Company Presentation
Shonta7614
recruitment_in_japan-amagwood.pptxRecruitment in Japan
Student’s Name
University Affiliation
Professor’s Name
Recruitment process in Japan is quite different from that of the west
Styles used in recruitment are dated back to the 1970s and 1980s
The styles have however changed in recent years due to the high retiring rates of the elderly (Bartram, 2005)
Japan currently hires more part-time employees than full-time employees
Summary of Recruitment in Japan
The traditional Japanese recruitment style dates back from the 1970s and 1980s and is quite unique compared to the one we know in the West. The Japanese recruitment process is often a one year practice called Aotagai (buying rice before it is harvested) which starts around April. Back in the 70s and 80s, Japanese companies mainly focused on recruiting students who were about to graduate from various high schools and universities. Over the years, the Japanese economy fell into a recession and there was a high retirement rate, which led Japanese companies to change their recruitment strategies. They had to cut labor costs by hiring more part-timer workers and fewer full-timer workers.
2
Various factors are considered when recruiting employees
The first factor Japan recruiters consider is personality
Personality majorly refers to one’s characteristics
Motivation is another major factor this recruitment process focuses upon (Spencer, 2004)
Factors considered when recruiting
Japan generally considers various factors when carrying out its recruitment process. Personality is one of these major factors. Personality as stated above is the characteristics in which an individual is associated. Such characteristics may include one’s level of intelligence, work ethic, professionalism, etc. among other personality qualities. Personality does not include skills and experience in which an individual has towards a certain job. Motivation especially self-motivation is highly rated among the factors in which Japan considers in its recruitment process. Employees must show motivation towards work. Motivation is very important among the Japanese as it is believed to be the factors which contribute towards employee productivity levels.
3
Communication skills are another major factor Japan’s recruitment system focuses upon
Currently, the system is focusing on the importance of recruiting bilingual employees
Lastly, the system is also focusing less on what the recruit has previously learned from institution of higher learning, such as colleges and universities (Homer, 2001)
Cont.: Factors considered when recruiting
Communication skills form a very vital role within the recruitment system used by Japan. The employees hired must show the ability to effectively use their communication skills towards productivity in the workplace. One must know how to relate with other employees by using their communication skills. In addition, the system is currently focusing more on those employees who can speak multiple languages. This is to ensure many customers including those from other countries can be served whenever they visit organizations within Japan. The recruitment style as stated above focuses less upon what the recruits pursued in their institutions of learning. Japan believes that employees get more exposure once they start working and other factors such as personality and motivation are also superior.
4
The recruitment process used in Japan a very strict, complex system
Most companies in Japan would like for employees to work for their companies until retirement
Japan’s process is also good because it is designed to only hire employees who have general knowledge within various fields (Geraldine, 1999)
Persuasive closing summary
Japan’s recruitment process is quite strict compared to Western recruitment processes. A Japanese company expect their employees to work for them till their retirement. This is why building up a relationship from the very beginning (during the recruitment process) is essential. Another remarkable part is that they often search for employees who have general knowledge. When they search for new employees, they often do not mention exact job descriptions. They want their new employees to be able to work in any kind of position. So people who are specialized in a specific field often do not use these skills when they apply for a job.
5
Bartram, D. (2005). Recruitment in Japan. Sage Publishers http://www.minorccbs.com/skills/recruiting/item/the-recruitment-process-in-japan-what-are-the-relevant-skills
Geraldine, F. (1999). The Media Business; SBC Communications to Buy Comcast Cellular Operations. New York Times. file:///C:/ Users/user/AppData/Local/Temp/RecruitmentTrendsJapan.pdf
Homer, M. (2001). Skills and competency management. Industrial and Commercial training http ://www.recruit-rgf.com/company/group/japan /
Spencer, L. M. (2004). Competency Model Statistical Validation and Business Case Development, HR Technologies White Paper http:// www.hrcompass.com/validation.html
References
