Hiring in Japan: How to write an effective job posting and attract the right candidates in Japan?
2025年06月03日 10:43
Content for HR Professionals, Talent Acquisition Teams and Employers Hiring in Japan.
Recruiting in Japan is known to be challenging on many levels. The talent market is extremely competitive, and today’s job seekers are more selective than ever. Candidates now hold higher expectations regarding the companies they choose to work for—prioritizing not just compensation, but also corporate culture, values, career development possibilities, and overall candidate experience.
For employers, this means that every aspect of their recruiting journey matters. It's no longer enough to simply post a job opening and wait for applications to come in. Companies must actively craft sourcing strategies to attract top talent, while also ensuring that every candidate interaction—whether digital or in-person—leaves a positive and lasting impression.
From your company’s LinkedIn posts to your event booths, career page, or job descriptions, every touchpoint contributes to your employer brand. Among these, your job descriptions are often the first real introduction candidates have to your organization. That first impression can either spark interest—or lead prospects to move onto a competitor.
At HirePlanner.com, we often remind companies hiring in Japan that: job postings are more than just bullet-point lists of responsibilities. They are marketing content. A compelling job description should speak directly to your target audience, showcase your company's values, highlight your unique benefits, and connect emotionally with the reader.
In today’s digital world, writing job ads that are both SEO-optimized and candidate-centric is essential. And with the help of modern AI tools, Chat GPT, Application Tracking Systems etc., creating engaging content has never been easier—so there’s really no excuse for bland or incomplete postings. If your job ad consists of only a few generic bullet points with no context about the role, your team, or your company culture, ask yourself honestly: Would I apply to this job?
HirePlanner.com makes it easy to maximize your job visibility. With a single click, your jobs can be promoted and listed across multiple job sites in Japan, including Indeed, Google Jobs, LinkedIn, Recruit.net, and TechJobsInJapan.com. But visibility alone isn’t enough. If your content doesn’t resonate with your audience, your outreach will simply fall flat.
For that very reason, we always support businesses hiring in Japan with employer branding content creation and help them craft high-quality, effective job descriptions from the very beginning.
Below, we’ve compiled a list of practical tips and best practices to help your business recruiting in Japan and improve your job posting content. These strategies are designed not only to boost your SEO performance but also to increase the quantity and quality of applications you will receive. Whether you're hiring in Tokyo, Osaka, or remotely globally, we hope this guide helps you elevate your content—and enhance your candidate experience.
How to Write Effective Job Postings and Attract Top Talent in Japan
1. WRITE YOUR JOB DESCRIPTION FOR THE CANDIDATE—NOT FOR YOURSELF
One of the most common mistakes companies make is writing job descriptions from an internal perspective. They focus too much on what they want and what they need—listing requirements, expectations, and internal jargon—without thinking about what the candidate actually cares about and what they need to understand.
Think of your job post as a marketing message. Your target audience isn’t your hiring manager—it’s the job seeker so put yourself in their shoes and ask yourself: “If I was reading this job post for the first time, would I understand the title? Would I want to read through? Would I feel excited to apply? Is it clear how this opportunity benefits me?”
BEST PRACTICES:
Avoid internal language: Remove requisition numbers from the public post, internal job codes, or acronyms that only make sense within your company. Platforms like Indeed may even penalize or hide jobs with non-standard titles.
Use clear, searchable keywords: Think about what your ideal candidate would type into Google or ChatGPT to find a role like yours.
For example: Instead of a job title like “Apple ASC”, best to use “Apple Store Consultant – In-Store Retail Sales (Shop-in-Shop)” (Unless your candidate already works at Apple, “ASC” won’t mean anything to them, so it's best to either explain it or remove it).
Lead with the opportunity—not the requirements: Start by highlighting how important the role is and what the candidate can gain: recognition, experience, growth opportunities, exciting projects, company culture, and benefits.
Remember, your job post isn’t just a checklist. It’s an invitation. A good description not only should inform—it also needs to inspire.
Hiring in Japan_ A Guide to Crafting Job Ads That Work
2. GET THE JOB TITLE RIGHT
The job title is the most important SEO element in your job post so best to get it right. It’s how job seekers search—and how platforms like Google, ChatGPT, LinkedIn, and Indeed categorize your listing. A clear, keyword-rich title can make a difference and significantly increase your visibility and click through rate.
