![\"For](\"https:\/\/epsgroup.co.jp\/wp-content\/uploads\/2020\/08\/modern-tower-buildings-skyscrapers-business-district-reflection-cloud-sunny-day-chicago-usa-scaled-e1610967274602-1024x512.jpg\")
<\/p>\nIn Japan, the working culture has clearly been changing because of globalization. It is challenging for companies in Japan to carry on with its traditional culture and attract the best talents. Thus, companies should research on the needs of global talents and modernised their traditional culture.<\/p>\n
*This article was posted in August, 2020.<\/p>\n
For Employers<\/p>\n
<\/p>\n
Unsure of which employment model fits your hiring requirements best?<\/p>\n
For Candidates<\/p>\n Looking to explore different types of jobs available?<\/p>\n It is common for Japanese companies to value the seniority and loyalty, factors such as pay rise and benefits will be given in terms of employees commitment.<\/p>\n However, this trend has been changing considering globalisation. Globalisation brings about the phenomenon such as an increase of the foreign companies venturing into Japan as well as the increase of Japanese who are bilinguals. Many of these bilingual talents are looking for opportunities and foreign companies can take this advantage to set up businesses in Japan. Although there are opportunities for businesses it does not suggest that these talents will be attracted to join these businesses.<\/p>\n Even Though there is no such thing as absolute commonality, there are some criteria that the global talents look for when deciding on whether they want to work with the company. These competitive global talents are looking for companies that can evaluate them based on their performance instead of their loyalty to the company. Refer the below information on the elements of how to attract global talents to your company.<\/p>\n Whether the company provides a high salary or not depends on each Most of the Japanese companies values the opinions of the Competent global talents in Japan have a preference for trying out This can be the most important factor in attracting talents to Global talents in Japan are very upwardly mobile and open to many Insecure employment is one of the downsides for Japanese The welfare program is also the most important factor along with The stability and generous welfare program are the elements to attract Having a businesslike relationship can have its pros and cons. However, Besides, in Japan companies (and in some Asian countries\u2019 Surprisingly, drinking occasion can sometimes lead to a good There is no such thing as a one-size-fits-all attractive corporate culture for the companies as diversification also means that what the talents want and value have been varied. Japanese companies should consider tailoring their culture and operations to meet the needs of global talents. As a result, they are able to attract more global talents to stay competitive as well as gaining more brand awareness in the market.<\/p>\n Have any questions? Please visit the below pages for more information about us!<\/p>\n In Japan, the working culture has clearly been changing because of globalization. It is challenging for companies in Japan to carry on with its traditional culture and attract the best talents. Thus, companies should research on the needs of global talents and modernised their traditional culture. *This article was posted in August, 2020. For Employers Unsure of which employment model fits your hiring requirements best? Staffing Services For Candidates Looking to explore different types of jobs available? Register with our talent database The change in the talents\u2019 preference on the companies in Japan It is common for Japanese companies to value the seniority and loyalty, factors such as pay rise and benefits will be given in terms of employees commitment.\u2026<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_locale":"en_US","_original_post":"https:\/\/epsgroup.co.jp\/?p=3599","footnotes":""},"categories":[134],"tags":[],"class_list":["post-14812","post","type-post","status-publish","format-standard","hentry","category-insights","en-US"],"yoast_head":"\n
\nStaffing Services
\n<\/a><\/p>\n![\"For](\"https:\/\/epsgroup.co.jp\/wp-content\/uploads\/2020\/08\/back-view-businessman-looking-copy-space-while-standing-against-glass-skyscraper-scaled-e1610967252454-1024x512.jpg\")
<\/p>\n
\nRegister with our talent database
\n<\/a><\/p>\nThe change in the talents\u2019 preference on the companies in Japan<\/h2>\n
The elements of the company that can attract global talents in Japan<\/h2>\n
High salary<\/h3>\n
company and their size. There is indeed no remarkable difference between
Japanese companies and foreign companies regarding the amount of salary. But, foreign
companies tend to pay more to global talents than Japanese companies because of
the meritocracy they are based upon. Besides, global talents are often under
the impression that they would be paid more when working for foreign companies.
