Macaron For small companies and startups from overseas entering the Japanese market, attracting English-speaking talent in Japan is challenging. Many emphasize the importance of employer branding, but that strategy is mainly effective for well-established corporations.
So, what are the deciding factors that bilingual talent look for in startups and small companies in Japan?
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Competitive Compensation
Offering competitive salaries is essential.
Many Japanese professionals looking to work for foreign companies, so called “Gaishi-kei”, are motivated by the prospect of higher income. Providing competitive compensation packages, including bonuses and benefits, can make your company more attractive to top talent.
That being said, small companies cannot compete against big Tech brands like GAFAM. If you cannot pay as much, what are other options?
Flexible Working Conditions
Flexibility is highly valued by Japanese professionals, a trend that has only accelerated post-pandemic. Highly skilled workers are valuing lifestyle more than compensations.
If you cannot offer the most attractive salary, then flexible arrangements may be your best offer. Here are what those bilingual talent are specifically looking for:
Remote work
Offering remote work options can attract bilingual talent who value flexibility in their work environment and prefer to work in a location that suits their needs, such as avoiding long commutes or working in a comfortable environment.
The trend of Bleisure (combining business travel with leisure activities) is becoming more popular, allowing employees to explore different regions of Japan while fulfilling work responsibilities.
Flexible Hours
Flexible hours allow employees to adjust their work schedules to fit personal needs and preferences.
This flexibility is especially valuable in contrast to the strict working hours typical of traditional Japanese companies, which leave little time for daily activities. With flexible hours, employees can more effectively manage family responsibilities, such as picking up kids from kindergarten or attending appointments, while still meeting work obligations.
Flexible Paid Time Leave
In Japan, taking extended leave for two weeks, three weeks, or longer can be particularly challenging due to cultural norms and workplace expectations. Many employees feel pressured to align their time off with national holidays or peak vacation periods, which can limit their options for planning extended breaks. However, offering flexible paid time off allows your bilingual talent to take vacations when they want, regardless of traditional constraints. This freedom not only relieves employees from the stress of coordinating time off but also enhances their overall job satisfaction and work-life balance.
Moreover, avoiding peak vacation seasons can result in more cost-effective and enjoyable vacations, as it reduces high vacation costs and crowded destinations. This added benefit makes flexible paid time off even more attractive to employees seeking a better work-life balance.
Leadership Roles
Many Japanese professionals struggle to secure leadership positions in traditional domestic companies. By offering clear pathways and a fast track to leadership roles and opportunities for career development, your company can attract ambitious talent looking for growth and leadership opportunities.
Who doesn’t want to be a Country Manager?
Additionally, offering the top management role as Country Manager, especially for companies entering Japan, can provide a significant boost to Japanese talent’s ambition to advance their careers. This benefit is particularly accessible for small companies, as big corporations often have complex hierarchies with numerous career paths. Providing such opportunities not only enhances your company’s appeal but also fosters the career growth and aspirations of local talent, making a positive impact on the overall business ecosystem.
Alternative: start small with External Workforce
Addressing these reasonable key factors can help small companies and startups attract and retain bilingual talent in Japan, ensuring a successful market entry and sustainable growth.
Hiring employees requires significant investment. If a company wants to test and start small, then utilizing an external workforce might be the best choice. You can begin by localizing your already available global content and rolling out to Japan to gauge interest. For that, I can be a valuable asset as a bilingual copywriter/editor who has collaborated with both small SaaS and giant tech companies.
