Attracting Japan’s Bilingual Talent: What English-speaking Talent are looking for

Entering the Japanese market as a small company or startup from overseas can get real tough, especially when it comes to attracting English-speaking Japanese talent. Smaller companies have disadvantage in attracting Japan’s bilingual talent often because they cannot offer competitive benefits and brand authority like big companies do.

English-speaking Japanese professionals often have specific expectations when considering job opportunities with foreign companies. Here are the key factors that Japanese talents are looking for in non-Japanese companies in Japan.

High Income

One of the primary motivations for Japanese professionals to switch jobs and work for foreign companies “Gaishi Kei” is the potential for a higher income.

Many Japanese employees perceive foreign companies as offering better salaries and benefits compared to domestic firms. The best way to attract top talent is by offering competitive compensation packages. This includes not just base salary but also bonuses, health benefits, and other financial incentives like more PTO.

Flexible Working Conditions

While offering the highest salary might not always be feasible for small companies, providing flexible working conditions can be a significant advantage.

Japanese workers are increasingly valuing work-life balance, and flexible arrangements such as remote work, flexible hours, and a supportive work environment are highly attractive. These options can help compensate for any financial shortfalls and make your company more appealing to potential hires.

Leadership Roles

Many Japanese professionals face challenges in advancing to leadership positions within traditional Japanese companies because of the seniority system. Foreign companies, instead, can attract talent by offering clear pathways to leadership roles.

By providing opportunities for career growth and leadership development, foreign companies can differentiate themselves and appeal to ambitious Japanese professionals seeking to advance their careers.

The easiest example would be to give them the “country manager” title. This is hard to achieve both in traditional Japanese companies and non-Japanese big tech corporations. If you are a startup with less than 10 Japanese members, the country manager’s role might not be very different from a team lead in a big company. But the title is still the title. It could mean a lot for a Japanese candidate who is looking to get ahead with better position and job title.

By addressing these key factors—high income, flexible working conditions, and leadership opportunities—non-Japanese companies can better attract and retain Japanese talent, ensuring a successful entry and sustainable growth in the Japanese market.

If your company needs assistance with developing a personalized marketing strategy, producing localized content for the Japanese market, or training global talent, hiring employees is not the only way. My consulting services can provide the expertise and support you need. Contact me to learn how we can work together to achieve your business goals in Japan.