Interview Tips & Advice – For the hiring manager or HR professional
Probing – Ask questions in multiple ways in order to obtain a clear answer. Candidates will often provide short answers and struggle to up-sell themselves. Instead, ask about actual work scenarios and thought processes in order to determine a candidate’s level of skill
Sell – Do approach the interview with the mindset of “selling” your role and business to the candidate as they will likely have multiple offers at the end of the process
Success in Japan – A candidate will assess the company’s likelihood of success in Japan through the interview – so outlining, at least in general terms, the business plan for Japan including but not limited to 1) The initial GTM strategy if new to the market 2) Current Japan revenues, likely revenues in 3- 5 years’ time 3) hiring plans over the next 2 years 4) vision for the Japan business
Communication – Do speak slowly and very clearly, avoiding colloquialisms and phrases specific to your home country for example “hit the ground running”. It is worth keeping in mind certain cultural traits when interviewing Japanese candidates: modesty and honesty
Interviewer Personality – Maintain a friendly, positive demeanor throughout the meeting, remember they are assessing you as they will have multiple offers at the end of the process
Body Language – Pay particular attention to the person’s body language, the answers are often found in what isn’t said, rather than what is. Also be mindful of your own body language throughout the interview.
Requirements – Be open minded about your requirements, ask yourself, “is this something we can be flexible on?” “Is this requirement something we can train the candidate to learn?”
Act Fast – Typically candidates have an average of 3-4 offers therefore, if you like a candidate, try to move quickly to ensure you don’t lose them to a key competitor
Demographics – Japan has an aging population, in the last 20 years the number of workers below 30 has dropped by a quarter. Considering more senior candidates will have a host of benefits including a wider pool from which to choose from.
Time – Consider the number of interviews in the process, too few or too many may put off candidates
Legal Entity – If you are launching a new business in Japan, setting up a KK (kabushiki kaisha) or legal entity in Japan implies stability and commitment to Japan. Stability is a crucial concept to Japanese employees and will be looked upon favorably by your key clients. Also having an actual office is also attractive. Offering Japanese people the option to work from home is often not appealing and causes concern.
New Business – Do consider whether your Japan business will focus on creating new Japanese accounts or leveraging the company’s global network in Japan. If you are developing new accounts, keep in mind that Japan is a more relationship, than solution, driven country. In the West, young entrepreneurial, aggressive sales people are successful but in Japan the same personality type would often find it difficult to bring about the same levels of success. Key decision makers at your major accounts will often only consider communicating with senior, respected people in the industry.
If you have any further questions, reach out to the team in the “contact us” section. Happy to help!
