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January 18, 2024

As the world’s third-largest economy, Japan is home to many thriving industries, from electronics and manufacturing to robotics and other advanced technologies. After a period of deflation, the country has shown a strong rebound, approaching 5% nominal GDP growth in 2023, according to Morgan Stanley research. While this has made Japan an attractive investment opportunity for global companies seeking to expand in the APAC region, the Japanese job market has traditionally been notoriously difficult to break into. Enter recruitment process outsourcing (RPO) — a strategic partnership that offers regional expertise and proactive talent acquisition solutions to ensure a successful recruitment process. But how can RPO help overcome unique challenges like aging demographics and lifetime employment? In this blog, we’ll explore everything you need to know about RPO in Japan, from how and why it works to the best practices to succeed with a local RPO partner. The Challenges of Recruiting in Japan Before we dive into the intricacies of RPO solutions, it’s essential to understand the unique challenges of hiring in Japan. From the distinct business culture to social norms like lifetime employment, global companies can often find it difficult to navigate the complexities of Japan’s employment landscape, laws, and expectations — not to mention the language barriers.  Let’s take a closer look at some of these key difficulties to understand how the RPO hiring process can help overcome them: Age Demographics The first and most apparent issue many people in the Japanese recruiting space point to is the aging population. Due to a combination of steadily declining birth rates, increasing life expectancy, and low migration rates, Japan’s age demographics are shifting older, resulting in a higher percentage of elderly citizens and a shrinking workforce. In fact, 10% of Japan’s population is 80 years or older, while over 36.2 million people are over the age of 65, according to the World Economic Forum. Labor Shortages Japan is also facing critical talent shortages, with the number of workers expected to fall more than 11 million — or 20% — by 2040, according to The Japan Times. Primarily driven by low birth rates and an aging population, these talent shortages are impacting a wide range of industries and sectors, with the situation further complicated by a recent rise in unemployment rates. As a result, even Japanese companies are searching for innovative staffing solutions to expand their talent pool. Lifetime Employment Shushin koyo, or lifetime employment, is the traditional system in Japan wherein employees are typically hired right out of university and stay with the same company until retirement. This practice is deeply ingrained in the culture, especially for major Japanese companies, limiting the talent pool by making it exceedingly difficult to find a candidate willing to switch jobs. However, newer surveys show this system may be changing, as a third of Japanese employees report they’d be willing to change jobs or work independently at some point in their careers. Bilingual Talent Finding bilingual talent is another significant challenge in Japan. The demand for professionals fluent in both Japanese and English is high, yet the supply remains limited. Less than 8% of Japanese people speak English fluently. While proficiency is improving, it’s not as widespread as some other non-native English-speaking countries, making it exceedingly difficult to find the right talent who is actively seeking a new position and speaks English well enough to operate in both languages. Why Outsource Recruiting in Japan? While the RPO service model was relatively new to Japan a few years ago, there’s been a notable uptick in adoption recently, especially among global organizations. In fact, the market size in Japan is expected to increase by 12.4% year over year, as it continues to gain traction. But what’s causing companies to leave behind the traditional staffing agency and search for RPO solutions? Regional Expertise Local RPO providers in Japan offer unparalleled regional expertise and essential knowledge for navigating the unique nuances of Japan’s labor market. With an in-depth understanding of local customs, regulations, and language, your RPO provider can expand your talent pool and tailor your recruitment strategies to find the right candidate for any position. High-Quality Hires Unlike a traditional staffing or recruitment agency, which focuses on filling positions as fast as possible, RPO providers specialize in delivering high-quality hires, often with specialized skills in niche areas. Leveraging advanced regional and market knowledge, along with sophisticated talent acquisition tactics, RPO providers can source, select, screen, interview, and hire talent that matches all your criteria, from hard and soft skills to experience, culture match, and values. Flexibility and Scalability Whether it’s a short-term hiring project or a long-term strategic partnership, RPO solutions offer exceptional flexibility and scalability. With the ability to quickly scale recruitment activity based on hiring demands, an RPO partner ensures talent acquisition aligns with business cycles and growth phases. If consulting is what you need, RPO providers can also help