BEST PRACTICES:
✅ Use clear, searchable titles: Avoid vague or overly broad titles like “Consultant” or “Sales Associate.” Instead, be specific about the function and industry.
✅ Include relevant keywords: Mention the domain or sector if applicable (e.g., HR Tech, FinTech, SaaS, B2B, etc.).
✅ Be clear about level or seniority: Use familiar titles like “Junior,” “Lead,” or “Manager” to set expectations.
For Example: Instead of “Marketing Analyst", use: “Senior Marketing Analyst – HR Tech | Recruitment SaaS Software”. (This version not only clarifies the role but also its seniority and will help target candidates interested in the HR Tech industry as well.)
❌ Avoid including internal codes or job tracking numbers: These confuse job seekers and may lead to your listing being rejected by job boards (example: IT Manager Req#13432).
❌ Don’t add location or salary either in the job title: These have dedicated fields in most ATS and job platforms. Some job board partners may actually penalize your listings that include this information in the title so be careful.
❌ Eliminate internal jargon or acronyms: If it wouldn’t appear on a business card or resume, don’t use it in the title.
By writing titles with your audience—and search engines—in mind, you’ll attract more relevant candidates and increase your visibility across platforms.
The Key to Hiring in Japan_ Writing Job Descriptions That Attract the Right Candidates
3. ADD A CLEAR JOB LOCATION
Job platforms we integrate with like Indeed, LinkedIn, and Google Jobs rely on accurate location data to properly index and display your job post. If your listing lacks at least a country and region or city, it may not be shown in search results—or may even be rejected entirely.
BEST PRACTICES:
✅ Always specify the location clearly: Use Country + City format (e.g., Japan – Tokyo). On HirePlanner, you can select these from the location drop-down menu to avoid input errors.
✅ Clarify work style: If the role supports Remote or Hybrid work, be explicit in both the job post and by selecting the appropriate option (e.g., “Remote Work,” “Hybrid (2 days in office),” “On-site only”).
Boost Your Hiring Success in Japan with Better Job Postings
4. ALWAYS INCLUDE SALARY DETAILS
While some companies hesitate to disclose salary details—often out of concern for internal equity—it’s important to recognize that not including salary can hurt your visibility and traffic performance.
Platforms like Indeed prioritize or even require salary information to ensure job quality and transparency. Although HirePlanner does not currently enforce it, we agree that adding salary details does help increase your job's exposure and application rate.
📊 Data-Driven Insight: Various studies have shown that between 75% to 85% of candidates are less likely to apply to a job that doesn’t list compensation. While preferences may vary by generation, this trend is consistent across most industries.
Including salary details on your job post will:
Build trust and transparency with job seekers
Increases click-through rates (CTR) and application ratio
Complies with labor market expectations and trends in Japan
Helps your post remain visible on platforms like Google Jobs and Indeed
What to Include:
✅ A realistic salary range, even if broad ✅ A note that compensation may vary based on experience and skills
Example: “JPY 6M~8M / year (negotiable based on experience and qualifications)”
By sharing salary info upfront, you filter for qualified and motivated candidates—and demonstrate your company’s commitment to fairness and openness.
Position Your Company to Win_ Writing Job Ads That Appeal to Japanese Talent
5. MAXIMIZE VISIBILITY WITH SMART USE OF JOB CATEGORIES, TAGS, AND USE VISUALS
Think of your job posting like an e-commerce product listing—its success depends on how easily it can be found, how well it communicates value, and how visually appealing it is. Categories, tags, and visuals are critical tools that can help boost your job post’s visibility, relevance, and conversion rate.
📌 Job Categories
Always select at least three relevant job categories to maximize your exposure across different platforms. Choosing multiple, accurate categories ensures that your post appears in more search results and reaches a broader pool of qualified candidates.
🏷️ Tags (SEO Keywords)
Tags act as search engine keywords. You can add up to 20 tags—ideally, a mix of 10 in English and 10 in Japanese—to capture both local and international bilingual talent.
Ask yourself: “What would my ideal candidate search for on Google or ChatGPT?” Use relevant skills, technologies, and industry-specific terms.
These tags will:
Improve your job’s discoverability on search engines
Help candidates instantly understand what the role is about
Drive targeted traffic to your listing
Example of job postings on HirePlanner with Visuals, Tags and Job Categories
🖼️ Photo and Visuals (Images that Inspire)
"A picture is worth a thousand words". Choosing the right visual can significantly increase engagement—especially on mobile. Photos are not just decorative—they’re strategic. Use images to tell a story about your brand, your team, or your work environment.
