How do I cancel my interview after accepting another job?

Cancel interview email accepted another offer

As soon as you accept the other offer, immediately email the first recruiter that you will not be joining.

Ensure you mention every small and big detail and factor for not joining.

,The first recruiter is also a human being.

Dont ghost or deceive.

Be human.

How to turn down a job interview but keep the door open

Back in 1997 I had a job interview for this Steel company.

Prior to the job interview I stopped at the bank and requested roughly $50.

00 in quarters so that I can have money to spend at the laundromat.

,This was a four person panel interview.

I was somewhat nervous because this would be the first job that really paid well for me.

,So as I was preparing to sit down for the interview the ENTIRE rolls of quarters fell out of my jacket and busted all over the floor scattering quarters in every direction.

On the table, under the table and everywhere else possible in that room.

,Talk about awkwardu2026u2026the first 10 minutes were spent with us walking around picking up quarters.

,Nevertheless I did get the job and I feel that the quarter incident lightened the mood somewhat as the job interviewers probably had some stories to tell their families as well.

,Letu2019s fast forward to 2008.

,Iu2019ve been through many job interviews by this time.

Iu2019m already an Air Force veteran, former fire fighter, former steel worker and former lean manufacturing technician.

Iu2019ve lost a lot of jobs due to the volatile workforce.

Delphi Packard offered me a buyout in 2006.

Copperweld Steel closed its doors in 2001.

I voluntarily quit the fire department in 2008 due to going through a divorce.

I had nowhere else to go.

My back was against the wall.

,So, here it is, August of 2008.

I have some college but no college degree at that time.

But I had a lot of experience.

I heard that this college was offering a civil service test for an administrative assistant position.

Roughly 150 or so applicants were testing for it.

I wanted the job because it was an opportunity for me to get a foot in the door at the university to attend college classes for free!!!! I grew tired of working in the manufacturing industry due to the nature of constant closings.

I wanted an entire career change.

,The first portion of the state test was a written exam, the second portion of the test was the typing.

I aced both exams.

In fact, I typed 88 WPM on the typing test.

After the exams were over, I felt disappointed (prior to the results).

Iu2019m really hard on myself if I feel that I made ONE mistake on any portion of an exam.

,I received the test results about a month later in the mail and I saw my placement score on the sheet.

(Our of 150 applicants I scored #1.

NUMBER ONE!!!).

I had the highest score.

For me, that was the greatest sense of accomplishment in itself.

,After the test results I heard nothing else.

The test was for creating an applicant pool for a u201cpotentialu201d opening and they will keep the applicant pool open for 2 years.

Undeterred I decided to try something different.

,I contacted some people who were graduates for that college who knew u201cprominentu201d figures at the university.

Someone who knew u201csomeoneu201d.

I wanted to network.

After I was given a contact phone number of someone who was a head of one of the departments at the school I got dressed professionally.

I wore black plants, a shirt with a tie, and a vest.

Made sure my shoes were super clean.

Just bought them the same day for this purpose.

I wasnu2019t going to a job interview.

I wanted to CREATE my own job interview.

,I drove 30 miles to the college (I forgot to add that detail as far as the college location).

,I called the person at the university to inquire about any potential openings in her department.

She seemed surprised that I was calling u201cout of the blueu201d but she seemed intrigued to listen.

,The first thing she told me was that I should take the written exam at the University which is offered every two years.

I told her that I recently taken the exam.

She asked me where did I place on the test, I told her I am number one.

There was silence on the phone.

She told me u201cthatu2019s VERY IMPRESSIVE, I would like to see a copy of the scoreu201d.

I then replied u201cIu2019m at the university and can hand deliver the test results if you would likeu201d.

There was silence again for about a second, she then replied u201csure, hereu2019s the directions to my officeu201d.

,I showed up at her office door with resume in hand along with the test scores.

I was dressed CLEAN and crisp as if Iu2019m ready for a job interview.

Next thing I know, I felt as if Iu2019m in a job interview.

,She was also having trouble with her computer in her office as she was asking me questions and I showed her the solution to her problem and resolved her computer issue that she told me she was struggling with.

She was blown away and impressed.

She offered me a part time position on the SPOT.

Nevertheless I had to turn it down (unfortunately) due to the extremely low salary and the schedule.

It was a potential u201cfoot in the door positionu201d she was offering me but I hated having to turn it down.

I was stuck in a dead end job during that year that I hated with a passion and I needed a full time job for health insurance purposes.

,Strangely enough, two years later I was offered the position that I tested for in 2008 but by that time I was gainfully employed with the federal government.

