For those who consider looking for a job in a Japanese organization, it would be appreciated to know about what Japanese corporate culture looks like. Unlike foreign enterprises, Japanese businesses have their own unique recruitment style. In this article, Navigos Search will explain the culture of Japanese businesses to help job seekers avoid getting out of trouble over the difference after entering any company.
Popular recruitment style of Japanese Businesses
Japanese companies consider human resources as the company's assets and also an important factor to help the company grow. Therefore, most of the businesses have a lifelong recruiting culture. They make the selection very early when the candidate is still a student and the selection process is very tight. Below is some main recruitment style you could find in the recruitment Japanese company.
1. Recruit graduated - potential employees
Many Japanese businesses recruit a group of newly graduated from universities, graduate schools, or vocational schools. There are large businesses that recruit hundreds to thousands of new graduates. Basically, they will join the company as a trainee, those who enter the company at the same time will be trained together. Although after entering the company, they are divided into different divisions and separated, many cases still maintain relationships with each other.
In addition, in the recruitment strategy for new graduates, it is not necessary to recruit by industry but to perform potential recruitment. Potential recruitment is the type of recruitment that focuses on employees’ potentials or skills. Japanese enterprises usually conduct thorough training after employees enter the company, it is not rare for large enterprises to conduct training for one month after new employees enter. Because Japanese businesses have such a rigorous investment environment for training, on the one hand, it is possible to perform potential hiring on the one hand, but for those who wish to work hard. When starting out, this initial training period can be frustrating.
2. Job rotation
Recruitment Japanese companies show that they do not usually recruit over their positions. There is a culture of "job rotation", that employees after entering the company for a certain number of years will be transferred to different parts. For example, after the first time being a member of the Sales Department, it was moved to the Product Development Department, then to the Human Resources Department.
By rotating jobs, employees will experience work in different departments, which will not only increase their understanding of the overall job of the company but also help them to build relationships with other department staff, easier to carry out the work.
However, continuous work rotation will make it impossible for employees to gain experience on a job in the long run, difficult to obtain specific or specialized skills. In other words, it means that it is difficult for them to switch jobs by developing their unique skills. From an enterprise's perspective, job rotation is also aimed at reducing the resignation rate, increasing the rate of stable workers as much as possible, recovering investment in personnel training by the work of employees in long term performance.
Foreign businesses often implement a result-orientalism, the employee level, or salary based on skills or job performance, regardless of age. However, the evaluation of employees in a Japanese company usually follows the personnel seniority, the position and career level will increase step by step over the number of years since the employees entered the company.
Seniority also has the disadvantage of being equal to the salary of people entering the company at the same time regardless of their ability or result, which makes them no longer motivated to work. However, both the salary and the position will increase steadily if continuous work in the company also makes people feel secure. However, recently, due to the changing economic environment, the number of enterprises eliminating the seniority policy and shifting to the more effective results-based personnel regime has been increasing. Of course in the newly established businesses ... this culture does not exist.
4. Lifetime employment - Retirement Policy
In Japanese businesses, there exists the culture of "lifetime employment", this means an employee can once start to work for a business and can work continuously in a company until retirement. However, because it is difficult for businesses to continue recruiting when workers cannot work due to age, many businesses have prepared the retirement policy before the retirement age. Basically the retirement age is 63 years old for men and 58 years old for women.
In addition, changing your current job or taking a career move in the initial job vacancy at the first company after graduating has become popular in recent times. Third of Japan's new graduates are thinking of changing jobs within five years, according to the research of the Japan Times newspaper. That's why the strategy to maintain the longtime employees is much more important in most of the Japan firms nowadays.
The final words
Above are some specific styles of the recruitment Japanese company but due to the changing economic environment, japan recruitment agency strategy has recently changed. The number of large enterprises not only recruiting new graduates but also actively implementing mid-term recruitment is increasing. In addition, result-oriented startups help to work more freely so it also becomes a favorite workplace; changing the job many times has become a matter of course.
Navigos Search is a leading executive search firm in Vietnam that provides professional recruitment services for domestic businesses and international organizations. To have more information about HR solutions as well as executive search, please contact Navigos Search through Contact Page or visit our office on the 20th floor, e.town Central Tower, 11 Doan Van Bo Str., Ward 12, Dist. 4, Ho Chi Minh City, Vietnam.
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