Editor's Note

Brilliance at the Basics
Hilda Rosca Nartea

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It’s no news that organizations believe recruitment to be one of, if not the, most challenging aspects of the fundamentals of HR. On paper, it’s easy to say that a long-term, strategic outlook and an approach that's in tune with real-time, real-world conditions will save you from talent search woes.

But on the ground, it can be messy, due to both the people and the systems involved. As CEO and former Fortune 500 HR SVP Liz Ryan wrote, “Recruiting is far and away the most broken corporate practice, and that's saying a lot because most corporate practices are broken!” But hiring great people should be easy, she says, when you make more humane decisions; you get talent because you value talent.

As the start of the fiscal year goes buzzing with shiny trends and buzzwords for the future of work, The HR Agenda, true to its character, ventures beyond the usual and takes a more thoughtful approach. While everyone gears for what’s next, we decided to take a step back to gain a better perspective. Amidst the rush for the new, we also found the need to go back to the fundamentals.

Inspired and informed by the “Get Back to HR Fundamentals” theme celebrated during the recent JHRS Annual Shin Nen Kai, this issue is going back to basics and taking another close look at recruitment as a core aspect of HR.

To kick off our fundamentals fine-tuning, our publisher’s message cuts through the noise and focuses first on getting the right people on the bus.

Our in-house HR experts discuss the challenges of recruiting in Japan today, and our resident corporate lawyer discusses the legal issues of conducting background checks when recruiting, including checking criminal records.

Knowing the latest HR trends is one thing, but understanding how to take advantage of HR trends is the smarter objective.

The two lead stories for this issue tackles the dichotomy of attracting young talent in Japan and harnessing the power of engaging senior workers as well.

Winning over top-tier Japanese employees is tough, but thankfully we can gain a few lessons from experience.

Quality tech talent is said to be one of the most elusive, driving the interest for using hackathons as a tool for recruitment.

Meanwhile, post-recruitment, two questions on retaining talent: Why express your appreciation for staff and is fear really a good motivator?

In our Country Focus section, get the latest views on what Japanese companies interested in doing business in India need to know.

And finally, get more details on how to dive deeper into world-changing innovations at the Future Talent Summit.

As we navigate the wobbly new era of talent, it may be informative and comforting to remember that on the granular level, recruiting is about seeking and finding connections. And isn’t that something humans are hardwired to do? 



Hilda Rosca Nartea is editor-in-chief of The HR Agenda. She heads the writing team of a Dubai-based digital agency and is also a content producer for non-profit organizations, having done projects for the United Nations Development Programme under the Philippine Department of Energy. She studied Film and Audio-Visual Communications at the University of the Philippines.


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