It gave me a sense of bittersweet because I wished I couldu2019ve given that job opportunity to someone else.

Cancel interview after accepting another offer Reddit

Become a recruiter.

A career in recruitment, whether thatu2019s internal, agency, or otherwise, can be extremely fulfilling.

Japan has one of the most interesting and unique recruitment markets in the world, and is full of opportunity for those who are both starting out in their career or have several years of work experience.

,Iu2019d like to share a bit about my experience as a recruiter in Tokyo and demystify some common misconceptions about the industry.

Iu2019m going to go a bit crazy with this postu2026,My storyLike a lot of people in the industry, I kind of just u201cfell intou201d it.

My main goal after graduation was to come to Japan u2014 after years of studying the culture and language, I just knew I had to be here.

That said, my Japanese wasnu2019t fluent, so my job prospects werenu2019t too promising.

I was accepted into a government program called JET where they send you to teach children in some far flung town in the countryside.

,While JET is a reputable program, one of my goals was to build a strong network and I felt that would be easier done in Tokyo.

After several interviews at the Boston Career Forum, as well as direct applications, I received a few offers and chose to join W&C right out of college.

,At the time, I had a vague idea of what recruitment was.

Even after having several conversations with recruiters in Japan, I still didnu2019t really get it as I had no prior working experience.

The abstract concepts and scenarios being detailed to me were hard to grasp, and I couldnu2019t really imagine what an average day was like.

I suppose your first job out of university is always going to be shrouded in some mystery u2014 itu2019s almost impossible to know exactly what itu2019s going to be like to work there.

,I had a good feeling about the firm I was interviewing with, W&C.

I liked everyone I met and they were pretty international, and the clients seemed cool.

The CEO and I share the same alma mater, so I probably felt some connection there.

I went for it and took the leap, signed the offer and moved to Tokyo the summer after graduation.

,The first year was a huge learning curve.

I was in the office in the mornings talking to prospective candidates on the phone and LinkedIn, and in the afternoons Iu2019d be out to meet new clients (like Amazon/Spotify/Expedia/Facebook).

,But I was full of energy and high off the adrenaline.

It was exciting meeting global tech companies and helping people find jobs there.

Because I was motivated, and the people around me supportive, I didnu2019t mind staying until 9 or 10 pm some days.

,I spent a four years there helping global tech companies and startups hire for the Japanese market.

Most of my clients spoke English, so I didnu2019t have to use much Japanese, although I had studied abroad for one year in Japan so I did use it occasionally in more casual settings.

My boss was great.

He was there to push me where necessary (get on the phone!), but at the same time gave me a lot of direction and autonomy to make my own decisions.

Having a good boss that cares about your career is essential to your success in any company.

,The first year I was doing really well, but I worked too hard and inevitably got burnt out.

So I took a two week vacation and then came back with a more realistic schedule, prioritizing my life over work.

I found that recruitment went in phases.

The start of the quarter (itu2019s a cyclical business) would be very busy, but then would taper off.

I would make sure to plan lots of trips and holidays towards the middle and later part of the quarter, and to manage my stress levels throughout.

I found that I was able to shut off completely on weekends and still produce great results.

I had found a good balance.

,And then after the first year, something clicked.

Once I had made a few successful placements, got the basic process of it all, and figured out my work life balance, it became even more rewarding! Of course there was a still a lot more to learn; I shifted my focus from u201cmaking moneyu201d to u201ccontinuous learning.

u201d I was promoted to consultant, senior consultant and eventually made my way up to manager where I was responsible for a small team of four.

,,Five reasons I enjoyed recruitmentIf I had to choose just fiveu2026,Autonomy.

You are usually free to plan your week, apart from a couple of meetings you have to attend with your team.

This means you could experiment.

Youu2019re your own boss in many ways.

This was a double-edged sword, of course, because if you didnu2019t plan well then your results would suffer.

Your success was in your hands.

With great autonomy comes great responsibility!,Impact.

Youu2019re helping two groups of people here; companies to hire, and job candidates to find jobs.

The person you hire can literally go on to change the trajectory of the business, and the candidate you help can start a new life thanks to you.

I remember when I had introduced the head of Amazonu2019s Audible (audiobook) business to launch in Japan u2014 it was really motivating to see him start the business, and then I could use their service as a consumer, too!,Great connections.

Youu2019re meeting people every day, many of who will become your friends, future business partners, and part of your extended network.

Even when you leave the recruitment industry, you can take this with you wherever you goTransferable skills.

Sales, marketing, business development, writing, customer support, contract negotiation, relationship building, research, networking and so much more.

Many recruiters start their own businesses.

