Notice on response to COVID-19 (updated May 27th, 2020)
With the state of emergency lifted across the country, we have now re-opened our Tokyo and Osaka offices. Starting May 27th, 2020, we will slowly be shifting back from remote work to work at the office. Our priority remains to maintain the health and safety of our clients, candidates, employees, and their families. As such, there will be staggered working hours and a limit to the number of employees in the office at any given time.
All business will be running as normally as the circumstances allow. Please kindly contact our consultants directly via their phone numbers or email. Otherwise, we will be available for virtual options for meetings and interviews.
For any questions or concerns, please kindly contact us from our contact form.
Please stay safe, and we thank you for your continued understanding and patience.
Notice on amendments to BRS Terms and Conditions（updated September 16th, 2022）
We would like to inform you that BRS Terms and Conditions will be revised as follows.
■Scheduled date of amendment;
17th October 2022 (Monday)
■Modifications;
The following provisions of the BRS Terms and Conditions have been amended in line with amendments to the Employment Security Act.
・Article 4, paragraph 2 and paragraph 5 of the same article
・Article 7
・Article 14
BRS Terms and Conditions: before and after BRS Terms and Conditions will be amended on 17th October 2022.
Please refer to the below list of amendments for details.
| Before amendment
| After amendment (Oct. 17th 2022 version)
| Summary of Amendment
|
| Article 4 - User responsibilities
| Article 4 - User responsibilities 2. Document submissions of users to the Company and employer corporations must provide and maintain personal information that is correct and up to date, and without deficiency and inconsistency. In addition, if there are any changes in the contents of such personal information, users shall promptly provide the revised content to the Company and the employer corporation. Users are liable to resolve at their own responsibility any dispute that arises with an employer corporation or any other third party as a consequence of information, including inaccurate or obsolete personal information, which users have submitted to the Company or an employer corporation, and shall not cause any inconvenience to the Company in relation to such dispute. | We have added this verbiage so users maintain updated and accurate information of themselves.
|
| (newly added)
| Article 4 - User responsibilities If the Company reasonably determines that the personal information provided by users is not accurate or up to date, the Company may confirm with Users if corrections are required or may discontinue providing the information to the employer corporation. | In the event that users' information is inaccurate, etc., the Company stipulates that it may confirm with the user whether or not his/her information has been corrected, or may discontinue providing the information to employer corporation, etc., in accordance with the Employment Security Law.
|
| (newly added)
| Article 7 - Prohibitions (7) Actions without prior notice such as no-shows in meetings, screenings tests, or interviews without a valid reason. (8) Interfering or threatening to interfere with the operations of the employer corporation by repeatedly applying for the same employer corporation. | Prohibited items are added for a smoother operation of the service.
|
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As the international recruitment arm of the PERSOL Group, we utilize a network of over 4,700 employees throughout Asia and partnerships with over 20,000 clients. Leveraging these extensive resources on behalf of both clients and candidates, we deliver an unrivalled personalized service as a leading permanent recruitment consultancy.
We place multilingual professionals within multinational firms in the key specialization areas of Accounting, Banking & Finance, General Management, Human Resources, Information Technology, Industrial (Automotive, Chemical & Materials, Engineering, Energy and Manufacturing), Legal & Compliance, Sales & Marketing, Support & Administration, and Supply Chain Management.
PERSOL CAREER is proud of the role it plays, in cooperation with government agencies, in helping Japanese workers gain skills and experience. In the same spirit, BRS was established to address the growing need to match professionals in these areas of specialization with expanding Japanese and multinational employers.
Employers
BRS has a special position in the Japanese market. PERSOL CAREER is a renowned and trusted name among Japanese professionals who seek to utilize our services, highlighting our unrivaled resources and cultural understanding of the Japanese recruitment market. Access to this huge and diverse network of talented, bilingual, and international-minded professionals is one of the many factors making BRS unique.
BRS was established as a progressive, internationally oriented division of PERSOL CAREER with a goal to tackle the bilingual job market by matching a unique network of candidates with multinational corporations and Japanese companies expanding globally.
We consult you on your recruitment needs and offer value-added services with tailor-made solutions. We take pride in continuously developing and maintaining our extensive network of highly qualified candidates.
Job Seekers
The key advantage of BRS is the comprehensive range of opportunities that we can offer with major Japanese firms as well as multinational organizations.
Globalization continues, constantly creating new opportunities for bilingual and multicultural professionals. As the international recruitment arm of the PERSOL Group, BRS is perfectly positioned for the role of matching candidates with these opportunities.