The labor market in Japan and Asia Pacific has experienced more change in the past few years than ever before. While working from home is no longer a necessity, many Japanese companies are open to hybrid work models and that has a significant impact on recruitment.
Read on to find out four ways recruitment has changed in Japan (possibly forever!):
1. Wider access to talent
A major advantage of remote work has been the ability to expand the potential pool of talent. If your organization is willing to hire fully-remote or hybrid work roles then you’re no longer as limited by geographical location. Now you can recruit top talent from regions that were previously out of reach.
The increase in flexibility has also provided better opportunities for working mothers. Research by Keio University has found that working remotely has allowed women to increase their work hours. The long term impacts are yet to be seen, but hybrid work could play a role in attracting more women to your organization and increasing female participation across the Japanese workforce.
2. Candidate priorities have changed
Working from home has brought to light the importance of work-life balance. Many companies are now prioritizing employee wellbeing in their recruitment efforts, by showing that they offer mental health support, flexible hours and hybrid work options.
In a highly competitive job market, these could be the benefits that make candidates accept your offer. Japanese employees are looking for more than just a higher paycheck, they want to feel valued and respected. Showing that you have a positive workplace culture can go a long way in attracting and retaining top talent.
3. The world of virtual recruitment
The Covid-19 pandemic has accelerated the trend towards virtual recruitment, which has in many ways streamlined and sped up the recruitment process. Some of the tools now being used by recruiters include virtual interviews, online assessments and remote onboarding. These all save on time, money and resources with a reduction in travel expenses and in-person events.
A downside of virtual recruitment is the lack of personal connection, which can make it harder to know if a candidate is the right fit. It’s important companies weigh up the pros and cons of virtual recruitment and integrate the elements that work well for their business.
4. Assessing remote work skills
Remote work has also changed the skill set that employers are now looking for. Proficiency with technology has become even more of a ‘must-have’ skill, candidates need to show they are confident with video conferencing, collaboration tools and project management software.
Soft skills are also critical. Communication, time management, and adaptability all take on a new importance in light of remote work. Job seekers who demonstrate these skills will always be highly sought after.
In conclusion, while the long term impact of remote work is yet to be seen in the Japanese labor market it is clear that some changes are here to stay. In a business environment that is not known for rapid modernization, the Covid-19 pandemic sped up some major changes through Japan and Asia Pacific. The offer of flexible and positive workplaces can present a huge opportunity for companies entering the Japanese market and looking to attract top talent.
Keep up-to-date with changes in recruitment in Japan by booking a discovery session with Morunda today.
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1Telework in the spread of COVID-19, Toshihiro Okubo, Information Economics and Policy, September 2022 
