日企向礼貌的外国求职者敞开大门

2014-09-24 18:21:11来源：可可英语

　　Of more than 800 midsize to large companies surveyed by Disco, "48 percent of them say theyplan to recruit non-Japanese college graduates," Mr. Ogake said. "That is up from 35 percentlast year." The number was just over 20 percent a few years back, he added.

　　在迪斯科调查过的800多家大中型公司中，“48%的公司称计划招聘非日本籍的大学毕业生，”大悬德说。“同去年相比增加了35%。”他补充说，回到几年前，这一比例仅略高于20%。

　　At many large corporations now "it is common to have a 10 percent target quota forinternationals," he said.

　　他说，在很多大企业，现在“国际员工占10%的目标配额很常见”。

　　Yet for all the stated goal of fostering diversity, foreign job seekers are still expected to fit theJapanese mold.

　　然而，尽管有明确的增加多样性的目标，招聘方依然希望外国求职者能符合日本模式。

　　Tomoyuki Ichikawa, executive officer in the global business department at Pasona, anotherjob fair host, said he encouraged internationals to embrace Japanese manners, even if theywere not required to do so by corporations, strictly speaking.

　　另一家招聘会组织机构保圣那(Pasona)全球业务部执行官市川友之(Tomoyuki Ichikawa，音译)表示，他鼓励国际学生遵循日本的礼仪，尽管严格说来，企业并没有要求他们这么做。

　　"We want international students to be on the same playing field as Japanese students," he said. "It would be sad if they are rejected on the basis of etiquette."

　　“我们希望国际学生能和日本学生公平竞争，”他说，“如果他们因为礼仪被拒，就很遗憾了。”

　　The dress code for men may be informal, but it is clear: black suit, bleached white shirt and anondescript necktie. Women are advised to wear a skirt, especially for tradition-boundfinancial institutions.

　　对男性而言，着装要求可能是非正式的，但很明确：应该穿黑色套装、经过漂白的衬衫、普通领带。女性建议穿裙子，尤其是去深受传统影响的金融机构求职时。

　　While 33 percent of international respondents surveyed by Disco indicated some discomfortwith the rigidity of the dress code, Mr. Ogake justified it as just part of a screening processthat all job applicants must go through. Employers also administer examinations for jobhunters, with a battery of questions that test their knowledge of world affairs and their generalprofessional aptitudes.

　　尽管在迪斯科的调查中，33%的国际受访者表示对严格的着装有些不适应，但大悬德解释说这是所有求职者必须经历的一个筛选过程。招聘方也会组织求职者参加考试，通过一系列问题检验他们在国际事务上的知识，以及总体上的职业资质。

　　The fixation on form has much to do with the fact that Japanese corporations recruit a largenumber of new graduates each year, often numbering in the hundreds. Bank of TokyoMitsubishi, one of the world's largest banks, hired 1,550 employees last year, for example. Withsuch large numbers to sort through, companies need some form of triage process, Mr. Ogakesaid. "The whole process needs to be efficient and systematized," he said, with the dress codeacting as a useful starting point, indicating a candidate's readiness to conform to expectedcorporate behavior.

　　对于形式的执着，与日本企业每年招聘毕业生往往高达数百人有关。例如，作为世界规模最大的银行之一的三菱东京日联银行(Bank of Tokyo-Mitsubishi UFJ)去年一共招了1550人。大悬德说，既然要筛选这么多人，公司就需要某种筛选程序。他说，“整个过程应该高效而系统化。”着装要求就是一个有用的出发点，能说明应聘者将来是否愿意遵守公司的行为规范。

　　The Japanese hiring approach has its advantages for entry-level candidates. Rather thanrecruiting to fill specific openings and vacancies, as many Western companies do, Japanesecorporations hire a large number of fresh graduates annually and train them into a productiveworkforce. Newly minted graduates have a shot at landing a job at such marquee names asToyota Motors, which engaged 600 new hires in 2013.

　　日本的招聘方法对于初级应聘者而言具有一定优势。许多西方企业都会针对具体职位空缺来招聘，日本企业则会每年聘用大量刚从学校毕业的人，然后把他们培训成高效率的劳动力。刚刚从学校毕业的学生有机会在丰田汽车(Toyota Motor)等大公司找到一份工作。2013年，丰田一共招了600人。

　　Since most international students don't have proven experiences on their résumés, "that mustwork out well for internationals," said Yoshihiro Taguchi, a representative of NAP, a volunteerorganization that helps international students find jobs in Japan.

　　由于大多数留学生的简历上都没有工作经历，“这对留学生而言肯定是有利的，”NAP的代表田口吉弘(Yoshihiro Taguchi，音译)说。NAP是一个帮留学生在日本找工作的志愿者组织。

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