Today, hiring foreign nationals is no longer unusual. As a way to reduce the workload and legal risks involved, it is drawing attention for “a recruitment process outsourcing (RPO)” and “a support from a sharoushi.” However, choosing carelessly can lead to mismatches and disputes.
In this column, a highly experienced sharoushi in the field explains clearly everything from the basics of foreign national recruitment outsourcing to effective collaboration with a sharoushi!
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目次
1. What Is a Recruitment Process Outsourcing (RPO) Service?
An increasing number of companies exploring the hiring of foreign nationals are considering the use of “recruitment process outsourcing.” Companies can recruit more efficiently and reliably by delegating hiring tasks that are hard to cover in-house to a specialized external firm. We explain in detail the scope of work, typical fee ranges, and key points for choosing a foreign-national RPO.
1-1. Scope of Work
Foreign-national RPOs support a wide range of recruitment operations on behalf of a company’s HR staff. Typical tasks include:
- Creating and posting job advertisements
Handles placement on various job boards and drafting of ad copy. - Applicant reception and management
Organizing applicant data and screening. - Coordinating and conducting document screening and interviews
Covers schedule management and assigning interviewers. - Following up with successful candidates
Confirming intent to join and guiding them on necessary paperwork. - Visa application support Confirm in advance whether the RPO can provide this.
- Post-hire training programs Often offered as an optional service.
Depending on company needs, you can outsource everything end-to-end or only selected tasks. This allows HR to focus on core responsibilities—a major advantage.
1-2. Typical Fee Ranges
RPO fees vary significantly depending on the scope requested and the contract type. Common pricing models and ballpark ranges include:
- Job advertisement posting fees
From tens of thousands to hundreds of thousands of yen (depends on medium and posting period). - Screening/interview outsourcing fees
Typically several tens of thousands of yen per candidate. - Follow-up for successful candidates
May be charged on a flat monthly basis or as success-based fees. - Success-fee model
Fees arise only upon successful hire (generally 20–35% of annual salary).
Because pricing varies widely by provider, it is essential to obtain quotes from multiple firms and confirm cost breakdowns and any additional fees.
1-3. How to Choose the Right Provider
Use the following checkpoints to select an appropriate partner from among many RPO services. Match your company’s situation with the services required and choose accordingly.
- Track record and expertise in hiring foreign nationals
Choose a provider familiar with visas and labor law. - Responsiveness and support framework
Confirm whether your point of contact responds flexibly and how they handle trouble. - Intercultural understanding and communication skills
Assess whether they can handle interactions with foreign candidates smoothly. - Cost-effectiveness
Judge not by low price alone, but by the balance with the quality of introductions, hiring success rates, and aftercare support.
2. Work You Can Entrust to a Sharoushi
In foreign-national hiring, post-hire management, labor-risk countermeasures, and building a compliance framework are the professional domain of the Labor and Social Security Attorney (sharoushi).
While “immigration” tasks such as status-of-residence (visa) applications and immigration procedures are primarily handled by gyoseishoshi (administrative scriveners), please consult a sharoushi regarding post-contract matters: establishing working conditions, building internal systems, and preventing/handling labor disputes. The followings are concrete services you can commission to a sharoushi.
2-1. Advisory Services
A sharoushi provides accurate advice on a wide array of issues related to hiring foreign nationals.
- Checking work restrictions and the legality of working conditions
- Advising on the drafting of employment contracts and terms-and-conditions notices
- Providing up-to-date information on legal amendments
Hiring foreign nationals entails numerous institutional constraints and cautions not present in hiring Japanese nationals. A sharoushi’s strength lies in proposing optimal solutions tailored to each company’s circumstances and industry.
For status-of-residence categories and eligibility, consult a specialist gyoseishoshi!
Japan generally restricts the scope of work foreign nationals may perform. Depending on academic background and work history, permissible activities are limited; even with high skill and motivation, hiring may be impossible in some cases.
Hiring without proper knowledge can lead to serious problems. To avoid such risks, we recommend consulting a gyoseishoshi who specializes in visa applications.
Within the Daiichi Sogo Group, our gyoseishoshi corporation specializes in visa applications. Labor/employment matters are handled by sharoushi, and visa matters by gyoseishoshi—offered seamlessly in a one-stop manner!
＊For details, please check the website of “Daiichi Sogo Office, Gyoseishoshi Corporation.”
2-2. Labor Management
Sharoushi also play a key role in building labor-management systems for foreign workers.
- Support for working-hours/holiday management and payroll
- Acting as agent for social and labor insurance procedures
- Advice on labor risks unique to foreign workers (cultural and language gaps)
- Drafting and revising work rules
Inadequate labor management heightens the risk of disputes and administrative guidance. With a sharoushi well-versed in issues unique to foreign nationals, you can build a secure, compliant employment environment.
2-3. Benefits of a Retainer (Advisor) Contract
More companies are entering into ongoing retainer agreements with sharoushi. Compared to ad-hoc (spot) work, retainers offer benefits such as:
- Continuous support for legal compliance
- Rapid response to urgent issues
- Providing and reflecting the latest system information
- One-stop handling of procedures and consultations
- Both greater operational efficiency and cost reduction
Compliance with laws and regulations is particularly crucial when hiring foreign nationals. Given that systems and administrative practices frequently change, it is reassuring to have a system in place that can consistently obtain the latest information and respond accordingly.
