For factories and industrial product manufacturers, labor shortages alone are not enough to qualify for hiring foreign workers under the Specified Skilled Worker program. You need to assess together the duties to be assigned, the establishment’s industry classification, the candidate’s skills and Japanese-language requirements, employment conditions, and support for Specified Skilled Worker (i). Imai Administrative Scrivener Office accepts recruitment and job-posting inquiries from companies nationwide and helps organize the issues relevant to procedures for Status of Residence.
Start a factory recruitment plan by describing its products and processes
When considering recruitment, organize information about the factory’s products, main processes, equipment to be operated, proportions of duties, and work location. Industrial product manufacturing, food manufacturing, and intermediate processing in resource circulation are not the same field. When the job posting, company business overview, and description of on-site processes are consistent, it is easier to confirm the activities permitted under the Status of Residence and whether the establishment is eligible.
Check eligible duties and establishment classification from both perspectives
The official field name is “industrial product manufacturing.” Eligibility is assessed from two perspectives: whether the duties assigned to the candidate fall within a designated job category, and whether the establishment where they will work falls under an eligible Japan Standard Industrial Classification. Do not decide based only on labels such as metal machining, electrical and electronic equipment assembly, or paper container and corrugated box manufacturing; compare the actual processes with the establishment’s classification. Assignments in processes outside the eligible categories, at establishments outside the eligible classifications, or primarily involving related duties such as transport or cleaning may not qualify, so check carefully.
Prepare the job posting based on exam and candidate requirements
Candidates generally need to pass the Manufacturing Field Specified Skilled Worker (i) Evaluation Test corresponding to the relevant job category and a Japanese-language test. There are provisions for exemption from tests when a person has satisfactorily completed a corresponding Technical Intern Training (ii) program. In the job posting, specify the main tasks, work location, wages, working hours, overtime, safety training, and required Japanese-language ability in line with the job category. Rather than simply saying “factory work,” describe duties that can also be explained in the employment contract and application materials. This can help prevent mismatches in job assignments after hiring.
Check employer requirements and the SSW (i) support plan
In addition to field-specific procedures for joining JAIM and listing the establishment, accepting companies should check the standards for accepting organizations, including proper employment contracts and labor and social insurance requirements. For Specified Skilled Worker (i), the support plan must cover and provide for pre-arrival guidance, housing and help with settling into daily life, consultations, and regular interviews. Even when all support is outsourced to a Registered Support Organization, check its current registration, scope of services, multilingual capacity, fees, and division of responsibility for notifications before signing a contract. Status of Residence application assistance by an administrative scrivener, registered support, and paid employment placement are separate roles. Check whether recruitment or placement is permitted, and whether the necessary authorization is held, for each business involved.
Frequently Asked Questions
Can a factory always hire under the Specified Skilled Worker industrial product manufacturing field?
No. In addition to confirming that the candidate’s main duties fall within an eligible job category, you need to check whether the establishment where they will work falls under an eligible Japan Standard Industrial Classification. Even within manufacturing, eligibility is assessed individually for each establishment and process.
If someone has passed the exam, can we immediately post a job and hire them?
Passing an exam alone does not confirm eligibility to accept a worker. We proceed with the Status of Residence process on a case-by-case basis after confirming the match with the job category, Japanese-language requirements or exemption criteria, employment contract, establishment eligibility, field-specific procedures, and support plan.
Are job recruitment, employment placement, Status of Residence application assistance, and registered support the same service?
They are not the same. Organizing a job posting or recruitment plan and an administrative scrivener’s assistance with Status of Residence procedures are separate from paid employment placement, which arranges workers for a fee. If support for daily life and work under Specified Skilled Worker (i) will be outsourced, also check the provider’s current Registered Support Organization registration and the scope of services. For recruitment inquiries from companies nationwide, we clarify who is responsible for each task.
Official Resources and Related Consultation Services
Systems and public consultation services may change. Please check the latest official information when proceeding with an application. Public consultation services are separate from our office.
- Accepting Specified Skilled Worker Personnel in the Industrial Product Manufacturing Field (Ministry of Economy, Trade and Industry)
- Basic Policy on the Specified Skilled Worker Program and the Employment for Skill Development Program, and Field-Specific Operational Policies (Immigration Services Agency of Japan)
- Operational Guidelines for the Specified Skilled Worker Program and Related Forms (Immigration Services Agency of Japan)
Let's start by organizing your hiring plan and job duties.
We accept inquiries from companies nationwide about hiring foreign workers, job openings, and checking statuses of residence. We do not guarantee successful recruitment or approval of a status of residence.
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