.png){kind=small}
Welcome back and it's a pleasure to present to you to the second article in our series! (Here is a link to that first article if needed)
As we continue this enlightening journey together, we eagerly anticipate enriching your experience with valuable insights and perspectives. Your feedback, comments, and questions are not just welcomed but are integral to this shared adventure. Dive in and enjoy!
Japan's IT market presents a distinctive challenge, especially when contrasting Western (US) business models with Japanese expectations. Japan businesses place a very high value on stability and long-term employment. US businesses tend to value aggressive growth strategies and have become used to a high rate of employee turnover. This important cultural and professional divergence requires a tailored playbook for successfully recruiting in Japan, particularly for pivotal roles like the Japan Country Manager.
A successful recruitment strategy in Japan is built on understanding these and other differences. It's about finding individuals who not only align with the global vision of the company but also resonate with the Japanese work culture. Companies must strike a balance and be willing to adapt to the unique demands of the Japanese market to attract and retain top talent.
For example: Your company operates on a business model grounded in extensive experience across the United States and other international markets. As you venture into the Japanese market, it's common to replicate existing strategies. Technology companies often employ a recruitment methodology for senior leaders that has proven effective in the United States and other regions. However, the unique landscape of Japan necessitates substantial modifications to this recruitment approach.
These modifications begin with an openness to adapt and a recognition of the limited bilingual talent pool within Japan, demanding flexibility in candidate consideration. Adapting your recruitment strategy to align with the specificities of the Japanese IT sector is an essential first step, one that benefits greatly from local expertise and knowledge. When additional criteria, such as specific experience in OSS or Analytics, are included in the job requirements, the candidate pool narrows further.
As a recruiting firm, we actively pursue candidates who meet these criteria as prescribed by the hiring company’s request. However, it's often necessary to employ novel and innovating thinking when dealing with the Japanese IT market realities. For example - we strongly advise to seek individuals with high intellectual capacity, hustle, relevant experience, a record of success, capable of transitioning between roles, for example, from Data to DevOps. While they may not perfectly match the initial job specifications, their resilience, intelligence, and proven track record of success, and “do whatever it takes to win” mindset position them well to adapt effectively.
Our experience and data indicates that companies who tailor their recruitment strategies to the unique demands of the Japanese market often achieve greater success in securing the right talent in Japan.
Stay tuned for our insightful third article, where we delve into Effective Strategies for Casting a Wide Net in Japan's IT Market and explore the keys to Maximizing Recruitment Reach in Japan's IT Landscape. Don't miss this essential read for expanding your horizons in Japan's dynamic tech sector!
I’m Andrew Nimmer and I am the Founder & CEO of ScaleInsight K.K. which is a recruiting company that helps growing technology companies from the Silicon Valley enter and scale in the Japan market. If you’re thinking about hiring in Japan and would like to chat, send us a note via our contact page below:
Comments