Others join companies like Google, Expedia, American Express, Amazon, and Facebook.

While most of them continue to do recruitment (u201cinternalu201d recruitment), some of them moved into a different function.

A strong background in HR can set you up to be a CEO.

,Salary.

Thereu2019s a lot of money to be made in any sales job, depending on how hard/smart you can and are willing to work, as well as the salary structure of the company youu2019re at.

The first year I doubled my salary.

The second year I tripled it.

And the third year I quadrupled it.

,Also, here are 7 things I learned in the recruitment industry.

,,Why recruiters existRecruitment seeks to solve a fundamental problem u2014 how do you hire and retain the best people? Letu2019s say that Apple wants to enter the Chinese market and setup a branch tomorrow.

They need to find a country head to start it up.

If it takes Apple 6 months to find that person, what is the opportunity cost of waiting? Well, the country head also has to hire a sales team, partner with distributors and get through legal hurdles.

In reality it could take them a year before they start selling their iPhones.

,If Apple would have found that hire in 4 months, or 1 month, instead of 6, they could have started selling millions of iPhones, grossing hundreds of millions of dollars.

For every second they donu2019t have the person to do this job, they are losing out on a lot of money.

This is the value you can add as recruiter, and this is exactly why companies are willing to pay so much money to recruitment agencies to find people.

Thatu2019s the client side, and u201cclientu201d here (Apple) refers to the company that is paying a recruitment company to hire for them.

,On the other side, we have candidates.

Candidate is just a synonym for job seeker.

Why would someone looking for a job use a recruiter rather than just applying for the job directly? Thatu2019s simple.

First of all, recruiters have specialized knowledge about the company, the job, and the interview process that you couldnu2019t get access to otherwise.

They can manage the interview process as well as your expectations and the clients expectations.

They know what skills it takes to actually get the job, and often times can put you directly in touch with the decision makers rather than just dealing with HR.

,They know what the market trends are and they can tell you whether or not a company has a good or bad reputation, divulging information about what itu2019s really like to work there, not just whatu2019s written online.

A great recruiter can give you more objective advice about whether itu2019s actually a good career move based on what you want to do.

Good recruiters will help you negotiate your salary and favorable job terms.

They will be the difference between you getting the job versus sending your applications to the company job page and never getting a response from HR.

,,The business modelAs an agency recruiter, a company (u201cclientu201d) will pay you a fee for successfully hiring a candidate (the person looking for a job).

You get paid by clients, not the candidates.

A very important point to remember.

The fee is calculated based on a percentage of the candidates yearly salary.

For example, if Amazon hires an engineer with a salary of 8,000,000 yen, then the recruitment company will receive 35% of that yearly salary as your fee = 2,800,000 yen.

Now, that doesnu2019t go into the individual recruiters bank account, but is rather added to your overall u201ctargetu201d for the quarter.

Your actual salary will depend on the bonus and incentive system that your company has set up.

,Two types of recruiters:Internal recruiters, also known as u201ccorporateu201d recruiters, work inside the employeru2019s organization and usually collect a paycheck (salary) from the employer who has the jobs open.

Their office will typically be on the employeru2019s premises, and their email and phone will typically be part of the employeru2019s email and phone system.

,External recruiters, also known as agency recruiters, do not receive a paycheck from the employer who has the open jobs.

They work for someone else, a recruiting firm or agency, which issues their paychecks.

Some, of course, work for themselves.

None are on the payroll of the employer with the open jobs.

,There are essentially two areas that all of your activities will be split into, and it should be help to think about it this way u2014 the candidate side (job seeker) and the client side (company).

,The model looks something like this:,Source: Kforce,Daily activitiesNo day is the same in recruitment.

Thatu2019s the fun part.

The goal is to find the best hires for your clients, so most of your time is spent with that goal in mind.

That entails everything from finding the candidates, helping them with interview preparation, negotiating contracts, exchanging feedback with clients, and influencing the hiring process.

,You manage several clients, who have several job openings, and you could be helping anywhere from 10-20 people find jobs at any given time.

You will spend a significant amount of time understanding the market, meeting candidates, meeting clients, interviewing, screening, negotiating, building relationships.

,The candidate side includes but is not limited to the below activities:,Scouting new candidates on linkedin and other job boards,Meeting new candidates to discuss potential job opportunities,Remeeting previous candidates to discuss job opportunities,Preparing candidates for interviews,Scheduling interviews for candidates,Negotiating offers and compensation on behalf of candidates,The client side includes but is not limited to the below activities:,Finding new clients (business development calls, going to marketing events),Attending new client meetings,Negotiating contracts and fees with clients,Attending/catching up with existing clients (u201caccount managementu201d),Updating clients on the status of a search,Scheduling interviews on behalf of candidates with the client company,Not to mention, you will have your own internal meetings to deal with like team meetings or catch ups with your boss.

