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The basic approach to hiring and placement differs between Japan and the U.S., where hiring is centered on the position. The concept of post-employment transfers is also less common in the U.S., and employees generally remain in the same position they were hired for. For this reason, we have to be careful when hiring employees for our Japanese clients who want to conduct the same entrance examination and aptitude test as in Japan.

While a fair test for any applicant (e.g., a check on the use of the software you'll be using on the job) is fine, most companies have some educational and experience hurdles to overcome when recruiting for a specialized position, so the kind of general knowledge tests you're taught in middle school or high school are Even if an applicant fails to answer the question, it often has little to do with their post-employment performance and may be seen as some kind of exclusionary test. For example, the reality is that the United States has varying levels of education by race, and there is a lot of such data available in the public domain. For this reason, in some cases, corporate receptionist positions have been required to have a college degree or higher, which was seen as a filter for race.

In the U.S., where hiring is driven by position and job description, the "job description" is very important. It details what the company is looking for in a person for the position you are hiring and placing them in, such as what they will be doing and the skills they need. If you don't provide a job description at the time of hiring and make it clear what you are looking for, it can be difficult to assess the person's job performance in subsequent evaluations. Because of the risk of lawsuits and other problems with employees, job descriptions in corporate America are comprehensive, very detailed and specific. If you want to impose an entry-level test, first make sure that the test is relevant to your job performance and job description, and then implement it.

?Work Experience.
Companies in the U.S. are looking for work-ready candidates, whether they are students or mid-career hires. However, in the U.S., they tend to hire people who are already competent, ready to work for the company, and who can explain that to the students themselves. No one is hired with the intention of setting expectations for a student's qualifications and future. For this reason, past experience and current abilities are very important. In particular, whether or not you have actually worked in the same position, or whether or not you have work experience, is a major factor in determining whether or not you will be accepted. Because of this, internship programs are well established in the United States. For this reason, many students participate in internships and begin their job search after gaining practical experience.

The Importance of Internships
Work experience is very important in the United States, where competence and immediate results are required, not expectations. Most students who want to find a job participate in some kind of internship while they are still in school. Companies don't take it for granted that you don't have any work experience because you are a recent graduate. Some students take advantage of their high school breaks to participate in internships. While grades and social activities are important factors, it's also a question of whether or not you can make use of your internship experience in a practical way in your desired job, rather than in a part-time job. If your skills are recognized by the company you are interning at, you may receive a job offer right after graduation.