HSBC in Japan and Australia One of our main priorities, when picking individuals for roles in Japan and Australia here, is to make sure they'll fit in with their way of doing things. That's why, when it comes to their application in both nations every assessment and interview that follows, it is considered to be vital that the applicants show them more than just skills, experience or even the qualifications. In both nations during the recruitment process, they want to see that the applicant is an HSBC person before they even join HSBC.

The selection process

Both Japan and Australia recruit throughout the year, so applicants you can apply at any time. With that said, Japan and Australia will close applications as soon as they have filled their vacancies with Australia keeping them open just a little longer than Japan- so Australia recommend applying early to evade disappointment. Normally, Japan and Australia aim to make an offer in the interior 3 weeks of the early online application, and the procedure is as follows for both nations:

Step 1: Apply online

There is no closing date for Japan and Australia. However, as Japan takes on people regularly, they advise applying sooner instead of later. Australia stresses that before applicants apply though, that they make sure they meet their minimum-requirements and Japan using them as well.

Step 2: Online numerical and verbal reasoning tests

Japan and Australia both make the point that if applicants meet their basic requirements, both nations will invite them to undertake a sequence of brief online tests.

Step 3: Telephone interview

In Japan and Australia, if applicants online tests match their requirements, both nations will arrange a telephone interview at a time that will...

Here, they will explore the applicants experience a little more fully.
Step 4: Assessment center

In Japan and Australia, the final stage is a half day event at their assessment center, which consists of a variety of activities and an interview.

Report to Managing Director

Dear Managing Director,

Upon extensive research, it is clear that knowledge of different cultural models will be able to assist the company in developing recruitment and selection strategy for it is international operations. This is so because each culture explores how the lack of skills and the utilization of new technology are putting significant pressure on how companies go about Selecting and Recruiting the staff. In each of these cultures, they recommend to fulfill some kind of a strategic analysis of Recruitment and Selection process. Researching other cultures recruiting process all have one thing in common and which they completely understand that recruiting highly skilled and talented staff is the first step in the development of human capital advantage within organizations.

The approaches that our company would use for recruitment and selection of international staff would be the following:

1. Identify openly the nature of the vacancy that needs to be filled

2. Create a job description

3. Produce a person specification recognizing selection criteria for the post

4. Draw up an advertisement for the post

5. Shortlist candidates against the agreed selection principles

6. Make certain appropriate preparation for the interview

7. Reach agreement on core questions for each Board member based on the assortment criteria

8. Assess candidates against…