IT & Systems

　The IT industry in Japan is experiencing a rapid advancement of digitalization, leading to an increasing demand for the highly skilled human resources year by year.

　On the other hand, the shortage of domestic talent has become a serious issue, and employing foreign workers is drawing attention as a potential solution.

　Not only major IT companies but also small and medium-sized businesses employ more foreign engineers, and the number of foreign workers in the IT industry is steadily rising.

　Particularly, the engineers and the system developers with a "Engineer / Specialist in Humanities / International Services" residence status are common.

　The entire industry is becoming increasingly globalized.

　In the IT industry, the "Engineer / Specialist in Humanities / International Services" residence status is primarily utilized.

　To obtain this residence status, it is required to have an academic background related to IT, such as a degree in computer science or information engineering, a qualification from a vocational school specializing in software development or programming, or a degree in fields closely related to IT, such as mathematics or physics.

　Additionally, the job descriptions　need to be related to the field they studied.

⑴　The relevance Between Job Responsibilities and the Foreign Worker’s Academic Background

　The acquisition of the residence status “Engineer/Specialist in Humanities / International Services” requires that the job description is related to the foreign national’s educational background or work experience.

　For example, when engaging in system development, it is required that the foreign worker holds a degree or has practical experience in system-related fields such as Information Engineering or Computer Science.

⑵　Efforts for Talent Retention

　Creating an environment where foreign talent can work comfortably for an extended period is crucial for talent retention.

　For example, providing Japanese language training and Business etiquette training, offering skill development support for career advancement, and providing housing and lifestyle assistance can improve the satisfaction and retention rates of foreign workers.

　Additionally, by offering suggestions for transitioning to highly skilled professional status, permanent residency, or naturalization, retention rates can be increased, fostering a positive relationship between the company and its workers.

　When recruiting foreign nationals, it is important to understand correctly the procedures for obtaining residence status and the legal requirements.

　Improper procedures can pose risks to the company’s reputation, so we recommend proceeding with the process while consulting a lawyer who is knowledgeable about employment of foreign nationals.