simultaneous recruiting of new graduates
simultaneous recruiting of new graduates should be replaced with some new system – recruiting people at any time of year, whenever new vacancies come up in departments. fluidity of labour with no distinction of new or formerly graduates should be more considered .
simultaneous recruiting of new graduates. a practice in japan where employers hire university students all at once and discriminate against already graduated students .
simultaneous recruiting of new graduates. a practice in japan where employers hire university students all at once and discriminate against already graduated students. : wikipedia
simultaneous recruiting of new graduates is the custom that companies hire new graduates all at once and employ them. this custom is unique to japan and south korea. in japan, japanese post - war economic miracle spread this custom among many companies in order to produce steady employment every year .
as a result of the system of simultaneous recruitment of new graduates, students’ job - hunting activities in japan often follow a similar pattern in terms of methods, characteristics and schedules .
the simultaneous recruiting of new graduates is a common practice in japan, and most students tend to enter a company straightaway after graduating. in order to do so, they start the shūkatsu process in their third year at university .
in japanese society, the value of degrees in higher education is extremely low. if one has a doctorate in science, he can' t expect employment at a respectable job. japan' s idiosyncratic simultaneous recruiting of new graduates is probably a large factor .
the new system is aimed at recruiting people that existing employees want to work with, according to officials at the ad agency .
as a college professor and someone that advises firms on the design of college recruiting programs, i have come up with a long list of the advantages of hiring recent graduates .
the japanese academic year ends in march and new graduates open the door to the next chapter of their lives on april 1. usually, japanese university students start looking for a job in autumn (or even summer for internship opportunities) of their 3rd year in university, attend in briefing sessions each company provide in winter then start the actual process such as exams and interviews in spring. this is known as ‘shushoku katsudo’ or ‘simultaneous recruiting of new graduates’ .
the goal of all students is to secure an informal offer of employment as soon as possible once the official selection process begins in their fourth and final year. however, this simultaneous recruiting of new graduates increasingly resembles an anachronism in the war for global talent now faced by japanese firms, especially as it discourages either study abroad or postgraduate study .
new ideas — they bring numerous new ideas that they’ve acquired from leading - edge thinkers and professors that continually challenge them to think differently .
asatsu - dk is just one of the companies adopting new ways to recruit employees .
for the 2017 business year starting in april, asatsu - dk changed its system of hiring new graduates and began allowing job seekers to choose who they want to be interviewed by .
unlike many new graduates, issei iimura won’t feel too nervous next spring when he begins working at asatsu - dk inc. , a major advertising company in tokyo .
an opportunity to influence curriculum — even the process of college recruiting allows you to build relationships with faculty. over time this many help you in steering the curriculum so that graduates more closely fit your future needs .
this kind of news makes us feel new graduates mean everything in the job hunting. it only upsets students and unfortunately some of them end up in sweatshops. this job hunting structure is a problem .
rakuten already dropped it for engineering new graduates. i wouldn' t be surprised at all if they dropped it for the business - side as well in the next 5 years .
for male new graduates, this year’s rate is 81. 3% with the rise of 0. 6 points on the same period last year, for female new graduates, 82. 0 with the rise of 1. 7 points. for national and public university students, it’s 86. 5% with the decrease of 1. 1 points and for private university students, it was 80. 1% with the rise of 1. 9 points .
pingback: making smart recruiting decisions – there is great, there is better …. | | sheila greco associatessheila greco associates ()
to survive in this rather severe postbubble situation amid stagnant domestic demand, a decrease in exports, and an increase of imports, japanese corporations have finally started reforming traditional practices concerning employment. these reforms include the introduction of an annual salary system, the abolition of a regular annual raise in the basic wage rate, the reduction of simultaneous recruiting of new graduates, and the increase of mid - career hiring. according to a survey on corporate activities conducted by the economic planning agency in january 1996, 90% of the listed companies felt a need to reduce labor costs. to this end, nearly half the companies answered that, in the future, they will review the wage system based on seniority. they also listed deemphasizing the recruitment of new graduates, the reduction of overtime work, and the restraint of a raise in the basic wage rate as necessary steps to be taken .
hahahhahahhahahahhahahahahhahahahhahahahahhahahahahah……. . lol 😉 we need a new plot director. you want this job gerhana ?
