The allure and challenges of new graduate recruitment in India
Even as the utilization of foreign talent progresses, hiring new graduates from India holds great potential. The abundance of resources in science and engineering, along with English proficiency and flexibility, directly connects to digital and global expansion. On the other hand, challenges such as cultural differences and competitive recruitment also exist. This article will explain the difficulty of hiring in India while comparing it with other countries and highlighting the value of Phinx.
Contents
New graduate recruitment styles in various countries and characteristics of India
1-1. America and Europe: Year-Round Hiring and Emphasis on Internships
In America and Europe, year-round hiring and internship recruitment are mainstream, and mass hiring based on graduation timing or university credits is not commonly practiced. Companies post job openings when needed, and students apply when they feel prepared, which is known as the "ongoing matching model."
1-2. Japan: Nationwide Simultaneous Start of Mass Hiring as a Social Custom
Only in Japan does mass employment start nationwide on a large scale in line with the spring graduation period, establishing a system of job offers leading to graduation and then simultaneous joining. This is viewed as a very unique culture from overseas, and adjustments for hiring timing and preparation periods are necessary when recruiting international talent according to Japan's new graduate system.
1-3. India: Campus Placement by University
In India, there is a culture of campus placement, where each university has a dedicated placement period. Campus placement refers to a form of job search conducted at Indian universities (especially engineering universities) and business schools. Universities establish dedicated departments, such as
The background of why Japanese companies find it difficult to enter the Indian fresh graduate market.
2-1. No Trust Relationship or Network with the Campus
To hire fresh graduates in India, having connections with university career centers and professors is essential. Major IT companies and foreign firms have built relationships over many years, allowing them to secure top talent early.
If you try to enter the market from Japan abruptly, universities are in a state of "not knowing what kind of company it is." As a result, it's challenging to secure a presence and connect with students from well-known schools.
2-2. Differences in Timing and Process
Unlike Japan's bulk recruitment cycle (job hunting → spring hiring), the timing of graduation and placements varies across Indian universities. It puts considerable pressure on companies to align with each university's schedule. Moreover, because major foreign firms and local giants start making offers first, if Japanese companies have low recognition, they risk missing out on talented students.
2-3. Communication and Cultural Barriers
Young people in India are proficient in English, yet Japanese companies can be avoided due to issues like "operations being Japanese-language based" or "complicated residence qualifications and hiring procedures in Japan." Due to insufficient branding and explanations from Japanese firms, it is not uncommon for students not to recognize Japanese companies as options.
2-4. Challenges in Labor Allocation and Manpower Assignment
The difficulty for Japanese companies to enter the Indian fresh graduate market is not just the lack of a "trust relationship with universities"; the process of visiting multiple local campuses and conducting selection and offers in a concentrated manner over a short period requires significant effort and cost. Japanese companies that do not have a system like "having hiring specialist teams stationed" or "doing it as an annual routine" as major foreign IT firms do often feel that investing abruptly in the first year is too risky.
The value that Phinx can provide
3-1. Strong Domestic Network in India and Flexible Collaboration
Phinx has connections with universities, Japanese language schools, and professors/career centers in India, which enables a speedy matching process with excellent students that companies need.
・Direct connections with universities and Japanese language schools
Even at prestigious universities where securing a spot is challenging, Phinx leverages its existing network to efficiently research excellent students and candidates skilled in Japanese.
・Flexible support schemes
Support ranges from campus placements to pinpoint assistance at the resume introduction level.
・Communication connecting India and Japan
Not only bridging the language and cultural gap with the Indian side but also accurately conveying the specific requirements of companies to local universities, thereby enhancing the candidates' willingness to be hired.
3-2. “Talent Search + Introduction” Tailored to Corporate Requirements
Phinx acts not just as a 'mediator' or 'intermediary' but also actively researches and screens talent, directly finding and introducing the best students for companies. Utilizing the flexibility and speed characteristic of startups, Phinx carefully hears companies' needs and promptly provides matching students.
1. Clarifying expertise areas through needs hearing
• Organizing the skill sets sought by companies, including AI fields, data science, and machine learning, and pinpoint searching suitable candidates.
2. “New Graduate Recruitment x Headhunting” stance
• Unlike mass recruitment from campuses, recruiting targets the 'elite few' that companies truly desire. There is an advantage over general bulk recruiting of new graduates in that it can reliably attract students that meet specific requirements.
3-3. Reducing Entry Barriers with Comprehensive Support
For companies entering the new graduate recruitment scene in India for the first time, it is indeed a reality that many areas such as work visa procedures and onboarding are unfamiliar. Phinx leverages its startup's agility and comprehensive service to provide one-stop support from recruitment activities to follow-ups after arriving in Japan.
1. Visa and Residency Qualification Support
• Comprehensively supporting complicated procedures such as switching student visas and work visas, and preparing documentation.
2. Support After Arrival and Employment
• Providing detailed follow-up on housing searches and daily life support when Indian students come to Japan, as well as measures to bridge the cultural gap to help them adapt to the workplace.
3. Communication Support
• Depending on the case, staff capable of communicating in English and Japanese can act as interpreters and bridge roles, creating an environment where companies and students can share information smoothly.
Summary
The Indian fresh graduates market is a highly competitive environment, where placement periods are set by each university. For Japanese companies entering this market for the first time, there are many challenges to overcome, such as building networks with universities and educational institutions, acquiring knowledge related to visas, setting up specialized teams on the ground, and addressing cultural gaps.
By handling "talent exploration + direct introduction," Phinx allows companies to secure excellent Indian fresh graduates quickly without the need for significant investment by simply presenting specific requirements. With strong connections to universities and Japanese language schools, and thanks to Phinx's ability to move swiftly with startup decision-making, they achieve pinpoint matching with flexibility that larger companies cannot offer, providing robust support for companies' utilization of overseas talent.
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