Hiring freeze among European capital companies
In 2020, 30% of foreign capital companies in Kansai initiated a hiring freeze due to the impact of the COVID-19 pandemic with the number of jobs at 70% year-on-year. Many foreign capital companies in Kansai have their headquarters in Europe, and although these companies were significantly affected by their respective home countries, 70% of all companies in Kansai continued recruiting. The number of job orders from Japanese companies hovered at 97% year-on-year, and the impact has been minor.
The number of jobs in 2021 expected to recover
Both foreign capital companies and Japanese companies have a strong need of recruiting IT professionals, technicians, and specialists (for business planning and other areas) and moves for efficiency and the sophistication of business through recruitment are noticeable. One of the current topics in the recruitment of several persons by a consulting company due to the expansion of their Kansai Office. The impact of COVID-19 is expected to be felt in 2021, but the number of job orders in the pharmaceutical, consumer, and IT/internet service industries is expected to increase, and I expect that the situation will slightly recover from this year. On the other hand, B2B manufacturers in Kansai have refrained from investing in equipment, and with the downsizing of their global businesses, a full-fledged recovery will take time.
Shift from membership-oriented hiring to job-oriented employment
Many companies in Kansai conduct the traditional Japanese-type recruitment of generalists, which is called membership–oriented recruitment, and the number of global talent with special skills is very small.
Employers need to review their personnel system and diversify their recruiting methods to hire global talent who can hit the ground running immediately after joining.
Change in global talents' intention to change jobs
The trend for job changes among global talent included many requests to work for companies expected to grow in the medium and long-term and to work in environments where skills and capabilities can be developed, rather than simply working at major and financially stable companies. I believe that the tendency to seek personal growth is strong, and the need to enhance career value in preparation for the future has been growing in the COVID-19 pandemic. Since there is a wide range of industries in the Kansai market, such as industrial machinery, home appliance, electronic component, consumer, and pharmaceutical, there is an increasing number of job seekers who are inclined to think about how they can best demonstrate their skills not only in the industries they are originally from but also in other industries, are increasing.
Companies’ adaptation to new workstyles is required
With the COVID-19 pandemic, the number of job seekers who wish to work remotely with a return to their hometowns or who want to live together with families has increased, in addition to an increase in the number of people wanting a second job because of a change in lifestyles. On the other hand, the present status is that the number of companies implementing full remote working and allowing a second job is very few. In recruiting highly competitive talent, it is necessary to consider introducing a work style that accepts diverse values and utilizing a talent pool.
The trend in the number of job orders and job seekers YoY comparison
(Permanent recruitment/Kansai area)
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