Recruitment Support for BPO
Providers and Customer
Support Position
We introduce Japanese and Korean speaking talents and provide Recruitment Process Outsourcing (RPO) for BPO companies, enterprises and recruitment agencies in Malaysia, Philippines, China, Hong Kong and other APAC.
We provide placement services and Recruitment Process Outsourcing (RPO) of Japanese and Korean speakers to BPO companies and companies' customer support departments.
No need to have a Japanese or Korean staff in your HR department!
Secure the quality and quantity of customer support staff in a short time.
Queues Limited specialises in placing Japanese and Korean language personnel with BPO companies and customer support service providers.
We specialise in placing native Japanese and Korean speakers into BPO companies, corporate customer support departments and recruitment agencies in Malaysia, the Philippines, China and Hong Kong. Also, we provide RPO services.
All of our staff have experience working for recruitment agencies in Korea and Hong Kong, as well as for job portal specialising in overseas job opportunity. We have a lot of experience in this industry.
We support a wide range of people from those who have never been abroad before to those who have rich experience in the BPO or customer support industry. To date, we have placed approximately 200 people for major BPO companies and recruitment agencies in Asia such as Malaysia and the Philippines.
We have worked with almost all the major BPO companies in Malaysia to introduce and recruit Japanese and Korean talents.
Our Strength
The Experienced for BPO and Customer Support Recruit
Professional who are experts in recruiting for the BPO and customer support industries.
We support cross border recruitment from Japan and Korea to Malaysia and other APAC countries. Find Japanese and Korean talents to work in Malaysia, Philippines, China and Hong Kong- This mission is not an easy one. It is also a real challenge for BPO providers, companies and recruitment agencies in their efforts to recruit a certain number of Korean or Japanese speakers in a short period of time.
It has been pointed out that there is a shortage of human resources. Now, with the delay in issuing visas in COVID-19 and the decline in the desire to work abroad, it is becoming more and more difficult.
We make full use of our database of jobseekers living in Japan and Korea, the database of jobseekers who speak Japanese or Korean in their home country to make quick placement successful.
Influential Owned Media
We have a long term relationship with our candidates through our owned media “Sotoshigoto”.
We receive about 500 enquiries every month from people who want to work in customer support in Malaysia and overseas. For those who actually apply, it takes an average of 2 months from initial consultation to entry.
During this time, we try to provide really useful information to job seekers through our owned media and individual consultations, such as visa concerns, family concerns, life concerns, receiving multiple job offers and wondering where to go.
Our BPO companies and recruitment agencies tell us that there are very few mismatches between candidates who come through us.
Support by Our Japanese and Korean Staff
Our Japanese and Korean staff will support clients' recruitment needs.
Our Korean staff who have experience as headhunters in Korea and our Japanese staff who have experience working for a recruitment website specialising in overseas employment can support BPO companies and companies in their recruitment process. We can also provide support such as language proficiency checks. If your company does not have a Japanese or Korean HR, we can assist you in English.
Here are some examples of customer support positions we can offer you
- Customer Support Agent (monolingual, bilingual, WFH)
- Quality Management(QA)
- Customer Support Manager
- Recruiter
- Customer Support Team Leader(TL and SME)
- Customer Support Manager
- IT Support Desk and Helpdesk
- E-Commerce Specialist
- Content Review
- Chat Support
- Telecommunication Specialist
- Sales
- Inside Sales
- Localization Specialist
Remote or WFH is also welcome!
The flow to start our partnership
If you are looking for a quick hire or a large number of people at once, please contact us.
1. Enquiry
Please use the form to contact us. You can also contact our Japanese representative on +852 5172 6295.
2. Application and kick-off
We will send you an email with an explanation of our services and an application form. The process is completed with an online signature. We will then hold a kick-off meeting via Zoom or similar video platform.
3. Selection of candidates
We will send you the information of the candidates from our database with candidates approval. We will also advertise your vacancy on our official website “Sotoshigoto”, LINE and SNS.
4. Arrange interview
We will arrange a date and time for an interview with the candidate. We can also arrange a typing test on your behalf. The scope of this service varies according to the contract plan.
5. Hiring
Once an offer has been made, we will discuss the terms and conditions and confirm the candidate’s intention to join the company.
