Boost Your Hiring Pool with J.TEST: A Flexible Alternative to JLPT

When hiring for positions that require Japanese language proficiency, many companies set a common criterion: applicants must have passed the JLPT (Japanese Language Proficiency Test) N3 or higher. This ensures that the candidate can effectively communicate with clients in both Japanese and English, whether through emails, chats, or calls.

However, relying solely on the JLPT may limit your talent pool. The JLPT is only held twice a year, meaning potential candidates who are qualified but missed the exam might not apply. This is where J.TEST comes in as a valuable alternative.

Why Include J.TEST in Your Hiring Criteria?
J.TEST (The Test of Practical Japanese) is an equally reliable benchmark for measuring Japanese language proficiency. But what makes it stand out is its flexibility: J.TEST is held six times a year, providing more frequent opportunities for candidates to prove their language skills.

Here’s how J.TEST levels correspond to JLPT:

A-C Levels of J.TEST: Equivalent to JLPT N2 to N1 or above, suitable for roles requiring advanced fluency.
D-E Levels of J.TEST: Comparable to JLPT N4 to N3, perfect for positions where intermediate communication skills are required.
F-G Levels of J.TEST: This level measures abilities below JLPT N5, ideal for entry-level or junior roles.
Expand Your Candidate Pool
By including J.TEST in your hiring criteria, your company can attract a broader range of applicants. Candidates who couldn’t take the JLPT due to scheduling conflicts now have another way to showcase their language proficiency. This increases your chances of finding the right fit for the role, faster.

Consider adding J.TEST (A-C or D-E levels) to your hiring requirements. With more opportunities to test and prove their skills, applicants will be more motivated to apply, giving you access to a wider, highly qualified talent pool.