RYZE consultants have on average over 15 years of experience in recruiting in Japan with exceptional ability to research and accurately identify the most valuable candidates.
Tapping into Japan’s
$44 Billion Tech Economy
Positioned as the world’s 4th-largest economy, Japan boasts a robust $44 billion technology solutions market, with a significant $10 billion cloud vertical. With stable B-to-B and B-to-C markets and a reputation for infrastructure reliability, Japan offers unparalleled opportunities for companies seeking to thrive in this lucrative landscape. Furthermore, the regional economies within Japan command GDPs larger than those of other major economies, underscoring the nation’s economic resilience and potential for growth.
Why Are Excellent Candidates Hard to Find? Main 6 reasons.
1. The Declining State of English Proficiency in Japan
In recent years, Japan’s English proficiency has been on a downward trend compared to other nations, posing significant challenges for companies seeking to hire bilingual professionals. As the demand for individuals with language fluency rises, the scarcity of such candidates in Japan makes recruitment increasingly difficult.
2.Cultural Caution Around Job Changes
The culture in Japan discourages frequent job changes, as it often leads to negative perceptions about an individual’s reliability and commitment. Companies are cautious when hiring new employees, favoring stability over turnover. This cultural norm results in longer tenures and a more conservative approach to career mobility, further complicating the search for good candidates.
3.LinkedIn Has a Very Low Level of Penetration in Japan
LinkedIn’s limited penetration in Japan, with only about 3 million users, underscores a disparity in usage compared to other countries. This difference is important because LinkedIn is widely known worldwide. It shows there are special challenges and chances in how professionals connect in Japan.
4.Strict Regulations on Employee Dismissal
In Japan, strict regulations make it difficult for companies to terminate employees. Labor laws are designed to protect workers, requiring substantial justification and a lengthy process for dismissal. This legal framework ensures job security but also makes it challenging for companies to make staffing changes, contributing to the extended years of service for employees.
5.Seniority and Lifetime Employment Culture
Japan’s employment culture heavily favors seniority and lifetime employment, where employees typically remain with one company for their entire careers. This tradition discourages job changes as a means of career advancement, leading to fewer candidates actively seeking new opportunities. As a result, the average tenure in Japanese companies is significantly longer, making it difficult for recruiters to find experienced professionals willing to switch jobs.
6.Motivation Gap and Stability Preferences
Top-tier candidates often favor large corporations over smaller foreign-owned firms, perceiving the latter as riskier opportunities despite their growth potential. This preference for stability slows recruitment efforts for smaller foreign-capital companies, highlighting the need to address perceptions and attract top talent.
Those First Key Hires Will Help Set The Direction of Your Business in Japan
At RYZE, we specialize in sourcing bilingual professionals for positions in Japan, ensuring smooth communication and reporting capabilities with overseas management. With over 90% of our candidates possessing at least business-level English skills, we prioritize finding individuals who can effectively bridge language barriers and contribute to the success of international teams.