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basically, in order for new graduates to enter a company in april, an application period and employment offer notification period are determined. (recently, some companies hire employees in september or even throughout the year. )
comfortable with technology — new grads expect to use technology and have no fear of it. they learn new technologies rapidly, and this, combined with their extensive knowledge of the latest hardware and software, automatically makes them a high - value hire both for current and future needs .
for example, major internet and telecom firm softbank corp. has abandoned the practice of simultaneous interviews, or interviewing many job seekers within a short span of time, and has started hiring job applicants up to age 30 throughout the year .
however, there are signs wherever you look that various actors are trying to improve the system for all concerned. engineering is one field in which postgraduate study is now actively encouraged by employers. new recruitment methods have also appeared in recent years that connect employers with japanese graduates of overseas schools .
if you’re not seeing these attributes in your recent college hires, interns, or those you are courting, the problem is most likely a result of major weaknesses in your recruiting process and not with “this latest generation” of college students .
multitasking ability — they grew up in a multitasking world, so they look forward to being assigned to simultaneous tasks. experienced hires might consider it overloading when you expect multiple tasks to be done simultaneously .
this wraps up the main process for students who wish to enter a company as new graduates. yet, there may be slight changes schedule - wise, considering that some companies may carry out their recruitment activities over a different time period while others do so all year round .
softbank hopes to attract a variety of people, including graduates of overseas universities, and to reduce the strain on students compelled to decide where to work in just a short period before april every year .
in general, japan' s employment structure may be characterized by a seniority wage system, in - house unions, a lifetime employment system, collective employment of new graduates, and on - the - job training. the system also supports job rotation within the company, with the aim of creating nonspecialist, all - purpose employees .
this year ministry of health, labour and welfare, and ministry of education, culture, sports, science and technology announced the job offer rate of new graduates from universities is 81. 7% . doesn’t this seem a bit high? japanese netizens discuss what this number really means with regards to gender, employment type, employment system, university and so on .
under these conditions, unemployment in may of this year reached record high of 3. 5% . employment opportunities for new graduates are currently very limited, particularly for female graduates (pundits have dubbed it
the ice age
). the increase rate of wages, negotiated between employees and labor unions during the
spring labor offensive ,
has dropped every year for the past five years. it is feared that anxiety about future income may influence personal consumption. fortunately, no serious social unrest has erupted as a result of these severe employment conditions .
in these countries, most students do job hunting during their period of attendance at universities or high schools to get informal decisions of employment. since companies like to hire only new graduates, some students who have not found a job as graduation approaches opt to stay in school another year. most companies pay few attention to academic records or a student' s experience, preferring to train new employees themselves. the other sides, throughout employment is common in other countries, so people tend to do job - hunting after graduation .
i don’t believe dr. sullivan writes this to discriminate against more seasoned employees, but rather to remind recruiters that new grads have value as well .
some companies also choose to employ outstanding university graduates regardless of their nationality. in such cases, the companies conduct recruitment activities equally for both japanese and international students. an increasing number of major japanese companies have recently been taking on new workers in this way. therefore, it is important for students to do thorough company and industry research in order to fully understand each company’s specific needs regarding human resources .
japanese companies that practice lifetime employment and in - house employee training usually hire new graduates at the same time each year. these companies hold recruitment examinations and make offers of employment while the potential employee is still in college, having them start work right after graduation. due to this employment practice, a labor market for mid - career workers and job changers in japan is smaller than that of other countries .
toyota, for example, hired more than 1, 500 graduates in 2010, nearly halving the intake from the year before and plans to cut it further to 1, 200 for the upcoming year. the company may offer more jobs later on, but those who missed out on the current round of hiring will have a slim chance to land one because they will get trumped by fresh graduates .
the traditional labor market is not enough to satisfy these demands; an external labor market for white - collar workers and executives is also required. other necessary reforms include making company pensions and retirement allowance systems portable, reviewing tax incentive benefits, assessing welfare programs, abolishing simultaneous recruitment of new graduates, treating newly hired mid - career workers appropriately, and creating personnel rating and wage systems that reflect the abilities of employees. workers need to invest in themselves to acquire skills the market demands. they can no longer depend on in - house training to develop their abilities. through efforts like these japan can avoid the employment problems faced by europe and the united states .
