3 reasons Japanese companies should hire Indian engineers (for SMEs)
There are reasons why small and medium-sized enterprises should hire Indian engineers. Considering the limits of domestic recruitment, the intensification of talent competition, and the difficulty of securing technical capabilities, we will explain from three perspectives.
Contents
Domestic IT talent is lacking in both 'quantity and quality', making it difficult for small and midsize enterprises to secure.
The domestic shortage of IT personnel has been noted for many years, but the most affected are small and medium-sized businesses.
The reasons are as follows.
Competition for recruiting young engineers in Japan intensifies
Young talents are absorbed by large companies, foreign firms, and startups, leaving few applicants for smaller businesses.It is not uncommon for local businesses to have zero applicants
There are significant regional disparities, with the problem of 'no talent pool to begin with' occurring outside urban areas.Hiring is overwhelmingly faster than reskilling
Programs to develop existing employees into IT personnel are time and cost-intensive.
Meanwhile, India has one of the largest science and engineering populations in the world, with over 1.5 million engineering students graduating annually.
Securing personnel that can't be found domestically from overseas sources is becoming a survival strategy for small and medium-sized businesses.
Many people have strong growth ambition and are easy to become early assets.
Indian technical students are highly career-oriented and place a strong emphasis on an 'environment where they can grow in practical work.'
This is a significant benefit for small and medium-sized enterprises.
The reasons for their fast growth speed are as follows:
・Practical coding education at university
Many students have personal development and hackathon experience before joining.
・Quick catch-up after joining
They swiftly learn new technologies and work flows, making it easier to shorten the onboarding period.
・Compatible with the 'careful nurturing' that Japanese companies excel in
They prefer clear goal-setting and frequent reviews, making many of them easy-to-manage personnel.
Small and medium-sized enterprises have more discretion than large companies and a faster pace of gaining experience, making them exceedingly compatible with the highly growth-driven Indian workforce.
The value offered by Japanese companies is attractive to Indian personnel.
It's often thought, "Isn't it harder for large companies to show their appeal?", but in reality, there are strengths unique to small and medium-sized enterprises.
The following are points that make Indian new graduates find small and medium-sized enterprises attractive.
・Young people can be at the core of projects
Japanese small and medium-sized enterprises surprisingly have a culture of 'entrusting', giving significant discretion.
・Wide technical domains allow for experience close to full-stack
Indian talents strongly tend to 'want to experience widely', leading to high learning efficiency.
・Many students value a stable workplace environment
In India, many companies have high turnover rates, so conversely, Japan's 'stable labor environment' is highly regarded.
・Many students find appeal in Japan's lifestyle standards, safety, and educational environment
Aspects of living are strengths that surpass those of other countries.
From these elements,
"Small size = disadvantage in recruitment" is not the case, but rather an environment where it is easier to create value for Indian talents.
3 differentiation points where small businesses can win in hiring
Small and medium-sized enterprises can significantly change their evaluations from Indian personnel just by focusing on the following three points.
1) Clarification of career path
Provide a clear expectation of roles and skill acquisition plans for 1-3 years after joining.
2) Transparency of technology stack and project information
Explain the technology used, development structure, and code review policies.
3) Clear indication of life support
Clarify the extent to which the company supports housing, visas, and Japanese language learning.
These are not costly measures, but can be implemented through **“organizing information and improving communication methods.”**
Hiring new graduates from India in small and medium enterprises directly links to long-term competitiveness.
The hiring of new Indian graduates not only solves hiring difficulties but is also an investment linked to the future of the company.
The effects are as follows:
The technical strength of the company is enhanced
Internal English proficiency and globalization progress naturally
Ratio of young personnel increases, revitalizing the organization
Future overseas expansion becomes easier to consider
Especially for small and medium-sized enterprises,
The advantages of training competent foreign engineers early and accustoming them to the company culture are significant.
Summary
Small and medium-sized enterprises can significantly enhance their competitiveness by hiring Indian engineers. They can address the shortage of domestic young talent, welcome highly motivated personnel, and strengthen their technical capabilities and diversity. By clarifying career paths, ensuring transparency of technical information, and providing lifestyle support, their evaluation from top-tier Indian talent will greatly improve.
At Phinx, we have established a comprehensive support system that allows small and medium-sized enterprises to seamlessly support Indian talent from 'hiring to retention,' through direct collaboration with local universities, support for Japanese language learning, lifestyle setup assistance, and a 90-day onboarding design. If companies wish to secure excellent IT talent amid domestic hiring challenges, please feel free to consult us.
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