1. Emphasis on Language and Cultural Adaptability: English as a Lingua Franca vs. Japanese Proficiency

In many countries, English serves effectively as a common business language, and hiring English-speaking or multilingual talent is often sufficient.
In Japan, however, Japanese is used in the majority of business interactions, and many candidates feel uneasy about working in an English-only environment. Therefore, securing native-level Japanese speakers or strong bilingual (Japanese–English) professionals is essential.
Moreover, understanding Japan’s nuanced communication style—such as the use of honorific language (keigo) and the cultural norm of “reading the air”—is a major differentiator from globally standardized corporate cultures.

2. Local Networks vs. Global Skill Match

While global hiring typically prioritizes skills and professional expertise, in Japan who you know and where you have worked carry significant weight.
Hiring local talent with established networks and credibility in the industry can accelerate business development and build trust with clients and partners in Japan.

3. Employer Branding: Global Appeal vs. Local Sense of Security

Globally, companies often highlight attributes such as innovation and speed to attract talent. In Japan, however, this alone is not sufficient.
Japanese candidates tend to value stability, long-term employment prospects, and team harmony.
Effective recruitment branding should therefore include information about specific roles in Japan, clear career paths, and success stories of Japanese employees within the company.

4. Workstyle Expectations: Flexibility vs. Clear Structure

While flexible workstyles and remote work have become the norm in Western countries, Japan still maintains a strong culture of in-office work and values such as diligence and visible effort.
That said, attitudes are shifting—especially among younger generations—toward more diverse working styles.
In Japan, it is important to balance flexibility with clarity by defining how performance is evaluated and how employees can advance in their careers.

5. Recruitment Process: Speed vs. Trust-Building

In Western contexts, speedy decision-making is often valued. In Japan, however, careful and courteous communication fosters trust.
Providing thoughtful responses to candidate questions, feedback during the selection process, and post-offer follow-up are essential elements of Japanese-style recruitment.
Additionally, creating interview settings where candidates feel comfortable asking questions can significantly reduce offer declines.

6. Investment in Retention: Immediate Contribution vs. Long-Term Relationship

Overseas, new hires are often expected to perform immediately. In Japan, however, there remains a strong culture of nurturing and developing employees.
Establishing structured onboarding, mentoring, and regular career discussions helps foster long-term engagement and sustainable performance.

Conclusion

Recruitment in Japan requires a distinctive approach that goes beyond extending a global strategy.
Understanding differences in language, culture, values, and work philosophy—and building genuine trust with candidates—are the keys to success.

As a Japan-based executive search firm, Ryze provides tailored recruitment support that reflects these local realities, helping your organization achieve lasting success in the Japanese market.