asatsu - dk also saw a decline in the number of job seekers who later spurned job offers, they said, because the system helps new recruits establish ties with senior employees through interviews and exams .
many japanese companies essentially operate a lifetime employment system in an effort to aid the stable development of the company and promote job stability for employees. this system is grounded in the idea that it secures business continuity and enables better business judgement based on a long - term vision. consequently, japanese companies prefer to hire and train people who are just starting out in their career, with new graduates the main focus of their hiring strategy .
oh yeah i’ve seen that a few times but really that “v” sign dominates. get rid of that “v” sign and i’ll be satisfied because asians will have to be creative in thinking up a new sign .
diverse ideas — each year, the diversity levels of graduating classes increase making them more diverse than the available experienced hire pool. if your college recruiting program has an effective diversity component, the diverse thinking of these college hires will add richness to your teams and decision - making because diverse individuals see things differently .
only less than 50% of graduates with university degrees in their 20s are permanent employees. the rest is unemployed or temps or just with part - time jobs. these people are mainly with the arts backgrounds. taking account of it, the majority is with temps. temps are not something to be ashamed of any more .
faster time to productivity — because they learn quickly, have high energy levels, have few family commitments and they have no professional biases to unlearn, new college hires may actually reach the minimum required level of productivity faster than experienced hires .
we took the april 2016 graduates as an example to best illustrate the shūkatsu process. however, don’t forget that dates change depending on the school year, so you will have to check dates yourselves for other 2017 promotions onwards .
i’ve also seen workplaces get stagnant because they only hire experienced workers that break out in a sweat if their old, comfortable ways of doing things are even remotely challenged. new grads have a place in the workplace when balanced with seasoned workers. they need each other .
easier to manage — although they may ask lots of questions initially, they may actually be easier to manage. this is because they seldom have the level of entitlement, professional biases, and political awareness that experienced hires usually have. because they are new, they are less likely to argue, play politics, or complain .
well actually there is a “white” american culture to some extent, just like there’s an asian, black and hispanic american culture. there are no fake cultures. culture is culture, no matter how old or new it is. but america is a blend of cultures no doubt, although the dominant culture is still derived from people of european descent .
now is the perfect time — in the past, a weak employer brand image or a poorly designed college recruiting program may have resulted in your firm hiring lower performing college hires. however, because almost no one is actively hiring large numbers on campuses these days, you could cherry - pick the very best if you are willing to act quickly .
the protraction of this recession is a result of the reaction to the excesses of the
bubble
economy of the late 1980s. though this cyclic factor is important, serious structural factors were also at work in the background, including the collapse of the myth of ever - rising land prices, long held as a given in japan, and the primary cause of the bad debt problems of many japanese financial institutions .
in order to avoid hindering your studies, companies restrain from starting their recruiting activities until march. still, shūkatsu support websites (rikunabi, mynavi, en, etc .) open their doors around that period and enable the submission of entries to companies. then, documentation regarding information sessions, company guides, recruitment, and such is sent out by companies to students who submitted “entries”. you must remember that sending an entry is different from an application; it sends companies a declaration of intent, basically conveying your interest in their activities. furthermore, each corporation’s website provides information on its recruiting activities. since the number of corporate information sessions greatly increases over that period, all of a sudden shūkatsu becomes rather hectic and time - consuming. while gathering detailed data on companies–their work, achievements, recruits, etc. –you need to start concentrating your aim an industry or companies of interest. regarding corporate information sessions, attendance becomes compulsory as you progress along the selection process .
i see the same type of news at this time of every single year. some of jobs are permanent and some are temporary but overall, the rate reaches beyond 90% by the end of march anyway .
yeah it is kind of superficial. i didn’t even think of that when i looked at those pictures .
this article incorporates public domain material from websites or documents of the library of congress country studies. - japan
there wasn’t a purchase of mexican land, it was a condition of a treaty forced on mexico by the us at the end of the war. treaties forced on the losing side of a war are never fair .
college hiring is about to ramp up again — and the very best college recruiting organizations would argue it ramped up several months back — so now is an opportune time to conduct an roi analysis to determine when and where you should hire college grads instead of experienced hires. understanding the unique competencies and skills that college students bring to a business is important not just in determining the number needed, but where to place them .