Success Case
Korean Talent for Mobility Service
Successfully recruited 8 candidates in 2 months for a position in Malaysia. We supported the recruitment of approximately 5 people from Korea and also reached out to Korean nationals currently in Malaysia. We were able to avoid airfare and isolation costs, helping to reduce total recruitment costs.
Korean Talent for Video Platform Services
Successfully hired 4 bilingual talents for our BPO client’s position in Malaysia in two months. We hired talents in South Korea who can improve the quality of customer support for the Korean market and communicate with clients in English. Although it is a job that starts WFH in South Korea, we have achieved a low turnover rate by keeping in mind the polite communication with the our candidates.
Japanese Talent for E-commerce Support Role
Successfully hired 5 Japanese monolingual talents for our BPO client’s position in Malaysia in two months. We hired talents in Japan and Malaysia. We successfully hired the best talents who have high motivation and are a good fit for customer support roles satisfying our client’s demand. We are very proud that we achieved a low turnover rate by our internal interview with candidates and caring follow-up.
Company Overview
| Name | Queues Limited |
| Founded | December, 2019 |
| Address | Suite 2408, 24/F, Lippo Centre Tower 2 89 Queensway, Hong Kong |
| Domain | Recruitment, Recruitment Process Outsourcing (RPO) in Japanese, Korean and English, media operation and advertising business. |
| Tel | +852 5172 6295 |
| License | Employment Agency(EA) No. 75328 |
【Column For Recruiter】Japanese and South Korean Employee Retention at a BPO Company
Employee retention is a major concern for the multi-billion dollar Business Process Outsourcing (BPO) industry globally. It was valued at approximately USD 261 billion in 2022. Moreover, workers in the BPO industry were nearly 1.43 million in 2022. Moreover, with the growing number of Japanese and South Korean workers, employee retention becomes a huge challenge for business owners.
4 Ways to Retain Japanese and Korean Talent
Let’s explore 4 ways to retain Japanese and South Korean employees at a BPO company:
1. Conduct Engagement Survey
Employee engagement in the BPO industry is essential for retention and satisfaction. Without key insights into employee impulse business owners would stand nowhere. Therefore, it is vital to conduct regular employee engagement surveys to gain what your Japanese and South Korean employees think, and feel, and seek their direct feedback for improvement.
An employee engagement survey is a combination of closed and open-ended questions. The question covers a range of Human Resource dimensions such as job roles, training and development, rewards, culture, leadership, etc. The survey results will serve as a guideline to design and implement employee engagement strategies.
2. Create a High-Performance Culture
The workplace culture is one of the top aspects to retain your Japanese and South Korean workers. Ensure to create a culture that promotes respect, empathy, teamwork, and high performance. The base of a high-performing culture is set at the top. Build a strong performance management framework and align individual and business goals with it. A structured system is crucial to keep both managers and workers accountable.
Set periodic formal and informal performance meetings with your teams to share feedback. Such meetings enable managers to discuss performance expectations and for employees to raise any concerns about work and career.
3. Develop Training Programs
Organizations that invest in the training and development of their employees are likely to have high retention rates. Provide relevant training opportunities to retain your Japanese and South Korean employees. Customize training programs as per individual needs to help perform their best work.
Moreover, develop regular in-house and external training to stay industry relevant. Equip your employees with the latest tools and technology to stay ahead of the competition.
4. Recognize and Reward
Employees are no longer impressed by free coffee or happy hours. Reward your Japanese and South Korean employees in real terms for their work. Reward employees to increase retention. People who believe their efforts will be rewarded are the ones who stay and work hard.
Recognize high performance and reward it with monetary benefits such as gift cards or a bonus. Even non-monetary benefits such as a day off or a sponsored vacation will go a long way.
Final Thoughts
Employee retention of Japanese and South Korean employees in a multi-billion dollar BPO industry poses a great challenge for leaders. Employ the right strategies to keep BPO workers satisfied. Regular engagement surveys, a high-performing culture, training programs, and employee rewards are a few strategies to achieve just that.
Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Life in Malaysia for South Korean Employees
As of 2022, the number of South Koreans living in Malaysia is about 13,000. Malaysia takes pride in being one of the top countries in the Asia Pacific region. Immigrants from across the globe turn to Malaysia for its low cost of living, work opportunities, and its peaceful environment. As of December 2022, there are about 1.45 million foreign workers in Malaysia. And this number is likely to increase in the future because of the favorable conditions and prospects in Malaysia.
South Koreans in Malaysia
Malaysia is a popular destination for South Korean workers for numerous reasons. In South East Asia, Malaysia is the third-largest trading partner of South Korea. And the two countries have completed 62 years of diplomatic relations.
Here’s what Malaysia has to offer South Korean aspirants looking to make a move to this amazing South-East Asian country:
1. Vibrant Malaysian Culture
South Koreans will find Malaysia a hub of diverse ethnicities. Malaysia is often called a cultural melting pot. Because of the multi-racial inhabitants that make up its entire population. Alongside the local Malay people, the Malaysian Chinese and Indians are a significant part of the total population of Malaysia.
It makes the country culturally diverse as employees from multiple backgrounds work side by side. Moreover, the unique blend of traditions, norms, festivals, and religions makes Malaysia even more attractive to South Korean immigrants.
2. Diverse Languages
Most Malaysians can speak two or more languages. Besides Bahasa Malaysia or Malay, which is their national language, English is commonly spoken in Malaysia. Interestingly, out of 111 countries Malaysia ranks 24th and 3rd in Asia in terms of English language proficiency.
Therefore, Malaysia is a favorable destination for South Korean expatriates as they bring their children and enroll them in international schools.
Apart from Malay and English, you will encounter people speaking Chinese, Tamil, and other regional languages.
3. Affordable Living
Kuala Lumpur is amongst the top 20 cities for global workers. It is because of the living conditions Malaysia offers. The cost of living in Malaysia is far better and more affordable as compared to that of Singapore, Japan, or Korea. Rent and housing are much lower even in the capital city Kuala Lumpur.
Moreover, all the basic amenities such as groceries, transportation, clothing, healthcare, and education are also within the means of a modest income.
Since Malaysia is a tropical country, therefore, locally produced fruits such as mangoes, papayas, and mangosteen only cost a fraction.
4. Pleasant Weather
Malaysia enjoys a tropical rainforest climate all year round that’s mostly warm and humid. However, since rains are a common occurrence and so the weather is rather pleasant than too hot. It hardly experiences harsh or extreme weather conditions and disasters. Therefore, Malaysia is rather safe in terms of natural calamities. Moreover, the average temperature is around 25 degrees Celsius with a little variation.
Final Thought
South Koreans planning to make a move to Malaysia are in great luck. As this South-East Asian country has a lot to offer in terms of vibrant culture, language diversity, affordable living, and amazing tropical weather.
Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Three Reasons Why South Koreans and Japanese Prefer to Work in Malaysian BPO Industry?
According to a recent survey, 60% of adults in South Korea intend to work abroad for a better life. The same goes for Japan, where stressful work-life is forcing young people to move countries. Business Process Outsourcing (BPO) companies in Malaysia offer numerous career opportunities for young South Korean and Japanese talent. Why do South Koreans and Japanese Prefer to Work in the Malaysian BPO Industry? Below are 3 reasons that lead South Korean and Japanese professionals to work overseas:
1. Long Working Hours
Japan and Korea are known for their stringent work culture. Long hours, overtime, and working weekends barely allow family and personal time. The Japanese grind culture leaves people with little to no energy for things outside work.
Malaysian BPO companies are a great place for work-life balance. The work environment enables people to have fun and relax.
2. Discrimination and Hyper-competition
Women in South Korea face gender discrimination in the workplace. It hinders their chances to sustain jobs and get promoted. The discrimination leads many young women to pursue work abroad.
Additionally, South Korea and Japan have extremely competitive standards. These include factors such as appearance, gender, and academic standing. The discrimination forces several people to escape their home countries and find work abroad.
The BPO industry in Malaysia offers equal employment opportunities for all. Moreover, training and development enable the workers to enhance their skills.
3. Low Salary
Many Japanese choose to move and work abroad because of low compensation. It leads people to take up overtime and part-time jobs. Such a hectic routine eventually disturbs their personal life and impacts their overall well-being.
The Malaysian BPO industry offers a lucrative salary package. Hence, South Korean and Japanese professionals have high chances of financial growth.
