Recruitment Trends for Bilingual and Multilingual Talent:
Strategies to Drive Corporate Success

The Japanese recruitment market is currently undergoing significant changes, influenced by various factors such as shifts in the global economy and advancements in technology.

In light of these changes, BRS directors Satoshi Nakano and Aiko Tokuhisa discuss the key perspectives companies need to adopt in order to stay competitive and successfully recruit bilingual and multilingual professionals.

Satoshi Nakano：Japan’s declining population and subsequent labor shortages have driven many companies to seek growth opportunities in overseas markets as domestic markets mature or shrink.

As a result, demand for bilingual talent to support global business expansion is steadily increasing. While bilingual professionals were once sought after in specific industries or roles, they now play pivotal roles across various sectors and have become central to recruitment strategies.

Aiko Tokuhisa：Moreover, globalization has made it increasingly difficult for businesses to operate solely within Japan. From procurement to the selection of production bases, companies must navigate currency fluctuations and geopolitical risks, which has heightened the need for professionals capable of adapting and coordinating on a global scale.

Satoshi Nakano：As this trend continues, the requirements for candidates are evolving. In addition to language skills, there is a growing emphasis on understanding the culture and business structures of the countries where companies aim to expand.

Furthermore, with the acceleration of digital transformation, IT engineers, whose demand is increasing, are now expected to have more advanced expertise and a deeper understanding of the industry.The shortage of IT talent is becoming more severe, with the Ministry of Economy, Trade, and Industry estimating that Japan could face a shortfall of up to 790,000 IT professionals by 2030*.

Aiko Tokuhisa：There are two primary challenges. The first is the shortage of highly skilled professionals with language proficiency who can operate on a global scale within Japan. The second is the insufficient infrastructure to support the integration of foreign nationals, a challenge closely tied to the earlier issue.

Satoshi Nakano：Exactly. The inadequate support for foreign nationals remains a significant hurdle. Japan-centric internal systems and limited lifestyle support frequently hinder both recruitment efforts and effective collaboration after hiring.

While some companies have adopted measures such as using English as the official corporate language or assigning foreign nationals to specific departments, more companies should be actively working on this issue. Furthermore, the depreciation of the yen has reduced Japan’s salary competitiveness, both in relation to Western countries and other Asian nations such as Taiwan.

This has resulted in more talented individuals choosing to work in their home countries or locations offering better compensation, making it crucial to address these challenges quickly.

Aiko Tokuhisa：To add to it, the expansion of recruitment challenges in recent years has made the hiring process more complex. Companies must go beyond improving recruitment methods and focus on critical issues like diversity hiring, which requires a more strategic and flexible approach.

Satoshi Nakano：Flexible work arrangements, including freelancing and side jobs, are becoming increasingly common, which makes it more typical for companies to tap into individual expertise. Although many tools and services have been developed to support these shifts, figuring out the right combination of these tools to optimize recruitment remains a critical and complex challenge for companies.

Satoshi Nakano：Given the growing complexity of recruitment, it’s increasingly important to accurately identify your company’s specific challenges. The first step is to analyze talent needs and market trends to prioritize key issues before seeking solutions.

Additionally, aligning recruitment requirements with business strategies is essential. For example, if a company is focused on advancing its digital transformation (DX) initiatives, it shouldn’t just seek candidates with DX experience. Instead, it should define detailed requirements that reflect the company’s specific goals and needs at each stage of its development.

Aiko Tokuhisa：That’s a great point. In addition to that, recruitment branding becomes another critical factor in an increasingly competitive hiring environment. Companies need to understand what potential candidates value when considering career moves and effectively communicate their strengths to meet those needs. However, because candidate preferences and differentiators are often challenging for companies to identify on their own, leveraging external experts familiar with the recruitment market can be highly effective.

As recruitment methods diversify, companies must also consider additional factors such as cost, timelines, and candidate experience. At BRS, our RPO services utilize the extensive data and recruitment solutions of the PERSOL Group to provide end-to-end support. From defining talent requirements and formulating strategies to enhancing employer branding, we are committed to helping companies address recruitment challenges in a comprehensive way.

Satoshi Nakano：Our mission goes beyond simple recruitment or outsourcing solutions. We collaborate with our clients to develop strategies that align with their business objectives and address workforce challenges through a comprehensive solution. If your company is facing recruitment challenges, we would be glad to offer our support.

*Research related to supply and demand for IT professionals by Ministry of Economy, Trade and Industry