refine your existing hiring process to build a proactive talent pipeline. The Promising Future of RPO in Japan As the Japanese labor market continues to tighten and evolve, with an ever-increasing demand for specialized skills and bilingual talent, RPO firms are uniquely positioned to meet these complex hiring needs. From a deep understanding of Japan’s unique market to innovative talent acquisition strategies, an RPO partnership offers keen insight while expanding your talent pool and streamlining your recruiting process. Best Practices for Successful RPO Talent Acquisition in Japan The key to successful recruitment through an RPO provider is to find a partner willing to work with you. After all, they’re the RPO sourcing specialist, but you’re the specialist of your own business. To ensure a prosperous, long-lasting relationship, be sure to follow these three best practices: 1. Find a Partner Who Understands Your Business The first and most crucial step is to find the right RPO partner who works as a seamless extension of your team. They should get to know the ins and outs of your business, its culture, and company values to ensure each candidate is a perfect match. 2. Leverage Their Local Expertise Next, be sure your RPO partner is an expert in the local area. From speaking the language to understanding cultural nuances, it’s essential to have a partner with regional expertise. They can help you connect with and appeal to local talent. 3. Bolster Your Employer Brand Finally, your partner should work with you to develop an attractive employer brand to catch the attention of job seekers and even passive candidates secure in their positions. With a positive image and a strong message, they can help you become a top pick for talent, driving them to you. Boost Your Hiring Efforts in Japan With Envision’s Deep Regional Knowledge Navigating Japan’s complex recruitment landscape requires a partner who not only understands the intricacies of talent acquisition but also possesses deep regional insights.  Envision stands as the trusted partner of companies across the globe seeking to enter — or strengthen their presence in — the Japanese market. With our deep insight into the cultural nuances, hiring practices, and job market, we offer bespoke strategies to help you secure the right talent every time. Reach out to an RPO expert today to discover how Envision can elevate your talent acquisition strategy.

June 8, 2023

​Today, the hiring landscape looks a lot different than it did in years past. In an effort to streamline recruiting, 70% of companies have normalized a hybrid hiring process that leverages virtual recruiting technology according to the Society for Human Resource Management. Remote interviewing has become commonplace, bridging geographic boundaries, and expanding candidates’ options. But what do these changes mean when recruiting new team members? In theory, an even wider pool of talent to pull from. In reality, hiring has never been more difficult. Successfully navigating today’s talent landscape will require a more scalable and engaging approach: recruitment process outsourcing. What Does It Mean to Outsource the Recruiting Process? The short answer: RPO is the partial or complete outsourcing of a company’s recruitment process to a third-party service provider. Now, let’s explore the longer answer to that question. The inherent structure of the traditional workplace is changing. RPO is here to help leaders and hiring managers evolve their recruitment processes in a way that’s not only scalable but that also directly aligns their short-term hiring initiatives with their long-term strategy. Rather than a “one size fits all” program, organizations can work with an RPO service provider to create a talent pipeline that makes the most sense for their unique business needs. Although it varies from company-to-company, some of the most common RPO offerings include: On-Demand/Project: Looking to hire extra support for a time-sensitive project or have an immediate need for talent in a specific department? A contract-based engagement defines the specific number of roles you need during a set period of time. Function-Based: In this agreement, an RPO provider will oversee a portion of your recruiting needs for the foreseeable future rather than a set period of time. This is often done for specific divisions or departments such as IT. End-to-End: At this stage, an RPO partner is managing every step of your recruitment process, giving you full access to their resources and expertise. Why are RPO Services Growing in Popularity? Although global interest in RPO services has steadily grown in recent years, it’s now clear that recruitment outsourcing is here to stay. One international report found that the industry is expected to reach a value of $21.69 billion by the end of 2027. Why are so many companies moving toward RPO services in place of traditional recruiting? In a hyper-competitive market, a company’s greatest asset is its people and their talents. Aberdeen Strategy and Research found that within the 60% of organizations that handle recruitment in-house, it’s more likely that internal teams lack an understanding as to what’s causing skill gaps in their workforce. Meanwhile, companies that partner with an RPO provider find that more than 50% of their workforce is “top quality.” Globally expanding