When comparing countries that send international talent, the first hurdle for corporate hiring managers is often not knowing which country to hire from. Candidate countries range widely—Vietnam, the Philippines, Indonesia, Myanmar, Nepal, and more—and each differs in systems, procedures, and cultural background. This article organizes differences by sending country from both institutional and practical angles and explains the decision criteria you should confirm before hiring.

What Are International Talent Sending Countries? Comparing Key Country Characteristics

Sending countries are the home countries of international talent who work in Japan, and they carry important meaning under status of residence systems such as Specified Skilled Worker and Technical Intern Training. Under the Specified Skilled Worker system, the Japanese government has concluded bilateral memoranda of cooperation (MOUs) with multiple countries, and whether an MOU exists—and what it covers—directly affects hiring practice.

At present, agreements have been concluded with many countries, including Vietnam, the Philippines, Indonesia, Myanmar, Cambodia, Nepal, Mongolia, Sri Lanka, China, Thailand, Bangladesh, and Uzbekistan. Certification systems for sending organizations, fee caps, and the level of Japanese-language education differ by country, so comparative review can determine whether hiring succeeds.

Briefly summarizing key country characteristics: Vietnam sends the largest numbers and has many sending organizations, but fees can vary widely by organization, so caution is needed. The Philippines has a strong English-education base and English communication is often easier, while Japanese-language learning tends to require extra time. Indonesia has a large Muslim population, and consideration for prayer times and meals (halal) is an important factor in workplace retention. Myanmar is known for a Japan-friendly national character and is valued for diligence, while changes in the political situation can affect travel procedures.

The latest eligible countries and system details are updated from time to time on the Immigration Services Agency of Japan’s Specified Skilled Worker system page, so always check before recruiting.

Differences in Systems and Procedures by Sending Country

In a sending-country comparison, the factors with the greatest practical impact are whether procedures must go through a sending organization and the associated costs and timelines. Required procedures differ substantially depending on whether you hire someone transitioning from Technical Intern Training or invite a new hire from overseas.

Countries That Require a Sending Organization vs. Countries Where Direct Hiring Is Possible

In some countries, bilateral memoranda of cooperation require sending through a “certified sending organization.” Vietnam and Cambodia are representative examples; hiring via an organization not listed on the certified sending-organization list often leads to trouble. By contrast, procedures for the Philippines proceed under the management of POLO (Philippine Overseas Labor Offices), so you need to understand its own rules.

Differences in Fee and Cost Structures

Fee levels borne by the individual and the scope of costs the employer should bear differ by sending country. When fees are opaque, they can lead to debt-related resignation risk for the worker, so it is important to refer to the approach to appropriate cost-sharing indicated on the Ministry of Health, Labour and Welfare’s foreign worker employment measures page.

Japanese-Language Education and Skills Test Delivery Systems

The availability of Japanese-language schools in the sending country and how often Specified Skilled Worker skills evaluation exams are held also differ by country. In countries with fewer exam sessions, lead time to hire tends to be longer, so checking the schedule in advance helps things go smoothly.

Culture and Daily Customs by Country and Their Impact on Workplace Retention

Beyond systems, differences in cultural background directly affect workplace retention. When comparing sending countries, understanding of religion, food customs, and leave practices is also essential.

In Vietnam, Lunar New Year (Tet) is the most important occasion, and consideration for employees who wish to return home is a first step in building trust. Talent from Indonesia and Malaysia is often Muslim, and securing prayer space and understanding of halal meals are expected. For Myanmar talent, Theravada Buddhist cultural background and distinctive naming customs can affect workplace communication. We explain this in more detail in our article on workplace communication with Myanmar talent; if your company is considering hiring Myanmar talent, please review it as well.

Many Filipino workers are Catholic and tend to value occasions such as Christmas and Holy Week. Nepalese talent often comes from mixed Hindu and Buddhist backgrounds, and requests for leave around festivals such as Dashain are another point worth keeping in mind.

Building an acceptance framework with this cultural background in mind helps prevent early resignation. Our basics of hiring foreign workers article explains in detail the systems accepting employers should put in place first.

Common Questions from the Field

As a Registered Support Organization receiving inquiries from companies, we hear several typical questions about comparing sending countries.

The first is which country’s talent has the highest retention rate. Retention is strongly affected not only by nationality but also by the workplace acceptance framework and whether Japanese-language support is available, so a simple nationality comparison does not yield an answer. What is needed instead is a holistic judgment that includes the candidate’s work experience and Japanese level as well as the employer’s support system.

The second is how to avoid trouble with sending organizations. There have been reports of cases in which high fees were demanded or contract terms were opaque. Certification status of sending organizations can be checked in materials published by the Immigration Services Agency of Japan, so we recommend thorough pre-contract verification.

The third is whether multiple countries should be considered at the same time. For certain industries and occupations, eligible countries may be limited, so the starting point is to confirm the eligible countries for the industry in which your company is recruiting.

Failure Patterns and How to Avoid Them

Mistakes in comparing sending countries can lead to unexpected trouble after hiring. Below we organize common failure patterns and how to avoid them.

The first failure pattern is signing a contract without verifying the actual status of the sending organization. Going through an uncertified organization can make the individual’s fee burden opaque and lead to dissatisfaction and resignation after joining. The avoidance measure is always to check sending-organization certification status against information published by the Immigration Services Agency of Japan and to review the contract in advance.

