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Understanding Current Recruitment Landscape in Japan

In a recent interview, Takahiro Maruyama, the CEO of Kreiss & Company, a renowned recruitment support firm based in Tokyo, shared insights on the evolving recruitment landscape for local companies as Japan approaches 2026. With a persistent labor shortage in regions outside of major cities, the challenges faced by local enterprises have become more pronounced, while the methods employed to attract talent are undergoing significant changes.

The Shift: From Local to National Competition

Maruyama highlighted the necessity for local companies to turn their attention towards I-turn and U-turn job seekers—those who might consider relocating back to rural areas or moving to new regions. In a post-COVID era, with remote work becoming the norm, local firms now find themselves in direct competition with companies from all across the country. This has resulted in an urgent requirement to rethink recruitment strategies that earlier focused solely on local candidates.

The Long Game: A Shift in Recruitment Strategies

Maruyama emphasized that recruitment should no longer be viewed as a quick fix or short-term endeavor. Many companies continue to stick with traditional hiring practices, which often fail to meet the evolving needs of potential employees. He argued for a long-term perspective that includes a comprehensive reevaluation of recruitment timelines and strategies. For instance, relying solely on expedited hiring to fill immediate vacancies is not sustainable.

To attract skilled professionals—particularly those in mid-level positions based in urban centers—companies need to offer competitive salaries that align with industry standards. Maruyama pointed out that for professionals commanding a salary of 15 million yen, they should anticipate offering at least 12 million yen. This reflects a necessary adjustment to compensation that aligns with the talent market.

The Hiring Process: More than Just Numbers

In addition to salary considerations, Maruyama discussed how the hiring process itself requires a renewed focus. He stressed the importance of leadership commitment during recruitment phases, where the involvement of company CEOs in hiring processes can greatly enhance the profile of an organization from a candidate's perspective.

Strong Networks: Supporting Local Transitions

Kreiss & Company is also invested in supporting job transitions in rural areas through their group service, Regional Career. They leverage a robust network comprising ten recruiting firms across 28 locations nationwide, assisting numerous individuals in their job transitions back to local economies.

Additionally, Kreiss & Company organizes an annual competition amongst nationwide consultants to sharpen their interview skills, fostering an environment of competitiveness that ultimately enhances the quality of support given to high-caliber candidates seeking new opportunities.

Commitment to Local Recruitment Challenges

As local companies contend with pressing recruitment challenges, Kreiss & Company remains committed to providing valuable assistance rooted in localized insights and collaborative support across their networks.

For those interested in exploring this further, the full interview with Maruyama is available in the February issue of Monthly Financial Journal and on Financial Journal Online. Visit Regional Career for more information on their offerings.

About Kreiss & Company

Kreiss & Company operates with a vision that emphasizes matching ambitious talent with organizations that share their commitment to meaningful work. They aim to redefine Japan's job market by facilitating successful matches that go beyond mere job placements, emphasizing the alignment of values and aspirations.

For further details about Kreiss & Company and its operations, please refer to their website at Kreiss & Company. Their head office is located at: 2-4-1 Higashi-Shinbashi, Minato-ku, Tokyo 105-0021, Japan.