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Uncovering Hiring Challenges in Japan
4. Understanding and Implementing Talent Acquisition in Japan
2024-07-08
The competition for top talent in Japan's job market has intensified due to factors such as globalization, demographic changes like an aging population, and digital innovation.
In response, the concept of talent acquisition, which involves securing talent based on long-term company vision and growth strategies, is gaining traction in Japan. While this approach is already common among major global corporations, many Japanese companies have yet to fully adopt these practices.
In this article, we will explore the reasons behind the slow adoption of talent acquisition in Japanese companies and discuss effective strategies to implement it.
Why Talent Acquisition Has Struggled to Take Root in Japan
Traditionally, Japanese HR departments have focused on practices like mass hiring of new graduates, lifetime employment, and seniority-based systems, as explained in the previous article.
As a result of these practices, particularly before the economic bubble burst, mid-career hiring was not very active in Japan. Recruitment focused mainly on filling specific vacancies or positions. This led many companies to approach the recruitment process as repetitive tasks such as posting job ads, conducting interviews, and processing new hires, rather than actively seeking out talent.
In contrast to those traditional recruitment methods, talent acquisition is a proactive approach involving predicting future personnel needs, reaching out to potential candidates, and building relationships with them, requiring broader skills like employer branding and candidate relationship management.
Given the historical employment practices and the challenge of needing more comprehensive skills than traditional recruitment, talent acquisition has not widely spread in Japan.
Effective Solutions for Implementing Talent Acquisition in Japanese Companies
So, how can Japanese companies effectively implement talent acquisition in the future? Here, we discuss three basic options, along with their advantages and disadvantages.
1
Develop Talent Acquisition Experts within Japanese Companies
One approach is to designate internal staff responsible for talent acquisition and train them in-house. These individuals, familiar with the company's vision and internal workflows, can align recruitment with company needs. Additionally, accumulating knowledge internally can enhance the company’s overall recruitment capabilities.
However, the challenge lies in that talent acquisition requires skills such as marketing and sales, which are different from traditional HR tasks. Developing these skills within existing HR departments can be challenging and time-consuming, and it may take time for these specialists to gain the experience needed to recruit effectively.
2
Utilize RPO Services to Create Space for Talent Acquisition
Another approach is to outsource traditional HR tasks like posting job ads, conducting interviews, and processing new hires to an RPO (Recruitment Process Outsourcing) service.
This allows internal staff to focus on talent acquisition activities such as strategy development and employer branding, which require a deep understanding of the company.
However, it also involves a learning curve and the risk of long-term dependence on external services.
3
Utilize RPO Services Temporarily to Enhance Talent Acquisition Expertise
The final option is to temporarily engage with an RPO service that specializes in talent acquisition, working closely with internal teams. This allows for quick implementation of effective talent acquisition strategies using the RPO's expertise and tools, while also developing internal capabilities.
Finding a reliable and knowledgeable RPO partner and maintaining effective communication can be challenging. However, compared to the other options, this approach is cost-effective, provides short-term impact, and supports long-term enhancement of recruitment capabilities.
Enhancing Recruitment through RPO
BRS offers specialized recruitment support services focusing on bilingual and multilingual talent. Our multilingual RPO services streamline talent acquisition by harnessing in-depth data and insights into Japan's job market from the PERSOL Group.
With a proven track record of assisting numerous foreign companies, we are dedicated to fostering your company's sustainable growth.
