You've probably heard “Vision 2030” in boardrooms, on the news, or among recruiters. But what is it, really? In simple terms, Saudi National Vision 2030 is an ambitious, long-term plan launched by the Kingdom of Saudi Arabia under the leadership of Crown Prince Mohammed Bin Salman (MBS) that aims to diversify its economic growth beyond oil production. Learn more: https://greatwaysmanpower.com/ofw-news/global-labor-market-updates/all-about-saudi-vision-2030/

Aging Population Requiring Primary Care As previously mentioned in the earliest part of this blog, Australia's population drives up the demand for healthcare services. In 2024, the Australian Institute of Health and Welfare (AIHW) reported that there were over 2 million people aged 60 and above. With the aging population continuing to rise, this number is expected to grow even more by 2030. Burnout Among Healthcare Workers The pandemic revealed and worsened the stress faced by health care professionals. Long hours, emotional strain, and lack of support have caused high burnout rates, pushing many workers to leave the field. Training Gaps Limited slots in medical professional development and nursing schools, combined with long qualification periods, slow down the progress in the healthcare industry. A study conducted by the World Health Organization (WHO) emphasizes the need to scale up and strengthen the quality of health workforce education and training to address the global gap for health workers. Rural Shortages Shortages are worse in rural and remote areas, where fewer healthcare workers are willing to work. Limited resources, professional isolation, and fewer career growth opportunities make these regions harder to staff. Immigration Hurdles Australia has long relied on skilled migration to fill healthcare gaps. But recent immigration policy changes, along with global competition for medical workers, have weakened this approach. Learn more: https://greatwaysmanpower.com/ofw-news/ofw-helpful-guides/overseas-jobs-for-filipino-nurses-in-oceania/

The Specified Skilled Worker Program (SSW) is a Japanese work visa launched in 2019 to address labor shortages in different industries in Japan with high demand for manpower. It lets qualified foreign workers work in Japan for a fixed period, with some visa types offering a path to long-term residency. This program is different from the Technical Intern Training Program (TITP), which is mainly for skill development. The SSW visa is job-focused, requiring applicants to already have the skills and Japanese language ability to start working immediately. Specified Skilled Worker Program for Immigration: 2 Types of SSW Visa in Japan Specified Skilled Worker Visa Type 1: For skilled workers in approved industries. This visa is valid for up to five (5) years and does not allow you to bring any family members. Specified Skilled Worker Visa Type 2: For higher-skilled workers in selected industries. This visa allows family sponsorship and can often lead to permanent residency. Source: https://greatwaysmanpower.com/ja/ofw-news/ofw-helpful-guides/specified-skilled-workers-program-guide/

As an HR manager, you have an important role in resolving recruitment challenges. As a guide, here are simple yet effective ways to attract and retain a skilled construction workforce in Japan. Hire Foreign Construction Workers in Japan The local government is now welcoming overseas construction workers in Japan through the Specified Skilled Worker (SSW) visa program. This includes the specified skilled worker visa for construction jobs in Japan. Workers receive support such as Japanese language training, safety instruction, and work guidelines. The program also helps foreign workers adjust to life and culture in Japan. Build a Welcoming Work Environment Encourage more women to join your construction team and help break long-standing gender stereotypes. Remember, creating inclusive facilities and promoting work-life balance are key steps toward building a diverse, stable, and well-rounded workforce. A recent study about women in welding reveals a growing number of female welders, proving that diversity brings strength and innovation. If gender inclusivity works in welding, there's no reason it can't thrive in the construction industry as well. Establish Internship Programs Offering technical internship training programs in construction is a great way to attract younger workers in Japan. These programs give students hands-on experience and a better understanding of the industry. By seeing the real work environment, they can move past the common misconceptions of construction being “dirty” (汚い), “tough” (厳しい), and “dangerous” (危険な). Thus this approach helps build interest and respect for careers in construction among the next generation. Maximize Technology and Modernize Construction Adopting advanced machinery and automation can reduce the physical strain of construction jobs, making the industry more appealing to a broader range of workers in Japan. By using digital tools for design and planning, and drones for real-time safety monitoring, companies can modernize construction operations and create safer, more efficient worksites. These innovations not only boost productivity in construction but also contribute to enhancing recruitment—helping attract younger, tech-savvy Japanese who may have overlooked construction as a career option. Invest in Human Resource Dispatch Company To resolve the growing labor shortage in construction, consider partnering with a human resource dispatch company like Greatways Manpower International Inc. At Greatways, we offer reliable dispatch services tailored to your recruitment needs. This approach will help you create a more skilled, flexible, and job-ready construction workforce in Japan. Learn more: https://greatwaysmanpower.com/ofw-news/blogs/construction-workers-in-japan-hiring-guide/

In 2023, the Philippines sent out more than 2.6 million overseas Filipino workers (OFWs) to meet global labor demands. Surpassing the previous year's estimated number of 1.96 million, with a significant increase of 9.8 percent. Projections for years to come show that this number will remain strong, highlighting the Philippines' ability to provide skilled workers to countries facing labor shortages, especially in Japan. Here are more reasons why Japanese companies should consider working with Filipino skilled workers: 1. Young Filipino Workforce vs. Japan's Aging Population Approximately 30% of Japan's population comprises people over 65 years old. In contrast, Filipinos aged 65 years and above only make up 5%. Given this information, filipino skilled workers are in place to contribute vitality to Japan's workforce. 2. Filipino Skilled Workers Are Technically Trained and Globally Ready Before working in Japan, Filipino skilled workers must show proof that they are qualified for their professions. Over the years, Filipinos have earned a strong reputation for being highly trained and experienced. 3.Supporting Service Industries with Specified Skilled Workforce The Ministry of Foreign Affairs of Japan has listed key industries that require specified skilled workers. These 16 sectors are comprised of the following: Nursing Care Building Cleaning Management Manufacture of Industrial Products Construction Industry Shipbuilding & Machinery Automobile, Repair, and Maintenance Aviation Accommodation Agriculture Fishery and Aquaculture Manufacture of Food and Beverages Food Service Automobile Transportation Business Railway Forestry Wood Industry Japan is especially concerned about the shortage of nurses, caregivers, and medical staff. These roles are essential for supporting its aging population. Although these areas are a top priority, the need for skilled workers also affects many other industries. So, to help fill these gaps, Japan is turning to overseas talent. Granted, the Philippines stands out as a reliable source of skilled workers ready to support Japan's growing labor demands. 4. Adaptability and Flexibility Filipino workers are known for their adaptability, strong work ethic, and friendly attitude—qualities that many Japanese employers highly value. Their communication skills also stand out. Most Filipinos speak both English and Filipino fluently, making them excellent at working in international environments. While Japan prefers communication in Nihongo, this is not a major challenge for Filipino workers. Through the Japan-Philippines Economic Partnership Agreement (JPEPA), they undergo a 6-month intensive Japanese language training. For many Filipinos, learning Nihongo comes naturally, helping them adjust smoothly to Japanese workplaces. Source: https://greatwaysmanpower.com/ofw-news/blogs/specified-skilled-workers-and-japan-case-of-labor-shortage/ At Greatways Manpower International, Inc., we want nothing more than to build great partnerships in Japan. Solve your labor shortage with us. Phone: (02) 522-1322 Email: greatwaysmanpowerinc@yahoo.co.jp Website: https://greatwaysmanpower.com/jp/