STEP0: What Are the Rules of Japanese Job Hunting?

Tips & Advice

STEP0: What Are the Rules of Japanese Job Hunting?

In the previous article, we introduced the overall structure of Japanese job hunting.

This time, we will focus on some of the common questions and concerns people have about the actual job-hunting process in Japan.

Why Do Japanese Resumes Require a Photo?

In many Western countries, resumes can be created in a variety of formats. In Japan, however, resumes are highly standardized. While some Asian countries also use standardized resume formats, Japan remains one of the few places where such formats are still widely used.

One distinctive feature is the requirement to attach a photo. While many countries discourage photos on resumes to avoid discrimination, photo resumes have long been the standard in Japan.

Why did this practice begin? No one knows for certain. During Japan’s period of rapid economic growth, companies hired large numbers of employees, and photographs may have been used as one of the evaluation tools. Today, photos are primarily used for identification purposes, although it is difficult to deny that a photograph can still influence a recruiter’s impression of an applicant.

Recently, some companies have stopped requiring photos. However, the vast majority still expect them. While you may feel uncomfortable attaching your photo, it is generally best to accept this as the Japanese standard and include one when applying.

In Japan, employers often evaluate not only your application documents but also your appearance and manners.

Why Are Interview Manners So Strict?

Japan can be surprisingly strict about appearance and interview etiquette.

Some companies conduct casual interviews, but most still expect applicants to wear a standard “recruit suit.” Even small details, such as a shirt sticking out or an untidy appearance, can create a negative impression.

Interview etiquette also includes many detailed customs, such as how to greet interviewers when entering the room and when to sit down.

Why are these manners so important? The exact reason is unclear. However, Japan has a long tradition of valuing formalized behavior, or kata, through practices such as martial arts and tea ceremony. Another factor may be that Japanese companies often hire people with the intention of developing them after joining, rather than focusing solely on specialized skills. As a result, qualities such as humility, potential for growth, and politeness are highly valued.

Some of these uniquely Japanese customs are also expected in the workplace after you are hired. Understanding this cultural background and making an effort to adapt to Japanese workplace norms is important.

These customs are also part of what helps maintain Japan’s relatively orderly and comfortable society. Understanding and respecting them will help you integrate more smoothly into the workplace.

Why Are There So Many Tests?

Even when I was involved in recruitment myself, I often felt that there were a lot of tests.

Personality assessments can be useful because they help employers understand aspects of a candidate that may not be visible during an interview. Such tests are used in many countries. However, in Japan, they are often conducted at a relatively early stage of the selection process.

Large companies frequently combine personality assessments with aptitude tests such as SPI. Some companies also require general knowledge exams or written essays.

Common Aptitude Tests in Japan

SPI
A broad assessment covering language skills, numerical reasoning, and personality traits. It is widely used across many industries and job categories.

CAB
Designed to measure aptitude for programming and logical thinking. Commonly used for IT-related positions.

GAB
Measures advanced reasoning ability and leadership potential. Often used by trading companies, financial institutions, and consulting firms.

Tamatebako
A web-based assessment similar to GAB and widely used across many industries.

To be honest, I do not fully understand why there are so many tests. One reason may be that companies receive large numbers of applications while having limited recruitment resources.

The important thing is to accept that testing is a common part of Japanese recruitment and research the selection process of the companies you are applying to beforehand.

Is Having Multiple Job Changes a Disadvantage?

In many Western countries, changing jobs to advance your career is relatively common and often viewed positively.

In Japan, however, the traditional concepts of lifetime employment and team harmony still influence hiring decisions. As a result, changing jobs too frequently may create a negative impression.

Of course, employers in other countries may also question frequent job changes. The difference is that overseas employers tend to focus more on the reasons behind those moves. If the reasons are reasonable, they are often viewed positively.

In Japan, repeated short-term job changes may be viewed negatively regardless of the reason. If you have changed jobs several times within one to three years, it is important to be prepared to explain why.

Compared with some other countries, Japanese employers may evaluate job stability more strictly.

Can You Decline a Job Offer?

After successfully passing several stages of the hiring process, you may receive a naitei, or job offer.

Many countries have job offers, but Japan’s naitei system has some unique characteristics. In many cases, a formal naitei is considered legally binding as an employment agreement.

Because of this, companies generally cannot withdraw a job offer without a valid reason.

Does that mean applicants cannot decline an offer?

The answer is no.

You are free to decline a job offer.

This is because the freedom to choose one’s occupation and the rights of workers are protected under Japanese law. In general, notifying the company at least two weeks in advance is considered sufficient.

However, some companies pressure students by asking them to withdraw from other recruitment processes or immediately confirm their intention to join. This behavior is commonly known as “Owa-hara”, or job-hunting harassment, and has become a social issue, particularly in new graduate recruitment.

Having an offer declined is certainly disappointing for employers, but do not let such pressure prevent you from making the decision that is best for your future.

After all, choosing where to work is one of the most important decisions of your life.

What Ultimately Determines Whether You Get Hired?

This is probably the question every job seeker wants answered.

Unfortunately, there is no universal answer.

Hiring decisions vary greatly depending on the industry, company culture, and even the individual recruiter.

Your skills and work experience can largely be evaluated through your application documents.

Interviews, however, are where employers assess you as a person.

When I worked in recruitment for a small company with a relatively high turnover rate, I focused on the following points:

Does the Candidate Fit the Company’s Culture?

This is often the biggest source of disappointment after joining a company.

To avoid mismatched expectations, I would openly discuss not only the strengths but also the weaknesses of the company. I believed that companies are also being evaluated by candidates.

Can the Candidate Overcome Difficulties and Failures?

Every workplace has challenges, and everyone experiences failure.

What matters is how you respond to those experiences.

I often asked candidates about past failures and how they overcame them. One applicant had taken a one-year leave due to mental health issues but successfully returned and applied for the position. I admired that courage and ultimately hired them.

Does the Candidate Listen to Others and Work Well with a Team?

Some candidates spend the entire interview talking about themselves without really listening.

Listening skills are essential in business communication.

In sales, for example, understanding a customer’s true needs is impossible without listening carefully. I would also ask questions such as whether they would be comfortable working under a younger supervisor to assess their teamwork and flexibility.

Can the Candidate Speak in Their Own Words?

Recruiters can quickly recognize rehearsed or generic answers.

Your resume and work history already provide basic information about your background.

What recruiters really want to hear is your own story, expressed in your own words.

Words that come from genuine conviction carry energy and sincerity. Sometimes that passion matters more than technical skills.

Conclusion

Have some of your questions about Japanese job hunting been answered?

Many of the things that seem unusual are simply reflections of cultural differences.

Understanding these differences, and having Japanese employers understand job seekers from different backgrounds, is essential for working and growing together.

From the next step onward, we will begin exploring the practical stages of finding a job in Japan.

Once you understand the rules, a new door of opportunity may open for you.

By Hajime Saito
X: @hajimesaitoYJC

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