enterprises may also be looking to build up and establish brand new teams in overseas locations, where they currently have no people on the ground. By outsourcing the entire recruitment process to a trusted partner that knows the region and where to find the best talent, saves time, money, and logistical barriers. By leveraging RPO-based hiring practices, leaders not only differentiate their companies, but they also gain access to top talent in a way traditional recruiting methods can’t. How RPO Varies from Traditional Recruiting Methods If you’re wondering how RPO is different from traditional staffing agencies, you’re not alone. Although there is some overlap between them, they represent two very different approaches to the talent acquisition process. When deciding whether RPO makes sense for your organization, keep these key differences in mind: Placement Over Fit Recruiting agencies pull from their own pool of applicants and get paid when they “sell” you on these candidates. This means leaders miss out on other valuable sources, such as employee referral programs or their own website. With RPO, it’s different. Your provider is working for you to find the best talent, using a combination of resources to ensure you’re getting the most suitable, qualified candidate ⁠- not just whoever is available first. Candidate Experience When you’re working with a staffing agency, you lose much of the control you have over the culture of your hiring process and how that reflects on your company as a whole. With an RPO provider, you’ll work together to ensure that your mission and values underscore recruitment and interviewing policies. Proactive vs. Reactive Oftentimes, hiring initiatives are thought of as a reactive response, either to an employee leaving or a skill gap becoming more apparent. Your RPO provider will leverage advanced reporting and talent analytics to identify future opportunities to improve your overall acquisition strategy, keeping you a step ahead of the competition. A traditional staffing agency will simply react to your hiring needs as they come up. Just remember: Recruitment process outsourcing is about more than simply filling open jobs. Instead, it’s a strategic partnership between you and your provider. Together, you’ll bridge critical skill gaps and plan for long-term initiatives by bringing together the best of people, processes, and technology. Managing Recruitment Costs and Other Benefits of RPO One of the most significant benefits of leveraging an RPO solution is that your provider will work with your team to understand your unique hiring needs and how they fit into your long-term goals and your unique business process. By optimizing your approach to talent acquisition, you’ll also gain access to: Cost savings: Recruitment agency fees can quickly add up. Combined with the costs of subscribing to job boards and high turnover rates, leaders are left paying the consequences of a bad candidate fit. Rather than charging a salary-based commission on each candidate, an RPO provider works with you to determine your hiring needs. With that information in hand, they will tailor their services and pricing model to what makes the most sense for your organization. Flexibility: Your talent needs are rarely consistent month-to-month. Depending on seasonal demand fluctuations or deadline-specific goals, an RPO partner provides the option to scale their services as needed to meet your evolving recruitment goals. Data-driven insights: When working with an RPO provider, you’ll have access to their market-wide knowledge and reporting capabilities. This can include industry trends, patterns specific to your organizations, and opportunities to leverage new tools for your hiring strategy. With the right RPO partner on your side, you can create a quick and efficient hiring process that helps your organization to remain competitive, better manage costs, and access new growth opportunities. Partnering with an RPO Service Still not certain whether an RPO service is right for your organization? As you work to make your decision, consider the following questions: Do you have hard-to-fill positions with very specific skill sets and talent needs? Are reducing employee turnover and better managing your recruitment costs both part of your organization’s long-term goals? Do you have fluctuating talent needs that make it difficult to predict when you’ll need to ramp up your hiring efforts? If you answered yes to most or all of these questions, an RPO partner likely makes the most sense for your organization. Look for partners who have industry-wide experience as well as scalable solutions focused on your needs as an employer. Whether you need end-to-end support or are looking for on-demand services, your RPO provider should serve as your long-term strategic partners and brand champions. Getting Started with an RPO Partner Hiring has never been more difficult. Faced with heightened competition and widening skill gaps, leaders need tools and processes to better manage the recruitment process. The right RPO partner can help. Armed with an optimized approach to hiring, you’ll be able to meet your talent acquisition needs while better managing costs and staying ahead of the competition. Ready to learn how an RPO provider could deliver value to your organization? Get started by contacting Envision today.