a global perspective — many u. s. - based schools have a high percentage of international students. the curriculum in nearly every discipline these days focuses on global issues. as a result, you can be sure that new college hires will think globally, as well as feel comfortable working with internationally located individuals .
on december 9th, keidanren revised its guidelines a second time to recommend june as the starting point for formal selection procedures in 2016. yet there’s a sense in which all this shuffling masks a larger problem, which is that the japanese university system is subordinated to corporate interests and frequently failing in its higher purpose of producing top - class graduates and research .
in the past, japanese corporations could have advanced into new sectors while preserving the existing sectors. however, because of the drop in overall growth, it became impossible for them to advance into new sectors unless the unprofitable sectors were reduced as a countermeasure. it also demanded that the workers be knowledgeable about issues concerning completely different specialties. technologies are changing at lightning speed, and it is difficult to adapt to these drastic changes simply by in - house education or job rotations; the domestic labor market does not function well under these conditions. under the seniority wage system, the increase of middle - aged and elderly workers and the decrease of young workers will result in an increased average wage and thus bring on higher labor costs .
in response to criticism, japan’s business federation keidanren issued new guidelines for this year that were intended to postpone the start of the official graduate selection process from april until august. not only were keidanren’s guidelines ignored by many companies, they only succeeded in lengthening the time students spent researching the job market and contributed to an increase in anxiety all round .
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following the onset of japan’s economic recession in the early 1990s, the number of company positions available for prospective high school and university graduates dramatically declined, and young japanese ceased to enjoy the favorable situation, that had long prevailed in which the great majority of job seekers were able to become permanent employees of companies. at the same time, there was a great increase in the number of young people who were engaged in unstable forms of employment, such as temporary or part time work, and who are known as “freeters. ” the term “freeter” was first coined in the late 1980s when the economy was booming, and it originally referred to young people who refused to become permanent employees, instead engaging in temporary or part time work. many of these hoped eventually to become professionals in the worlds of music or the theatre and the like. at first the problem of “freeters” was seen as a problem concerning a shift in young people’s attitude to work .
willingness to travel — fewer outside - of - work commitments and a high level of excitement regarding exploring and travel means that they are more willing to take assignments that require a significant amount of travel .
in recent weeks it has been widely reported that south korea continues to have a growing economy, and is being sought as a place to do business. this article will summarize three significant new labor and employment laws of which both local employers in korea as well as multi - national employers should be aware before they either start to do business in south korea or expand their current business ventures .
both have tourist hotspots and the amount of travellers going into the us exceeds that of japan, usa is a bigger country so it makes sense in a lot of ways. its not a simple thing to answer .
concerning the education system, the federation of economic organizations published a proposal in march this year that emphasized the importance of corporate initiatives, along with the traditional request of fostering creative people. the proposal also stressed the development of an open employment system that welcomes people with various talents, the clarification of human resources wanted by each company, the appropriate evaluation of talent in employment, a shift to recruitment throughout the year, an increase of mid - career hiring, a multitrack employment system, and ability evaluations. this proposal at least partially shows the sense of crisis that many japanese companies feel .
i thought there were instances of racism from neo nazi skinheads in oz recently of them beating up foreign exchange students and factory workers? as of 2012. . white 92% , asian 7% , aboriginal and other 1 %
totally right! and on top of it we keep on importing crap in the form of both people and products but exporting keep jobs and increasing unemployment .
fast change and agility — nothing more accurately describes the business world these days than intense competition and rapid change. if you’re going to be successful, you’re going to need agile individuals who are not just capable of fast change but also those who literally look forward to it. fortunately college grads have a combination of youth and an excitement for trying new things that makes them more willing to accept and adapt to rapid change. they’re also agile and as a result they are able to shift rapidly and frequently between unrelated tasks .
you might only get one shot at them — whichever firm hires a new grad, it literally has a chance to keep them forever. meaning that if this firm treats them well, they may remain at this firm throughout their entire career. however, if you only hire experienced hires, you may have missed your one and only chance to monopolize this particular individual .
an epic description of a battle in china where early gunpowder weapons are employed .
the world sucks, mostly because it is full of humans. in fact, 100% of the reason that the world sucks is because of the fucking densely populated asian countries with ugly, stupidd, coprrupt asians that infest this planet .