3. Collaboration Between RPO and Sharoushi
To succeed in hiring foreign nationals, collaboration between an RPO—the professionals of recruitment—and a sharoushi—the specialists in labor and HR management—is highly meaningful.
3-1. Benefits of Collaboration
RPOs and sharoushi provide companies with both “offense” and “defense” by collaborating.
Strengths of RPOs
- Drafting job postings and selecting media
- Applicant management and screening
- Interview scheduling and facilitation
- Recruitment marketing and PR activities
Strengths of Sharoushi
- Establishing working conditions for foreign workers (contracts and work rules)
- Acting as agent for social and labor insurance procedures
- Legal compliance and risk countermeasures for foreign-national employment
- Retention support, training, and assistance with subsidy applications
Combining these strengths, collaboration between RPOs and sharoushi offers companies benefits such as:
- Advancing recruitment activities and labor management efficiently in parallel
- Building a compliance framework that avoids labor risks and administrative guidance
- Improving retention and preventing disputes among foreign workers
- Reducing workload and costs
3-2. Keys to Successful Collaboration
To ensure smooth collaboration between RPOs and sharoushi, keep the following points in mind.
Clarify the division of roles
RPOs handle the “front end of recruitment,” while sharoushi handle “post-hire management and retention support.” Both are involved in foreign-national hiring, but their purposes and timing are different. Therefore, it is important to clarify roles in advance.
Example:
A firm hiring foreign engineers commissions the RPO to handle ads and interview scheduling. After hiring decisions, the sharoushi translates employment contracts and work rules into English and covers social-insurance enrollment and training design.
Share information and communicate closely
It is important to establish regular reporting and progress review sessions regarding the hiring process and post-employment status.
Example:
A restaurant chain holds a monthly tripartite meeting (company–RPO–sharoushi), shares shift management for newly hired foreign staff and their understanding of company rules.
The sharoushi flags deficiencies in overtime management early and prevents disputes through corrective guidance.
Share your company’s challenges and needs
Clearly communicating your industry traits, working environment, and objectives for hiring foreign nationals in advance leads to appropriate support.
Example:
In a manufacturing site with many simple tasks, the company shared the challenge that “verbal instructions are hard to convey during work due to language barriers.” The sharoushi proposed multilingual terms-and-conditions notices and work manuals. The RPO adjusted screening standards to introduce candidates matched to Japanese-language proficiency.
Conduct regular progress reports and reviews of issues
After hiring, it is important to establish a system for monitoring retention rates and identifying any issues, implementing corrective measures as necessary.
Example:
A hotel experienced repeated early resignations among foreign staff. After hiring, the sharoushi conducted interviews and identified issues such as “unclear evaluation systems” and “no contact point for consultation.” Establishing an internal helpdesk and regular interviews greatly improved retention.
3-3. Cautions When Using RPO Services
RPOs are highly convenient, but over-delegation can lead to trouble. We explain common pitfalls and points that require attention as below.
Always verify the RPO’s experience with foreign-national hiring
Hiring foreign nationals involves different legal and practical hurdles compared to hiring Japanese nationals.
Choosing an RPO lacking knowledge of visa/status-of-residence issues may invite trouble due to inappropriate job postings or interview content.
Countermeasure
Always confirm “How many foreign-national hires have you handled?” and “Do you have a collaboration framework for visa matters?”
Insist on sharing not only results but also the “process”
There are also cases where the company is not involved in the selection process, such as “candidates were introduced but the rationale and selection process were unclear” or “interviews were conducted haphazardly.”
Countermeasure
Establish a system for aligning recruitment criteria and candidate profiles, as well as for providing interim progress reports during the selection process.
Beware of ‘additional fees’ even in success-fee models
Even if the initial price looks low, separate charges may arise for document preparation, following up successful candidates, and training.
Countermeasure
Confirm and put in writing the “fee breakdown” and which tasks are “optional” in scope.
Understand your company’s ultimate responsibility
Even if you use an RPO, the final responsibility rests with the employer (the company).
If illegal employment or labor disputes occur, “we left it to the RPO” will not suffice.
Countermeasure
Ensure your company conducts the final check of the terms-and-conditions notice and employment contract—or entrust this to a sharoushi.
4. Summary
As hiring foreign nationals becomes the norm, both recruitment and subsequent employment management require a high level of expertise and practical capability.
Leveraging RPO allows you to reduce the burden of recruitment while efficiently securing talent suited to your company. Meanwhile, post-hire labor management, social-insurance handling, and dispute prevention fall squarely within the sharoushi’s area of specialization.
Within the Daiichi Sogo Group, we offer an integrated solution combining RPO services with sharoushi-led labor support—providing one-stop assistance from recruitment through post-hire management.
If you wish to “succeed in hiring foreign nationals” and “prevent post-hire disputes before they occur,” please feel free to consult us.
Our usual contact information.
この記事の監修者
社会保険労務士法人第一綜合事務所
社会保険労務士 菅澤 賛
- 全国社会保険労務士会連合会（登録番号13250145）
- 東京都社会保険労務士会（登録番号1332119）
東京オフィス所属。これまで800社以上の中小企業に対し、業種・規模を問わず労務相談や助成金相談の実績がある。就業規則、賃金設計、固定残業制度の導入支援など幅広く支援し、企業の実務に即したアドバイスを信念とする。
