Introduction

Labor shortages have become a critical challenge across Japan, particularly in regional cities and small to medium-sized enterprises (SMEs), where recruitment difficulties frequently rank among top management concerns. Against this backdrop, hiring international students has emerged as a promising solution.

On July 1, 2026, a noteworthy initiative was reported in Kanazawa City, Ishikawa Prefecture, where human resources managers from local companies visited a Japanese language school. Participants included representatives from transportation, real estate, and manufacturing companies, all seeking to establish connections with international students as a potential talent pool for future recruitment.

This article examines this trend and provides a comprehensive analysis—from an administrative scrivener’s perspective—of the benefits, legal procedures, and practical considerations involved in hiring international students.

1. Growth of Foreign Workers and Background of International Student Recruitment

1-1. Rapid Increase of Foreign Workers in Ishikawa Prefecture

According to data from the Ishikawa Labour Bureau, the number of foreign workers in Ishikawa Prefecture has tripled over the past decade, rising from approximately 5,800 to over 16,000. This trend is not limited to Ishikawa; nationwide statistics from the Ministry of Health, Labour and Welfare show that the number of foreign workers in Japan continues to reach record highs.

1-2. Why International Students?

International students have already acquired a certain level of Japanese language proficiency and have adapted to Japanese culture and lifestyle. Additionally, having studied specialized subjects at vocational schools or universities, they are often expected to function as immediate contributors to the workforce.

Furthermore, many international students themselves perceive Japan positively, noting “good salaries and comfortable living conditions,” and express a strong desire to continue working in Japan after graduation.

2. Fundamental Knowledge of Residence Status for Hiring International Students

2-1. The “Student” Visa Does Not Permit Full-Time Employment

The “Student” residence status held by international students is intended solely for educational purposes. While part-time work is permitted with “Permission to Engage in Activity Other than that Permitted under the Status of Residence Previously Granted,” it is limited to 28 hours per week (or 8 hours per day during long vacations).

To work full-time after graduation, a change to an employment-authorized residence status is mandatory.

2-2. Primary Employment-Authorized Residence Statuses

The most common residence statuses that international students obtain after graduation include:

  • Engineer/Specialist in Humanities/International Services (commonly known as “Gijinkoku”)
    For positions requiring specialized knowledge, such as engineering roles, administrative work, interpretation/translation, and marketing.
  • Specified Skilled Worker
    For foreign nationals with specific skills in designated industries (e.g., nursing care, construction, agriculture).
  • Highly Skilled Professional
    A preferential residence status granted to individuals with advanced knowledge or technical skills.

3. Requirements and Practical Procedures for Changing Residence Status

3-1. Relevance Between Academic Background and Job Responsibilities

To obtain the “Engineer/Specialist in Humanities/International Services” residence status, there must be a clear connection between the job duties and the individual’s academic background (field of study).

For example, an international student who studied information engineering may work in system development without issue. However, a student with a degree in literature would not be approved to work on a factory production line.

3-2. Appropriate Compensation Standards

Employers must provide compensation equal to or higher than what would be paid to a Japanese national performing the same duties. Hiring foreign workers at lower wages simply because of their nationality is prohibited under both immigration and labor laws.

3-3. Stability and Continuity of the Hiring Company

Certain requirements also apply to the hiring company. The company must demonstrate sound financial standing and stable, ongoing business operations.

3-4. Timing of Application

Applications for change of residence status may be submitted up to three months before the expected graduation date. However, because the review process can take one to three months, early preparation is essential.

4. Common Issues and Countermeasures

4-1. Mismatch in Job Duties

Some cases involve assigning international students to unskilled labor that does not meet the requirements of the “Engineer/Specialist in Humanities/International Services” status. This constitutes illegal employment and may result in penalties for the employer.

Countermeasure: Clearly define job responsibilities before hiring and verify alignment with the residence status requirements.

4-2. Continuation of Part-Time Work After Graduation

Allowing graduates to continue part-time work before their residence status change is approved also constitutes illegal employment.

Countermeasure: Do not permit any work until the change of residence status is officially approved.

4-3. Non-Approval Due to Incomplete Documentation

Applications with incomplete or inconsistent documentation may be denied.

Countermeasure: Seek support from specialists to ensure accurate and complete documentation.

5. Building an Effective Acceptance Framework Within Companies

5-1. Internal Training and Communication Support

As highlighted in the referenced news article, “subtle nuances of language” pose practical challenges. Companies should establish robust systems for conveying work instructions, as well as reporting, coordination, and consultation mechanisms. Japanese language training should be provided as necessary.

5-2. Daily Life Support

Assistance with housing arrangements, opening bank accounts, and procedures for health insurance and pension enrollment are crucial aspects of daily life support.

5-3. Establishing a Compliance Framework

Hiring foreign workers involves compliance with numerous laws, including the Immigration Control Act, Labor Standards Act, and social insurance regulations. Companies should designate an internal coordinator and regularly review compliance status.

6. Benefits of Hiring International Students

6-1. Diversity and Organizational Revitalization

The inclusion of personnel with diverse cultural backgrounds introduces fresh perspectives into the organization, serving as a source of innovation.

6-2. Foundation for Global Expansion

Employing foreign talent facilitates smoother entry into overseas markets and enhances inbound customer service capabilities.

6-3. Securing Young Talent

In the context of Japan’s aging society and declining birthrate, securing young, motivated talent is a significant advantage.

7. Benefits of Consulting an Administrative Scrivener

Residence status applications require specialized legal knowledge and practical experience. Consultation with an administrative scrivener is recommended in the following situations:

  • Hiring a foreign national for the first time
  • Previous application denials
  • Concerns about the connection between job duties and academic background
  • Desire for prompt and reliable processing

Administrative scriveners provide comprehensive support, from preparing application documents to submission and responding to review inquiries.

Conclusion

Hiring international students represents a viable solution to labor shortages. However, successfully navigating this path requires a proper understanding of residence status regulations and appropriate procedural management.

The news of companies in Ishikawa Prefecture visiting Japanese language schools reflects a proactive stance toward engaging with foreign talent. It is our hope that such initiatives will spread nationwide, fostering environments where foreign workers can work with confidence and security.

If you have concerns regarding international student recruitment or residence status matters, please consult with a specialist. Proper preparation and professional support provide a reliable pathway to successful hiring.

Reference Article:
https://news.yahoo.co.jp/articles/8710319e33efec8e2bde224e56b6fd160dba6713

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