high levels of innovation — there is a great deal of academic research indicating that many great innovators do their best and most groundbreaking work in their youth. midcareer hires may bring continuous improvement but lower levels of radical inflection - point innovation .
i would help you argue with them but i cannot handle some of the content on chinasmack. when i saw a picture of that man burning to death on the sidewalk and pictures of netizens standing around taking photos of him and not putting it out – chinasmack became too much. i realized i was looking at something that was very evil and that to view those images amounted to a sick form of voyeurism .
give considerable thought to the kind of work you wish to like to engage in .
job - hunting activities, which end with the acquisition of an offer of employment from a company, can take a long time (6 months to 1 year) .
let me say that this is of course not personal as i am a big fan of john sullivan. he is as nice a person as you will ever meet .
japan ranks 19th among the 19 oecd countries regarding freedom of choice in life .
these japanese - style structures were established under and supported by the rapid growth of corporations, by a few highly educated people, by the existence of full - time housewives who assumed the responsibilities of the entire household, by the large number of self - employed people, and by the small and mid - sized companies that characterized postwar japanese society .
a person needs to be really, really low to rejoice in the misfortune, disadvantage, poverty and suffering of others and unfortunately, there’s just too many of those comments there .
its the same for everyone of every race, we are all hypocrite, including me .
this 80% is a bluff. the rate is actually 60% , including sweatshops and smes. it’s based on the number of real geeks that gave a proper report of future employment. the 25% are jobless and 80% of 75% are only permanent employees .
copy the url of that page, and voila, you can link to that exact version .
it leaves thousands of young japanese sidelined in extended studies, part - time jobs or on the dole instead of supporting the domestic economy as confident consumers and productive workers aging japan badly needs .
prohibition of age discrimination. effective january 1, 2010, age discrimination is prohibited in all aspects of employment, including in benefits, training, education, employment decisions, payments (both wage and non wage), promotion, retirement, and relocation. this law, known as the amendment to the age on prohibition of age discrimination in employment and aged employment promotion, enhances the age discrimination law that has been in effect in south korea since march 2009). the ministry of labor can investigate any allegations of violations of this law, and can issue corrective orders. practical implications for employers. employers will need to change their practices, policies, and training to ensure that age discrimination does not exist in any of the areas of employment as required in this law .
i don’t go on chinasmack that much. way too chaotic and hectic for me. most of the articles are shocking, tragic, rage inducing and what’s worse are some of the unbearable comments .
it is vital that your wishes and abilities correspond with the needs and expectations of your employer. be sure to conduct thorough research regarding the employment and working conditions of any company you consider joining .
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true, fobs are naive. . especially those that have never been out of the country. .
the office of international students offers a variety of opportunities in which both japanese and international students can participate, lean about each other’s cultures and deepen their personal relationships. for further information, please see the
i read the article blasting the pursuit of the phd just yesterday. i then poured through the listing of job opportunities advertised in that very issue. many of them would undoubtedly require a phd for hire and many of them expressly state it. i am in the last year of my phd in the u. s. and i do not consider a waste of time. i am in the agricultural sciences. if i had merely received a bachelor degree in science, i would be confined to being a lab rat for the rest of my career. i would not have the opportunity to innovate or question. if i stopped at a master' s degree, my fate would be similar. the phd allows me to pursue a career in academia, private industry or government agencies. the purpose of the masters is to teach the skills of science. the purpose of the phd is to become an expert in a field and lead innovation in that field in the future. i have chosen this path so that i am not stuck cleaning beakers and diluting chemicals for the rest of my years. citizens of the united states already ponder upon academics and scientists with disgust. encouraging such ideas is shameful .
fifty years have passed since the end of world war ii, and these conditions have changed. the elderly comprise an ever - increasing share of the population, and women continue to have fewer children. moreover, economic growth rates have dropped with rises in income; this, in turn, has dampened overall business opportunities. more and more young people are attending universities and colleges, and the employment rate of women is increasing partly as a result of the equal employment opportunity law between men and women. this means that the number of career workersé—which formerly consisted mostly of a rather small number of male graduatesé—is increasing dramatically. moreover, the number of full - time housewives is decreasing; the idea of a household that, in the past, had been a place to support corporate warriors after their battles, is changing significantly. furthermore, changes in the industrial structure have brought about a decrease in the number of self - employed people; as a result, most people became, in substance, salaried workers for life .
