'"Talk with Nippon companies'" no.3: Colorkrew Inc.

'"Talk with Nippon companies'" no.3: Colorkrew Inc.


Interview with Colorkrew Inc.


Welcome back to “Talk with Nippon companies”.
This is our 3rd article of the special column about Japanese companies that have actively recruited foreign IT engineers to find out where the secrets of succeeding in hiring foreign nationals lie.

Today, we welcomed Ms.Koshiba - a recruiter executive from Colorkrew Inc. to have an interview with us.

Colorkrew Inc. Introduction:
・Company Name: Fubic SI Co., Ltd Introduction
・Business: Development and operation of in-house services, cloud integration, outsourcing etc.
・Date of establishment: 3 February, 2010
・Number of employees: 121 (as of April 1, 2020)

Interviewee: Ms.Koshiba - Colorkrew’s recruiter executive
Interviewer: Aoki from Shirofune editorial team

Let’s go!

What is your chance of recruiting foreign nationals?

Ms.Koshiba: I was strongly aware of "global" as a company policy, but it wasn't until 2016 that we actually started hiring foreign engineers. As our mission is "Fun!”, it also means that our mission is to send our message not only to Japan but also to the whole world. In order to do so, we need to possess a strong global mindset and therefore, decided to ask foreign nationals to join our team.

So, what kind of support and training that Colorkrew provide to foreigner employees?


Ms.Koshiba: Currently, we have various policies to support our foreign employees, for example financially supporting those who are studying Japanese or having our training document on “logical thinking skill” translated to English which used to be used for only Japanese people.

Additionally, gathering for lunch (with meal allowance) is a great way to get to know each other, especially for foreign employees. We also developed an internal automatic translation system used for information exchange within the company or in meetings between our CEO and foreigner engineers. Through this way, we have significantly reduced the language barrier and the information gap between Japanese and foreign employees, as well as encouraged Japanese people to actively use English in their daily lives.

What do you usually pay attention to during interviews with foreigners candidates?

Ms.Koshiba: Actually we don’t really distinguish it from interviews with Japanese people. However, we will observe how well they can communicate with us. In Colorkrew, some people are fluent in English or Japanese, some are not, so the language proficiency really varies from person to person, so I think it is important to be able to build a common understanding with a wide range of people rather than just me or one supervisor.

For example, when I tell them that I don't understand their explanations, I will see if they can easily rephrase their words to make them more understandable or speak with a decent speed.
In other cases, if there is any discrepancy in the spoken content, we ask them to express it native language or English to distinguish whether it is due to their language inability or lack of communication skill.

How do you determine the Japanese language skills required of foreign job seekers?

Ms.Koshiba: It depends on many aspects. If the development leader can speak English or is mainly responsible for the development of the company's products, Japanese level is not required. On the other hand, if you have to go out in front of Japanese clients, a high level of Japanese is imperative.



Japanese version: HERE: Shirofune