go to university and like you studied accounting, everything there is to know about accounting, but the career management and career development components are not taught in university. And people don't get the toolkit they need to accelerate their career growth.

And then if I may add, the other thing that I noticed in my recruitment practice is that people are not, they go to university and like you studied accounting, everything there is to know about accounting, but the career management and career development components are not taught in university. And people don't get the toolkit they need to accelerate their career growth.

And so I put together an online course called the Career Kaizen Course, which is 24 topics about career development that if you learn about them and master them over time, you'll see greater acceleration in your career growth. Hopefully by then you have a clear idea of where you want to go. You don't want to just go rocket off in the wrong direction.

And so I put together an online course called the Career Kaizen Course, which is 24 topics about career development that if you learn about them and master them over time, you'll see greater acceleration in your career growth. Hopefully by then you have a clear idea of where you want to go. You don't want to just go rocket off in the wrong direction.

But I help people with the tools that it takes to grow their careers.

But I help people with the tools that it takes to grow their careers.

Okay, thank you for asking. Yeah, so it's considered globally to be the hardest market in the world to recruit talent. One thing to keep in mind is my focus is on bilingual professionals in Japan. The majority of my clients are international firms looking to hire people locally to help them grow in this market. But just overall, the working population is shrinking.

Okay, thank you for asking. Yeah, so it's considered globally to be the hardest market in the world to recruit talent. One thing to keep in mind is my focus is on bilingual professionals in Japan. The majority of my clients are international firms looking to hire people locally to help them grow in this market. But just overall, the working population is shrinking.

there's a generally risk people are risk averse and i'm always hesitant to talk in broad generalizations really depends on the individual but there's the risk averseness level is higher here than in other markets so changing jobs is there's some fear around changing jobs there's some fear around working for international firms that are more likely to do restructuring or org changes or layoffs

there's a generally risk people are risk averse and i'm always hesitant to talk in broad generalizations really depends on the individual but there's the risk averseness level is higher here than in other markets so changing jobs is there's some fear around changing jobs there's some fear around working for international firms that are more likely to do restructuring or org changes or layoffs

But it's the challenge for the employers. The employers have a hard time finding the right people to do the role that they're looking for. And so the recruitment market here, the fees for professional recruitment services are the highest in the world.

But it's the challenge for the employers. The employers have a hard time finding the right people to do the role that they're looking for. And so the recruitment market here, the fees for professional recruitment services are the highest in the world.

So I'll have clients come from Singapore or Hong Kong or North America or Europe, and they're accustomed to paying fees that are much lower than what the standard fees are in this market. And they have no choice because the way it is, it's just a really tough market to get people to change jobs and That's just the way it's been.

So I'll have clients come from Singapore or Hong Kong or North America or Europe, and they're accustomed to paying fees that are much lower than what the standard fees are in this market. And they have no choice because the way it is, it's just a really tough market to get people to change jobs and That's just the way it's been.

And it's been that way for 23 years that I've been in recruitment in Tokyo. And it just it hasn't changed. And you would think with the development of technologies, it'd be easier to identify people or assess people. And nothing has fundamentally changed about recruiting talent in this market.

And it's been that way for 23 years that I've been in recruitment in Tokyo. And it just it hasn't changed. And you would think with the development of technologies, it'd be easier to identify people or assess people. And nothing has fundamentally changed about recruiting talent in this market.

And human touch, that human touch and trust, those two things are so vital. And changing jobs is a huge deal. It's a big decision. You can't just push people around to take a job or because they match the job description. It's a very complex, I don't know a good word for it. It's a process. It's a process of change. attracting, assessing and getting people to say yes to decide to change jobs.

And human touch, that human touch and trust, those two things are so vital. And changing jobs is a huge deal. It's a big decision. You can't just push people around to take a job or because they match the job description. It's a very complex, I don't know a good word for it. It's a process. It's a process of change. attracting, assessing and getting people to say yes to decide to change jobs.

And it's harder here. It's hard everywhere, but it seems to be harder here. But most definitely the human touch and the trust factor is the driving force. And technology has yet to be able to do that, to have a human touch and develop trust that's real. We all use tools. We use all the tools, but it hasn't replaced the human touch and the trust factor.

And it's harder here. It's hard everywhere, but it seems to be harder here. But most definitely the human touch and the trust factor is the driving force. And technology has yet to be able to do that, to have a human touch and develop trust that's real. We all use tools. We use all the tools, but it hasn't replaced the human touch and the trust factor.