during the period of strong economic growth from 1960 to 1973, wage levels rose rapidly. nominal wages increased an average of 13% per year while real wages rose 7% each year. wage levels then stagnated as economic growth slowed. between 1973 and 1987 annual nominal and real wage increases dropped to 8% and 2% , respectively. wages began rising in 1987 as the value of the yen sharply appreciated. in 1989 salaried workers receiving the highest average pay hikes over the previous year were newspaper employees (6. 7 %), followed by retail and wholesale workers (6 %) and hotel employees (5. 7 %). workers in the steel (2. 5 %) and shipbuilding (4. 2 %) industries fared worse. the salaries of administrative and technical workers were about 20% higher than those of production workers. in the late 1980s, with wages in manufacturing firms having 500 or more workers indexed at 100, enterprises with 100 to 499 employees were indexed at 79, those with thirty to ninety - nine employees at 64, and those with five to twenty - nine employees at 56. 6. the gap between wages paid to secondary school and college graduates was slight but widened as the employees grew older; wages peaked at the age of fifty - five, when the former received only 60 to 80% of the wages of the latter .
according to this survey, 707, 000 students (calculated as the number of applicants subtracted by one of potential recruits) still haven’t received job offers yet. on the other hand, 78. 8% of female students graduating from two - year colleges have received theirs already, which substantially exceeded the one of last year by 11. 9 points. the person in charge for this survey in ministry of health, labour and welfare takes it as given that companies had held recruitment have finally decided to embark on recruitment again .
oh! i wasnt around that long to see that side of cs. yes… i guess it has improved
the process includes ‘self - assessment’, ‘industry research’, ‘company research’, ‘submission of application form’ and ‘interview’ .
another characteristic is that some japanese companies offer various kinds of recruitment examinations on several occasions throughout the year .
comfortable with the internet and social media — college students are much more likely to be familiar with and skilled in all aspects of the internet, and in particular the emerging area of social media and mobile applications .
there is a lot of criticism of this custom. one professor criticizes the process :
if business is in a slump at the point of one' s graduation and he cannot get a job, this custom produces inequality of opportunity, and people in this age bracket tend to remain unemployed for a long time. another professors criticizes :
if this custom is joined to permanent employment, it produces closed markets of employment, where outplacement is hard, and the employees tend to obey any and all unreasonable demands made by their companies so as not to be fired .
whether they get a job when they graduate decides their whole life ,
says yuki honda, a professor at the university of tokyo' s graduate school of education .
it' s way different than in america where a lot of jobs require so many years' worth of experience - in japan companies want zero experience because they want to mold and shape people into lifelong team members .
better performance on the job — we know from professional sports that the performance of college grads can meet and sometimes exceed that of experienced players (i. e. kobe and lebron). if you use a “surgical” data - driven college - hiring process, a majority of your hires will be above - average performers almost immediately. if the same process surgically targets grads with high levels of loyalty, your retention rates will also be exceptional .
the average japanese worker is entitled to fifteen days of paid vacation a year but usually takes only seven days .
as well as being a social filter, the japanese university’s other purpose is to act as a giant human resources holding center on behalf of corporate japan. it must keep a watchful eye over the chosen ones until they come of age, and afterwards keep them box - fresh until the company is ready to take possession of its property .
the survey carried out by ministry of health, labour and welfare, and ministry of education, culture, sports, science and technology showed on 15th march that the job offer rate of graduating university students this march is 81. 7% with the rise of 1. 2 points on the same period last year. it’s risen for the second consecutive year yet still nowhere near as high as the late 80% level before the lehman’s fall in 2008 .
that is a really high percentage… is it only for trial period, meaning they get the students, works for a while, evaluate them and only take in the one that are capable / more desirable then fire the rest? because that may suggest a high percentage of students being employed. it also would be interesting if the article shows the percentage of those being lay off work so we can see the percentage of being hired vs percentage of being fired .