Technically, then, you have three main groups of activities to manage u2014 the candidate, client and internal.

,,Whatu2019s the recruitment market like in Japan?After WWII Japanese companies developed the lifetime employment system which still exists to some degree today.

Every year companies round up students right out of school and push them through a soul-killing u201cjob huntingu201d (shukatsu) process, where they often get jobs at big stable companies and are then employed for life.

The employee gets a nice stable job, subsidized housing, and modest salary increases overtime.

In return, the employer gets a loyal employee for decades.

,The bonus system in Japan is usually annual or biannual, and has traditionally not been based on individual performance, but on company performance.

Company profits = everyone gets a bonus.

No company profits = no one gets a bonus.

In other words, itu2019s not really merit based, although this has certainly started to change in particular amongst the tech-related companies.

,Leaving your job, or changing your job frequently was simply less common in Japan up until the past few years (in particular the 2008 financial crisis shook things up and people realized their jobs werenu2019t safe, as did many people in the world).

Large Japanese companies put employees on a conveyor belt, requiring them to change their functions every couple of years (from HR, to sales, marketing, operations and so forth!).

This results in employees who never get really skilled at one area, becoming generalists rather than specialists, further exacerbating the labor shortage, as finding specific skill sets is trickier.

,The mentality of u201ccompany comes firstu201d rather than u201cthe individual comes firstu201d is deeply ingrained in the psycheu2019s of middle-aged men that are running Japanese companiesu200au2014u200athat wonu2019t disappear overnight.

Forfeiting your individual rights (work is family) has led to all sorts of issues, namely a sort of self-flagellation in the name of the intangible thing known as u201ccompany,u201d and a ton of overwork.

Despite what the labor statistics say, most of the overtime still goes unreported.

,In his widely popular, witty and controversial book, Straightjacket Society, Dr.

Masao Miyamoto wrote extensively about the inefficiencies and mindless bureaucracy back in the 80u2019s and 90u2019s.

He describes a u201cvoluntaryu201d company trip that he took to a hot spring (onsen); the weekend trip was work-related and counted as u201cunpaid overtime.

u201d It consisted of getting madly drunk, watching porn in the hotel room, and singing karaoke songs together (mind you, these are middle-aged bureaucrats spending tax-money and responsible for running the country).

,Speaking to several of his colleagues, Miyamoto realized that, like him, most of them didnu2019t actually want to be there.

They would have rather spent the weekend with their families, but social-pressure and the need to appease bosses wouldnu2019t allow it.

This highly group-oriented system worked for Japan during a time of economic-catch up post war, but from even before Miyamotou2019s time, started to lose its edge.

,The system further disintegrated after the 2009 financial crisis when more and more people were laid off, crushing the long held belief that a company will have your back for life.

Miyamoto was highly critical of the group-think mentality, but he didnu2019t tout Western individualism to be the silver-bullet.

Like most things in life, he believed that there was likely a middle path; teamwork and respect for the elders espoused by Japanese, mixed in with a sense of individuality and freedom of expression from the West.

,Labor lawsThe labor laws in Japan are notoriously strict; even amidst lay-offs, the law is on the side of employee, which means itu2019s very difficult to fire people.

The expression u201cto get firedu201d translates to u201cu30afu30d3u306bu306au308b,u201d which literally means to get necked.

This has direct origins from the 17th century Edo Period practice of beheading criminals or samurai who betrayed the clan.

The structural, legal and cultural barriers around firing makes labor movement slow and less liquid.

Everybody loses.

,One solution Japanese companies have taken is to hire more contract workers on a yearly basis (rather than permanent employees), thus giving both sides more flexibility to go their separate ways.

Google Japan, for example, hires almost all of its employees in contract positions.

This approach has worked to an extentu200au2014u200aitu2019s a good, incremental push in the right direction.

Prime Minister Abeu2019s goal to increase female participation in the work force seems to be making strides.

Individually this is not enough to address Japanu2019s labor shortage or rewind Japanu2019s demographic time bomb, but itu2019s addressing one piece of the puzzle.

,Recruitment todayIn 2013 there were over 3,000 registered recruitment agencies in Japan.

Five years later, the number has more than doubled to over 7,000 firms.

There is a severe labor shortage in Japan, an increase in foreign investment, and a growing need for high quality recruiters.

