There are a number of ways to recruit employees in Japan, including using “Hello Work” (public employment security offices), private employment agencies, and placing advertisements in classified sections of magazines or job-hunting Internet sites, and newspapers. When companies look for relatively highly skilled human resources or intend to avoid the trouble of screening and other matters, companies typically use private employment agencies, as they offer the best means of securing personnel that best fit requirements. In this section, we will look at recruiting according to the level of staff needed: managerial and administrative.

The following is the content quoted from JETRO. please confirm.

(1) Managerial staff

Managerial staff working in a foreign enterprise in Japan earns about JPY10 million per year; salaries vary based on an individual’s skills and experience. Placement fees charged by private employment agencies can go as high as 35% of the employee’s first year annual salary. Search firms allow the company to interview as many candidates as necessary to find the right person for the job. Fees are typically paid only after a suitable candidate has been found.
Please note that while there is high demand for manager-class employees with relevant business experience, knowledge, and connections, Japan’s workforce is not as fluid as that in the West: the higher you set your sights, the harder it will be to find suitable staff. Allow at least a month to find managerial staff.

(2) Administrative staff

Administrative staff earn between JPY3 million and JPY5 million per year. There are a number of general and clerical tasks that must be performed when setting up a company, so it is recommended to hire administrative assistants with prior experience in such tasks. Another option is to “Hello Work”, advertise job vacancies in classified sections of magazines, newspapers, job-hunting and Internet sites.

(3) Personnel management

For companies employing workers, it is important not only to clearly define the conditions of employment, but also to institute a “personnel management system”, which includes such things as pay regulations, performance assessment systems, employment regulations and pension plans. It should be noted that the obligations to enroll in labor and social insurance systems where a company hires any employee differ depending on the company structure (Employing workers at a representative office, branch, or subsidiary),position (representative director, representative, general employee, etc.), or working conditions.