With globalization and Japan's declining population, the number of companies considering employment of foreigners is increasing rapidly. For example, Mercari is actively hiring foreigners, mainly graduates of the Indian Institute of Technology. So what should a company that wants to hire foreigners do? What is the difference from hiring Japanese people? There are many questions, and there are many companies that have not been touched.
The author of this book is Kyoichi Hamakawa, who has supported the recruitment of foreigners and the acquisition of work visas for many years. According to experience so far, employment of foreigners is more effective than supplementing the Japanese labor force. It also explains in detail the know-how to secure truly excellent human resources and ensure that the hiring of foreigners leads to the development of the company.
Certainly, the procedural hurdles may be high. However, there is no difference between Japanese and foreigners in that the purpose of hiring is to hire excellent human resources and develop the company through their activities. In addition, the ideas unique to foreigners who are not bound by Japanese values will bring a new wind to the company.
This book is full of specific know-how for collecting excellent foreign applicants, identifying and training the desired human resources, and having them play an active role in the company. Companies that want to consider hiring foreigners, companies that cannot hire foreigners that they want, and companies that hire foreigners do not play an active role as they wish. This book is definitely recommended for those who are involved in employment of foreigners at these companies. You must be willing to hire foreigners.
The main points of this book
Employment of foreigners has the advantage of not only supplementing the labor force, but also finding human resources with high abilities different from those of Japanese people from all over the world.
Foreigners who were born and raised in an environment different from the Japanese often have different work values from the Japanese. It is necessary to understand that when recruiting, hiring, and training.
Working visa procedures are essential for employment of foreigners. Before hiring, you should check whether your educational background and job meet the requirements for a work visa.
[Must read point!] Entering an era of finding excellent human resources from around the world
Why should we start hiring foreigners now?
The working-age population, considered to be Japan's labor force, has declined by about 13% in the 20 years to 2015. By 2050, it is expected to decrease by another 34% to about 50.1 million. Under these circumstances, it can be said that hiring only for Japanese people is unrealistic.
There are many famous universities in the world, and there are excellent human resources. Recruiting on a global scale increases your chances of meeting great talent you've never met before.
Speaking of occupations, there are engineers, overseas sales in global industries such as trading companies and manufacturers, and interpreters and translators for business negotiations. There are many areas where the recruitment of foreigners can be utilized, such as consulting companies expanding overseas and inbound businesses.
In fact, Japan is one of the countries where it is relatively easy for foreigners to work. Compared to the United States, where it is difficult to obtain a work visa, Japan has looser requirements. A certain degree of educational background is required, but basically if you are a graduate of a university, junior college, vocational school, etc., have materials that can prove it, and if your job description is covered by a work visa and you have all the necessary documents for application, Is allowed.
Benefits of hiring foreigners
By hiring people in the foreign human resources market, which is considered to be a treasure trove of excellent human resources, it is possible to find human resources with high abilities different from those of Japanese people. First of all, many of them want to start a business in their home country, so they are good at thinking things from the perspective of a manager.
In addition, many people have strong aspirations and often have a greedy attitude to learn. In some cases, the motivation of Japanese employees is increased by being inspired by such foreign employees.
Furthermore, utilizing the personal connections and networks of foreigners may lead to expansion of sales channels. Another advantage of hiring foreigners is that understanding the business customs of overseas business partners makes work smoother.
To find excellent foreigners
There are some important points in hiring foreigners. First, don't ask too much about your Japanese ability, but look at your work ability and qualities. I don't want to narrow the range of hiring too much. As for Japanese language ability, experience and time are often resolved. Especially if you do not need to talk to Japanese people other than your own employees, or if you have an interpreter, you should judge by your expertise and skills.
The next point is to hire someone who can speak English. People who can speak English even though they are not their mother tongue are likely to be excellent human resources and can communicate in English.
In addition, the enhancement of welfare programs will be an important appealing material for foreigners. Not only the recreational element, but also a part of the cost for improving skills is effective. As a result, some companies have increased their applications.
Foreigners who want to explain Japanese work to their families and relatives in their home countries will appreciate the distribution of novelty goods from the company. Support for status of residence, which can be said to be a lifeline, and understanding of language and religion will also open the door to excellent human resources.
How to recruit to increase the number of excellent applicants
How to write job information that sticks to foreigners
In order to attract excellent people, you have to decide who you want for the company. On top of that, it is required to write job information so that the desired person can apply.
First, describe the conditions and work contents concretely and in detail. Especially in the case of foreigners, the more talented people are, the more they will check the conditions and consider whether to apply. If you want to hire people from a specific country, posting in the language of that country will dramatically increase the number of applications. Clarifying the rationale for why foreign employees are needed can show that foreigners are not hired as unskilled workers.
If you already have a foreign employee, you can increase your sense of security by stating that fact and having them meet you in person at the time of the interview. It is also effective to utilize the internship for recruitment.
Media that can be used for recruiting foreigners and their characteristics
The media that can be used for recruiting foreigners is different from the recruiting media for Japanese people. The ones that can be used free of charge include the "Foreign Employment Service Center" for foreigners in Hello Work and the bulletin boards of universities and vocational schools. In addition, recruitment agencies, recruitment websites, magazines and free papers are also paid but effective media. While using these recruiting media, it would be good to disseminate information on your company's website or SNS.