Since many of the recruitment agencies work with international companies, itu2019s a job that you can do with relatively little to no Japanese language ability.

For someone looking to move to Japan, itu2019s a great choice.

,The salaries for sales, marketing, and engineering jobs within foreign tech companies in Japan are continuing to rise because of the labor shortage (low supply of bilingual, skilled talent and high demand).

Compared to 5 years ago, companies like Amazon, Google, and Expedia are more willing to pay top dollar in Japan.

This was the sector I was focused on, and it was exciting to work with companies that I was actually familiar with as a consumer.

,,From English Teaching to RecruitmentThere are plenty of ex-JET and English teachers who moved into recruitment, my ex-boss being one of them (who now runs two startups in Tokyo).

Many have excelled and made a name for themselves, doubling, tripling and even quadrupling their salaries from 4 million to 10 million yen and above.

,A quick search on LinkedIn for the query u201crecruiteru201d and u201cJETu201d will bring up several results of teachers who moved from English teaching to recruitment, and from there onwards to other industries.

This quick search can serve as a starting point to give you some ideas of the sorts of career possibilities and transitions that you could take u2014 but you donu2019t have to limit yourself to that, of course.

Since recruitment is at the core a sales and marketing job, moving into a client-facing role where you financial targets and goals to achieve can set you up for success in a range of industries.

Itu2019s a real job.

,Ultimately, itu2019s a very different type of job than English teaching.

Your success will come down to your willingness to learn, mental toughness, and interpersonal skills.

There are also lots of factors to consider, like the type of firm/industry/your personality/experience level/your boss, and so forth.

,But the point is, the opportunity is there.

Some English teachers fail, some do exceptionally well.

For many, the step into recruitment provides a way to learn professional communication skills, save money, pay off student loans, learn about a specific industry in depth, and even gain management experience.

,,How do you find a good recruitment firm?Everyone will have a different style and values, so determine what is right for you.

Then use this as a lens to assess different recruitment companies during the interview process.

I would always give companies the benefit of the doubt when interview, so if you find one aspect of the job you donu2019t like through the interview, donu2019t cancel the rest of your interviews.

Itu2019s almost always worth seeing out the interview process to the end to get a fuller picture of the company, not to mention for interview practice!,Here is a checklist of areas that you should assess:,Culture: What are the values of the company? What kind of people do they have working there now? Do people work as a team, or is it individual-based? Who is the CEO, and what are their goals for the company? How fast is decision making? Is the company fast-growing or is it closer to a u201clifestyleu201d business? Is it a Japanese recruitment firm or foreign firm?,KPIu2019s: Key Performance Indicators.

These are the metrics that the company/manager will use to assess your performance.

You will live and breathe these, so itu2019s important that you are crystal clear on these.

If you have to make 50 calls per day, is that the sort of environment you want to be in? Find out what these are and what the expectations are for consultants.

KPIu2019s could include the number of resumes you sent per week, the number of candidates met face to face, the number of job interviews per week, and the number of clients youu2019ve met.

,Company Size: Larger recruitment companies have better training programs, smaller ones donu2019t u2014 although there are exceptions.

I would ask the recruitment company exactly what their program looks like and even request a schedule to see how in depth it looks.

If they say they donu2019t have one and itu2019s more u201con the job training (OTJ)u201d, I wouldnu2019t recommend it unless you already know how the recruitment industry works and are comfortable stepping into that sort of environment.

Also, ask them u201chow big is your database?u201d A company with a small database of candidates is going to make it really tough for you.

,Industry: Are you passionate about the pharmaceutical industry? Finance? E-commerce? IT? Startups? Fashion? How much Japanese do you need to use? Is it easy to switch industries and teams within the recruitment company once joined? Often times itu2019s not, especially if itu2019s a smaller company.

You can narrow down your search of recruitment agencies based on the industries they cover, although this information isnu2019t always accessible online and the specific openings are going to depend often on timing.

,Function.

Similar to industry, the function you focus on is going to heavily influence the sort of network you build as well as the types of people youu2019ll talk to on a daily basis u2014 this can also reflect on your own personality.

For example, I was working in mostly sales/marketing recruitment, so a majority of the people I met were easy going and good communicators.

This was a great fit for my personality because although Iu2019m personally more interested in marketing and have done some sales work in part time jobs.

However, if youu2019re working with engineers or operations/finance for example this might (not always) require you to take a different approach to everything from how you communicate to how you search for people.

,The Team: Who will you be working with everyday? If you were stuck on a plane with these people for 12 hours, would you gouge your eyes out? You can do some digging on LinkedIn to see who works at the company and their backgrounds.

