Solving Hiring Challenges in Japan

“Why is it so hard to hire in Japan? Even after using multiple Recruitment Agencies, we still can’t find the right candidate.”

I often hear similar comments, which remind me of my time as an Agency Recruiter in Tokyo. I managed 6-12 open positions simultaneously, driven by the pressure to meet revenue targets. My focus was primarily on securing quick wins. When roles were open to multiple agencies, it became a race to connect with candidates first. I frequently sent bulk emails with job descriptions without having meaningful conversations, and my competitors did the same. This created noise and confusion, ultimately hindering our ability to present the right candidate.

In Japan, having a solid process is crucial. Candidates need to be properly engaged and given the opportunity for meaningful discussions. Haste can often slow us down. For niche, senior-level positions, the candidate pool is quite limited, and companies typically have only one chance to make a strong impression to attract and engage them.

With a retained search model, we invest the time needed to thoroughly screen candidates and present opportunities to those who are genuinely qualified. Recently, we filled a role that had been open for over 10 months and was initially managed by four other agencies. After we took over, we assembled a dedicated team to conduct a comprehensive market search. In addition to reaching out to active candidates, we also engaged passive candidates, highlighting the unique opportunity for someone with the right experience to assist a well-known global company in establishing itself in Japan. Despite the company’s relatively low profile in the region, we successfully identified three highly qualified candidates, one of whom ultimately received the offer.