[Dramatic Changes in the Japanese-English Bilingual Labor Market in the US] 12. Differences in Hiring Speed and Process Between Japan and the U.S. (Part 1)
In August 2022, I established a Japanese subsidiary of iiicareer, and in April 2023, we began full-scale business operations. Having lived in the U.S. for 30 years and become accustomed to American-style of business practices, I’ve come to feel that many of Japan’s social “customs” now seem quite foreign or even out of place for me.
When I lived in Japan, I probably didn’t find these practices strange—but after such a long time abroad, the differences are stark. Although I say “30 years,” I also spent two separate periods working in Germany before that, so it’s been an even longer time since I was immersed in Japan’s hiring environment.
In Japan, the hiring process typically takes a long time. Of course, this isn’t always the case—foreign-affiliated firms, small and mid-sized companies, or companies in industries facing intense talent competition tend to move more quickly. Even U.S. subsidiaries of major Japanese corporations often move faster because they don’t have the same scale or headcount as their headquarters, so their interview processes and organizational structures are leaner. That said, some companies, especially those influenced by traditional Japanese practices, still subject candidates to prolonged waits.
For example, in some cases, candidates are made to wait several weeks, sometimes over a month, for a final executive interview, just so the schedules of all board members can be aligned. Naturally, by then, candidates may lose motivation or pursue other opportunities. While this is rare among U.S.-based Japanese companies, it does happen, particularly at long-established subsidiaries or those strongly influenced by the Japanese headquarters.
So why does the hiring process take so long in Japan? One possible reason is the legal and cultural difficulty of terminating employees after they are hired. Since dismissal is generally frowned upon and legally constrained, companies are extra cautious before making a hiring decision. Another way to look at it is that no single person wants to be held solely responsible for a potential “bad hire”, so the process is designed to spread the risk across multiple stakeholders. That may explain why so many people are involved in the interview process.
In contrast, in the U.S., termination is a normal part of business and is understood as a mutual right of both employer and employee. Even if a hiring decision turns out to be a mistake, the company simply moves on to the next candidate, though always with legal risks in mind, decisions are made quickly.
Even in something as fundamental as employment, the cultural thinking and long-standing customs between Japan and the U.S. can differ dramatically. In my own words, I’d say the U.S. takes a highly logical, analytical (“STEM-like”) approach to hiring, whereas Japan’s approach feels more like a liberal arts process—heavily influenced by social dynamics and internal traditions.
Viewed through this lens, the contrast becomes a fascinating topic of cross-cultural comparison.
Written by Masato Fujihara, President
Interesse International Group
Came to New York as an expatriate for an HR company in January 1994. Became independent in 1996 and started own business in defiance of return-to-Japan order by the company. Currently, Interesse International Group has 11 locations in the United States and established a Japanese subsidiary in 2022. With 30 years of knowledge and experience in the HR industry, Interesse International Group delivers practical information to clients.