I recommend spending as much time with the team and people in the company before making a decision to join as youu2019ll often learn more about the business from informal meetings than you will in a stuffy interview room.

,Your Boss: Your direct manager will make or break your success in recruitment.

Do not underestimate this.

If they are supportive and provide hands-on training, you can shine.

If not, then you will become another statistic u2014 most people leave their jobs because theyu2019re unhappy with their bosses.

You want to ask them what their management style is, their best and worst hire, what they think makes someone successful on the job, how their management style has evolved, and make sure to spend at minimum 2-3 hours with them to get to know them.

,Compensation package/salary: What is the base and bonus structure? How is the bonus determined? Is it a quarterly bonus, bi annual, yearly bonus? What is the expectation in the first 3 months? What is the worst case and best case salary scenarios for a 1st year hire in the company? Is it a team-based bonus pool, a draw-system, or 100% commission? If you are starting out, I suggest aiming for a company that has a relatively generous base salary.

If you are more confident in your existing network/abilities, then you can target a higher bonus/commission structure (great risk, higher reward).

,You wonu2019t be able to assess most of these criteria until you actually meet the company, but you should start gathering information beforehand to the best of your ability.

,,Negative stereotypesWhen I first interviewed for recruitment jobs in Japan the advice I read was spread across online forums, shrouded in negativity on reddit, and was questionable at best.

There are a lot of bad recruitment firms u2014 no doubt.

But there are also dozens of progressive recruitment companies.

,The worst recruitment firms have aggressive, cut-throat environments.

They have high targets, toxic workplaces.

Or, maybe they have people who simply donu2019t care and the pace is extremely slow.

You can find out pretty quickly if this is the case by being proactive and doing a bit of research.

,Most people are pushed through the interview process and donu2019t know the right questions to ask.

Here are some tips and questions to ask to avoid the bad apples:,What are my probation targets (the first three months on the job?).

How are they going to measure your performance? Do you have to make 100 phone calls a day? That would suck.

Request a detailed breakdown of the tasks that you actually have to do.

,Your bosses management style.

If you really click with your boss, a lot of the rest will take care of yourself.

If you donu2019t, youu2019ll be miserable.

Ask him/her what their management style is.

Ask them what they do to help people who are underperforming.

Ask them to share their most successful hire.

,Transparency.

If they are not upfront about the salary structure and bonus structure, this is a red flag.

What are they hiding?,Another way to do your due diligence is to simply speak to people who have worked at the company before.

You can easily find people on Linkedin.

Reach out to them, ask them how it was working there, why they left, and get multiple perspectives.

,Lastly, spend time with the interviewers, not just an hour with your prospective boss.

Really get to know them.

Be honest to yourself about your meetings with people; if you had a bad gut feeling about someone, follow that instinct.

The process goes something like this:,Gather information about company u2192 Assess information u2192 Assess gut feelings u2192 Follow up on gut feeling by gather more information u2192 Confirm/deny whether your gut feeling was accurate u2192 Repeat process.

Talk to them again, clarify big questions you have.

Donu2019t get too flattered because a company offers you and feel pressured to accept.

Itu2019s your career.

,,SalariesStarting salaries in recruitment in Japan can be anywhere from 3,000,000 to 4,500,000 yen depending on your level of experience, and they can double, triple and more than quadruple depending on the bonus structures and level of experience.

If you are being offered less than that, then you should push back, citing the industry standards, which you can easily find on Glassdoor.

,In my first year as a recruiter I was making a 4,000,000 yen base salary, but then I exceeded my targets for two consecutive quarters and was able to double my salary to 8,000,000 yen by the end of the year.

Living expenses in Japan arenu2019t cheap, particularly if youu2019re in central Tokyo, and Iu2019ve found that 3,000,000 per year is really at the lower end of what is acceptable, even if youu2019re single.

This should be your absolute minimum, unless you have enough money to cushion you for a few months and have a large bonus component that youu2019re confident in earning in the first year.

,The compensation in recruitment is going differ in structure from firm to firm.

Youu2019ll find that the larger recruitment firms usually have a more stable, reasonable base salary and good bonuses.

The small, boutique firms, though, can often have structures with much lower bases but high incentive bonuses.

In other words, your overall earning potential is higher.

,But in a smaller firm youu2019ll also usually have to bring your own network and resources will be more limited, so achieving that upper earnings potential might pose a much higher barrier.

The general rule of thumb is that if you have zero experience in the recruitment industry in Japan, or any work experience at all, itu2019s best to start with a firm that has a guaranteed base salary so you donu2019t have to worry about putting food on the table.

