Global Human Resource Management
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RecruitmentStrategiesinJapan.pptxRecruitment Strategies in Japan
Strayer University
Sherri Coleman
Professor Margaret Taylor
BUS 325: Global Human Resource Management
November 03, 2017
Japan recruitment
Most organizations use a recruitment style that dates back from the 1970s which is very unique as compared to one in the west.
Most companies focus on identifying potential employees.
They mainly focus on students who are about to graduate.
The students stay under recruitment process for about one year.
The students selected have potential and have passion working with the company.
In Japan, most organizations use a recruitment style that dates back from the 1970s which is very unique as compared to one in the west. Most companies focus on identifying potential employees as students when they are about to graduate from universities and high school and put them under recruitment process that lasts for about one year.
Findings about Japan recruitment
Potential candidates are chosen on the bases of their personalities, communication skills and sources of motivation.
The subject of study in university and high school is not considered a lot.
Shave adopted institutions that allow for companies to identify students before graduating.
There is a lot of jobs hopping, most Japanese work within the organization they were employed after graduation until retirement.
They consider young graduates from universities and high schools.
Potential candidates are chosen on the bases of their personalities, communication skills and sources of motivation rather than what they have studied (Horta, Sato & Yonezawa, 2011). Consequently, schools have adopted institutions that allow for companies to identify students before graduating. Therefore, unlike the US where there is a lot of jobs hopping, most Japanese work within the organization they were employed after graduation until retirement. Those who are available for recruitment are consequently the young graduates from universities and high schools. Considering these facts, a Human Resource Manger should be extremely vigilant in recruitment of new employees.
Factor to consider while recruiting in Japan
Starting the recruitment process early to equip the potential employees.
Ensure the potential employee have adequate knowledge before hiring.
Writing a Compelling Job description.
In advertising for a recruitment opportunity, the recruiter should focus less on the qualifications and skills.
One strategy for recruitment in Japan is to start the recruitment process early. As indicated, the recruitment process in Japan will take about one year. This measure is taken to ensure that one has adequate knowledge of the candidate before they are hired. Further, the largest recruitment pool in the country is made up of the young, inexperienced persons who need to be taught skills to carry out their specific jobs. There are only a few experienced individuals who are available for recruitment in the country. The second strategy for recruiting in Japan is writing a Compelling Job description. In advertising for a recruitment opportunity, the recruiter should focus less on the qualifications and skills required for the job and more on the opportunities and challenges (Stahl et al., 2012).
Japan recruitment vs US recruitment.
Japan offers employment to their people unlike US where people have to look for employment.
Japan employees young energetic youth when are fresh graduates unlike US where the largest population of unemployed are the young.
Japanese look for jobs for security purposes ensuring they have a source of livelihood for their families while US people look for employment as a method of improving their life.
This is because unlike in the US where people look for employment as a method of improving their life and Japanese look for jobs for security purposes ensuring they have a source of livelihood for their families. They will, therefore, be less interested in skills required than the remuneration. Further, with the target being the young who have minimum skills, it is not fair to include experience. Thirdly, it is necessary to get connected and seek partners in recruitment. To get a sufficient pool of candidates, one need to partner with universities and schools where most candidates are located. The Japanese External Trade Organization (JETRO) helps foreign companies identify recruitment pools which match the company’s values and culture (Stahl et al., 2012). Taking a partner ensures there is sharing of accountability and responsibility hence increase chances of getting the best recruits.
Importance of considering the recruitment factors.
Ensuring that the companies employ qualified employees.
The firm will be able to identify the right skills for the firm.
The proposed considerations take into account the traditional recruitment process in the country.
Helps to employee people with good morale.
They ensure the human resource manager does not get entangled in cultural challenges while recruiting.
With recruiting in Japan not being as straightforward as in the US, it is necessary to consider strategies that will help an organization identify potential workers therein. The proposed considerations take into account the traditional recruitment process in the country. These strategies ensure that a human resource manager does not get entangled in cultural challenges while recruiting.
References
Horta, H., Sato, M., & Yonezawa, A. (2011). Academic inbreeding: Exploring its characteristics and rationale in Japanese universities using a qualitative perspective. Asia Pacific Education Review, 12(1), 35-44.
Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
