Accepting Specified-Skilled Foreigners: "The Key to Success" Is Not to Throw Away the Entire Project. How to build a strong organization by working with experts

1. "Outsourcing" is not a goal but a starting line

When hiring a foreigner for the first time, it is natural to be overwhelmed by the complex immigration laws and paperwork. Entrusting the "application for status of residence" and "legal support" shown on the left side of the diagram to professionals such as administrative scriveners and registered support organizations like us is a very wise decision to ensure compliance.

However, we must not forget here,There is a difference between "paperwork" and "wholehearted acceptance."This means that you are the "experts". Professionals are the ones who follow the "rules," but it is the people in the field themselves who are the ones who develop your company's "fans.

2. "Proactive support" is the greatest weapon to prevent turnover

The "principle of proactive support" on the right side of the diagram is the key to long-term retention. When a foreign employee feels uneasy about working in Japan, there is a huge difference in the sense of security between consulting with an outside representative and consulting with a supervisor or colleague whom the employee sees every day.

• Assignment of Life Guides:. It is not a mere division of roles, but rather the creation of a secure base where people can say, "If you need anything, just ask this person.
• Direct Interviews:. The willingness to exchange words directly, even through the use of translation apps, deepens trust.

3. the process of aiming for "self-reliance" strengthens the company

Note the item "Transition to an Independent Acceptance System" in the lower right-hand corner of the figure. At first, we will absorb know-how with the help of experts, and then gradually increase what we can do on our own. This process itself will enhance the company's ability to respond to diversity, and as a result, lead to a "comfortable work environment" for Japanese employees as well.

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Accepting foreign nationals with specific skills is not just a matter of securing a workforce. It is an opportunity for 'organizational reform' to welcome people from different cultures and help them grow together.

Like the arch in the center of the figure,The "solid knowledge of experts (administrative scriveners)" and the "warm involvement of companies.The first is the ability to create a strong bridge between the two. Only when both are in place will we have a strong bridge for our foreign employees to reach their full potential."