What are the general requirements for foreign companies (especially Japanese companies) to recruit?

Almost all Japanese companies will have the requirement of Japanese ability when recruiting. In order to have more personal development space in Japanese enterprises, a certain Japanese ability is the basic condition. Most of the top managers of Japanese enterprises are Japanese, and there is a great need for talents who are proficient in Japanese and familiar with Japanese business habits to enrich general management and auxiliary management. Therefore, the "Japanese Proficiency Test" or "J. Test", which is called the Japanese TOEIC, has become the first hurdle that most people who are interested in "marching into" Japanese enterprises must face. In addition, language wages are very popular in Japan. Many companies will require China employees to take the Japanese proficiency test. The monthly salary of those who passed the Level II proficiency test increased to 50 yuan, and the monthly salary of those who passed the Level I proficiency test increased by 65,438+000 yuan. Japanese corporate culture encourages employees to learn at work. After entering the company, after an individual's language ability reaches a certain level through study, his salary will be raised according to the level. Therefore, passing the competency test is the most direct and clear proof for Japanese employees who want to enter Japan for development.

Language+major is the most popular.

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.

In fact, talents with both language and professional backgrounds are most popular with Japanese companies. Take the production scheduling of Japanese enterprises as an example. General HR (Human Resources) hopes that the person who is engaged in this position can not only understand Japanese, but also know some technology and production management, be versatile and be able to deal with people. However, because Japanese majors only know language but not technology; Recruiting skilled employees does not have the language conditions. Some enterprises can only recruit two people for a position, one who knows the language and the other who knows the technology. Therefore, high-level talents with skills and language ability have become the scarce products of Japanese enterprises at present.

In addition, Japanese companies have different requirements for Japanese talents in different positions. Marketing positions and management positions have the highest requirements for Japanese ability, generally requiring Japanese 1 level or equivalent, and fluent oral English. General technical posts and other posts have slightly lower requirements for Japanese ability, and generally only require the second level of Japanese. For the shortage of talents with particularly strong skills, as long as they can understand the corresponding Japanese materials.

In Japanese companies, even China employees often communicate in Japanese. Because the managers of Japanese-funded enterprises are mostly Japanese, it is difficult to work without Japanese communication in this environment. Although Japanese companies generally require employees' Japanese proficiency to reach Grade 2 or above, the requirements for Japanese proficiency are slightly relaxed for highly professional positions, and they can generally communicate in Japanese. Some Japanese-based jobs, especially those that need to communicate with Japanese leaders or employees, obviously require Japanese communication skills, such as those in which the financial department needs to contact the agency. Engaged in translation, foreign-related tour guide, foreign affairs reception and business negotiation, preferably with Japanese interpreter qualification certificate.