Final Thoughts
Young South Koreans and Japanese professionals are feeling their home countries to seek work abroad. Long working hours, lack of work-life balance, discrimination, and low salaries are a few of the reasons.
The Malaysian BPO industry offers amazing work culture, equal opportunities, and competitive compensation. South Koreans and Japanese workers can experience a better professional and personal life working in the BPO sector.
Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Four Reasons Why Japanese Want to Work in Malaysia
As per an estimate, over 30,000 Japanese live in Malaysia as of 2020. Malaysia has been one of the preferred locations for Japanese workers. Interestingly, Malaysia has been a favorite country to reside in for Japanese for straight ten years.
There are several reasons that make Malaysia a top choice for the Japanese to move. In this article, we discuss the top qualities that compel Japanese to work and live in Malaysia.
4 Reasons Why Many Japanese Want to Work in Malaysia. Let’s explore what do Japanese find most attractive about Malaysia:
1. Cost of Living
The cost of living in Japan is extremely high for the working class. A major chunk of salary goes into rent and taxes. Moreover, basic necessities such as food, transportation, clothes, etc., are also expensive. It eventually cuts down on savings. Also, most Japanese end up paying student loans even after graduation.
However, the cost of living is considerably affordable in Malaysia. It is nearly half as compared to Japan. Additionally, everything from utilities, public transport, and accommodation is fairly priced in Malaysia.
2. Quality of Life
The average salary for a fresh graduate is somewhat getting similar in Japan and Malaysia. However, given the huge difference in the cost of living, the quality of life in Malaysia is way high. Japanese living in Malaysia have access to better and affordable health care, accommodation, and social life.
Eventually, they are able to save more and live a sustainable life. Moreover, in addition to basic needs, people in Malaysia can spend on their social life. They have access to reasonably priced restaurants, parks, and malls.
3. Work Culture
Japan is known for its stringent, exhausting, and unhealthy work culture. In fact, Japan has one of the longest working hours. At one point, employees reported monthly overtime of approximately 80 hours. The overwork culture causes several mental and physical health issues and disturbs the quality of life.
However, the Malaysian work culture is much more relaxed. It offers a great work-and-life balance to employees. Moreover, Malaysian employers are flexible, open, and approachable.
4. Cultural Diversity
Malaysia is a land of diverse cultures. The three main ethnicities in Malaysia are Malays, Chinese, and Indians. It makes a culturally rich destination to live and work. Also, there is a diversity of religions in Malaysia. The majority of which are Muslims, Buddhists, Hindus, etc. It creates cultural harmony and enables inhabitants to experience a multicultural setting.
While the Japanese culture is mostly closed and homogenous. It somehow lacks the diversity that Malaysia has to offer. Japanese who wish to explore different cultures, traditions, and ethnicities prefer to live in Malaysia.
Final Thoughts
Many Japanese now choose Malaysia to work and live in. Low cost of living and high quality of life are amongst the top motives. Moreover, Malaysia offers an amazing work-and-life balance to employees and their families. Last but not the least, the cultural diversity in Malaysia is what makes it an ideal location to settle. Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Challenges for South Korean and Japanese Applicants in BPO Industry
1. Skills Gap
2. Longer Hiring Timelines
International hiring has its own set of challenges. Recruitment of South Korean and Japanese may be difficult due to lengthier timelines, international hiring, and relocation costs. Moreover, cross-border background checks, local labor laws, and competitive compensation are also major contributors.
3. Language Barriers
English language skills are essential to succeed in the BPO industry. Native South Korean and Japanese applicants may lack the required language skills. The limited availability of multilingual applicants poses a challenge for BPO companies to hire international candidates.
4. Cultural Differences
The difference between work and corporate culture can also differ as compared to the applicant’s home country.
5. Poor Work-Life Balance
Moreover, it poorly impacts the quality of life and well-being. Working at a stretch can cause burnout and physical and mental health issues among employees.
6. Lack of Upskilling and Reskilling Opportunities
The BPO industry is in constant need to upskill and reskill its workforce. The lack of training and development opportunities prevents South Korean and Japanese applicants to secure jobs.
Final thoughts
【Column For Recruiter】Why Not Many Japanese and South Koreans Want to Work Overseas?