Since Hello Work is recognized by foreigners as a public institution, it can be said to be a treasure trove of excellent human resources. If you create a job vacancies that will catch the eyes of job seekers and use them well, you can expect higher effects than other media.
In order to recruit foreigners as new graduates, recruitment activities for international students at universities and vocational schools are necessary. Therefore, there is a great merit of directly connecting with educational institutions.
There are many recruitment agencies specializing in foreigners, and the countries and industries that are strong differ depending on the company. Since the quality is a mixture of boulders, I would like to identify a company that will provide appropriate support and follow-up, and consider it in consideration of the budget.
People who are interested in job information often check their websites and SNS, so it is necessary to enhance their contents. If it's your own site, it's a good idea to build a mechanism to track people who have visited it once.
In this way, it is important to make the best use of the characteristics of each medium.
To identify excellent people and say Yes
Points to keep in mind when selecting documents
In order to understand the Japanese language ability of foreign applicants, it is advisable to divide them into comprehension (hearing ability), conversation ability, reading comprehension ability, and writing ability. It is difficult to judge conversational ability by document screening, but reading comprehension and writing ability can be judged accurately. If you have a Japanese qualification, ask them to write it on your resume.
It is also effective to ask applicants who attended school in Japan what they have studied at school. Not only to measure the excellence of the person, but also to know how easy it is to pass a visa. School grades and attendance rates affect work visa screening.
But what about applicants who have been educated outside of Japan? As a general rule, you cannot apply for a work visa unless you can prove that you have a university or equivalent education. Foreign education systems are often very different from those in Japan. If you decide that you have graduated from a Japanese university or higher based on your own self-report and work, you may unintentionally become illegal work. Whether or not the academic background and degree of the foreign applicant meet the requirements must be selected at the document stage.
When you proceed to the interview, you will enter the stage of assessing your Japanese ability and understanding of manners and customs that you did not understand on the documents. For applicants, the interview is also a place to identify the company. The game is how you can appeal your company to the people you want to hire.
Many foreigners are more confident than the average Japanese. Therefore, tickling that confidence is an effective pick-up line. It's a good idea to tell someone like you that you definitely want to join the company. If you are a foreigner with a work history, you may find that you have unexpected skills, experience, and personal connections by listening to the details of your work history.
What I want to avoid is questions about religion, race, ideas and beliefs. Please note that questions about dating, marriage, and childbirth may also violate the Equal Employment Opportunity Law.
Even if the evaluation is low in the first interview, if the aptitude test gives a high score, it is often better to proceed to the next step. This is because foreigners born and raised may have qualities and abilities that cannot be inferred from the eyes of a Japanese interviewer. The aptitude test measures hidden talent as an objective number. I want to introduce it positively.
Preparing to accept and raise foreigners
Gives an image of career advancement
There are two main reasons why employees leave. One is a positive reason for improving skills. The other is negative reasons such as poor work environment and relationships.
Foreigners do not have the feeling of "three years on a stone" like Japanese people do. Therefore, it is very quick to give up.
In order for the hired foreigners to work for a long time, it is necessary to clearly show that "this company has growth opportunities and support systems for that purpose." Present the work you are in charge of after joining the company, the period of time, the proficiency level for promotion, and the authority given to it, along with specific numerical values. Being able to clearly imagine their future careers will encourage them to work enthusiastically.
It is also recommended to have a personal interview to confirm the person's request and motivation on a regular basis. Helps them advance their careers and prevent early retirement.
Preparing to accept foreigners
For foreign employees, work rules are more meaningful than for Japanese employees. Foreigners often assert their rights. However, if only the employee who made the claim is treated specially, other employees will be affected.
To clarify the rights of employees and protect the company, let's clarify the rules of employment. For companies with foreign employees, it is essential to have provisions in case the work visa is denied. We recommend that you have a social insurance labor consultant or a lawyer who is familiar with labor issues look at the preparation. It is advisable to prepare work rules in foreign languages with the same content as much as possible.
The job description of the employment contract will be specifically stated in the examination of the work visa. If there is on-site training or training even for a short period after joining the company, it is better to specify that as well. This is because if the contract details are different from what was originally said, it will cause distrust and cause early retirement.
Ask an expert for a work visa
Since the examination of a Japanese work visa is a document application, it depends on the writing ability of the writer. There are few chances to get detailed advice directly from the Immigration Bureau, which conducts a huge number of visa examinations. When applying for a work visa for the first time, the process takes about 100 hours on average. In that respect, if you ask a specialized office, the time required on the company side will be about 5 hours, so you should actively use it.
When choosing an expert, consider whether a qualified administrative scrivener will respond directly, the fee is clear, and if your visa is denied, you will get a refund.
If it is difficult to request a professional office, you need to apply for a work visa in-house. Please refer to this manual for the documents and procedures required at that time.
Recommendation of reading
In this book, the know-how for successful employment of foreigners is explained in detail with the experience of the author. If you are considering hiring a foreigner, please pick up the book and check the detailed explanation.
Also, at the end of the book, there is an interview with a company that employs foreigners talking about its merits. If you read through it, you will have a concrete image of employment of foreigners. I would like to recommend it to build a better future for the company.