May 25, 2023

​​In today’s hyper-competitive labor market, organizations struggle to attract and hire the talent they need to remain productive and grow the business. As a result, many employers seek outside help to fulfill their hiring needs. While there are plenty of staffing solutions out there, they’re not all built in the same way or for the same purposes. Knowing which one is right for your business can mean the difference between developing a long-term strategy that delivers top talent or relying on short-term solutions for critical hiring needs. To help you understand the different options you have when it comes to talent acquisition, let’s go through the three primary hiring solutions you’ll find: recruitment process outsourcing (RPO), staffing agencies, and recruitment agencies. Recruitment Process Outsourcing When you outsource your recruiting process to an RPO service provider, they take on part or all of the responsibilities to help you drive productivity and efficiency, enhance the candidate experience, and increase the quality of each hire. In contrast to traditional staffing services, an RPO firm acts as a long-term business partner, working with you to develop a comprehensive talent acquisition strategy and proactively strengthen your candidate pipeline. RPO recruitment is also designed for flexibility. Whether you need an immediate staffing solution or continued full-lifecycle support, an RPO partner allows you to scale with ease to accommodate low- and high-volume periods. Plus, you gain deep industry knowledge, expertise in niche skill sets, and valuable insights into global hiring trends to attract and secure only the best talent for your organization. Staffing Agencies When companies need to expedite the hiring process to fill essential positions on short notice or hire workers for an upcoming project, they often turn to a staffing agency. These agencies typically focus on finding temporary workers, also known as contingent staffing, through an applicant database. While staffing firms can support your team and secure short-term workers for critical operations or services, the pricing models often mean they’re motivated to hire efficiently, not necessarily effectively. In other words, because you pay a staffing company for every hire, their business model tends to focus on finding the fastest placement rather than the most qualified candidate. Recruitment Agencies In contrast to contingent staffing agencies, a traditional recruitment agency specializes in hiring full-time employees. These recruiting services emphasize their ability to attract and retain long-term employees who add value to your organization. However, working with a recruitment agency can lead to the same pitfalls as a staffing firm. While recruitment agencies offer a pipeline of active candidates to quickly fill open positions, it may be redundant for companies who already have one built out. Additionally, these agencies often use a similar fee system to staffing firms, focusing on a speedy hiring process instead of ensuring each candidate has the skills and personality to fit your company. The RPO Difference So, what sets an RPO company apart from other staffing solutions? The main advantage of outsourcing your recruitment process is the lasting business relationship you will develop with your RPO partner. For instance, when you work with Envision, you’ll get a dedicated team of RPO recruiters who spend time getting to know your business. We live and breathe your company to ensure that every candidate we assess has not just the necessary hard skills but also the crucial culture fit to mesh with your organization. We also monitor and report on key performance metrics — such as time-to-hire, cost-per-hire, candidate experience, and retention levels — to provide you with peace of mind and exceptional results. When you go RPO, you get: Proactive SourcingWhether you’re contending with fluctuating staffing demands or struggling to meet a consistent hiring need, RPO providers offer a wide range of talent acquisition services to accomplish your business goals. It starts by enhancing your employer brand and streamlining processes to make the hiring process as painless as possible. Then, recruiting experts work with you to strategize and build a proactive pipeline that delivers the right talent when you need it. Reduced Recruitment CostsRPO recruitment offers unparalleled flexibility, allowing you to scale your services and workforce to achieve your business goals. When you leverage the power of an RPO partner to handle all of your recruiting needs, you can significantly reduce the use of third-party staffing solutions altogether. In addition, you save even more money on indirect expenses, such as the time it takes and the cost of a bad hire. A Dedicated Talent Acquisition PartnerWith in-depth knowledge of your entire business, your RPO recruiters act as a seamless extension of your internal recruitment function. As the partnership evolves, an RPO partner helps you develop efficient processes and attractive employer branding. When it comes time to engage with candidates, they’ll only communicate on your behalf and always act with your best interests in mind. What’s the Right Recruitment Strategy For You? While it’s easy for us to say the right choice is RPO, the real answer will depend on your business’s specific situation. Staffing and recruitment agencies certainly have their place, providing short-term support for seasonal or immediate placements. If you’re seeking a simple transactional relationship to fill a few roles, then contract staffing could be a good solution. But if you want to evolve your recruiting strategy and create proactive processes for competitive talent acquisition, an RPO partner may benefit you more in the long run. Overcome Your Talent Troubles With Envision Envision is a leading provider of global talent acquisition solutions. Our flexible RPO models cover everything from short-term hiring projects to full-lifecycle support and more. With deep knowledge of recruiting in a wide range of industries and niche skill sets, we partner with you to source, assess, and secure the best talent for any position. Interested in learning more? Reach out to the Envision team today.