recruitment and talent acquisition in Japan.

recruitment and talent acquisition in Japan.

With ageing demographics, limitations on immigration and declining birth rates, Japan faces the challenge of a rapidly shrinking workforce. How can you get ahead of talent scarcity and deliver the people your business needs?

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don’t let talent scarcity stand in your way

According to our Talent Trends research, 84% of employers in Japan say that talent acquisition is one of their business leaders’ top priorities. It’s no surprise why.

Talent is how your company innovates, grows, cares for customers and sells. People are how your organisation realises its purpose. They are your competitive advantage.

At the same time, the skills gap and talent scarcity are standing in your way. In fact, 86% of human capital and C-suite leaders in Japan say the skills gap is worsening and will lead to even greater challenges in the future. This is significantly higher than the global average. Most (81%) say that the retiring workforce is having a big impact on their business, and the same percentage (81%) believe they’re facing greater competition for skills this year.

With one of the lowest unemployment rates globally, the Japanese market is practically at full employment. Where do you find the talent your business needs, and how can you attract and retain them?

> see HR trends in Japan

 

recruiter on demand.

what is recruiter on demand?

Recruiter on demand (ROD) is a quick-start solution that gives you the sourcing, screening, recruiting and onboarding help your company needs right away. You can scale up or down to meet demand, and our specialists work within your current processes and technology infrastructure to be the extra set of hands you need right when you need them. Unlike agencies that charge fees based on salary, an ROD solution works at a set rate, enabling you to meet hiring demands more efficiently and effectively.

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should I insource or outsource recruitment?

pros and cons of RPO and MSP.

Talent scarcity, demand for digital skills, a focus on freelancers and independent contractors, and an always-growing HR technology landscape are adding complexity to the way companies source and hire people. Should you use internal resources to deliver talent, or do you outsource to an expert in the field?

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recruiter on demand case study

global IT leader gains agility and talent advantage.

With more than 70,000 employees around the globe, an IT and networking solutions provider's talent needs are greater than those of its industry competitors. Read the case study to learn how the company uses recruiter on demand (ROD) across APAC, EMEA and North America to keep up with demand for hard-to-fill technical talent, improve recruitment practices and support global growth goals.

get the details
the rise of the gig economy

engage APAC’s contingent workforce.

With growing talent scarcity, companies in Japan are increasingly turning to contingent talent to gain a competitive advantage. What should you consider when building a contingent workforce? What are the barriers to engaging contingent talent in the region, and how can companies navigate these challenges? Watch this episode of Talent Trailblazer TV to learn more.

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RPO in 2 minutes.

What are the most challenging parts of your job related to talent? Sourcing and hiring the right candidates in a shrinking workforce? Shortening the hiring cycle with the help of advanced recruiting tech? Establishing meaningful talent analytics for better decision-making? Recruitment marketing and attracting top performers to your organisation?

Whether you need to support growth, build your workforce to launch a new service, centralise your processes or improve the talent experience, recruitment process outsourcing (RPO) gives you greater access to the talent you need faster. Watch to learn more.

RPO in Japan

  • what is RPO?

    RPO can support part or all of your company’s permanent workforce hiring through a comprehensive set of external recruitment resources. Whether you’re seeking specialised recruitment expertise or need to transform your entire talent acquisition function, RPO can offer process excellence, scalability, cost savings, talent tech and predictive analytics.

    > explore different RPO models

  • how do RPO solutions work?

    Your RPO solution will be customised with a specific scope and set of services that directly address your company’s goals, requirements, market and recruiting challenges. When you partner with Randstad Sourceright, our experienced talent advisors and strategic sourcing team based in Japan will work with you to build your sourcing and talent acquisition strategies to hire the right talent for your business.

    You also get access to our global network of experts who specialise in strategic sourcing and recruiting, employer branding and talent attraction, workplace diversity and inclusion, AI and smart recruiting technologies, as well as advanced talent analytics.

    Our team works directly with yours to set talent strategies that align with your business goals and will help you overcome barriers such as talent scarcity. Check out the RPO Playbook for more info on how RPO works.

    > get your RPO playbook

  • what does RPO cost?

    RPO costs can vary based on your model, the scope, hiring volume and project details. To better understand your potential ROI, we’ve built a business calculator. Just answer a few questions to start building your business case.

    > take me to the RPO calculator

  • see RPO in action.

    For the world’s leading global manufacturer of home appliances, it’s critical to build teams of exceptionally talented people who feel empowered to do their best work. Read the RPO case study to learn how this manufacturer centralised talent acquisition to boost employee retention to 95%.

    > learn more

 

MSP in 2 minutes.

If contingent talent, contractors and freelancers aren’t already a part of your workforce, you need to rethink your talent strategy now. A majority (86%) of employers in Japan say the use of gig and freelance workers has at least the same, if not more, impact on their talent strategies this year. This is the highest among countries surveyed in Asia Pacific.

Your competitors are looking for ways to gain greater business agility, and the growing contingent workforce can deliver an advantage. Watch to learn how a managed services program (MSP) can help you navigate the complexities of compliance, cost and talent quality to deliver better access to skills and drive business growth.

MSP in Japan

  • what are managed services programs (MSP)?

    A managed services program is a highly effective way for employers to manage their contingent workforces. Using a vendor management system (VMS) and other HR technologies we give you complete visibility into your contingent talent and can help you stay compliant with labour regulations.

    > discover more benefits of MSP

  • how managed services programs work?

    Your managed service provider (MSP) acts as an integral part of your company’s talent function and manages the entire contingent talent life cycle, from requisition through invoicing and payment. As your MSP, Randstad Sourceright delivers the talent, market and program data you need to make smart workforce decisions. We help you attract, engage and re-engage skilled contingent professionals, and build relationships with talent suppliers to get you the best rates and talent quality. Request your copy of the MSP Playbook to learn more.

    > get your MSP playbook

  • what are the costs of MSP?

    Discover your potential ROI with a managed services program. Spend a few minutes with our MSP calculator to begin building your business case.

    > take me to the MSP business case calculator

  • see MSP in action.

    Learn how this leading global financial services organization realised cost savings and better access to contingent talent with a regional managed services program across its APAC offices.

    > read more

 

are you ready for total talent management?

If you’re going to beat talent scarcity now and future-proof your workforce, you simply can’t manage your talent in silos. When you take a holistic view of your workforce and the talent that’s available to get work done right now, you not only gain a competitive recruiting advantage, but a competitive business advantage. That’s why over three-quarters (76%) of employers in Japan say they’re planning to adopt a total talent model this year.

With the right talent analytics infrastructure, change management strategy and a collaborative mindset in place, total talent management delivers measurable value to your business and helps you build for the future. Find out whether your company is ready to move forward now, or what steps will put you on the path toward total talent readiness.

> take the quiz

 

contact our team in Japan