Following is a guide to help you use the JobsinJapan.com website and features more effectively and efficiently. If you have questions or need assistance in posting your job or using the site, please let us know at [email protected] as we are happy to help.
To access the Employers area click on the ‘Employers’ link located in the top-right corner of the JobsinJapan.com homepage. (If you’re a first-time user, click the ‘Register’ tab).
Select the posting package which best meets your needs and budget.
Job Description – If you need tips on writing an effective job description, please see our notes here
Filters – For the English / Japanese Language ability and “Restricted to Domestic Applicants” requirements, job seekers that do not match or exceed these criteria will be blocked from applying to you position.
Image Gallery – Job descriptions with images gather more applications than those without. Images that work well are those of the interior of the company and those of staff working at the company.
Video – If you do not have a corporate video, many companies (especially rural ones) insert a travel/tourist information YouTube video to give the job seeker an idea of what it is like to live in that city.
Cover Image – This image only appears with the Featured & Semi-Featured job listings. Please make sure the image size is 760 x 100 pixels.
Application Redirect URL – Only use this function if you wish to have the job seeker to be taken to an external site (i.e. your company’s hiring page). In this case, application information will not be stored in your account. The Apply button works as a hyperlink to another URL.
After creating your job description, a preview of the job will be displayed to show you how the job will look online. Please check the approval box and submit tab at the bottom of this page to publish your job online or it will remain in the “DRAFT” stage.
JobsinJapan.com accepts payment via Bank Transfer, Credit Card (Visa or MasterCard) or PayPal.
Note: In principle, Employers are expected to make pre-payment for job listings. As there is a time delay when confirming payments made by bank transfer, it is advisable to use an electronic payment method if listing the position is urgent.
On the Manage Applications page, there are many features to help you sort, rank and communicate with the job seekers who have applied to your positions.
a) Rank and Sort Applicants – one can sort applicants by job applied to, stars, status as well as make changes to applicants in bulk.
b) Quick view of profile information – if you hover over the name, a window will appear showing the applicant’s basic profile information (Ex. Current Location, Nationality, Visa Status, Language Ability)
c) Corresponding with Applicants – Communicate with the job seeker efficiently. The templates for “Send Invitation” and “Send Rejection Letter” can be customized and saved for quick use.
Action Tabs: Send Invitation, Send Rejection Letter, Send Message, Delete Application
Sample: Send Invitation Letter – Use the sample message or customize your message.
Sample: Rejection letter
Rank applicants by Interview Status, Star Ranking and add any internal notes allowing you to stay organized.
My Notes – Interview Status
Rank applicants by Interview Status, Star Ranking and add any internal notes allowing you to stay organized.
The Screening Questionnaire function will help you streamline your hiring process. Sometimes there is information you would like to know which may not be included in the resume. With the Screening Questionnaire, you can ask a number of questions for the applicant to answer which will be displayed with the application.
A) Types of questions – You can ask for a written response (Text Box), Multiple Choice with one answer only (Single Answer), or Multiple Choice with many answers acceptable (Multiple Answers).
B) Questionnaire Failure – Please let the Acceptable Answer box un-checked if that response is not acceptable and denotes a Failing Score.
* Applicants do not know they pass or fail the questionnaire.
* Maximum of five questions.
C) View of Questionnaire in Application Folder – Under the Cover Letter and Message tab, you can see the results of the questionnaire. Green denotes a “passing” grade and red denotes a “failing” grade.
D) Questionnaire Results – Clicking on the Questionnaire tab will show the responses by applicant. In the below example, the “failing” reply is shown in red.
Video Player icon – you can request candidates to answer a number of set interview questions in a relatively controlled way which are then stored on video for your review.
Once you have clicked the “Send Invite” button, the candidate will receive an email with the invitation and the option to complete the automated interview. Once completed, a link to the video of their answers will become available to you here.
The Icon will change color depending on whether the person has taken the video interview or not.
The other two tabs allow you to view the applicant’s resume file or view their online resume.
For those job seekers with a Video Interview, you can see their interview response questions by clicking on the “Watch Interview” tab.
We have the JIJ Mascot ask a series of questions depending on the job seeker: 1) Certified Teacher Questions, or 2) General Questions.
A larger variety of questions may be added in the future.
What the Interviews look like:
Qualified Teacher Video Questions
Question 1 – Can you tell me a little about yourself?
Question 2 – What would you say are your strengths?
Question 3 – What professional development classes, workshops, training have you attended?
Question 4 – How will you handle students who have no interest in studying English?
Question 5 – Please let us know your biggest challenge, and how you got over it.
Question 6 – What do you like to do outside of work?
General Questions
Question 1 – Can you tell me a little about yourself?
