Business Risk Avoidance: 3 Mistakes Companies Must Avoid When Hiring Foreign Nationals and How to Prevent Them

1. Introduction: The Light and Shadow of Foreign Employment

In Japan, where manpower shortages are becoming more and more serious, hiring non-Japanese personnel is essential for corporate growth. However, hiring non-Japanese workers requires a different approach than hiring domestically.Legal and practical risksis lurking.

It's not enough to say, "I didn't know."Denial of work visa.Occurrence of illegal conditionsis directly linked to a loss of trust in the company and penalties.

This column explains the three major mistakes that companies tend to make when hiring foreigners and the specific measures to prevent them by hiring an administrative scrivener.Benefits of minimizing management riskWe will inform you of the following

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⚠️ 2. 3 major mistakes companies tend to make in hiring foreigners

Failure to hire foreign personnel is more than just a hiring mismatch,Significant risk to the company's survivalThis can be the case. Here are three particularly common failure patterns.

Failure Case #1: Unauthorized and illegal employment due to work visa "discrepancies

The most common failure is that foreigners haveStatus of residence (visa) and actual duties do not matchCase.

• Example: A foreigner with a "Technical/Humanities/International Services" visa is assigned simple labor (e.g., line work at a factory or cleaning work) as his/her primary job,extra-curricular activitiesand an illegal situation occurs.
• Prevention: Always clarify the job description before hiring andWithin the scope of visa activitiesIt is essential to confirm with a specialist (administrative scrivener) that this is the case.

Failure Case 2: Significant delay in hiring schedule due to incomplete or false declaration of required documents

The documents required for visa applications on the part of both the company and the applicant are voluminous and complex. In particularCorporate stability and continuityIf there are any deficiencies in the documents that show that the applicant is a "good candidate", the immigration office will ask the applicant to submit additional documents,Significant delay in scheduled hire dateIn the worst case scenario, the application is rejected and the recruitment process is back to square one. In the worst case scenario, the application will be rejected and the recruitment process will be back to square one.

Failure Case (3): Failure to "settle in" after hiring and problems related to working conditions

Risks remain even after obtaining a visa. Japan'slabor regulations.social insuranceLack of knowledge about, and failure to take into account cultural differences regardingOffering working conditionscan cause early separation from employment and labor troubles.

• Prevention: It is important that employment contracts be multilingual and that working conditions be clearly understood. It is also important to ensure that post-employmentFixing Support(e.g., orientation on daily life) is also essential to improving retention rates.

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🔑 3. Prevent mistakes before they happen! The most important points to check for visa application by Gyoseishoshi Lawyer

In order to successfully hire foreign nationals, it is important for companies to understand and thoroughly prepare the following three points.

3-1. Clarification of "Business Expertise

In the visa screening process, the tasks performed by the foreigner areHigh level of expertiseThe applicant will be strictly checked whether or not he/she is accompanied by an Not a mere "interpreter," but a "person in charge of international operations responsible for business negotiations with overseas branches," or other details that support the professionalism of the applicant.statement of reasonsmust be created.

3-2. Proof of corporate "stability and continuity

In the case of a company that has just been established or has posted a loss in its most recent fiscal year, the company'sfinancials.business planThe applicant is required to submit a In our office,Immigration Screening CriteriaWe support the preparation of persuasive documents and prove the company's credibility based on the

3-3. Establishment of legal compliance system (compliance)

Compliance with laws and regulations regarding the employment of foreign nationals is mandatory.Maintenance of foreign worker registryThe appropriateSocial Insurance and Labor InsuranceSubscription status of theChecks for activities outside of the scope of qualificationEstablishing a system that continuously complies with laws and regulations, such as the following, will enhance the credibility of the company.

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🛡️ 4. The Role of the Administrative Lawyer in Minimizing Risks in the Employment of Foreign Nationals

Failure to hire foreigners is almost always due to "lack of preparation.かThis is due to "lack of visa knowledge."

By hiring our firm, you can prevent these risks and concentrate on your recruitment activities.

Advantage of Success (1): Complex visa application procedurescomplete representation

We handle everything from the selection of the vast amount of required documents, to the accurate preparation of the documents, to the application procedures with the Immigration Bureau. Due to errors in application documentsZero risk of disapprovalapproach.

Merit of Success #2:Pre-employment Visa AssessmentHedging risk by

Before making a hiring decision, we evaluate the candidate's educational background, work history, and planned job duties in a comprehensive manner,Accurate diagnosis of the possibility of obtaining a visaWe will do this for you. This avoids the biggest risk of not getting a visa after hiring.

Advantages of Success (3):Post-employment labor management and retention supportSupport for

Not only visa applications, but also post-employmentDeclaration of Working Conditions.List of Foreign WorkersMaintenance of theManage renewal application timelinesWe support the establishment of an ongoing legal compliance system, including

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✅ 5. Summary: Why don't you start hiring foreigners from our firm without fail?

Employment of foreign nationals is an important management strategy that will open up the future of your company. However, we must not neglect measures to deal with the legal risks that lie behind it.

Leave the complexities of visa applications and legal compliance to our expert firm. With our experience and know-how in supporting many companies in Kyoto in hiring foreign nationals, we can help your companyStable foreign employmentWe will realize the following.

Please feel free to contact us first. We will diagnose your company's risks and propose the best recruitment strategy.