International employment opportunities lure millions of job seekers every year. Potential candidates from around the globe move countries for career growth and a prosperous future. Working and living abroad offers a unique corporate, cultural, and travel experience. However, young graduates and job hunters in South Korea and Japan seem reluctant to work overseas.
In this article, we dissect the pain points that prevent South Koreans and Japanese to work outside their home country. Let’s explore the top concerns of South Koreans and Japanese job seekers:
1. Safety
South Korea and Japan are amongst the safest countries in the world. As of 2020, the crime rate in South Korea was 0.60% while that of Japan was 0.25%. These people have grown up in a culture with minimum to no violence and crime. Their safety concerns prevents South Koreans and Japanese to work abroad.
2. Language Barriers
English is the preferred medium of communication for international work. However, South Koreans and Japanese face difficulty with the English language. Although English is taught in Japan, however, young graduates have serious concerns over communicating in a foreign language. Moreover, Japan has a low English proficiency and stands at No. 80 on English Proficiency Index.
3. Cross-cultural Interaction
Most South Koreans and Japanese have never experienced living abroad. Therefore, they feel cultural isolation in a foreign country. They somehow lack the confidence and skills to adjust to a culturally diverse environment.
Final Thoughts
Potential job seekers eagerly look for work opportunities abroad. However, not many South Koreans and Japanese prefer international work. The major reasons for their reluctance are safety concerns, communication and English language barriers, and anxiety around cross-cultural interaction. Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Five Effective Strategies to Attract Top Talent to the Malaysian BPO Sector
The success of the Malaysian business process outsourcing (BPO) sector heavily relies on the attraction and retention of top talent. To stay competitive, Malaysian BPO companies must implement effective talent acquisition and employee retention strategies.
In this article, we will discuss key strategies that can help companies attract skilled professionals to the Malaysian BPO sector.
Strategies to Attract talented Workforce to the Malaysian BPO Industry
Let’s look at the many ways the Malaysian BPO Industry can adopt to attract top talent:
1. Build a Strong Employer Brand
A strong employer brand is a crucial first step to attracting top talent. BPO companies should focus on highlighting company culture, values, and unique selling points. Share success stories of existing employees to highlight insights into the positive employee experience. Additionally, maintain an active presence on professional networking platforms and industry forums to create brand awareness and attract passive candidates. It will also target people who are not actively seeking employment opportunities.
2. Develop Strategic Partnerships with Educational Institutions
Collaborate with educational institutions to effectively tap into fresh talent. BPO companies must establish partnerships with universities and colleges to develop and deliver internship programs, guest lectures, student workshops, and career fairs. Active engagement with students and faculty enables high visibility for BPO companies. It also helps create a pipeline of skilled candidates. Provide internships or apprenticeships to identify promising talent early on and nurture them to become future BPO professionals.
3. Design Competitive Compensation and Benefits
Competitive compensation and benefits are among the major demands of BPO workers. As per a survey, salary ranked in the top three considerations for BPO job aspirants in Malaysia. Conduct thorough industry research to ensure that the salary offered is market competitive. Additionally, consider the provision of performance-based incentives, flexible working hours, career growth opportunities, and comprehensive health and wellness programs. Highlight these benefits in job advertisements and during the interview process to create a positive employer.
4. Offer Training and Development Avenues
Top talent is often attracted to organizations that invest in their professional growth. Malaysian BPO companies should emphasize their commitment to training and development programs. Create opportunities for employees to enhance their technical skills, language proficiency, leadership abilities, and domain expertise. Moreover, certifications, mentoring programs, and career development plans demonstrate the company’s dedication to workforce learning and growth. Such initiatives not only attract skilled candidates but also contribute to employee retention and long-term success.
5. Harness a Positive and Inclusive Work Culture
A positive and inclusive work culture is a significant way to attract top talent. Create an environment that promotes transparency, diversity, teamwork, and work-life balance. Encourage open communication, celebrate employee achievements, and provide opportunities for collaboration and idea-sharing. Additionally, foster a culture of continuous feedback and improvement to make employees feel valued and supported. A positive work culture not only attracts talented individuals but also helps in creating a productive and engaged workforce.
