What is the employment situation of Japanese major?

There is a big gap in Japanese talents.

Good investment environment and huge market potential make Japanese enterprises pay more and more attention to their development in China. According to the data provided by the SME 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 manufacturing and service industries such as finance, trade and machinery manufacturing.

With more Japanese companies, the demand for personnel will naturally increase. In recent years, the demand for Japanese talents has been increasing. In addition to college Japanese graduates, the number of people learning Japanese through self-study and social training has also increased greatly. In 2005, more than 25,000 people took the Japanese proficiency test in Shanghai alone. Although the application scale of 25,000 people is already very large, compared with the demand of 7,000 Japanese companies, each company can only be assigned to 3 people on average, which is far from meeting the demand. In addition, domestic enterprises, European and American enterprises demand Japanese talents. It is also rising because of business relations, and a considerable number of Japanese talents have been "carved up", making the supply of Japanese talents even more stretched.

We can also see the strong demand for talents from the headhunting office. According to incomplete statistics, there are currently 26 talent agencies specializing in Japanese headhunting in Shanghai, which does not include a large number of "underground" headhunters working in the name of consulting. According to insiders, if these "underground" headhunters are counted, there are no fewer than 100 intermediaries serving Japanese enterprises. At present, these intermediaries are not short of orders, but they are worried that no one is in their database.

Language ability is just a "stepping stone"

In the recruitment advertisements of Japanese-funded enterprises, "Japanese proficiency 1" or "Japanese proficiency level 2 or above" is the most common language requirement. However, it is not enough for Japanese companies to hold a second-class or even first-class certificate in Japanese. "Many people have high scores in the Japanese proficiency test, but even the format of Japanese letters is not clear." Zhao Xinlu, deputy director of Shanghai SME Talent Exchange Service Center, told reporters that many people with Japanese certificates have weak business ability, and some people can't even use Japanese input system. Moreover, because there is no oral test in the current Japanese proficiency test, the phenomenon of "dumb" Japanese is also very common. Therefore, the certificates of Japanese proficiency test 1 and 2 are at best a stepping stone to Japanese enterprises.

Japanese enterprises generally report that there are three problems in Japanese talent recruitment: 1. Japanese talents are in short supply and there are few options; 2. Lack of front-line personnel (skilled workers, blue-collar workers) with unknown level, little knowledge of Japanese, average skills and understanding of the operating rules of Japanese enterprises; 3. Lack of mature talents. Even some people who have obtained the first-level proficiency test certificate lack understanding of Japanese culture and etiquette, business terms and the use of Japanese computers. When recruiting employees, the main criteria for large Japanese enterprises are personal professional ability and whether they graduated from key universities. And enterprises are also eager for the market to provide comprehensive compound Japanese talents for enterprises to choose from.

Cultural differences become "obstacles"

In addition to the shortage of Japanese talents, cultural differences have also become a "roadblock" for local talents to get in close contact with Japanese companies. Compared with European and American enterprises that are people-oriented, democratic and open, Japanese enterprises restrict individuality, highlight grades, advocate seniority, and their working environment and atmosphere are relatively rigid and mechanical. This corporate culture has hindered young and active local talents in China to some extent. In addition, the salary difference is also an important reason why Japanese companies are less attractive than European and American companies. According to the current market, the starting salary of a fresh graduate who studies Japanese is generally around 2000 ~ 2500 yuan, while the average level of European and American enterprises is 3000 ~ 4000 yuan; In addition, the "ceiling" problem of Japanese employees' promotion in China is also the "heart disease" of local talents.

With the gradual deepening of the localization of Japanese enterprises, many Japanese-funded enterprises are also doing as the Romans do, seeking to adapt to the management methods and corporate culture of local talents and shape their competitiveness. I believe more local people can find development space in Japanese enterprises.