is a term that refers to death by overworking in the japanese workplace. it is brought on by high amounts of
more than phds, the world is needing thinkers; but, of course, who reached a doctoral degree is in an excellent position to be a thinker. but, what is “thinking”? plato is the key: the truth is discovered through the creative dialogue, going from a contradiction to the essence of it, i. e the idea which either reconciles or surmounts the apparently opposite viewpoints. then, the true thinking process is a teamwork, and it should be conducted in a dialectic fashion. seeking out his team: this should be the task for a new phd. but not necessarily a team physically assembled: nowadays internet is an obvious tool for teamworking though it requires too much creativity in order to achieve a good result, but also to find out a way to pay ideas and work to the members of a team so amply considered as the proposed. that of that “doing a phd is often a waste of time” is quite relative: it is a challenge, and, as in everything, one has to trust in a higher power, like socrates, who invoked the gods before starting his reasonings with his pupils or his contradictors in plato’s dialogues .
even if there is some truth to the conclusions drawn, to create a class of employees that we simply do not wish to hire due to all of the “reasons” they are not as desirable as the college grads is fundamentally a terrible idea .
i’m not so much anti - war as i am anti - imperialist. one they get to know me well, many asians think i’m a little crazy because i’m nothing like they expect. yes i am critical of many things japanese, probably because i’m not really fond of the culture despite being of japanese blood myself. i mean japanese seem to have lost their balls after wwii, always following america and the west and idolizing them, the “kawai” culture, all the conformity, constantly putting down fellow asians to hide their own insecurities. all of it just not my style. at least china and korea have a little more balls (though they too seem weak). i’m also very critical of america and their treatment of asians .
at present, with more than half the married women in japan working, many have a strong sense of inequality toward such traditional systems. in addition, these systems often conflict with the desire to have a career; women are often forced to stop working because of childbirth and child care. a gap also exists between contemporary values of young people and corporate welfare programs .
“my four years at doshisha university helped to shape me into ‘what i want to be’ in the future. doshisha’s liberal school culture allowed me to develop ‘the ability to think for myself’ and clarify my future goals. when i started job - hunting activities, i felt a little anxious about facing a job search in japan as an international student. i think i regarded my being an international student as a kind of handicap. but this belief was wrong. as the world becomes increasingly globalized, a number of companies have been recruiting international students who are competent in intercultural communication. the career center at doshisha university has a strong and well - developed support system to assist international students’ job - hunting activities. the center provides guidance and seminars for international students, and also gives advice on how to write an application form and so on, all factors that enable me to proceed with my job - hunting activities with confidence. i hope you can find the company that allows you to fulfill your potential by doing a thorough self - assessment and fully utilizing the university’s support systems. ”
union matters. the below two laws, amendments to the enforcement decree of the trade union and labor relations adjustment act [ “tulraa” ] were enacted in 1997 but did not become effective due to the activities of the union who were opposed these laws .
they come from both the original chinese netizens and more embarrassingly, some of the readers of chinasmack. thrown in the mix are many wise, rational and hopeful comments and that’s the thing about that site. good and bad, it’s all there .
my bad bro, i agree with you on alot of things. . i’m an anarchist and i’m anti - war also. . its weird too i’ve met lots of asian americans that have this complex to where they believe the negative streotypes about their own folks. . and they say the same thing too you haven’t met an asian like me. . that just means we’re diverse. . i’m the opposite of the model minority. . its just you seem really harsh and critical of everything japanese
bin laden fought both the soviets and americans, the two most powerful countries in the world. he also fought on the battlefield when he was younger and put himself at risk as the leader of an organization opposed to america’s interference in muslim affairs. hardly a display of cowardice. why isn’t obama or bush fighting on the battlefield instead of giving orders from the comfort of the white house? bin laden didn’t want to destroy america, he just wanted to stop them from interfering with muslim affairs .
although it is true that changes have been occurring in such systems recently, the characteristics of employment clearly have an influence on company culture. be sure to understand fully what kind of employment system operates at the company you are interested in working for .
the number of companies looking to recruit international students increases every year. based on a survey by disco, the ratio of companies employing study abroad students in 2013 was 35. 2% and is expected to rise to 48. 4% in 2014 .