The second is proceeding with acceptance without cultural consideration. Without regard for religious dietary restrictions or festival days, the individual’s workplace satisfaction falls and early-resignation risk rises. The avoidance measure is to learn the cultural background of the target country before hiring and flexibly adjust workplace rules at the acceptance-preparation stage.

The third is misjudging Japanese-language level. Because Japanese-education standards differ by country, you need to confirm actual communication ability in interviews, not only qualifications on paper. It is important not to rely solely on Japanese-Language Proficiency Test (JLPT) level and to assess conversational ability needed for the job in the interview.

Points Hiring Managers Often Overlook

Here are several points hiring managers often overlook when comparing sending countries.

The first is the speed of system changes in target countries. Bilateral memoranda of cooperation may be added or updated, and conditions at the start of recruitment may differ from those at the time of joining. A habit of regularly checking information from the Immigration Services Agency of Japan and the Ministry of Health, Labour and Welfare is needed.

The second is changes in the political and economic situation in the sending country. Some countries, such as Myanmar, are more prone to effects on travel procedures, so it is desirable to grasp risk factors before recruitment begins.

The third is differences in eligible countries by type of status of residence. The range of eligible countries can differ between Specified Skilled Worker and Technical Intern Training, and confusing them can disrupt the hiring schedule. If you are considering highly skilled international talent, the status of residence requirements themselves differ, so reviewing an explanation of statuses of residence for highly skilled international talent as well will deepen your understanding.

The fourth is coordination with job information from public agencies such as Hello Work. Some regions have consultation desks at Hello Work on employing foreign workers, making them useful channels for obtaining the latest system information.

Decision Criteria for Choosing a Sending Country

Decision criteria when comparing sending countries can be organized into four main points.

The first is institutional stability. Countries with a concluded bilateral memorandum of cooperation and an established sending-organization certification system tend to see fewer procedural problems.

The second is the level of Japanese-language education. It is important to check the availability of Japanese-language schools and how often Specified Skilled Worker skills evaluation exams are held, and to estimate lead time to hire.

The third is cultural fit. In light of your workplace environment and industry characteristics, consider how far you can accommodate religion, food customs, and leave practices.

The fourth is whether talent with prior work experience in Japan is available. People who already have work experience in Japan tend to adapt to workplace culture more quickly and can be expected to contribute as ready talent. Using these decision criteria as an axis to consider the optimal sending country for your industry and company size helps improve post-hire retention.

Organizing the pre-sending confirmation flow, the sequence is as follows. As a diagram of the pre-hire confirmation flow, proceeding in order through five steps—confirming the target country’s system, confirming sending-organization certification, confirming Japanese level in interviews, preparing cultural considerations, and applying for status of residence—can minimize hiring risk.

Practical Checklist

We have organized the items to check when comparing sending countries. We recommend confirming each one before recruiting.

  • Have you confirmed on Immigration Services Agency of Japan published information whether the target country is covered by a Specified Skilled Worker bilateral memorandum of cooperation?
  • Have you confirmed in advance whether the sending organization is certified?
  • Is the breakdown of fees and cost-sharing clearly stated in the contract?
  • Have you reflected the target country’s religion, food customs, and festival days in your acceptance framework?
  • Have you confirmed Japanese level not only on paper but also in actual interviews?
  • Does the type of status of residence (Specified Skilled Worker, Technical Intern Training, Highly Skilled Professional, etc.) match the occupation you are recruiting for?
  • Do you have a system for regularly checking the latest information from the Ministry of Health, Labour and Welfare and Hello Work?

Frequently Asked Questions (FAQ)

Q1. Does hiring cost differ significantly by sending country? Fee levels differ by sending country and sending organization. When fees are opaque, the individual’s burden grows and can lead to resignation risk, so advance confirmation of contract terms is important.

Q2. Where can I check the countries eligible for Specified Skilled Worker? The Immigration Services Agency of Japan’s Specified Skilled Worker system page publishes the latest list of countries with which bilateral memoranda of cooperation have been concluded. Always check before recruiting.

Q3. How far do we need to go in addressing cultural differences? Consideration for religious dietary restrictions and festival days has a major impact on workplace retention. Even when full accommodation is difficult, aligning expectations with the individual in advance can prevent trouble.

Q4. Is it possible to search for candidates from multiple countries at the same time? Yes. However, procedures and required documents differ by target country, so having internal management systems in place is a prerequisite.

Conclusion

When comparing international talent sending countries, it is important to base your review on four decision criteria: institutional stability, level of Japanese-language education, cultural fit, and prior work experience. Confirm sending-organization certification status and fee transparency in advance, and put in place a system for continuously checking the latest information from the Immigration Services Agency of Japan and the Ministry of Health, Labour and Welfare.

Correctly understanding the characteristics of each sending country and choosing talent that fits your industry and workplace environment leads to higher post-hire retention. If you need help with system confirmation or hiring practice, feel free to contact us via Foreign Talent Insights. Our specialists will provide concrete advice tailored to your company’s situation.

Where to Check Official Information

Systems, employment management, and official announcements by country are updated over time, so also check the following primary sources before and after publication.

Immigration Services Agency of Japan Specified Skilled Worker system page — check and cross-reference the latest systems, employment management, and official announcements.

Ministry of Health, Labour and Welfare foreign worker employment measures page — check and cross-reference the latest systems, employment management, and official announcements.

e-Gov Law Search — check and cross-reference the latest systems, employment management, and official announcements.

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