Frequently Asked Questions

This section summarizes the frequently asked questions about this service.

QWhat is your employees’ level of language ability?
A Our company’s foreign engineers have an N3 or above in the Japanese Language Proficiency Test (JLPT).
N3 is a level in which one can understand Japanese to some extent in everyday situations.
Conversational skills and writing skills are separate. There are individual differences – for example, some people are able to converse, but are not good at reading and writing.
Besides daily work, if you require interpretation or translation, etc., it is better to interact with the individual in advance.
In addition to their mother tongue and Japanese, all engineers can use English, possessing an average TOEIC score of around700 ‐ 900 points.
QWhat is the contract like?
AIt is an ordinary temporary staffing contract. As all of our employees are regular employees (indefinitely employed), there is no restriction on their period under the Worker Dispatch Law.
QWhat do you do for obtaining a visa?
AA visa can be acquired under “Engineer/Specialist in Humanities/ International Services,” or if the spouse is Japanese, “Spouse/Dependent of a Japanese National status of residence (spouse/dependent visa).”
In principle, the period of the work visa is 5 years.
QIs it possible to switch from temporary dispatch to direct employment?
ABecause our company hires regular employees, in principle, it is not possible for us to allow direct employment.
QWhat kind of cultural differences are there?
A The differences vary greatly by country and individual.
For example, some countries have dietary restrictions (such as no alcohol), or as part of their religion, praying is required. In Islam, for a certain period each year, adherents fast by not eating or drinking during the day.
Yet even within the same religion, the influence differs depending on the strength of religion for each individual, so it is better to ask each person beforehand whether there is anything you should consider.
QAs part of their work, are your employees able to respond to customers?
AWe think it is better for Japanese staff to provide support until our employees become used to the work.
QAre your employees able to participate in internal meetings, etc.?
AParticipation is possible. However, there are cases where their reading comprehension of kanji is not that good, so we recommend checking their level of comprehension after each meeting.
QWhat about the living side of things, such as residence?
AOur company arranges housing, opens a bank account, sets up a mobile phone, etc.
In the early stages, we offer a shared house, and through living with other engineers, we help them to acquire Japanese culture.
QWe are concerned about your employee returning home right away.
AAttitudes vary for each individual, so we cannot say anything definitively, but a standard we adopt in hiring is that in addition to wanting to improve their technical skills and earn money, we check whether there is something that makes the engineers want to work hard at in Japan. For example, they may like Japanese culture, games, or Akihabara. If the talent we hire has such motivations, we believe this will lead to a higher retention rate after coming to Japan.
QWhat kind of cases have you had success with?

Here are some of the cases we’ve handled.

  • To secure engineers possessing advanced technical skills such as AI, IoT, and big data
  • Expectations as a bridge engineer to overseas
  • Increased opportunities for specifications in English, and English skills are now required in addition to IT skills
  • Cannot secure IT engineers among Japanese people
  • In the future, to create an environment where we can start accepting foreign talent into our own companies, start by accepting temporary staffing
  • Would like to globalize the company

In many cases, in addition to IT skills, we are taking advantage of foreign languages such as English.

QWe would like to accept employees but still feel uneasy about their Japanese language ability
A We can also propose a team dispatch.
We will reduce the burden on the receiving company by having engineers with high Japanese ability as leaders and adding one or two engineers to work there.
In addition, because this is a multiple person system, the scope of business you are able to entrust also expands.
QWhat is the support system like?
A After coming to Japan, we focus on Japanese language training and conducting training on Japanese business manners.
In the Japanese language training, our employees improve their skills on a daily basis with an aim to take the Japanese Language Proficiency Test twice a year. Regarding business etiquette, we have more practical content, such as how to exchange business cards, greetings, and how to write business emails.