Philip Carrigan (Pharma, Medical Device Recruiter Japan)’s Post

Entering the Japanese market? Get ready to navigate a uniquely challenging hiring landscape 🇯🇵 Here's 4 must-knows for recruitment: 🌟 Extreme supply/demand imbalance - low unemployment, aging workforce, preference for legacy firms. Must get creative! 🌟 Job satisfaction is low - long hours, pressure, burnout. Opportunity to stand out as an employer of choice. 🌟 Compliance hiring is tough - many legal candidates aren't interested in compliance roles long-term. 🌟 English skills lacking but critical for global firms. Shrinks small pool further alongside other needs. With only ~28 qualified candidates per role, who you hire defines your success. Read the full article over on our blog 👉 https://zurl.co/U8jS Leverage Morunda's 60+ years local experience to become an insider. Book a session and get 4 qualified candidates within 4 weeks! #HiringInJapan #Morunda #Japan #Recruiting #Pharma #HiringSuccess #RecruitmentStrategies

Japan is one of the most culturally opaque markets to expand into. Read more to learn how we can help you set up in a transparent, low cost and statutorily compliant manner. #japan #incorporation #PEO #EOR

Starting a business in Japan can be quite exhausting because there are many bureaucratic procedures to follow before a company can start to operate. Read more: https://lnkd.in/g-eW3pf9 #linkcompliance #japan #hiring #setup #newbusiness

𝗘𝘅𝗽𝗮𝗻𝗱𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗧𝗼 𝗝𝗮𝗽𝗮𝗻? Recruiting in Japan requires a deep understanding of local customs and acknowledges the tough challenge of finding the best talent in a competitive market. Finding the right people to start a business in Japan is tough because of language differences, cultural differences, how companies are set up there, what skills people have, and the fact that there might not be enough of the right talent available. Skip the legal setup hassles and complex hiring procedures for rapid market penetration with only one service fee. Talk to our Japan’s representative. Read more: https://lnkd.in/dgm9nYg2 #setup #newbusiness #business #japan #recruitment #hiring #talents #sourcing #EOR #linkcompliance #humanresource #HR

When I share Spin & Hire Recruitment Solutions hiring experience in Japan, many people ask for general tips on communication with candidates. I gathered some key insights: ⭐️ Japanese business culture values long-term relationships and trust. Even if the candidate isn’t a fit to your current role but has all the necessary soft skills, highlight it! Next time you have a relevant vacancy, your chances of attracting that candidate are higher. ⭐️ Show your commitment to the career growth and stability. Job security is a significant concern for Japanese professionals, so they will prefer to consider companies with presence at #Japanesemarket ⭐️ #Japanese candidates like to receive a lot of details about the job. Provide a clear, detailed job description outlining roles, responsibilities, and expectations. Be prepared to share details about the company itself, values and culture, hiring steps with a proper timing, growth opportunities, team size and locations, benefits. They value transparency a lot. ⭐️ #Worklifebalance is more than just a cliché phrase. Highlight policies that support this balance, such as reasonable working hours and vacation policies. If you have any after-working hours activities, please make it clear. ⭐️ Avoid aggressive questioning styles. ⭐️ Be mindful of personal privacy and completely forget questions about family, personal life, or political views. ❓What have you noticed in communication with Japanese candidates❓ #hiring #hiringinjapan #japan #japanesehiring

🌟 Hiring for Cultural Fit: Why It Matters! 🌟 In today's competitive job market, finding candidates who align with your organization's culture is crucial. Cultural fit goes beyond personality; it includes shared values, communication styles, and attitudes toward collaboration. Employees who feel a sense of belonging are more engaged and committed, enhancing retention and overall success. In your hiring process, remember to assess cultural fit alongside technical qualifications to build a motivated and cohesive team. If you want to know more about cracking the code on recruiting in Japan, download our free e-book 👉https://zurl.co/aYS5 🔗 Read & Subscribe to our Newsletter: https://zurl.co/ONIp #HiringInJapan #Morunda #Japan #Recruiting #Pharma #Medtech #Lifescience

