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Seminar Report: Learning from Success Stories on Retaining Foreign Talent

Introduction

On July 23, 2025, a significant seminar titled "Understanding the Present and Future of Specified Skills 2" was held by Linc Corporation, based in Chiyoda, Tokyo. This seminar primarily targeted HR professionals in the food service industry and shed light on a recent survey regarding candidates for the Specified Skills 2 examination. The reports shared insights into the characteristics, motivations for taking the examination, preparations involved, as well as expectations and anxieties from the candidates and the acceptance status from the companies. Participants valued this opportunity for information exchange and networking.

The seminar featured the notable speaker, Mr. Takenaga Yamada, Development Division Manager from Dai-ai Umaya Ramen. He shared compelling data and narratives about how they successfully manage a workforce where over 60% are foreign employees. By discussing various challenges and transformations they underwent, Mr. Yamada highlighted what it truly takes to incorporate foreign talent into the workforce effectively.

Insights from the Seminar

The journey to successfully integrating foreign employees began with recognizing a looming labor shortage. Dai-ai Umaya Ramen initiated foreign hiring after gaining hands-on experience operating a restaurant in Hanoi, Vietnam, for around four years since 2014. Through extensive knowledge of local culture and operational practices, the company aimed to adapt these learnings when incorporating foreign talent into their domestic operations.

Initially, they started by employing Vietnamese international students. Today, they proudly state that the ratio of Specified Skills 1 foreign employees has increased to 60.5%, with hiring initiatives also expanding to include Myanmar talent.

A Journey of Growth Through Challenges

However, Mr. Yamada was candid about the hurdles faced along the way. Achieving a workforce composition of 60.5% foreign employees was not an uninterrupted success story. Driven by lessons learned from various mistakes, they adapted their approach over time. He highlighted a notable challenge in 2024 when, despite hiring 59 foreign employees, they faced 18 resignations. This high turnover prompted introspection and adjustments to their onboarding and retention strategies.

Discussion Points and Future Directions

The seminar included a lively discussion period, aiding participants in understanding the nuances of hiring foreign talent in today’s competitive landscape. Mr. Yamada’s insights suggested that adapting company's internal rules and culture to better accommodate foreign employees could lead to more successful retention rates. It became clear that such adjustments are necessary not just for attracting foreign talent but also ensuring they feel valued and integrated within the company.

Conclusion

This seminar illuminated crucial strategies when it comes to successfully integrating and retaining foreign talent in Japanese companies. As the labor market continues to evolve, businesses must rethink their approaches towards inclusivity, cultural integration, and providing support to foreign employees for sustained success. The information shared was invaluable to those in attendance, paving the way for stronger future collaborations between Japanese companies and their foreign workforce.

For the full seminar report, visit Linc's Seminar Report.

About Linc Corporation

• - Company Name: Linc Corporation
• - Headquarters: 1-7-4 Uchikanda, Chiyoda, Tokyo
• - Representative: Hyoh Nakahira, CEO
• - Core Business: Online services that support various life events for foreign talent in Japan, including education, employment, and career advancement.