Why Japanese Companies Pay 35% \u2014 And It’s Not Just About Talent Shortage<\/p>\n\n\n\n
In Vol.1, I shared that Japan’s recruitment fee reaches 35%.<\/p>\n\n\n\n
The question I get most often after that:<\/p>\n\n\n\n
“Why so high?”<\/strong><\/p>\n\n\n\n The answer has three layers. And the third one is something most international hiring decision-makers never see coming.<\/p>\n\n\n\n Layer 1: You can’t just fire people.<\/strong><\/p>\n\n\n\n In many markets outside Japan, a mis-hire is painful \u2014 but recoverable. You let someone go and move on.<\/p>\n\n\n\n Japan doesn’t work that way.<\/p>\n\n\n\n Japanese labor law requires “objectively reasonable grounds” to dismiss a regular employee. If a court finds the dismissal unfair, the employer must reinstate the employee and<\/em> pay full back wages.<\/p>\n\n\n\n There is no “at-will employment” in Japan. A wrong hire doesn’t just cost you time \u2014 it can cost you years.<\/strong><\/p>\n\n\n\n So companies don’t rush. They can’t afford to.<\/p>\n\n\n\n Layer 2: The talent pool is structurally shrinking.<\/strong><\/p>\n\n\n\n Markets differ \u2014 dramatically \u2014 in why talent supply exists.<\/p>\n\n\n\n Some markets attract professionals from around the world who actively want<\/em> to be there. Others have large pools driven by fierce competition among young workers. The reasons behind each are fundamentally different.<\/p>\n\n\n\n Japan is unlike either.<\/p>\n\n\n\n The young working-age population is simply declining.<\/strong> If you’re not picky about the role, you can find work in Japan. But if you’re looking for the right<\/em> person for a specific executive role?<\/p>\n\n\n\n That pool is small, shrinking, and mostly not looking.<\/strong><\/p>\n\n\n\n Japan is a structural seller’s market for talent. Candidates hold the cards.<\/strong><\/p>\n\n\n\n Layer 3: Japanese companies invest in people for the long term.<\/strong><\/p>\n\n\n\n Japan’s government allocates approximately \u00a550 billion annually<\/strong> to support corporate training programs.<\/p>\n\n\n\n Companies don’t just hire \u2014 they develop. The expectation on both sides is a long relationship.<\/strong><\/p>\n\n\n\n That’s why the hiring decision carries so much weight. You’re not just filling a seat. You’re making a long-term investment \u2014 in someone you may not be able to exit easily, in a market where finding the next candidate won’t be quick.<\/p>\n\n\n\n High fee. High stakes. Long game.<\/strong><\/p>\n\n\n\n That’s Japan.<\/p>\n\n\n\n I am a cross-border executive search professional specializing in CxO hiring in Japan. 20+ years in recruitment \u2014 8 years running my own firm in Japan, 7 years expanding into China, now operating from Dubai.<\/p>\n\n\n\n If you’re planning a CxO hire in Japan and want to understand what you’re really getting into \u2014 let’s connect.<\/p>\n\n\n\n #JapanTalentMarket #ExecutiveSearch #CxO Why Japanese Companies Pay 35% \u2014 And It’s Not Just About Talent Shortage In Vol.1, I shared that Japan&# […]<\/p>\n","protected":false},"featured_media":1825,"parent":0,"template":"","meta":{"_acf_changed":false,"swell_btn_cv_data":"","_locale":"en_US","_original_post":"https:\/\/diversecareerdesign.com\/?post_type=info&p=1834","footnotes":""},"tags":[],"info-category":[394,18],"class_list":["post-1834","info","type-info","status-publish","has-post-thumbnail","hentry","info-category-realjapan","info-category-column","en-US"],"acf":[],"mb":[],"mfb_rest_fields":["title"],"_links":{"self":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1834","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info"}],"about":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/types\/info"}],"version-history":[{"count":1,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1834\/revisions"}],"predecessor-version":[{"id":1835,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1834\/revisions\/1835"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/media\/1825"}],"wp:attachment":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/media?parent=1834"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/tags?post=1834"},{"taxonomy":"info-category","embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info-category?post=1834"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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#CrossBorderRecruitment #DiverseCareerDesign<\/p>\n","protected":false},"excerpt":{"rendered":"