1. Background on the Attention to New Graduates from India

1-1. Overwhelming Number of STEM Graduates

India has one of the largest populations in the world, and it is said that every year millions of students graduate with degrees in STEM (Science, Technology, Engineering, and Mathematics).

• Numerous Engineering Universities exist, providing a strong educational environment for IT, engineering, and research and development.

• A plethora of graduates with fundamental programming skills and research methods are supplied immediately upon graduation.

1-2. Increased Recruitment of New Graduates by Global Companies

Foreign IT companies, including GAFAM, are conducting large-scale campus recruitment in India.

• The global AI boom and rising cloud demand have accelerated the movement to secure young engineers from India.

• Japanese companies are also establishing “new graduate positions in India” and a trend is developing to cultivate them as future leader candidates.

2. Advantages of Hiring New Graduates from India

2-1. Youth and Flexible Skill Sets

Even new graduates with limited experience are characterized by their ability to quickly absorb new technologies and tools, leveraging their background in engineering education and English proficiency.

• If they are nurtured through in-house training or OJT, they will enhance their skills in a manner tailored to the needs of the company.

• Many possess little resistance to new business models or development methods and are flexible responders.

2-2. Internationalization of Communication

New graduates from India have high English proficiency and are more adept at understanding overseas trends and information, making them expected to bring an international perspective to internal communication and team environments.

• For companies aiming for global expansion, gaining young professionals who are proficient in English is a significant advantage.

• In the future, they may also have the possibility of becoming bridges between overseas bases or project leaders.

2-3. Long-Term Investment Value

While hiring new graduates may fall short compared to mid-career recruitment in terms of immediate effectiveness, by ensuring that they absorb corporate culture and know-how from a long-term perspective, they can be developed into core members and leaders.

• In a Japan where the birthrate is declining and the population is aging, having a sustainable system for acquiring and cultivating young foreign talent is a vital strategy for the future of the company.

3. Challenges in Hiring New Graduates from India

3-1. Approaches to Universities and Students

In India, the education system and scale vary by state and university, and there is no unified “job hunting system” for collecting new graduates, as in Japan.

• Without establishing a local base, the hurdles for directly contacting universities and students are high.

• Preparing English-language publicity, scheduling actual interviews, and other logistics require significant time and effort.

3-2. Support for Cultural and Language Aspects

When many tasks require Japanese, there may be hurdles regarding language skills and business communication.

• There are few Indian professionals with sufficient Japanese skills at the graduate level.

• Companies need to create an environment for acceptance, such as establishing systems to provide English support or Japanese training programs.

3-3. Visa and Residency Procedures

When inviting them to Japan, it is essential to apply for a work visa or residency status. The requirements and document preparation for immigration can often be complex, making the cooperation of experts or consultants indispensable.

• There can also be cases where obtaining proof of the final educational qualification or necessary documents in India is challenging.

4. Methods for Hiring New Graduates from India

4-1. Building Connections with Local Universities and Japanese Language Schools

The most traditional method is to partner with local university career centers or Japanese language education institutions to directly introduce students.

The challenge lies in the significant cost and effort required to find universities or schools independently, contract with them, and build trust.

4-2. Participating in Online Job Hunting Events and Job Fairs for Global Talent

Since the COVID pandemic, there has been an increase in international job fairs and job hunting events conducted online. By exhibiting on platforms where Indian students participate, it allows contact with a large number of students at once.

4-3. Utilizing Partner Companies and Agencies

This involves contracting with local recruitment companies, consultants, or university agencies. It is the most practical option when there are no resources in-house, but challenges often arise with fees and securing truly outstanding students.

5. Support for “Hiring New Graduates from India” Provided by Phinx

Each of the methods presented so far has its own hurdles and challenges. Phinx offers “recruitment support services” for new graduates, made possible by having direct connections within India.

5-1. Direct Collaboration with Universities and Japanese Language Schools

We have formed partnerships with engineering universities and Japanese language schools across India, allowing us to introduce students with practical skills precisely.

5-2. Hearing Company-Specific Talent Requirements for Optimal Matching

We narrow down students according to the specialized fields that companies require, such as AI, web development, and embedded technology. Their Japanese proficiency and communication skills are also checked in advance.

5-3. Recruiting with a “Headhunting” Feel While Hiring New Graduates

We approach students reputed to be excellent at universities and Japanese language schools, allowing us to achieve a high-quality candidate pool by promoting the appeal of companies.

Rather than a success fee-based introduction, the ability to flexibly pick candidates as dedicated researchers is a distinctive feature.

6. Conclusion

By hiring new graduates from India, there are advantages in gaining skills in engineering, proficiency in English, and the flexibility that comes with youth, which are hard to acquire domestically. However, there are challenges to overcome, such as securing reliable information channels and navigating visa and cultural gaps.

Phinx realizes matching with outstanding students while minimizing these hurdles through direct partnerships with local universities and Japanese language schools, along with pinpoint introductions that meet company demands. Despite being “new graduates,” the dedicated recruiter moves like a headhunter, allowing you to secure the human resources your company truly needs.

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