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Writer's pictureAndrew Nimmer

The Myth of the Perfect Candidate: Embracing Realistic Expectations in Japan's IT Talent Hunt



Welcome back! It’s a pleasure to present the sixth article in our series. (Here is a link to the fifth article if needed.) As we keep moving forward together, I’m looking forward to sharing insights and ideas that add value to your journey. Your feedback, comments, and questions are welcome and a key part of this experience. Let’s keep the conversation going!


In Japan’s highly competitive IT talent market, the search for the elusive "perfect" candidate is often more of a hindrance than a help. Companies frequently delay hiring in Japan holding out for individuals who check every box on a job description from technical expertise to English language fluency and niche tech industry experience. However, this approach not only prolongs the hiring process but can also result in missed opportunities to secure talented individuals who may be far better suited for long-term success.


The Reality of Japan’s Limited IT Talent Pool 

Japan’s IT market presents distinct challenges especially due to its already limited talent pool. When specific requirements such as expertise in AI, ITSM, OSS, DevOps, or English proficiency are added this pool narrows even further. If your goal is also to diversify your team by recruiting female talent, the task becomes even more complex given the underrepresentation of women in Japan's tech sector.  Moreover, in Japan, the degree a person holds often has less of a direct connection to their career path than in countries where academic qualifications are more closely tied to job roles. Many highly skilled professionals in Japan's IT market either do not hold an advanced degree or did not graduate from a prestigious university.  While searching for candidates who perfectly align with every requirement is possible, the reality is that most companies face a very limited selection of potential hires. This reality calls for companies to think beyond conventional criteria and expand their approach to talent acquisition.


Instead of hyper-focusing on whether a candidate meets every qualification, companies should ask: "Does this person have the intelligence, grit, and adaptability to bridge the gap?" For example, an Account Executive candidate with strong Data Analytics experience might not be a DevOps expert, but if they possess the mental acuity and determination to learn they could make that leap with relative ease. These individuals often prove to be the most valuable hires in the long run as they bring fresh perspectives and a hunger to grow and learn a new domain.


The Downside of Perfectionism in Japan Recruitment 

One of the most common pitfalls technology companies face in Japan is becoming paralyzed by their own job specifications usually written by someone at headquarters. By demanding a 100% match between a candidate’s qualifications and the role’s requirements, they often overlook highly capable individuals who could thrive in the position with a bit of coaching and training. Moreover, insisting on perfection typically drives up costs both in terms of the time spent searching and the salary required to attract the "perfect" candidate. In many cases, these candidates either don’t exist or are so highly sought after that they become unattainable for a variety of reasons.


A more effective strategy is to focus on candidates who demonstrate the ability to grow into a role. These individuals may not meet every single criteria for the role, but they’re on an upward trajectory in their careers. Their potential combined with an eagerness to succeed and readiness to learn often makes them a more practical and cost-effective option. In addition, they are more likely to appreciate the opportunity to develop which fosters greater loyalty, higher performance, and long-term commitment to the company.


Adapting Expectations for Japan’s IT Landscape 

Japan’s IT market is unique, shaped by a shortage of English-speaking local talent, cultural expectations, and rapid technological advancements. Given these challenges, companies need to adopt a more realistic and flexible hiring approach. Rather than clinging to an idealized version of the perfect candidate, organizations should seek out individuals who can adapt and evolve with the role.  This shift in mindset not only accelerates the hiring process but also opens up the potential to cultivate talent from within the organization. Candidates with the intelligence and drive to expand their skill sets often outperform their counterparts who come in with a more static set of qualifications. Moreover, in Japan’s closely connected IT industry, word quickly spreads about global tech companies that are willing to invest in the growth of their employees which is a critical attribute that can make all the difference in attracting top-tier tech talent.


The Myth of the Perfect Candidate 

Ultimately, the myth of the “perfect” candidate holds many companies back. In Japan’s constrained IT talent pool, flexibility and foresight are key. Companies that embrace candidates with potential rather than perfection stand to gain employees who not only fulfill immediate business needs but also grow alongside the evolving demands of the industry. As the IT landscape continues to change, the ability to nurture talent and provide opportunities for growth will prove far more valuable than chasing an unattainable ideal.


Personal Approach to Japan Recruitment 

When my team and I meet with clients, we take the time to listen carefully to their requirements and work diligently to find candidates who align as closely as possible with their expectations. However, we also provide valuable market insights including data on the number of available candidates who meet those specific criteria based on our sourcing efforts. We often present a comparison between what the client is looking for and what the Japan talent market realistically offers. This enables us to suggest practical compromises, such as relaxing English language requirements, adjusting salary expectations, or considering candidates from different technology domains.


In my experience, these compromises often lead to the discovery of great talent that can help companies scale quickly in Japan. While some organizations spend months searching for the perfect candidate, it's important to remember that speed and adaptability are often more crucial to success. The best hires are those who can learn and evolve with the company, not just the ones who tick every box from the outset.


Stay tuned for our insightful seventh article, where we delve into "Language Proficiency vs. Expertise”: Strategies for Sourcing Effective Leaders and Staff in Japan.  This is an essential read, especially if you are having difficulty finding the right candidates in Japan’s IT market.


I’m Andrew Nimmer, the Founder & CEO of ScaleInsight K.K., a recruiting company that helps growing technology companies from 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 here

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