Though often considered to be a conservative industry, Japan’s sales sector is currently in a transformative state that is seeing changes in a number of areas. With the movement towards becoming a predominantly solutions-based sector, new developments in technological fields, right down to the very demographics of the professionals that make up the workforce, it is an industry in the throes of change.
Candidates for the following roles are most in demand in Japan’s sales industry:
- Sales manager (new business development)
- Account manager/Key account manager (client relationships)
- Account manager (automotive)
- Program manager (automotive)
Hays Japan services three primary sectors of the sales industry – information technology (IT), industry and manufacturing and consumer services – and while the last 12 months has seen each area face its own challenges, there are many key areas in which each sector is seeing common developments, according to Marc Burrage, Managing Director of Hays Japan.
“With the commonly-held belief that client relationship building is the sole key to progress, sales has historically been a male-dominated arena, with seniority prized above all. However, this is changing, and companies are proactively recruiting women, while modernising sales habits towards a team-based strategy which is appealing to younger candidates.”
This younger workforce is joining the industry at a time when the days of traditional tangible products being the key driver in sales are no longer viable, as companies turn instead to solutions provision. This means that companies are increasingly focusing on client retention and increasing revenue from existing clients, favouring vertical sales within organisations.
A key reason for this is the development of technology, both in the solutions provided and the way that they are sold.
“AI and the rise of automations are proving to be a big influence. This trend is driving more partnerships and more mergers as companies look to provide better, more complete solutions for their clients,” Marc says.
“Additionally, in the consumer services area digital and ecommerce is expanding rapidly. Sales teams are working in collaboration with marketing and ecommerce teams to develop strong relationships with distributors, wholesalers and retailers.”
These dramatic changes are putting considerable strain on an already shallow candidate pool, driving companies to be competitive, and innovative, in recruitment.
“Larger companies with expansive budgets look to promote themselves on digital channels and traditional media, primarily focusing on the quality of solutions and services they provide, improved work/life balance, as well as how advanced their technology is and their ability to implement new technologies, rather than the company itself,” notes Marc.
“In the competitive marketplace companies are also looking to engage candidates directly through LinkedIn or other local career websites as well as boosting their internal recruitment teams by hiring talent acquisition managers with recruitment agency backgrounds. However, while this latter tactic is proving successful in the short term, companies often struggle to provide the right environment to retain their employees, a situation that is particularly prevalent in the automotive industry.”
Whether hired by way of recruitment companies or internal practices, candidates looking for career progression are expected to be highly skilled, in possession of strong industry knowledge, to have direct access to decision makers and comfortable with high-level business English or Mandarin. But if they are proficient in these areas, then it can be an extremely rewarding career.
“Sales is one of the most lucrative industries in Japan, with an IT-based sales person with 10 to 15 years’ experience able to earn similar to that of a CEO of a consumer goods company. If you have the in-demand skills, with high English ability, an engineering degree and the required knowledge level, then the market is open for you as a candidate, and every company will be interested in your joining them,” Marc adds.
“Overall the sales industry is always hot, and for anybody wanting to change career, I highly recommend it.”
An overview of what other trends have been observed in Japan’s sales sector can be viewed below.
- While bilingualism is a key trait for which companies look for in a candidate, this is generally restricted to Japanese natives only, as being immersed in the local culture and possessing an in-depth understanding of Japanese business manners is a must.
- Although companies are increasingly competitive in candidate attraction, this is not necessarily seen in salaries, as most positions pay a similar base. Instead companies leverage the quality and longevity of the solutions they provide as a way of attracting candidates.
- For many candidates, stability rather than progression is key when looking at a prospective employer. Jobseekers commonly look to whether the technology or service that the organisation provides is likely to still be in practice in five to 10 years’ time, thus ensuring that they will retain that position.
- With the coming of the Rugby World Cup in 2019 and the Olympics in 2020, the consumer side is seeing more of a demand for bilingual – particularly English – candidates than elsewhere in the industry.
- These two events are also driving a trend for two to three-year sales contract roles for sales analysts, project managers, data analysts and market analysts.
To view the full Inside Story report of Sales in Japan, please click here.
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About Hays
Hays plc (the "Group") is a leading global professional recruiting group and is celebrating its 50th anniversary this year. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Asia Pacific and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. As at 30 June 2017 the Group employed 10,000 staff operating from 250 offices in 33 markets across 20 specialisms. For the year ended 30 June 2017:
– the Group reported net fees of £954.6 million and operating profit (pre-exceptional items) of £211.5 million; – the Group placed around 70,000 candidates into permanent jobs and around 240,000 people into temporary assignments;
– 24% of Group net fees were generated in Asia Pacific, 49% in Continental Europe & RoW (CERoW) and 27% in the United Kingdom & Ireland; – the temporary placement business represented 59% of net fees and the permanent placement business represented 41% of net fees;