Final thoughts
Attracting top talent to the Malaysian BPO sector requires a strategic approach. BPO companies can position themselves as desirable employers by building a strong brand and forging partnerships with educational institutions. Moreover, competitive compensation, training and development opportunities, and a positive work culture must be implemented. These strategies will help attract skilled professionals and contribute to the growth and success of the Malaysian BPO sector. Queues Limited, A great partner for BPO companies in Malaysia, Philippines, Thailand and China for Korean and Japanese speaker hiring, is very happy to support your efficient recruiting. If your company needs Korean and Japanese speaking talents, please contact us.
【Column For Recruiter】Crossing Borders: The Unique Challenges Recruiters Face in Hiring Japanese and Korean Applicants for BPO Roles
In the dynamic landscape of Business Process Outsourcing (BPO), the demand for diverse talent has surged, prompting recruiters to explore international markets for skilled professionals. However, hiring Japanese and Korean applicants for BPO roles poses unique challenges, stemming from cultural nuances, language barriers, and distinctive work ethic expectations.
This article talks about the hiring challenges and cultural considerations for BPO recruiters involved in the hiring of South Korean and Japanese applicants.
Challenges Faced by Recruiters in South Korean and Japanese Applicant Hiring
Let’s briefly explore the challenges recruiters in the BPO usually face when developing recruitment strategies for taking South Korean and Japanese applicants onboard:
1. Cultural Nuances: Bridging the East-West Divide
Recruiters encounter a significant hurdle in navigating the cultural differences when considering Japanese and Korean applicants. Both nations boast rich histories, deeply rooted traditions, and societal norms that influence professional conduct. Understanding the collectivist nature of Japanese culture versus the hierarchical structure prevalent in Korean workplaces becomes crucial. Recruiters need to foster an environment that harmonizes with these cultural nuances to ensure seamless integration and collaboration within the BPO setting.
2. Language Barriers: Striving for Effective Communication
Language proficiency is a critical aspect of any BPO role, and recruiters often grapple with the challenge of ensuring that Japanese and Korean applicants possess the required language skills. While English proficiency may be a standard requirement, nuances in communication styles, politeness levels, and even business etiquettes must be considered. Bridging these language gaps is not only about linguistic capabilities but also about fostering an environment that encourages open communication and mutual understanding.
3. Work Ethic Expectations: Balancing Priorities
The work ethic in Japanese and Korean societies is deeply ingrained and can sometimes clash with the fast-paced nature of BPO roles. Japanese professionals are known for their dedication, precision, and long working hours. On the other hand, Koreans value teamwork and resilience. Striking a balance between these ingrained work ethics and the demands of the BPO industry requires recruiters to tailor their approach, emphasizing flexibility and adaptability as key attributes.
4. Recruitment Strategies: Tailoring Approaches for Success
To overcome these challenges, recruiters must develop targeted recruitment strategies. This involves leveraging cultural intelligence, implementing effective language assessments, and designing interview processes that gauge not only technical skills but also the ability to adapt to a cross-cultural work environment. Creating a supportive onboarding process that familiarizes Japanese and Korean hires with the unique dynamics of the BPO industry can significantly contribute to a successful integration.
5. Diversity and Inclusion: Building a Global Workforce
Embracing diversity and inclusion is not only a moral imperative but also a strategic move in the BPO industry. Recruiters must champion diversity initiatives, fostering an inclusive work environment where employees from different cultural backgrounds feel valued and supported. This not only aids in overcoming initial challenges but also enhances creativity, problem-solving, and overall team performance.
Final thoughts
In conclusion, hiring Japanese and Korean applicants for BPO roles requires a nuanced understanding of cultural, linguistic, and work ethic differences. Successful recruiters recognize the importance of cultural intelligence, effective communication, and tailored recruitment strategies to build a cohesive and high-performing global workforce. By embracing diversity and inclusion, BPO companies can capitalize on the unique strengths that individuals from Japan and Korea bring to the table, ultimately driving innovation and success in the competitive BPO landscape.
Enquiry
If you are a BPO company looking for Japanese/Korean speaker or corporations which want customer support staff in APAC countries, please contact us. We will be happy to provide you with information on our services and prices. If you would like to arrange a meeting, please feel free to contact us.
If you are looking for a RPO for BPO or placement, we can help. We have the experience to specialise!
