How To Walk In The Workplace And Beat The World In Japanese Companies

In the general impression, if you find a group of people who don't wear neckties or wear casual clothes in a company, you probably think it's an American company.

If a man in a company is dressed in a suit, a woman can sweep her eyebrows, and colleagues will greet each other with courtesy, then you may have come to a Japanese enterprise.

Companies in different countries show unusual corporate culture.

With the development of economic globalization, more and more Japanese enterprises regard the Chinese market as a battleground. Most Japanese companies pay more attention to the cultivation of localized talents, and bring opportunities for many people to enter Japanese enterprises.

This period specially invited general manager of Shanghai special foreign language college dean and te AI Human Resources Management Co., Ltd., to teach you Japanese job search strategy, and successfully enter into the Japanese enterprise.

Japanese companies are accustomed to finding intermediaries in Japanese funded enterprises to find Japanese headhunters.

It is not surprising that people returning home from Japan will be "Japanese characteristics".

In Japan, many enterprises and talent intermediary companies are long-term cooperative relations, and the recruitment needs of enterprises are directly released to the intermediary.

As a result, when the company expanded its business to China in the day, it also used to entrust a talent intermediary with cooperative relationship to recruit people.

Speaking of the degree of dependence of Japanese enterprises on intermediary companies, He Ping, general manager of Shanghai special human resources management Co., Ltd. thinks there is another important reason.

For those who know English, there are very few Japanese speakers in China. Therefore, the effect of open recruitment is not necessarily good.

Many Japanese funded enterprises consider outsourcing from the balance of manpower investment and time cost, and choose to outsource them to the talent intermediary companies, and all positions from low to high are set aside.

If you are studying Japanese, or a job hunting company is facing Japanese funded enterprises, you should not be blind.

Japanese funded enterprises have their unique recruitment habits, and job seeking Japanese enterprises also have established ways.

Do you need a high standard of Japanese language to enter Japanese companies?

Japanese enterprises generally require a little Japanese for their employees, but to what extent do they know?

This has a lot to do with concrete work.

For example, plation is generally based on studying abroad.

College students in Japanese are also popular.

Those who are self-taught, who have certain attainments in professional field, can act as professional interpreters, such as on-site plation of factories.

Amateur assault self taught talents, it is difficult to do this job.

But if you have a major, such as IT engineer, finance, design, etc., you need to communicate basically.

Because the nature of these jobs determines that you need to communicate with the Japanese.

Now, through amateur Raiders to strengthen the ability to test the ability of 1 young people, 1 certificate does not mean that he can communicate freely with the Japanese.

Therefore, the Japanese HR interview every applicant.

Oral interviews mainly focus on self introduction, talking about work and other topics.

Just a few minutes,

HR can quickly determine the actual level of the applicant's Japanese.

It is a pity that among those who hold 1 certificates, they will speak their names in Japanese, age and so on. The ability to use sentences to make sentences is also 4 level.

Therefore, we have been calling for learning Japanese and learning spoken English.

What will happen to graduates entering Japanese enterprises?

Graduates will be very hard to get the offer of Japanese companies.

However, once we can get into Japanese enterprises, we will get much more training opportunities than ordinary enterprises.

Some of the training is organized by personnel departments and business departments.

For example, new staff training, basic rules and regulations training, business training and so on.

More is the training from direct business leaders, similar to the traditional practice of "master apprentice".

This is a phenomenon peculiar to Japanese enterprises. Japanese bosses or "forefathers" will be especially enthusiastic about telling new college students some details that are not seen in the manuals, and these details are often of particular importance.

The sooner or later the new teacher will be largely determined by whether he is lucky enough to have met a rather conservative and enthusiastic master.

Therefore, it is suggested that graduates should have a modest attitude and a spirit of studious, which is the key to the rapid growth of new people.

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