What are the reasons for the increasing attention on new graduate recruitment in India? The abundance of science and engineering talent is key to enhancing corporate competitiveness.
For Japanese companies facing declining birth rates and a shortage of IT talent, utilizing overseas talent is becoming increasingly important. In particular, India's engineering and technology graduates are considered abundant and excellent globally, and many companies are focusing on hiring fresh graduates. This article explains the appeal of Indian fresh graduates, the benefits and challenges of hiring them, and specific methods to do so.
Contents
The background of the growing attention on new graduate talent from India
1-1. Overwhelming Number of STEM Graduates
India has one of the largest populations in the world, and it is said that millions of students, particularly those majoring in STEM (Science, Technology, Engineering, Mathematics), graduate every year.
Numerous engineering universities exist, providing a strong educational environment for IT, engineering, and research and development.
A large supply of graduates with foundational programming skills and research methods is available right upon graduation.
1-2. Surge in New Graduate Hiring by Global Companies
Foreign IT companies, including GAFAM, are conducting large-scale campus recruitment in India.
The global AI boom and increasing demand for cloud solutions have accelerated efforts to secure young engineers in India.
Japanese companies are also establishing “new graduate positions in India” and are beginning to cultivate them as potential future leaders.
Benefits of hiring new graduates from India
2-1. Youth and Flexible Skill Sets
Even for new graduates with limited experience, they are characterized by their ability to quickly absorb new technologies and tools by leveraging their background in science and engineering education and English skills.
If nurtured through in-house training and OJT, they will improve their skills in line with the company's needs.
Many of them are open to new business models and development methods, providing flexible responses.
2-2. Internationalization of Communication
New graduates from India have high English proficiency and are often well-versed in overseas trends and information, which is expected to bring an international perspective to internal communication and team environments.
For companies aiming for global expansion, being able to acquire young talent who are fluent in English is a significant advantage.
In the future, there is potential for them to act as a bridge with overseas bases or as project leaders.
2-3. Value as a Long-term Investment
While hiring new graduates may fall short compared to mid-career hiring in terms of immediate operational ability, absorbing corporate culture and know-how from a long-term perspective enables them to grow into core members and leaders.
In the aging Japanese market, having a system for continuously hiring and developing young international talent is a crucial strategy to support the future of the company.
The difficulties of new graduate recruitment in India
3-1. Approaches to Universities and Students
India has different education systems and scales depending on the state and university, and there is no "job hunting system" that collects new graduates all at once like in Japan.
If you do not have a local base in your company, the barrier to directly contacting universities and students is high.
Preparing for public relations and information sessions in English, as well as coordinating actual interview schedules, also takes effort and time.
3-2. Support in Cultural and Language Aspects
If there are many tasks that require the use of Japanese, there may be barriers in language proficiency and business communication.
There are few Indian talents with sufficient Japanese language proficiency at the new graduate level.
The company needs to create an accepting environment, such as providing a system that can support English or offering Japanese language training programs.
3-3. Visa and Residence Qualification Procedures
When calling someone to Japan, applying for a work visa and residence qualification is essential. The requirements of the Immigration Control Act and the preparation of documents can often be complicated, making cooperation from experts and consultants indispensable.
There are also cases where obtaining proof of the highest educational qualification and necessary documents within India is challenging.
How to hire new graduates from India
4-1. Build connections with local universities and Japanese language schools
The most orthodox method is to partner with local university career centers or Japanese language learning institutions and have them directly introduce students.
The challenge is that the costs and efforts required to find universities or schools, negotiate contracts, and build trust can be quite substantial.
4-2. Participate in online job-hunting events and job fairs for global talent
Since the COVID-19 pandemic, there has been an increase in international job fairs and job-hunting events held online. By exhibiting on platforms where Indian students participate, you could reach a large number of students at once.
4-3. Utilize partner companies and agencies
This involves contracting with local recruitment agencies, consulting firms, or university agents. While this is the most practical option when your company lacks resources, the challenges often revolve around commission fees and how many truly outstanding students can be secured.
Support for "New Graduate Recruitment in India" provided by Phinx
The methods introduced up to this point each come with their own hurdles and challenges. At Phinx, we provide a "New Graduate Recruitment Support Service" that is possible precisely because we have direct pipelines within India.
5-1. Direct Collaboration with Universities and Japanese Language Schools
We have established partnerships with engineering universities and Japanese language schools across India, allowing us to pinpoint and introduce students with practical skills.
5-2. Hearing Each Company’s Human Resource Requirements for Optimal Matching
We narrow down students based on specialized areas that companies require, such as AI, web development, and embedded technology. We also conduct advance checks on Japanese language proficiency and communication skills.
5-3. Recruiting with a "Headhunting" Sensibility Despite Being New Graduate Recruitment
We reach out to students who are highly regarded at universities and Japanese language schools, obtaining a high-quality pool by promoting the appeal of companies.
Instead of a success fee-based introduction, we can flexibly pick candidates as dedicated research, which is a distinguishing feature.
Summary
By hiring fresh graduates from India, there is an advantage of acquiring hard-to-obtain technical skills, English proficiency, and flexibility due to their youth within Japan. However, there are also challenges that must be overcome, such as securing reliable information channels and navigating visa and cultural gaps.
At Phinx, through direct partnerships with local universities and Japanese language schools, as well as targeted introductions based on the company's requests, we minimize these hurdles while achieving matches with excellent students. Despite being 'fresh graduates,' our dedicated recruiters operate in a headhunting-like manner to secure the talent your company truly needs.
If you are considering 'hiring fresh graduates from India' or 'looking for excellent technical students who have a certain level of Japanese proficiency,' please feel free to contact Phinx. By welcoming young talent with skill sets that are hard to find locally and a global perspective, we strongly support your company's innovation and business expansion.
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