2018 Hiring Trends │Human Resources

We have observed strong and consistent demand for HR business partners (HRBPs) and talent acquisition professionals. More companies have been enhancing the strategic capabilities of their HR departments, so we are seeing an increase in the number of HRBP functions with a focus on the hiring of change agents and individuals who can add value from an HR perspective before and after M&A. We are also seeing continued demand for talent acquisition specialists with strong knowledge of the organisational structure and industry in which they specialise, as well as individuals with agency experience. Large conglomerates that are created as a product of M&A have generally required HR professionals with skill sets that include talent management and organisational development.

The environment is particularly competitive for companies that are looking to hire bilingual HR specialists in their 30s who possess excellent communication skills and seven to ten years of HR-related experience, a trend we expect to continue into 2018 and beyond. By focusing on this age group, the aim of companies is to recruit professionals with substantial potential and increase the number of personnel in an age group that is severely underrepresented due to the temporary suspension of hiring by many companies in Japan during the global financial crisis. As the pool of young candidates with extensive experience in their respective industries is currently limited, companies have been softening their initial hiring preferences, in many cases hiring either individuals without direct experience, or older, more experienced professionals who can make immediate contributions.

In comparison to our clients’ other functions, we have observed a quicker streamlining and shortening of the hiring process for HR. Hiring managers are acting with a keen awareness of the competitive environment in which they operate and the critical importance of quick, quality hiring for HR, and their actions have a ripple effect on the competence of hiring and retention in all other aspects of the business.

Kansai Area

The same trends are seen in Kansai.

CONTRACT

The majority of openings for secretarial and office management contract positions are due to the need to cover for employees taking maternity/childcare leave. Temporary employment has usually been the primary type of contract employment for these positions, but we have observed a dramatic shift towards temp-to-perm and direct contract employment types. Previously, translation and interpretation positions were commonly filled on a temporary basis. However, given the current sellers’ market conditions for bilingual talent, many candidates for these positions have been successfully securing regular permanent positions from employers.

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