From Shibuya to shortlists: What Japan taught me about recruitment

By Michele Katz

I’ve just returned from Japan – slightly jet lagged, heavily caffeinated, and with a camera roll that suggests I’ve been living a double life as a geisha, a ninja, and possibly an amateur green tea farmer. It was, in every sense, a beautifully orchestrated chaos – which, now that I think about it, is basically recruitment in a kimono.

Let me explain.

The Geisha experience: the art of representation

Dressing as a geisha is not just about the aesthetic (although, yes, I absolutely loved wearing a real obi). It’s about precision, intentionality, and attention to detail. Every fold, every accessory, every movement has purpose.

Much like tailoring a CV.

In recruitment, we’re essentially geisha stylists for careers – crafting representation, showcasing strengths, and ensuring the candidate’s story is told with grace and clarity. A rushed job? It shows. Misplaced detail? Painfully obvious.

The take-away: Presentation matters, but authenticity matters more. No amount of white face powder can disguise a lack of substance, whether in Kyoto or a candidate profile

Tea picking: patience, process, and quality

Picking tea is slow, meticulous work. You can’t rush it without compromising quality. It’s about selecting the right leaves, at the right time, with care.

If that doesn’t scream “candidate pipeline,” I don’t know what does. The best recruitment outcomes rarely come from speed alone. Sure, urgency matters. But rushing the process often leads to bitter results (pun fully intended).

Lesson: Great hires are cultivated, not plucked in panic.

Sumo wrestling: when size matters… kind of

Watching sumo wrestling is like witnessing a masterclass in controlled power. These athletes are not just large; they are strategic, disciplined, and highly trained.

It reminded me of those candidates who come in with big CVs – years of experience, impressive titles, heavyweight companies. But, as in sumo, success isn’t determined by size alone. It’s about balance, timing, and technique.

In hiring, we often get dazzled by “big hitters.” But sometimes, the quieter contender – nimble, adaptable, and strategic – is the one who wins the bout.

Recruitment lesson: Don’t just hire the biggest CV in the ring. Hire the one who knows how to move.

Navigating train stations: the candidate journey

Japanese train stations are… an experience. Signage everywhere, platforms within platforms, crowds moving with inexplicable precision.

At one point, I was fairly certain I had entered a parallel dimension.

And yet everything runs on time. People know where they’re going. There’s structure, consistency, and flow.

Now think about your hiring process. Is it a streamlined Tokyo transit system? Or more like me, standing confused near Platform 14, holding a ticket that may or may not be for the right train?

Candidates experience your process like I experienced Shinjuku Station. If they’re confused, delayed, or lost… they’ll simply go elsewhere.

Lesson: Clarity, communication, and structure aren’t nice-to-haves. They are the system.

Ninja demonstrations: the hidden skills

Ninja training in Japan teaches you something quickly: what you don’t see matters just as much as what you do.

Stealth, timing, observation – ninjas were essentially the original “soft skills” champions.

And haven’t we all interviewed someone whose CV looked flawless, only to discover their real superpower was… avoiding accountability? Meanwhile, someone else quietly demonstrates resilience, emotional intelligence, and adaptability – the real ninja skills we need.

Lesson: Hire for what’s beneath the surface. X-ray vision isn’t standard issue in recruitment, but curiosity is.

Shibuya crossing: talent in motion

Shibuya Crossing is one of the busiest pedestrian crossings in the world. When the lights change, thousands of people move in perfect, chaotic synchronisation.

It’s mesmerising.

It’s also LinkedIn on a Monday morning!

Talent is constantly in motion – crossing paths, changing direction, navigating opportunity. Some hesitate. Some charge forward. Some follow. Some lead. As recruiters, we’re not controlling the crossing. We’re guiding people across safely, and ideally in the right direction.

Take-away: You can’t stop the market. You can only help people navigate it better.

Don Quijote & 7-Eleven: the power of availability

Japan has approximately one million 7-Elevens. That may not be a verified statistic, but emotionally, it is accurate.

And Don Quijote? Imagine if a department store and a rave had a baby – open 24/7.

These places thrive on accessibility, consistency, and meeting needs exactly when they arise.

Now compare that to recruitment responsiveness. How often do we miss the moment? Delay feedback? Leave candidates waiting? Top talent doesn’t linger indefinitely like I did in a Don Quijote snack aisle. They move. Fast.

Lesson: Be available. Be responsive. Be where your candidates are when they need you.

Final thoughts: recruitment, the Japanese way

Japan taught me that excellence lies in the blend of precision, culture, patience, and adaptability. It’s about the big picture and the smallest detail.

Recruitment isn’t so different. We’re matching people with opportunity, but also navigating complexity, managing expectations and orchestrating journeys

So, the next time I am reviewing a CV, scheduling an interview or wondering why my candidate has disappeared, I will ask myself:

Am I running a seamless Shibuya Crossing… or a confusing train station at peak hour?

And most importantly:

Would a ninja choose this process 🥷🏻?