'"Talk with Nippon companies'" no.2: SOFTSU Co., Ltd

'"Talk with Nippon companies'" no.2: SOFTSU Co., Ltd

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crets of Japanese employers that have been successful in hiring foreign nationals lie.

This time, we had a talk with Mr.Nakao from SOFTSU Co., Ltd. The company succeeded in employing six foreign engineers and will continue to hire foreige nationals to join their young energetic team.

SOFTSU Co., Ltd Introduction:
・Cloud-based call center and hotel telephone systems development, VoIP sales etc.,
・Company Name: SOFTSU Co., Ltd
・Date of establishment: July 8, 2008
・Number of employees: 25 (as of April 1, 2020)

Interviewee: Mr. Nakao, Recruitment Officer
Interviewer: Aoki from Shirofune editorial team

So, let’ s get started!

Aoki: Thank you for coming to the interview today. So, your company has been hiring people regardless of nationality since its founding?

Mr. Nakao: Yes, our president is from China, so we have been hiring people regardless of nationality since long ago. One of the reasons for recruiting foreign engineers is that small and medium-sized companies such as ours have a hard time hiring the few domestic engineers that are already in short supply.
In addition, as the “traditional Japanese corporate culture” does not exist in our company, we do not face many hurdles in welcoming foreign engineers to our team. And vice versa, many skilled and motivated foreign nationals express their desire to work in Japan, therefore we actively recruit and give them opportunities to shine.
 

Aoki: How do you feel about the motivation and aspirations of foreign job seekers? Are they more explicit and stronger than Japanese nationals?

Mr.Nakao: It depends on each person's personality, but I think they are self-motivated. Just imagine, if you learn Japanese which is a foreign language and work in Japan which is a foreign country, your aspiration must be high.
 

Aoki: Could you point out what are some advantages and disadvanatges of recruiting foreign nationals for your company?

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Mr.Nakao answered: The difference with Japanese nationals, in general, is not so distinctive but their motive of “learning Japanese” always impresses Japanese peers. Even after joining the company, many foreigner employees who are highly self-motivated to master Japanese level tend to make an extra effort to gain N1 in Japanese Language Proficiency Test and recently received incentives from us as encouragement.
The spirit of foreign employees also sparked interest among Japanese colleagues and triggered a question whether Japanese peers also get incentives if they are able to pass the Chinese Language Proficiency Test. This is a wonderful stimulus for not only Japanese employees but also for our corporate.

Regarding disadvantages, in my opinion, it is the language barrier. Although Japanese employees tend to use simple Japanese, sometimes there are still obstacles to overcome the language barrier; and in such cases, we can ask other co-workers to interpret to Chinese for me.
Secondly, I think that it is also important to put yourself into receivers’ shoes to understand their difficulties in working with local people. When a foreign worker has not been familiar with Japanese corporate culture, for example, you should take time to show them the Japanese corporate culture at the time they joined your team. And of course, it is inevitable to have conflict in sense of values sometimes when you work at a multicultural workplace.

Aoki: I have an inkling that the turnover rate at your company is pretty low. Do you have a special management system or tips to keep your employees loyal?

Mr.Nakao: I think one of the reasons is that we have not only but many foreign engineers working under the same team which gives them a chance to communicate regularly in their mother tongue about a broad range of topics from work to personal life to hobbies, which brings them together.
And we also plan to hire more foreign employ to join our team in the future.

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Japanese version: HERE: Shirofune

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