It consists of the following:,A guaranteed base salary,Bonus (quarterly/bi annually/yearly) depending on your performance and/or team/company performance,Perks (expense account, paid-for trips, prizes and free stuff),Commuting expense (almost always guaranteed),Health insurance (kokumin hoken, deducted from monthly salary and required by law),Japanese Pension (nenkin, deducted from monthly salary),Bonus/CommissionEvery company will have a different bonus scheme/incentive scheme, so itu2019s your job to find out exactly how much your earning potential is your first year.

More often than not, you will not make a bonus your first 6 months as youu2019ll be on u201cprobation,u201d or a test/trial period with the company.

Itu2019s standard to have a clear bonus system where youu2019ll be able to understand how much you would make exactly if you hit your targets.

Make sure you are 100% clear on that before joining.

,Getting paid in whole or in part on a commission basis (or bonus, same thing) means that your performance and success on the job will have a direct impact on your paycheck.

Being paid using a commission structure gives you control over how much you earn during a specific period.

In many cases it offers you unlimited earning potential based on how good you are at what you do and how successful you are.

Itu2019s important to remember that the fee that a recruiter charges for a placement isnu2019t exactly the same as the amount of money a recruiter earns for making that placement (if they work for a recruiting firm).

If you work for a corporate recruitment firm, your fees will count towards your monthly or quarterly revenue target, and your bonus or incentive payment will be based on your performance against that target, just like any other sales job.

,Youu2019ll encounter companies who have one of three systems: 1) a very clear bonus system (make X revenue and make X bonus), 2) a discretionary bonus, or 3) a draw system.

,PerksTypical perks in recruitment include an expense account, which means that you will be given a stipend every month that you can use to take out candidates and clients.

Wining and dining.

Since youu2019ll be out and about meeting people for drinks and dinners, you will be the one paying for them.

You simply save your receipts and are reimbursed at the end of the month, and itu2019s a great way to eat nice dinners every dayu2026virtually for free.

,Some companies allow you a specific number like 30,000 yen, increasing the limit once youu2019re promoted.

You donu2019t typically get any money up front and itu2019s just a matter of being reimbursed, so keep this in mind for your own budgeting purposes.

Other firms are a lot more generous, though, and simply say u201ckeep your expenses within reasonable limits.

u201d My first and second years of recruitment I would spend 30,000 to 40,000 yen in expenses per month, and once I became a manager these expenses doubled and tripled as I was engaging with more senior clients, candidates, and had to take out entire teams for celebrations and so forth.

,Companies doing business in Japan typically expense the full amount of your daily commute, and some even will pay a portion of your rent if you live extremely close to the office.

Other perks include trips, holidays, and incentive prizes that you might win during your time as a recruiter.

Itu2019s not a huge deciding factor but itu2019s nice to get free stuff from your company.

,,So, is recruitment for you?Recruitment as an industry (internal included) has one of the highest turnover rates, meaning that many people leave after a short time, usually within 6 months to one 1 year.

Itu2019s an unfortunate statistic but one that can be avoided if you take the time to properly assess the culture of each recruitment firm youu2019re applying for as well as understand exactly what youu2019re getting yourself into (as it will differ from company to company!).

All this is a bit ironic because you would think recruitment companies would be good at hiring.

Case in point, hiring is tough.

,But why is it so tough? They say that recruitment is the business of rejection.

You are always getting rejected by someone u2014 whether thatu2019s a potential client, or a prospective employee who doesnu2019t want to talk to you, or someone failing an interview.

Everyone fears rejection to some degree, and thatu2019s ok, weu2019re only human.

,More important is your ability to bounce back from failure u2014 in other words, your resilience.

If you donu2019t have tough skin, youu2019ll certainly build it in the process.

If you want to gauge your level resilience and your fit for recruitment right now, a good measure is to look at other areas of your life which required tenacity.

Have you ever had to work hard over a long period of time? It could be anything u2014 running a marathon, playing piano, competitive team sports, weekly volunteer work, dance, you name it.

If youu2019ve been able to spend a big chunk of time committing to an activity while juggling other parts of life, then you probably have at least the basic mental toughness to get through tough times during recruitment.

,,A List of Recruitment Firms in Japan to get you started:Executive RecruitmentKorn Ferry,Heidrick and Struggles,Egon Zehnder,Spencer Stuart,Large Contingency Recruitment FirmsRecruit,Intelligence,Robert Walters,Hays,RGF,Michael Page,Enworld,Small/Midsize Recruitment FirmsMorgan McKinley,Wahl & Case,Optia Partners,CDS,Robert Half,East West Consulting,Staffing/HakenRandstad,Manpower,Recruit,Pasona,Robert Walters,Online Recruitment PlatformsLinkedIn,Daijob,Gaijinpot,Wantedly,Careercross,

How to decline a job interview by email sample

Always, always, on either side of the process, be polite, but be brief and to the point.

