Attract Indonesian Tokutei Ginou workers with these 6 steps
Picture this, you are a company director in Japan and recently heard that a lot of people from a country loves Japan very much. Knowing that, you want to attract people from these countries to your company, using programs such as Tokutei Ginou (Special Skilled Worker scheme) for example.
But how will you do so?
Aun Consulting, a global marketing expansion firm, conducted a cross-national survey to explore perceptions of Japan across 14 countries. Participants were asked, “Do you love Japan?” with four response options: “Love”, “Like”, “Dislike”, and “Hate.” Remarkably, both the Philippines and Indonesia scored a 100% favorability rate, with all respondents expressing either “Love” or “Like” for Japan. Filipinos cited their love of Japanese food, followed by high-quality products and beautiful nature. Indonesians, on the other hand, were drawn to Japan’s natural beauty, followed by product quality, food, culture/history, and public safety, with manga and anime also resonating strongly.
Are there any differences other than that?
Short answer, yes.
According to a report by JETRO (2025), the Philippines currently has more foreign workers in Japan (approx. 240,000) than Indonesia (approx. 170,000), despite Indonesia’s much larger population. One of the factors is cultural and religious considerations. While Indonesia is the world’s largest Muslim-majority nation, dietary restrictions and concerns about prayer access can sometimes create hesitation among potential workers. By contrast, the Philippines, predominantly Christian, faces fewer cultural mismatches, especially in food and religious practices. Despite these differences, more inclusive practices in the workplace can help ensure all workers feel welcome—regardless of background.
The question is, how does one make their workplace inclusive to workers from Indonesia under the Tokutei Ginou scheme?
To further attract and retain Indonesian talent under Japan’s Specified Skilled Worker (SSW) and internship schemes, here are six practical and impactful steps a company can implement:
Provide Industry-Specific Japanese Language Training
The Japanese Language Proficiency Test, otherwise known as JLPT, is one of the prerequisites for foreign workers to work in Japan. By passing the prerequisite level, JLPT N3 (intermediate level), one is expected to be able to converse in daily life, but there are a lot of cases where those having JLPT N3 certificate still cannot speak. For those who can speak, they might face difficulties in understanding manuals due to usage of industry-specific words.
Here is where your company can help. You can collaborate with certified LPKs (job training centers) in Indonesia to offer Japanese language courses that are tailored to the target industry (e.g., manufacturing, food service).
For example, supplementing classes with phrases like:
「ドライバーを渡してもらえますか？」(Could you please pass me the screwdriver?)
「ホッチキスを貸してもらえますか？」(May I borrow the stapler?)
can make a real difference in workplace communication. Incentivizing language success, such as offering exam fee reimbursement for passing JLPT N4 or N3, is also highly effective and increases motivation to pass the exam. Companies may also offer larger rewards for N3, as it presents a significant jump in difficulty.
Collaborate with Muslim Communities in Japan
Most Indonesians might feel apprehensive where they find out that the candidate company does not allow wearing religious attire, and might feel difficult finding halal food in Japan. This is where your company can stand out to be more attractive. You can partner with organizations such as the Japan Muslim Association (日本ムスリム協会) to ensure a culturally respectful environment. These organizations can advise on:
– Designing prayer rooms
– Identifying qibla directions (prayer directions)
– Sourcing halal-certified meals (Japanese or Indonesian-style)
These accommodations not only show respect for religious practices but also foster a more inclusive and productive work environment.
Implement a Mentorship Program with Indonesian Senpai (Senior)
A lot of foreign workers might not have a lot of Japanese friend because of language barrier, and also might feel homesick too. Here is where you can assign a senior Indonesian worker as a senior (“senpai”) for new hires. This senpai can:
– Offer emotional support
– Assist in language learning
– Organize cultural and recreational activities
This peer-to-peer approach enhances team cohesion and reduces homesickness—one of the top causes of early return.
Communicate Transparent Career Pathways
Some foreign workers start without knowing what they will have learned after completing work for a certain amount of years, which might lead them to confusion about career progression. This is why it is very encouraged to clearly outline the skill advancement track within the company from the start of the program. For example: Trainee → Line Leader → Supervisor. A transparent system like this dispels misconceptions and builds long-term commitment by showing workers that their efforts can lead to meaningful progression.
5. Create “Day in the Life” Video Content
A lot of foreigners who have never been to Japan might have presumptions about Japan, but they might be disappointed if the reality of working in Japan does not match their expectations, affecting their work morale. To prevent this, you can ask current Indonesian workers to produce a short but realistic video of them working in Japan in a day. You can support them by subtitling (in Indonesian and Japanese), providing basic filming equipment (can be their phones too), ensuring privacy and media consent, and so on. This helps bridge the expectation gap for future recruits, and foster empathy and understanding among Japanese team members.
Incorporate Case-Base Interviews to Evaluate Emotional Intelligence
Lately there has been cases of some Indonesians in Japan causing public nuisance, painting Indonesians in a bad picture. Not only that, when hiring foreign workers in general, there is a risk of workplace conflict due to difference in work culture, and so on. Therefore, to ensure high-quality hires and prevent these from happening, consider using case study-style questions in Japanese to assess cultural awareness and emotional maturity. For example:
「挨拶を無視されたらどうしますか？」 (What would you do if your greeting was ignored?)
「インドネシア人の同僚がいじめられているのを見たら、上司に報告しますか？」 (If you saw your fellow Indonesian colleague being mistreated, would you report it?)
「SNSで『インドネシア人は信用できない』という投稿を見たら、どう対応しますか？」 (If you came across a post saying “Indonesians can’t be trusted,” how would you respond?)
These questions allow employers to assess how candidates handle realistic, sensitive situations in a culturally appropriate and constructive way. While public opinion regarding foreign workers in Japan has fluctuated in recent years, thoughtful hiring practices such as these can contribute to a more harmonious, diverse, and productive workforce.
Final Thoughts
Japan is a favorable country for Indonesians, and it is understandable that they want to work there. As a company owner in Japan, you can leverage on this trend to optimize your company and working condition so that it attracts workers from Indonesia to your company.
At Vintage Management, we provide consultation services to business owners, including those who are looking for Indonesian SSW foreign talents to work in Japan. If you are looking forward to do so, please contact us here for a private discussion: https://seeandconnectsg.com/contact/
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