Hence, a high salary is one of the elements that can attract global talents.<\/p>\nQuick decision-making<\/h3>\n
employees from all division before making a decision. Though this practice is
fair and collaborative, global talents might have a negative view of this
practice as it can be quite time-consuming. Additionally, administration
matters such as approval of transportation fee to visit clients and Japanese
peculiar custom of seal called \u201cInkan\u201d which is used for documents might result
in unnecessary time wasted. Most of the global talents are familiar with the
fast-paced environment of foreign companies so the consent-based corporate
culture might not be attractive to global talents.<\/p>\nMore
\ndiscretion<\/h3>\n
new tasks and utilise their skills and experiences. These global talents
appreciate companies who can provide discretion for their tasks. Certainly, it
also depends on the working style of these global talents, but many of them
will demonstrate the utmost performance when they are given the chance to take charge
of a project. This provides them not only with the sense of responsibility or
motivation but also the trust and loyalty. Therefore, companies should be more
acceptive and open to the suggestions given by global talents.<\/p>\nFixed
\nworking hours and fair leave system<\/h3>\n
companies. According to the various questionnaires, with regards to working
hours and leave system, the employees working for foreign companies tend to
feel more satisfied with the company than those who are working for Japanese
companies. Although the working culture in Japan has been changing, there are
still many Japanese companies which put harmony first and frown upon the
employees who follow the beat of their drums. For instance, the employees will
be the last to leave if their boss is still working in the office. This is one
of the factors of the long working hours and low rate of the used paid leave
(50% compared to 70% for the USA). It is important to provide a work-life
balance for the employees to prevent burnout in the workplace.<\/p>\nImprovement of language and
\ncommunication ability<\/h3>\n
ways of thinking and culture across the globe. Companies with global talents
have the advantage of understanding and exploring various cultural backgrounds
which improve the language skills of current employees as well as communication
ability. Hence, global talents can provide companies with a larger pool of
talents as well as new experiences.<\/p>\nThe elements of the company that can discourage global talents in Japan<\/h2>\n
1. Insecure
\nemployment<\/strong>
\ncompanies. Japanese companies tend to incur the direct impact and continue to
\noperate in the market. This may result in the risk of employees having to
\nexperience retrenchment. Whereas, foreign companies tend to be more inclined to
\nwithdraw from the market to prevent such consequences. Even though there is a
\ncurrent pandemic happening, companies should avoid showing the aspect of
\ninstability and continue to secure more global talents by providing them with
\nconsistent careers.2. Lesser welfare benefits
\nworking hours and paid leave system for attracting talents. The examples of
\nthis are house allowance and retirement package. Taking retirement package, for
\nexample, it is common for most Japanese companies to provide and it is to show
\ngratitude for the loyalty of the employees working for years. However, for foreign
\ncompanies, this practice can be uncommon. Although lifetime employment cannot
\nremain to be the permanent strength of the Japanese companies, it is still true
\nthat many of the talents, regardless of nationalities, want to work for long-term
\nif they are satisfied with them.
\nand retain most of the talents which can motivate them to work.3. Excessive Businesslike
\nrelationship
\nthe excessive businesslike atmosphere in the office can reduce rapport or
\nmorale. Companies in Japan are encouraged to have a more open and friendly
\ncorporate environment.
\ncompanies), although the employees are expected to be low-key or less assertive
\nin their offices (because consent or harmony is valued) most of the time, they
\ncan be open to each other when they are out of the offices such as on the
\noccasion of drinking party.
\nevaluation or even promotion. For instance, being attentive to the bosses by
\npouring beer into their glasses. Of course, this example is an extreme case.
\nThis kind of activity can be meaningful as employees can bond and understand
\neach other better. Furthermore, it is also common for people who do not want to
\nparticipate in this activity as some might prefer to have their time with
\nthemselves or family. Thus, attending various bonding activities can promote
\nteam building in the company.\u00a0Conclusion<\/h2>\n
EPS' Staffing Solutions<\/h2>\n
\nGeneral Recruitment
\n<\/a>
\n
\nExecutive Search & Selection
\n<\/a>
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\nContract Employees
\n<\/a>
\n
\nRemote Staffing
\n<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"