In the modern global business environment, the recruitment of foreign engineers is increasingly important. Foreign engineers with different cultural backgrounds and expertise can bring new ideas and perspectives and improve a company’s competitiveness. However, effective recruitment of foreign engineers requires proper processes and strategies. In this article, we will explore specifically how to hire foreign engineers.

Global Recruiting Strategy

In order to recruit foreign engineers, it is important to develop a global recruitment strategy. Here are some effective global recruitment techniques:

Leveraging online 

Leveraging a global online platform is effective in hiring foreign engineers. For example, LinkedIn is one way to look for engineering talent from all over the world.

With more than 900 million users worldwide, LinkedIn is a professional networking platform for professionals worldwide. Therefore, there are users from various countries and regions, and people with diverse backgrounds and expertise gather.

LinkedIn users detail their profiles, revealing information such as background, skills, work experience, and education. This gives recruiters a quick, up-front view of a candidate’s capabilities and background. For foreign engineers, their language skills and international work experience may also be evident in their profiles, helping them to prescreen for employment.

LinkedIn also allows companies to post job listings. Job listings can be targeted by region or language, and you can approach foreign engineers who are fluent in a specific region or language. In addition, job ads can reach a broad user base, making them suitable for global recruitment efforts.

Indeed

Indeed is one of the world’s largest job search engines, attracting job seekers in Japan alone with more than 27 million monthly visits. You can search job listings based on criteria such as specific job type, location, salary, employment type (full-time, part-time, contract, etc.), and experience level. Users can also upload their resumes to Indeed to receive direct communication from employers. Employers, on the other hand, place job ads and search resume databases to find candidates.

Indeed is basically free to use, but there are paid plans that allow you to search more of your company’s job ads on the site through premium listings. Check out the official website link below for more details!

https://jp.indeed.com/%E6%B1%82%E4%BA%BA%E5%BA%83%E5%91%8A/c/info/indeeds-pricing-model

https://jp.indeed.com/%E6%B1%82%E4%BA%BA%E5%BA%83%E5%91%8A/indeed%E3%81%AE%E5%88%A9%E7%82%B9?_fsi=N3PlMzu1&_fsi=h4UYuj78

Collaboration with foreign universities and technical colleges

Partnerships with foreign universities and technical colleges lead to the discovery of outstanding foreign engineers. Increase your chances of finding great talent by building relationships with educational institutions, such as through student exchange programs, actively promoting international student recruitment, and participating in career fairs.

Multicultural Interviews and Flexible Recruitment Criteria

In the hiring process for foreign engineers, it is important to introduce multicultural interviews and flexible hiring criteria.

Multicultural interview

When hiring foreign engineers, it is important to incorporate a multicultural interview panel to accommodate different cultural backgrounds and communication styles. Place interviewers who value understanding of different cultures and communication skills, and evaluate candidates for adaptability and flexibility.

Flexible hiring criteria

When hiring foreign engineers, it is necessary to set flexible hiring standards. Expand your chances of hiring engineers from diverse backgrounds by evaluating their international background, technical skills, and cross-cultural teamwork experience, in addition to their Japanese language proficiency and domestic education and experience.

Building an onboarding and support structure

Even after hiring foreign engineers, onboarding and establishing a support system are essential to facilitate smooth integration and delivery of results.

Culture training

To make it easier for foreign engineers to adapt to the Japanese business environment, conduct culture training. By providing the necessary information and skills, such as Japanese business manners and communication styles, we can help create a smooth work environment.

Mentoring program

Mentoring programs for new hires and foreign engineers help smooth communication and career growth. Experienced members within the company who serve as mentors provide guidance and advice and support the growth of new employees.

Conclusion

Hiring foreign engineers is a key factor in creating diversity and innovation opportunities for companies. A global recruiting strategy, multicultural interviewing and flexible hiring criteria, and the establishment of onboarding and support structures are essential to support the effective recruitment of foreign engineers. Through these processes, companies can recruit foreign engineers with diverse backgrounds and expertise to better compete in a global business environment. In addition to the following, you may also go through a recruitment agency, which has an article summarizing companies that provide recruitment support.

外国人エンジニアの人材紹介企業の探し方ー企業がとるべき選択とは  

How Foreign Engineers Look for Recruiting Companies – What Choices Companies Should Make

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