Examples:
🧑💻 A team photo to convey diversity and culture
💡 A product or tech demo to showcase innovation
🏢 An office snapshot to highlight the workplace vibe and so on...
Each image should reinforce one positive, authentic aspect of the opportunity you're offering so, remember to choose visuals that reflect your values and workplace experience—this helps candidates self-select and feel emotionally connected to your brand.
Write Job Posts That Work in Japan_ Practical Tips for Better Hiring Results
6. HOOK CANDIDATES WITH A COMPELLING JOB SUMMARY
Your job summary is your elevator pitch—it’s often the first (and sometimes only) thing a candidate reads before deciding whether to click “Apply.”
To make it impactful, we recommend structuring it in three concise parts:
🔹 1. Company Snapshot (3–4 lines max)
Briefly introduce your company and explain what your business does, share your mission and what makes your team or product unique. Make your message approachable and candidate-focused.
Example: “At XYZ Corp., we’re building a smarter world through AI-powered logistics. Our mission is to make supply chains faster, greener, and more efficient—empowering companies to grow sustainably.”
🔹 2. Role Overview
Explain why this role matters and how it contributes to the bigger picture. Show that the position is valued internally—not just a list of duties.
Example: “As our next Front-End Engineer, you’ll play a key role in transforming user experience across our core platform. You’ll be working closely with our product and design teams to bring innovative features to life.”
🔹 3. Warm Invitation To Connect (and Apply)
End with an encouraging call-to-action that invites engagement and conveys company culture.
Example: “If you're passionate about clean code, creative problem-solving, team work and building software that matters—we’d love to meet you! Contact us today for a quick introduction chat”
🔍 SEO MUST DO: Boost Visibility with Keywords
For better discoverability across Google, ChatGPT, and job boards like Indeed or LinkedIn, make sure to:
Include your company name in both English and Japanese
Add relevant brand keywords and industry-specific terms
These will help search engines and job seekers quickly understand who you are—and ensures your job ad ranks higher in relevant search results.
Struggling to Hire in Japan_ Fix Your Job Postings First
7. WRITE A CLEAR JOB DESCRIPTION, CONCISE, AND CANDIDATE-ORIENTED
Japanese candidates often appreciate detail, but remember—most people now browse job listings on their smartphones so best to aim for balance. Avoid extremes: job descriptions that are too long may feel overwhelming, while overly brief ones can come across as careless or unprofessional. Candidates may assume you’re not serious about the role—or about them.
Important Cultural Note: Japanese candidates tend to be humble and cautious. If your “requirements” list reads like a wishlist for a superhero, don’t be surprised if no one applies. Candidates are less likely to apply unless they’re confident they meet all the listed criteria.
To write an effective job description, we recommend you:
Explain the Role’s Importance: Show where this position fits in your organization and why it will be valued internally.
Describe Key Tasks: Use a few bullet points (5–10 max) to give a picture of the role and responsibilities, daily tasks etc.
List Required Skills Only: Avoid lengthy “nice-to-haves” that could discourage strong candidates, especially when trying to hire Japanese.
For Tech and Engineering Roles: Be transparent about your tech stack, tools, and development practices. Share your approach to innovation so that developers are more likely to apply when they see you're using modern technologies and fostering a growth mindset. The best professionals usually want to join companies that are innovative and investing into the latest technologies.
Hiring in Japan Made Easier_ How to Write Job Posts Japanese Candidates Actually Read
8. DON’T FORGET TO HIGHLIGHT YOUR CORPORATE BENEFITS; THEY MATTER MORE THAN YOU THINK
This is the final part of your pitch; Many job seekers in Japan look beyond salary. According to a research from LinkedIn, job seekers value the most the following type of information in job descriptions:
- Compensation and benefits information (61%), - Required qualifications for the role (49%), - Job Responsibility and type of tasks to perform (49%), - Performance Goals (33%) - Company Culture (28%) - Company Mission (27%) - Career Development and Growth Potential Plans (25%) and, - Company Details (23%).
Job seekers often ask themselves: “Is this a company I can grow with? Will I feel secure there? Does this organization align with my values?”