🌟 Hiring for Cultural Fit: Why It Matters! 🌟 In today's competitive job market, finding candidates who align with your organization's culture is crucial. Cultural fit goes beyond personality; it includes shared values, communication styles, and attitudes toward collaboration. Employees who feel a sense of belonging are more engaged and committed, enhancing retention and overall success. In your hiring process, remember to assess cultural fit alongside technical qualifications to build a motivated and cohesive team. If you want to know more about cracking the code on recruiting in Japan, download our free e-book 👉https://zurl.co/aYS5 🔗 Read & Subscribe to our Newsletter: https://zurl.co/ONIp #HiringInJapan #Morunda #Japan #Recruiting #Pharma #Medtech #Lifescience

#JapanRecruitment #ItsUNIQUE #SmallDetailThatMatters Cris, you’re the first recruiter to mention this to me. What? 💤 💤 💤 Just 5 minutes ago, I insisted we go through each line of the job description to ensure everything is aligned. 👀For what? It's a classic sales manager position. ❗I guaranteed: Every Japanese candidate meticulously reviews the #JOB_DESCRIPTION Let me explain 👋 ⛔ If they see a responsibility that seems beyond their experience, they’re likely to skip applying. 💡 Japanese candidates have a strong #workethic, #respect employer expectations, and are #humble about their capabilities. ⛔If there’s no mention of healthcare benefits, they might assume the company doesn’t offer them, making our opportunity less attractive compared to others. 💡They value #transparency and expect the employer to be straightforward as well. ⛔After they review the job description carefully, we can expect a few #questions before they decide to express their interest officially. 💡 #TrustTheProcess and #GoodThingsTakeTime So tell me - What other insights have you gained about Japanese candidates during the hiring process that you found amazed? 🤔 Josh Carne Alice Aditya Josephine Farras Sevira Ferro Anthony Morcom Hanako Hashiba Karen Suzuki Arman Faghihi #TT24 #TheExpectationGap 📑 https://lnkd.in/g_iVsejA

Confessions of a Japan Market Recruiter: Rethinking "Shokumukeirekisho" and "Rirekisho" Many of our clients still request these two documents which have long been staples in the Japanese recruitment process. While these documents are still widely used, modern practices such as requiring only one resume (and a portfolio depending on the role) could improve recruitment outcomes and support Diversity, Equity, and Inclusion (DEI) goals. Here's my take on why it may be time for a change 1. Skills Focus: Emphasizing skills and potential provides a deeper insight into a candidate’s capabilities beyond past job roles. 2. Improving Candidate Experience: Streamlined application processes (fewer document reqs) make recruitment more efficient and appealing to top talent 3. Support DEI Goals: In-demand international talent will have these docs less often. Modernizing practices helps reduce bias and fosters a more inclusive and equitable hiring process. Luke Sugano (菅野 ルーク)Mari Emilia K.Jeet Tanna #JapanRecruitment #TokyoJobs #RecruitmentJapan #JapanTalent #CareerJapan #HiringInJapan #JapanJobMarket #JapaneseHR #TalentAcquisitionJapan #JapanCareers #RecruitmentTrendsJapan #DEIJapan Disclaimer: The views expressed in this post are my own and do not necessarily reflect those of my company.

Some issues to recruiting in Japan, my thoughts 🤔 Recruiting within Japanese Domestic companies. One challenge commonly seen in traditional Japanese companies is that promotions to management positions often occur through self-recommendation or political connections rather than proven talent.  Cases show where employees with strong track records aren't elevated to management, leading to hiring strategies disconnected from actual talent market needs and candidate expectations.  Recruitment strategies are developed without understanding candidate needs or market trends, creating misalignment with talent acquisition realities. The result is losing top candidates to foreign companies and declining quality of hires. Recruiting for Foreign Companies in Japan. Some foreign companies in Japan overemphasize English language abilities in their promotion criteria, resulting in managers with limited capabilities but who are English “fluent”.  Consequently, Western business practices are implemented without adaptation, causing friction with both local and regional offices. Global recruitment practices applied without considering unique aspects of Japanese hiring culture and market and the result is high turnover and decreased effectiveness in the Japanese market. #recruiting #japan #japanjobs