Recruitment of foreigners and foreign companies in Japan

Recruitment in Japan begins by clarifying roles, authority, remuneration, and language used before issuing a job posting.

This page not only provides general information, but also organizes the order and points to check when actually preparing. For people coming to Japan from overseas, it is important to proceed with plenty of time, as each procedure can take time due to differences in language and systems.

Clarify the reason for hiring

Be specific about what you want to be entrusted with, such as sales, management, technology, interpretation, etc.

It is important to confirm your assumptions through conversations with potential customers and related parties, rather than making decisions based solely on the information in the materials. We also check the Japanese side's decision-making methods and expected response speed, and make adjustments to suit the actual business negotiations.

Organize the chain of command between the Japanese headquarters and overseas headquarters

Decide who will evaluate, who will approve, and in what language they will be reported.

Conditions vary depending on the person and company. The most efficient way to proceed is to organize your purpose, timing, budget, and necessary language support, and then check only the parts you don't understand with a specialist.

Show the way you work, not just the compensation

Organize information that candidates want to know, such as work location, frequency of work, working hours, business trips, and career path.

Conditions vary depending on the person and company. The most efficient way to proceed is to organize your purpose, timing, budget, and necessary language support, and then check only the parts you don't understand with a specialist.

When hiring foreigners, check the status of residence.

The scope of work that can be done varies depending on individual circumstances, so if necessary, please check with an expert such as an administrative scrivener.

It is important to confirm your assumptions through conversations with potential customers and related parties, rather than making decisions based solely on the information in the materials. We also check the Japanese side's decision-making methods and expected response speed, and make adjustments to suit the actual business negotiations.

Consider retention after recruitment

If you prepare explanations, goal setting, and communication methods immediately after joining the company, you can reduce early turnover.

It is important to confirm your assumptions through conversations with potential customers and related parties, rather than making decisions based solely on the information in the materials. We also check the Japanese side's decision-making methods and expected response speed, and make adjustments to suit the actual business negotiations.

At the implementation stage, decide on the person in charge and the deadline.

Once the plan is finalized, make a list of who will decide, by when, and what will be decided. If the overseas head office, Japanese person in charge, or external expert is involved, the decision will likely go awry if the approver and contact point are not made clear. Setting a regular confirmation date and updating only undecided items will make progress management easier.

Assuming continued operation on the Japanese side

We not only think about operations immediately after entering the business, but also about operations six months and a year from now. By organizing who will be in charge of customer relations, billing, contract renewals, recruitment, accounting, web updates, etc., you can prevent your company from becoming too dependent on the head office after startup.

What I would like you to tell me when consulting with JCBO

If you would like to consult individually about ``hiring of foreign nationals/overseas companies in Japan'', please let us know your current situation, desired timing, location, budget, what has already been decided, and what has not yet been decided. JCBO organizes the consultation contents and guides you through what can be resolved with general information and what needs to be dealt with by corporate services or qualified experts.