For example:,Thank you for the invitation to speak with you, but I am withdrawing from consideration for this position.

I wish you the best in finding the right person.

How to decline an interview due to personal reasons

Yes I have.

It was some years ago for a prominent tech company back in Atlanta, who I wonu2019t name.

They had actually contacted me as they needed someone with Six Sigma Process Improvement experience and my background was completely on point.

The initial phone interview went great and they scheduled me to come in and meet with the COO and someone from HR.

I showed up a little early for my appointment and no one there was even remotely aware I was scheduled to come in and werenu2019t familiar with the people I was supposed to meet with.

I sat and waited for nearly an hour while calls were made, texts and emails sent.

Finally someone showed up and apologized for the delay, indicated that neither the COO or HR person were available but gave no explanation why or offered to reschedule.

He ushered me into a small conference room and started fumbling through rather generic questions that really had no bearing on the position.

I answered the questions as I normally would.

Finally his phone rang and he answered it and had a conversation.

He let me know that the COO would be in shortly and asked me to wait in the room.

,I waited about 15 minutes and the HR person I was supposed to meet with ducked his head in and apologized for not being to meet with me, and as before offered no reason as to why or to reschedule.

He reassured me the COO would be in shortly to meet with me.

I waited another 30 minutes with no one coming into the room at all.

I figured it was a game to see how badly I wanted the job, but honestly, I was only mildly interested and THEY called me, not the other way around.

Finally the COO came in and introduced himself.

No apologies or explanations for the delay.

He admitted he hadnu2019t seen my resume and wasnu2019t even aware the position had been approved and hadnu2019t seen the requisition or requirements for the candidates.

I handed him a copy of my resume which he read over, taking what seemed an eternity.

He looked up at me sheepishly and proceeded into a spiel about the company and its operations.

He asked if I had questions and boy did I ever.

He answered as best he could but the answers were vague, ambiguous, lacking in details and specificity and it seemed like he was withholding relevant information.

I pressed him a number of times on certain questions but made no headway.

,I finally said that it seemed like I wouldnu2019t be a good fit for his company and thanked him for his time at which point he got defensive and started asking me why I wasnu2019t a good fit with some of his questions bordering on rude and sarcastic.

I answered as I normally would, not responding to the sarcasm or rudeness but finally Iu2019d had enough, again thanked for his time but indicated Iu2019d waited nearly two hours for the interview to start and needed to wrap things up and stood up to take my leave.

He simply said u201cOKu201d and didnu2019t even stand up or offer to shake my hand, which I had extended to him.

I left and expected never to hear from them again.

I sent the COO a note thanking him for his time and wishing him success in finding a candidate.

,To my surprise, two weeks later I got a call from the HR person Iu2019d met with only briefly who apologized profusely for not being able to meet with me and asked if I would be able to come in for another interview.

I was floored.

I explained I had met with the COO and how it went, that I felt I wasnu2019t a good fit for the company and declined further interest.

The HR rep then proceeded to essentially beg me to come in, went over what the position paid, said that if money was a concern they could see about it.

I explained that I really didnu2019t seem to mesh well with the COO and I felt like I wasnu2019t getting honest answers and the HR insisted the COO really liked me and wanted to meet with the rest of his team.

I didnu2019t know what to thinku2026it was truly like one hand didnu2019t know what the other was doing.

If it was indeed a test, which I am reasonably certain it was, it was the weirdest test ever and if thatu2019s the kinds of tests they pull I really didnu2019t want to work for them.

I let the HR rep know it was a hard no and thanked them.

,Not even an hour later the COO called me, saying it seemed like we got off on the wrong foot and could I please come in to meet his team.

I explained that I felt I didnu2019t get full and honest answers from him in the interview and doing Process Improvement I need full honesty from all parties involved.

He promised he would answer any and all questions if I would just come in to meet with him and his team.

I was tempted to say yes, but they had destroyed any goodwill they had in that first interview, which is essentially what I told him.

He apologized profusely and said he would do anything to have me as a part of his team and asked me not to respond but to think about it and call him back in three days.

I said I would, but in all honesty I didnu2019t call him back.

I sent him the briefest of emails thanking him for his interest but that I just was not interested in the position.

I never heard from them again thankfully.

How to decline an interview last minute

You could check for their seriousness right from your first conversation you had with them and check and cross check commitments at every step of the way