dk and kaz, i think you guys have a bit too much hate in your hearts. hatred towards whites and hatred towards other asian americans. we are all the same. i live in japan and i see how japanese worship whites, but it’s not their fault. it’s mostly coming from japan and the way they market commercials and print ad. in comics, many characters have blonde hair and blue eyes, tall, skinny, attributes that japanese don’t have, many want these physical features, while retaining their cultural and racial pride. so it is not really worshipping whites because of any superiority issue, it’s more or less based on the physical attributes. my coworker is blonde, she has to endure daily comments of “kawaiiiii and sugoi and ina” and because of this, the last 60 years has made japanese feel to some point inferior and i’m talking about the japanese that want to look and emulate whites. i think now for the last few years and with abe the new pm he’s giving the japanese emotional strength and reinstalling pride in the nation and that japanese don’t have to be ashamed of being japanese
etiquette, then, forms a huge part of the job - hunting ritual. for those who question the point of all the information sessions, group interviews, and fanatical shoe - shining, all of it basically is the point. those who participate are being well groomed for corporate life as well as filtered one last time for desirable traits like personal sacrifice and rule - conscious behavior .
most universities are under the jurisdiction of ministry of education, culture, sports, science and technology. they can make those universities submit each job rate but they did ask them on the phone instead apparently? what the hell! suppose they can’t announce all the universities’ rates officially. rates of a few top ranking universities are being analysed and they find the 80% rate high? nonsense .
and, to along the way, ease the suffering of those we can. suffering is not a lesson or a just dessert. it is an evolved mechanism that serves not our purposes but the purposes of natural selection. poverty is not the punishment for ills but where the evil of nature has not yet been beaten into temporary submission. it is an uncaring universe crushing our brethren underfoot .
the japan association of corporate executives, meanwhile, has proposed that companies hire applicants under the same conditions for five years after graduation .
instead, they said they were forced to toil under slavish conditions at one of three central pennsylvania mcdonald’s franchises owned by andy cheung .
the career center receives many employment offers for international students at doshisha university. please be sure to make the most of this information .
they understand metrics — because they’re fresh out of school, recent grads are likely to remember how to use numbers, statistics, and metrics. although they might not have any practical knowledge, their lack of fear related to numbers and metrics is a positive factor .
it is probable that i was one of those 9 in 10 as i go into several churches most years - but not for flower arranging. maybe it was to look at the architecture or attend a wedding or funeral, certainly not to take part in worship as i am an atheist. my guess is that the majority of those who have been into a church in any given year are some sort of don' t believe, don' t know, don' t care or some sort of rather vague spiritual tendency .
prohibition of remuneration to full - time union officials. this law, which went into effect on july 1, 2010, bans the compensation for full - time union officers, and instead will provide time off for union officials to conduct collective bargaining duties while at work. regulations will be published in the first half of 2011 that will establish the number of hours that will be required for time off, as well as the employees allowed to take time off. a committee has been established to analyze these issues. practical issue for employers. employers will need to monitor the progress of the regulations expected to be published that will provide guidance on this law, including any requirements for the amount of permitted time off and the groups or definitions of employees who are union officials eligible for time off under this law .
i still listen to tupac and his generation of rappers. these days most music is garbage imo. 80s and 90s were the best .
summarizing: a dog bitten by a snake is afraid of sausages. don’t cry over spilt milk. each monkey on its own branch !
to better understanding what kind of employment international students are interested in and to offer more appropriate and effective support, the career center receives registrations of desired employment and career paths from international students. for international students who wish to work in japan, please visit the career center.
simultaneous recruiting of new graduates or periodic recruiting of new graduates ( 新卒一括採用 shinsotsu-ikkatsu-saiyō ) is the custom that companies hire new graduates all at once and employ them . this custom was unique to japan and south korea , however , a 2010 age discrimination law enforced in south korea bans employers from discriminating against job-seekers who have recently graduated from high school or university . now japan is the only country practising this custom . 
simultaneous recruiting of new graduates or periodic recruiting of new graduates (新卒一括採用 shinsotsu-ikkatsu-saiyō) is the custom that companies hire new graduates all at once and employ them. this custom was unique to japan and south korea, however, a 2010 age discrimination law enforced in south korea bans employers from discriminating against job-seekers who have recently graduated from high school or university. now japan is the only country practising this custom.
simultaneous recruiting of new graduates or periodic recruiting of new graduates (新卒一括採用 shinsotsu-ikkatsu-saiyō) is the custom that companies hire new graduates all at once and employ them. this custom was unique to japan and south korea, however, a 2010 age discrimination law enforced in south korea bans employers from discriminating against job-seekers who have recently graduated from high school or university. now japan is the only country practising this custom.