Bridging Japan’s Language Gap

November 19, 2024

Last week, I shared an article highlighting Japan’s record-low 92nd place in the EF English Proficiency Index (https://shorturl.at/ADZwO). This marks the lowest ranking since the survey began in 2011, adding another layer of difficulty to an already challenging hiring landscape. Japan’s shrinking workforce and aging population already make talent acquisition fiercely competitive. Now, with English skills among younger generations declining, the competition for bilingual talent has become even more intense.

For foreign companies in Japan, this trend is especially concerning. English proficiency is often a baseline requirement for effective collaboration and communication across international teams, and strong communication plays a key role in supporting business growth. However, with these new developments, companies are facing:

  • Longer Hiring Timelines: Finding candidates with bilingual capabilities is becoming increasingly time-consuming.
  • Higher Costs: Companies may need to offer better salaries or enhanced benefits to attract top talent.

Improving English proficiency in Japan is a long-term effort, with steps like updated visa policies to attract skilled foreign workers already in motion. While broader education reforms may still be needed, progress isn’t limited to government action—companies and candidates alike have the power to take actionable steps that can make an impact today.

What Candidates Can Do

  • Keep learning: Whether Japanese or English, language skills are invaluable. Structured courses, language exchange programs, and business-specific vocabulary practice can accelerate improvement. Progress takes time, but consistent effort pays off.
  • Highlight transferable skills: Showcase how the skills you’ve developed in past positions can be applied in new contexts. In some cases, your experience and expertise may outweigh the need for advanced language proficiency, making you a strong candidate even if your language skills aren’t perfect yet.
  • Seek out supportive companies: Many organizations in Japan offer language training or even hire interpreters to assist foreign employees. Research companies known for hiring international talent and target roles aligned with your current proficiency.

What Companies Can Do

  • Reevaluate language requirements: Not every position requires fluent Japanese, and many professionals succeed with conversational skills. Companies can broaden their talent pool by focusing on expertise and cultural fit, especially for non-customer-facing roles. As mentioned, some companies even hire interpreters to support foreign employees, ensuring smooth communication without demanding immediate fluency.
  • Offer language training: Tailored programs, such as business English or workplace Japanese courses, help employees develop skills while boosting retention. Mentorship programs pairing bilingual employees with others can also foster language growth and collaboration.
  • Partner with specialized recruiters: Recruiters who understand the bilingual market can help companies save time, find the right candidates faster, and attract talent by aligning employer branding with market needs.

The competition for bilingual talent in Japan is growing stronger. However, by reassessing language requirements, investing in language development, and fostering international collaboration, companies can adapt to this changing landscape.

What approach has your company taken to tackle this challenge? What strategies have proven effective, and where have you encountered obstacles?
Contact thomas@focuscoregroup.com or comment on the LinkedIn article with your thoughts and experiences to start a chat to discuss future ideas to benefit you and/or your company.

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