Japan Desk
OUR PHILOSOPHY
“Open Race, Open Nationality” is the inclusive philosophy that defines the Japan Desk approach to talent search, the standard used to find the best fit for the right job, and the global mindset for integrating Japan’s international best practices of HR solutions into the company structure.
MESSAGE FROM THE EVP
John Clements Consultants Inc. always aims to provide world-class recruitment and training services to our clients. Our partnership with PERSOL Holdings, Japan’s largest staffing firm, defines a powerful international framework for world-class talent search, recruitment and business solutions for corporate organizations, underscoring the Japanese brand of quality systems and standards.
The decision to launch the Japan Desk was an easy one to make. Japanese corporations have a long history of investing in Filipino talent and we want to foster that relationship. The Japan Desk addresses the need to grow and adapt to business changes and trends brought about by globalization.
Partnering with Intelligence, Inc. has come at a most opportune time as it is aligned with our goal to become a major player in the region.
Evelyn Grace C. Sorongon, Executive Vice President, Service Delivery Hub, John Clements Consultants, Inc.
OUR SERVICES
Japanese corporations, financial institutions and NGOs have a long history of investment in the Philippines which has been experiencing strong growth during the past few years. Its growth is one of the fastest in the world.
Responding to this growth and global trend, the Japan Desk offers our international experience, coupled with John Clements’ local knowledge and depth of capability, the following customized services:
Business Conduit
for access to extensive and unparalleled data base of professional talent from young university graduates to middle managers, and senior executives with competitive academic, subject and management expertise credentials
Consultancy and Advisory
in HR services and solutions including industry data, market knowledge, systems and process design, outsourcing, and interim management
Direct and Full-Cycle Recruitment
including psychiatric assessment, job interview and skills assessment that fit your company requirements. These are integrated into quality systems and controls that provide metrics for your final evaluations. The end-to-end cycle may involve event management that optimizes your recruitment objectives.
Japanese Language Proficiency Training
that is tailor fit to meet your company standards and to contribute to business objectives, capitalizing on the expertise of our Japanese nationals as advisers and consultants
LOOKING TO BRIDGE THE TALENT GAP BETWEEN JAPAN AND THE PHILIPPINES? PARTNER WITH US TODAY FOR TAILORED RECRUITMENT SOLUTIONS THAT DRIVE SUCCESS!
Hey there, jobseeker! As the market leader in talent acquisition, we have a commitment to help you get the job you’ve always wanted, and guide you through a lifelong, fulfilling career every step of the way. Are you ready to jumpstart your employment journey with us?
The Lookingglass
Visit the Lookingglass to get access to industry guides, read up on useful tips, get the latest news and updates, and meet the people behind the brand.
An Epic Road Trip Through Utah’s Mighty Five and Beyond
Some trips are vacations. Others stay with you. This journey through the Utah Mighty Five was clearly the latter. Together with my former New York roommate, I set out on an unforgettable adventure across the American Southwest. We started in Salt Lake City and ended in Las Vegas, covering nearly ...
Understanding the Work Minds of Gen Z: Leadership Insights for the Future of Work
Generation Z is no longer preparing to enter the workforce—they are actively shaping it. As digital natives, they bring new ideas about career growth, well-being, and leadership. Consequently, organizations must rethink how they engage talent and design work environments around Gen Z workplace expectations. This shift was the focus of ...
The 90-Day Executive Transition Playbook
Article Highlights The success of a new executive often depends less on technical expertise and more on how effectively they navigate relationships, culture, and organizational dynamics during their transition. The first 30 days should focus on learning and diagnosis, helping new leaders identify critical business challenges and understand the organization’s landscape before making major decisions. Building ...
