Ready-to-use materials included] Three points to make cross-border learning "open call" a success
Posted: Sun Mar 16, 2025 8:57 am
"Cross-border learning" has been gaining attention in recent years.
When considering introducing it within a company, we are often asked,
"Should we go through public recruitment or recommendations?" and the worry is, "What should I do if no one volunteers for the public recruitment?"
Here, we will explain the differences between the methods of "open recruitment" and "recommendation" when introducing cross-border learning, as well as some
ideas that can be implemented when using the "open recruitment" method!
【table of contents】
What is cross-border learning?
Which is more effective: "public recruitment" or " chinese overseas america database recommendation"? Do "public recruitment" actually get more submissions?
3 tips to make your public recruitment a success!
Summary: We're giving away materials on past participants' opinions on "Why I participated in side-job study abroad!"
What is cross-border learning?
Cross-border learning is a method of learning that promotes self-understanding, broadens horizons, and improves skills by moving back and forth between home (your comfortable place) and away places, such as through multiple jobs, parallel work, pro bono work, or secondment.
Until now, human resource development has often been carried out within a company's own sphere, typically through on-the-job training, annual or job-specific training, e-learning, etc., and there have not been many cases of cross-border learning.
However, in today's VUCA world, companies are being asked to focus more on human capital and its management (human capital management) than ever before.
"Cross-border learning" is attracting attention as a means of providing opportunities and developing human resources necessary to maximize human capital, which cannot be obtained through regular work or traditional training, by broadening perspectives through diverse experiences, acquiring knowledge and skills, and fostering a desire for innovation.
Which is more effective: "public recruitment" or "recommendation"? Do "public recruitment" actually get more submissions?
When implementing a cross-border learning program within a company, there are two options: "open recruitment," in which the conditions are disclosed and participants are solicited, and "recommendation" from human resources or superiors.
According to the rubric's dimensions, in order to maximize learning during border crossing, it is necessary to prepare a mindset for border crossers to reconsider what they want to do as individuals before they cross the border. *1
Therefore, it can be said that an "open recruitment" based on the will and initiative of the participants, such as "I want to try to see if my skills can be used at another company" or "I want to try a new challenge", is an effective method
. Even in the case of recommendations, it is not impossible to prepare the right mindset, but in order to motivate them sufficiently, careful support from those around you, such as human resources or superiors, is required, which can be difficult.
Even when we hold public recruitment, we often hear from training organizers and secretariats that "we're not going to be able to find enough participants even if we hold public recruitment."
When considering introducing it within a company, we are often asked,
"Should we go through public recruitment or recommendations?" and the worry is, "What should I do if no one volunteers for the public recruitment?"
Here, we will explain the differences between the methods of "open recruitment" and "recommendation" when introducing cross-border learning, as well as some
ideas that can be implemented when using the "open recruitment" method!
【table of contents】
What is cross-border learning?
Which is more effective: "public recruitment" or " chinese overseas america database recommendation"? Do "public recruitment" actually get more submissions?
3 tips to make your public recruitment a success!
Summary: We're giving away materials on past participants' opinions on "Why I participated in side-job study abroad!"
What is cross-border learning?
Cross-border learning is a method of learning that promotes self-understanding, broadens horizons, and improves skills by moving back and forth between home (your comfortable place) and away places, such as through multiple jobs, parallel work, pro bono work, or secondment.
Until now, human resource development has often been carried out within a company's own sphere, typically through on-the-job training, annual or job-specific training, e-learning, etc., and there have not been many cases of cross-border learning.
However, in today's VUCA world, companies are being asked to focus more on human capital and its management (human capital management) than ever before.
"Cross-border learning" is attracting attention as a means of providing opportunities and developing human resources necessary to maximize human capital, which cannot be obtained through regular work or traditional training, by broadening perspectives through diverse experiences, acquiring knowledge and skills, and fostering a desire for innovation.
Which is more effective: "public recruitment" or "recommendation"? Do "public recruitment" actually get more submissions?
When implementing a cross-border learning program within a company, there are two options: "open recruitment," in which the conditions are disclosed and participants are solicited, and "recommendation" from human resources or superiors.
According to the rubric's dimensions, in order to maximize learning during border crossing, it is necessary to prepare a mindset for border crossers to reconsider what they want to do as individuals before they cross the border. *1
Therefore, it can be said that an "open recruitment" based on the will and initiative of the participants, such as "I want to try to see if my skills can be used at another company" or "I want to try a new challenge", is an effective method
. Even in the case of recommendations, it is not impossible to prepare the right mindset, but in order to motivate them sufficiently, careful support from those around you, such as human resources or superiors, is required, which can be difficult.
Even when we hold public recruitment, we often hear from training organizers and secretariats that "we're not going to be able to find enough participants even if we hold public recruitment."