Tiếng Việt
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日本語REAL-WORLD CHALLENGES IN HIGH-QUALITY RECRUITMENT
Shortage of candidates with both expertise and language proficiency:
Businesses often have to compromise by hiring candidates with good technical skills but weak language abilities.
This leads to internal communication breakdowns and technical requirement misunderstandings due to language barriers, slowing down the entire project progress.
Difficulty in reaching elite candidate pools:
Self-recruitment campaigns consume budgets but only yield mass-market profiles.
Businesses face barriers in directly accessing outstanding students from national universities and senior personnel at major corporations.
Legal Risks & Visa Delays:
Candidates meet professional requirements but cannot start work due to complications in permanent residency, Engineering-Humanities visas, or Specified Skilled Worker visas.
Handling multinational immigration documents internally poses significant legal risks and delays project schedules.
SOLUTIONS AND CORE VALUES
Noru Devotion helps businesses identify potential candidates for suitable positions.
Abundant supply of engineers: Close cooperation with leading National/Public Universities in Hanoi and Ho Chi Minh City to stay ahead of the intellectual workforce source.
Diverse origins and nationalities: Providing candidates with Vietnamese, Myanmar, Nepalese, and Chinese nationalities for domestic or overseas assignments.
Comprehensive legal processing: Supporting the recruitment process for all visa types, from permanent residency and Engineering-Humanities to Specified Skilled Worker.
Model 1: Recruitment Representation (Internal Support)
Noru Devotion establishes a sales & recruitment team in Vietnam under the client company's name. Clients directly interview and onboard candidates sourced by Noru Devotion.
Cost structure: Monthly operating fee + Commission based on annual salary (this fee is only charged upon successful placement).
Model 2: Full Recruitment Outsourcing
- Noru Devotion takes 100% responsibility as the recruitment department, designing methods, implementing marketing, and attracting talent.
Cost structure: No monthly fee. Applied entirely as a success-based fee based on the annual salary.
PROJECT IMPLEMENTATION ROADMAP
1
Preparation & Attraction (Week 1 to 4).
Survey job requirements and company culture.
Develop communication plans and launch headhunting campaigns across internal networks.
Develop communication plans and launch headhunting campaigns across internal networks.
2
Screening & Evaluation (Week 2 to 5).
Preliminary interviews, language proficiency testing, and professional competency assessment.
Compile a shortlist of qualified profiles.
Compile a shortlist of qualified profiles.
3
Interview & Negotiation (Week 3 to 8).
Coordinate interview schedules between the business and candidates (translation support provided if necessary).
Negotiate salaries and finalize Job Offers on behalf of the business.
Negotiate salaries and finalize Job Offers on behalf of the business.
4
Post-check & Aftercare (Post-onboarding).
Consultancy support for visa procedures and permits.
Monitor the candidate's probation process to ensure personnel quality as committed.
Monitor the candidate's probation process to ensure personnel quality as committed.
RECRUITMENT ACHIEVEMENTS
Recruiting over 5 engineers to work in Japan monthly.
Supporting Vietnamese students in finding jobs in Japan starting from their 3rd year of university.
Introducing over 5 engineers monthly for job changes within Japan.
Supporting over 5 Specified Skilled Workers (Tokutei Ginou) in applying for and changing jobs in Japan.
KEY PARTNERS
