[What Are “Specific Skills” Occupations?] Explaining the Benefits for Foreign Nationals and Companies
Interest in “Specific Skills” occupations is currently growing among foreign nationals seeking employment or long-term stays in Japan and Japanese companies struggling with labor shortages. This article explains the overview of the Specific Skills system, the possibility of naturalization, the benefits for companies hiring foreign nationals under this status, and key points for successful recruitment.
Specific Skills Occupations and the Path to Future Naturalization
For foreign nationals who wish to work in Japan or are considering permanent residency or naturalization, working in a “Specific Skills” occupation is a very attractive option. The Specific Skills program consists of “Category 1” and “Category 2” visas, which are designated for specific sectors facing severe labor shortages, such as nursing care, construction, and the food service industry. In particular, if you can advance to “Specific Skills Category 2,” restrictions on the renewal of your period of stay are lifted, and you are permitted to bring your family with you.
Furthermore, being able to reside in Japan for an extended period and support yourself financially will be viewed very favorably when applying for “naturalization (acquisition of Japanese citizenship)” in the future.
The first step toward building a long-term career in Japan is to determine which Specific Skills occupation best matches your experience and skills, and then systematically prepare for the necessary skills tests and Japanese language exams (such as the JLPT).
The Benefits of Hiring Foreign Workers and the Appeal of Their Immediate Productivity
For Japanese companies facing severe recruitment difficulties, hiring foreign workers in Specific Skilled Occupations is an extremely effective solution for addressing labor shortages.
The most distinctive feature of this system is that the foreign workers hired have “passed skill and Japanese language tests at a certain level or higher.” Consequently, they already possess the necessary technical foundation and conversational-level language skills, and can be expected to contribute immediately as productive members of the workforce.
Furthermore, unlike the Technical Intern Training Program, foreign workers are permitted to change jobs within the same occupational category, which helps foster high levels of work drive and motivation. If companies can provide an appropriate work environment and opportunities for career advancement, they can secure the long-term contributions of top talent. Hiring workers under the Specified Skilled Worker program serves as a driving force to simultaneously boost corporate productivity and promote internationalization and diversity within the company.
Key Points for Leading to Long-Term Employment
To ensure successful employment in Specific Skilled Worker positions and retain foreign workers for the long term, it is essential for both companies and job seekers to “establish a supportive environment.”
When accepting foreign workers under Specific Skilled Worker Category 1, companies are required to implement a “support plan” covering both personal and administrative aspects, such as daily life and bureaucratic procedures. If it is difficult for a company to handle these matters internally, it can outsource support to a “registered support organization” with specialized knowledge.
Furthermore, for foreign nationals who hope to naturalize or obtain permanent residency in the future, providing support for obtaining professional qualifications and presenting clear paths for pay raises and promotions are key to preventing turnover. Creating a workplace environment where cultural and linguistic differences are mutually respected, and addressing concerns through regular meetings, are the most important steps for preventing mismatches and building a win-win relationship between the company and the foreign national.
Summary
The Specified Skilled Worker program is a major key to opening up the future—both for foreign nationals aiming for long-term residence or naturalization in Japan and for Japanese companies seeking to secure highly skilled, immediately productive talent. By correctly understanding the structure and benefits of this system and through mutual cooperation, it should be possible to achieve both stable career development and the sustainable growth of companies.
