Is the employment situation good for Japanese translation majors?

There is a large gap in Japanese talent.

The good investment environment and huge market potential make Japanese companies pay more and more attention to their development in China. According to data provided by the Municipal Small and Medium-sized Enterprise Talent Exchange Service Center, there are currently more than 7,000 Japanese companies and representative offices in Shanghai, and the number of Japanese companies in the Yangtze River Delta region including Shanghai has reached 30,000, covering finance, trade, Machinery manufacturing and other manufacturing and service industries.

As there are more Japanese companies, the demand for personnel will naturally increase. As the market demand for Japanese language talents has been improving in recent years, in addition to Japanese language major graduates from colleges and universities, the number of people learning Japanese through self-study and social training has also increased significantly. In 2005, more than 25,000 people participated in the program in Shanghai alone. Passed the Japanese Language Proficiency Test. Although the scale of 25,000 candidates is already very large, compared with the needs of 7,000 Japanese companies, each company can only be allocated an average of 3 people, which is far from meeting the demand. In addition, the demand for Japanese language talents from domestic enterprises, European and American enterprises, etc. due to business relationships is also rising, which has "carved up" a considerable number of Japanese language talents, making the supply of Japanese language talents even more stretched.

The strong demand for talent can also be seen from headhunters. According to incomplete statistics, there are currently 26 talent agencies in Shanghai that specialize in headhunting Japanese-speaking talents, not counting the large number of "underground" headhunters who work in the name of consulting. According to industry insiders, including these "underground" headhunters, there are no less than 100 intermediaries serving Japanese companies. At present, these intermediaries have no shortage of orders, they just worry about no one in their database.

Language proficiency is just a "stepping stone"

In job advertisements from Japanese companies, "Japanese language proficiency level 1" or "Japanese language proficiency level 2 or above" are the most common language requirements. However, those holding Japanese Level 2 or even Level 1 certificates may not be able to meet the needs of Japanese companies. "Many people have very high scores in the Japanese language proficiency test, but they can't even understand the format of Japanese letters." Zhao Xinlu, deputy director of the Shanghai Small and Medium-sized Enterprise Talent Exchange Service Center, told reporters that many people who have obtained Japanese language certificates have weak business skills. Some people can't even use the Japanese input system. Furthermore, because there is currently no oral test in the Japanese Language Proficiency Test, the phenomenon of "dumb" Japanese is also very common. Therefore, Japanese Language Proficiency Test Level 1 and Level 2 certificates are at best a stepping stone to enter Japanese companies.

Japanese companies generally report that the three common problems encountered in the recruitment of Japanese language talents are: 1. Japanese language talents are in short supply and there are few choices; 2. The level is unclear, and a little understanding of Japanese and general skills are required. There is a lack of front-line personnel (skilled workers, blue-collar workers) who understand the operating rules of Japanese companies; 3. There is a lack of mature talents. Even some people who have obtained the first-level certificate of competency examination are not familiar with the culture and etiquette of Japanese companies, business terms and Japanese computer usage. etc. lack of understanding. When large Japanese companies recruit employees, their main criteria are personal professional abilities, whether they have graduated from a key university, etc. Moreover, companies are also eager for the market to provide a comprehensive range of comprehensive Japanese talents for companies to choose from.

Cultural differences have become a "stumbling block"

In addition to the insufficient number of Japanese-speaking talents, cultural differences have become a "stumbling block" for local talents to have "close contact" with Japanese companies. Compared with European and American companies that are people-oriented, democratic and open, Japanese companies restrict individuality, highlight hierarchy, and advocate seniority. The working environment and atmosphere are relatively rigid and mechanical. This kind of corporate culture somewhat discourages young and active local Chinese talents. In addition, the salary gap is also an important reason why Japanese companies are not more attractive than European and American companies. According to the current market situation, when a fresh graduate who studies Japanese enters a Japanese company to work, the starting salary is generally around 2,000 to 2,500 yuan, while the average level in European and American companies is 3,000 to 4,000 yuan; in addition, Chinese employees face promotion difficulties in Japanese companies. The problem of job "ceiling" is also a "worry" for local talents.

As the localization of Japanese companies gradually deepens, many Japanese companies are also "doing as the locals do", seeking management methods and corporate culture that adapt to local talents, and shaping the competitiveness of talents. I believe that more local people can find room for development in Japanese companies.