Question 2 – Why did you come to Japan? (Why do you want to come to Japan?)
Question 3 – What would you say are your strengths?
Question 4 – What are you passionate about?
Question 5 – What do you like to do outside of work?
Question 6 – Can you speak Japanese? Please demonstrate if able.
What the Interviews look like:
We have added Speechace technology to our Video Interviews which provides extremely accurate results of a person’s spoken English fluency. This is a huge benefit for employers hiring applicants that require English fluency such as Eikaiwa teachers, ALT, etc.
Until now, a job applicant’s language ability was a “self assessment” with the terms Fluent and Native-level being highly subjective. Not anymore with JobsinJapan.com & Speechace.
Along with the video interview, the employer gets a transparent detailed interactive report, with overall descriptive feedback, evaluating the applicant’s spoken English language and returns Grammar, Pronunciation, Vocabulary, and Coherence scores aligned with standard rubrics such as CEFR, IELTS, PTE, TOEFL and TOEIC tests.
How accurate are the results?
There have been tens of thousands of tests analyzed, and an ACTFL (American Council on the Teaching of Foreign Languages) certified evaluator and instructor at the university conducted a manual evaluation of a large sample of student’s recordings compared against the automated score from the Speechace speaking test. The results of the comparison observed a mean difference of ±0.54 IELTS points between teacher score and Speechace scores.
Since the launch of the Speechace speaking test in December 2021, the test has been taken over 200,000 times. The test has been extensively used for a variety of use cases including college admissions, test prep, hiring for call centers, airline cabin crew members and employee skill assessment for quality control.
Note: It is important to note that is it not necessary, and nearly impossible, to score high on every metric all the time. Even Native English speakers will not get a perfect score.
JobsinJapan.com has a resume bank allowing you to search for job seekers by industry, education, title and location.
a) Online Resume Information – Sample
In addition to the applicant’s Professional and Educational information, you have the ability to contact the person via a number of various ways. Depending on the job seeker’s privacy settings, you may or may not have access to the name and email address. If the person applies to your job, all information is disclosed.
Employers sometimes ask us about how to increase the response to their job listings. While there can be any number or reasons (i.e., compensation, location, requirements, etc.), the issue is often a poorly written job description.
Just as employers only skim the first part of a resume or cover letter, job seekers do the same with job postings. If it does not attract their attention, they move to the next opportunity advertised.
Employers often make the mistake of only including their requirements instead of appealing to what would motivate a candidate to apply for the job. In addition to your needs, you will need to write your job description, which is an advertisement, to include items that would relate to their personal and professional goals, interests or other items which may motivate them.
Just remember to “think like an applicant” and write what would make you apply for the job.
Specific job titles are better than general ones. One should describe the role accurately.
Bad Title: Teacher
Good Title: Certified Children’s English Teacher
Bad Title: Programmer
Good Title: Senior Computer Programmer with C++ proficiency
Here are some items that can be found in an effective job description:
Listings that do not include a salary (or salary range) get far fewer applications than those that do. Even if the salary range is very wide, it is good to list what this is and what must be done to achieve the hiring listed salary.
Terms like: competitive pay, salary negotiable, compensation commensurate with experience, market rates and uncapped bonuses scare away potential candidates. It tells the job seekers little and is one of the “red flags” for avoiding a bad company. While your intention may be to pay qualified candidates a higher salary, it gives the impression that you will try to negotiate them into a lower salary.
Be sure to list both the monetary and non-monetary benefits of the job. If you offer company housing, be sure to mention it along with the market rate for the apartment in your area.
Other benefits can include training, opportunities for advancement, location, flexible working hours, health insurance, professional development, etc.
All postings on Jobsinjapan.com include a Company Profile page (update the Company Profile at the My Profile folder).
While it is informative to state the facts about your company, be sure to use this page to give the job seeker some information that they cannot find on your company’s website. For example, you can write about: 1) Why is your company a great place to work, 2) Company culture, 3) Employee benefits, etc.
Applying to jobs online is too easy, just a few clicks is all it takes. While convenient for the job seeker, it also encourages them to apply for jobs which they are quite qualified for. This is not just with Jobsinjapan.com but with all online job resources.
To address this problem, jobsinjapan.com has a Screening Questionnaire function where you can filter out only relevant applicants, saving you time, by “testing” them when they apply for your job.
The following guidelines will help you develop job content and recruiting practices that are consistent with Jobsinjapan.com’s standards for an optimal job seeker experience. JobsinJapan.com reserves all editorial rights to edit job postings and may refuse to post a job that does not adhere to the guidelines herewith.
All postings have to be in accordance with our Terms of Service
Listings that prove misleading, compromise the job seeker experience or those which we are not convinced represent a “real” job may be removed from the site altogether.