Morishita Machinery Manufacturing Co., Ltd.

Why did you decide to try hiring foreign engineers?

In Ohira Village, we’ve run out of young talent. People who can even handle CAD or use a PC are almost nonexistent. Then we were introduced to Zuitt students—industrial engineering university graduates who want to work in Japan—and I instinctively thought, “This is it.”

Did you feel confidence or have concerns during the one-day work experience?

Fast at assembly/disassembly—and careful, too

They’re quick at assembling and taking things apart, and they do it neatly. And when they finished, they started teaching the person next to them, saying, “Here’s how this part works.” Honestly, that surprised me.

Questions that went straight to the core during the factory tour

They asked things like, “What’s the cost price?” and “Where is there room for improvement?”
It was the kind of question where you think, “Whoa—you’re going to ask that right away?”

ChatGPT interpreting keeps the conversation flowing

I was worried about the language barrier—how we’d handle English.
But with ChatGPT as an interpreter, the conversation moved forward with surprisingly little stress. That was huge.

That said, I still have concerns.
Things like whether they might go home for Christmas, and how overtime will work.
We confirmed these points with the five candidates during interviews, but I still feel some uncertainty.
I plan to fully align expectations before and after they join.

─ You originally planned to hire 2 people, but ended up hiring 5. What was the deciding factor?

In four years, four veteran employees who are currently rehired will turn 65.

When I thought about generational turnover, I became convinced that training five people as a group is the optimal solution.
Considering the cost and time required to search for excellent Japanese candidates, this approach was simply rational.

─ How are you thinking about training and development?

Year 1: Assembly work + accompanying customers on-site

I want them to learn with their bodies how the machines are actually used at customer sites—not just how they’re built.

Up to Year 3: Building schedules for small projects and leading a team

They’ll practice leading a three-person team and creating a schedule by working backward from the delivery date.

We already have a precedent: a Sri Lankan employee became a leader in just 1.5 years.
I want to develop all of them into engineers with a true sense of cost.

─ Three tips from President Morishita for companies considering trying this

Try ChatGPT interpreting at least once beforehand

It’s faster than suddenly trying to learn English. It reduces day-one anxiety significantly.

Put “work rules” (overtime, holidays, etc.) into clear words during interviews

If you leave things vague, mismatches will happen later—guaranteed.
Align expectations before joining, and continue aligning after joining as well.

A job trial costs almost nothing—and the risk is close to zero

Instead of worrying, just invite them for one day.
If it doesn’t feel right, you simply don’t hire them. That’s all there is to

─ One message to manufacturing company presidents with the same concerns

I believe “stagnation equals decline.”
If excellent people aren’t coming to you, at least try a one-day job trial first.

My impression is that Zuitt graduates can be even “more Japanese than Japanese” in how they approach work.
They should bring positive stimulation and a fresh wind into your company.