If you write this section well, you can easily reuse it across all your future job postings. Elements like company overview, mission, culture, and career growth opportunities can stay consistent, saving you time. This way, when creating new job listings, you’ll only need to focus on role-specific details such as compensation, qualifications, responsibilities, and performance expectations.
Use this section to answer those questions. It’s your opportunity to position your company as a place where candidates can build a long-term, meaningful career.
What we recommend to Include:
Culture & Purpose Showcase what makes your team special—whether it’s diversity, inclusion, mission-driven work, innovation, or collaboration. Japanese candidates care about company values and long-term vision.
Work Style & Flexibility Remote work, hybrid options, flextime, and support for work-life balance are increasingly important, especially for mid-career and bilingual professionals.
Technology & Tools Highlight any modern platforms, software, or development environments you invest in. This appeals particularly to tech talent who want to work with innovative tools.
Sustainability & Social Impact If your company supports green policies, sustainable energy, or community projects, mention it here. Many younger professionals care deeply about environmental responsibility and social good.
Health & Wellness Be clear about benefits such as national/social insurance, paid parental leave, mental health support, or gym memberships. These are considered essentials in Japan.
Learning & Career Growth Talk about training programs, certifications, mentorship, leadership development, and opportunities for international exposure.
💡 Cultural Insight:
Japanese professionals tend to prioritize stability, career purpose, and trust in a company.
If you're a foreign brand, emphasize your commitment to Japan—mention your local history, team size, client base, or years in the market.
If you’re a startup, build credibility by highlighting solid investors, leadership experience, and proven traction. Most Japanese job seekers are risk-averse, so showing you’re a “safe bet” makes a big difference.
Want Better Applicants in Japan_ Start With a Smarter Job Post
9. FINAL CHECK BEFORE PUBLISHING
Before hitting publish, ask yourself: “If I was a job seeker reading this post, would I feel excited and confident about applying?”
If the answer isn’t a clear yes, revisit your job title, summary, and benefits sections—these are the most influential parts of your listing and it's important you get them right.
Don’t forget to preview your post on mobile. With over 60% of applicants using smartphones, mobile readability is critical. Make sure your bullet points, paragraphs, line breaks appear as you intended.
How to write job postings in Japan.png
10. POST WHEN JOB SEEKERS ARE MOST ACTIVE DURING THE WEEK
📅 Best Days to Post: Monday, Tuesday, or Wednesday mornings. Traffic usually goes down by 25% on Thursday and Friday and by 50% during the week-end.
Candidates are most engaged at the start of the week—often refreshed from the weekend and more open to new opportunities. Posting early increases your visibility when interest is at its peak.
⚠️ Avoid late Fridays and weekends Engagement drops significantly toward the end of the week as people disconnect or shift focus to personal time. Your post risks being buried down the list by Monday.
If possible, try to schedule your job posts in advance so that they can hit the Monday morning window—even if you're away from your desk.
How to write job postings in Japan
11. OTHER CREATIVE IDEAS: MAKE YOUR JOB POSTING MORE PERSONAL
Consider doing the following to make your job postings stand out:
Include a photo with a quote or testimonial from the hiring manager
Attach a link to your LinkedIn company page (to gain followers for future hiring)
Include a short video intro of the company or the role within the job description section
These elements can help make your company look more approachable and build instant emotional connection.
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YOUR JOB DESCRIPTION IS MORE THAN A LIST—IT’S A MARKETING ASSET
A truly effective job description does more than share information—it tells a story and should also inspire.
It's meant to connect with candidates on a deeper level by connecting with their goals, values, and lifestyle aspirations. It should be written to showcase your company not just as a place to work, but as a place to thrive, grow, and belong. In many cases, it’s a candidate’s first interaction with your brand so it's important to make it count and give a positive first impression to them.
If you're looking to craft compelling job posts, increase visibility, and attract the right talent while elevating your employer brand—contact HirePlanner.com here.
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ABOUT HIREPLANNER.COM
Hireplanner.com is an innovative SaaS Recruiting Advertising and Employer Branding platform designed to help companies attract top talent in Japan by boosting their visibility, improving their candidate engagement while also reducing their average cost per hire. It provides a wide range of services such as Job Posting Advertising, Application tracking (ATS), Agency Vendors Management, Online Career Events organization, Employer Branding Video Production and more. HirePlanner.com’s HR Tech solutions are available in both English and Japanese and include all essential features needed to recruit efficiently in Japan.
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