This article is written by a Japanese local.
Many recruiters and hiring managers harbor doubts such as, “We want to apply for the Engineer/Specialist in Humanities/International Services visa, but we don’t know what to write in the Statement of Reasons,” or “Is it safe to just use the exact text from a free template found on the internet?”
To state the conclusion first: in the screening process for this work visa, the “Statement of Employment Reason” is the most critical core document that determines approval or denial. The examiners at the Immigration Services Agency strictly judge whether the foreign national’s academic background and the job duties assigned by the company match the legal standards based solely on the logic presented in this document.
This article thoroughly explains how to write a Statement of Reasons to avoid denial and details the meticulous proof process required to logically convince the immigration examiners.
1. [Warning] The Fatal Risk of Copying “Free Templates” from the Internet
As a major premise, it is extremely dangerous to download a free template from the internet, simply replace the company name and the applicant’s name, and submit it.
Loss of Credibility Due to Template Detection
Immigration examiners review a massive number of application documents every day. A Statement of Reasons that uses boilerplate text is instantly recognized. This raises strong suspicions, leading them to question, “Can this company not articulate the necessity of this hire in their own words?” or “Is this simply an attempt to secure cheap labor (a fraudulent application)?”
Deviation from Individual Circumstances (Collapse of Logic)
The visa screening criteria are completely different for each applicant. The moment there is even the slightest contradiction or gap between the context of the template and the “actual business of the company,” “detailed tasks of the assigned department,” or “specific courses taken by the applicant at university,” a fraudulent application is suspected. The statement must be constructed with an original logic that directly links the company’s actual situation with the candidate’s career.
2. The “3 Screening Criteria” Strictly Checked by Examiners
What should be written in the statement is not the company’s emotional enthusiasm stating, “We really want this person.” You must logically prove the following three legal requirements stipulated by the Immigration Act, based on objective evidence.
1. Micro-Level “Perfect Match” Between Academic Background and Job Duties
You must specifically explain how the academic knowledge acquired at a university or vocational school will be directly utilized in the duties assigned after joining the company. Examiners do not look at broad faculty names like “Graduated from the Faculty of Economics, therefore can do sales.”
They strictly scrutinize the consistency at a micro-level, looking for logic such as: “The academic knowledge acquired in the ‘Consumer Behavior’ and ‘International Marketing’ courses listed on the transcript is directly essential for our company’s business process of pioneering overseas markets.”
2. High-Level “Professionalism” and Complete Exclusion of Simple Labor
This visa is granted only for intellectual and specialized work. If it is determined that the job includes “simple labor” such as operating a cash register, stocking shelves, working on a factory line, cleaning, or simply waiting tables at a restaurant, it will be immediately denied. You must clearly define what kind of advanced judgment, specialized skills, and language proficiency the job requires.
3. Salary Level Equal to or Higher Than Japanese Employees & Corporate Stability
As objective proof that “this is not an employment scheme to exploit foreign nationals at low wages,” you must clearly state, in conjunction with the employment contract, that you will pay remuneration equal to or greater than that of a Japanese employee. Additionally, you must prove that the company has the financial stability to continue paying that salary into the future.
3. The Strongest Outline to Logically Convince the Examiner
To create an objective statement from scratch, the optimal approach is to build your logic according to the following outline, which is reverse-engineered from the immigration screening logic.
- Company’s Business Overview and Background of Hiring: Explain the necessity of why new talent (especially foreign talent) is needed right now, detailing the company’s current business operations. (e.g., Increase in inbound demand, expansion into new overseas markets, in-house development of advanced IT systems).
- Applicant’s Background and Reasons for Selection: Detail what the applicant majored in at university and what skills they possess. State why it had to be “this specific person” out of many candidates, rather than a Japanese national.
- Specific Assigned Duties After Joining (Quantified): Do not end with abstract descriptions of duties. Clearly show the percentage of each task numerically, such as “Interpretation and translation with overseas clients (40%), trade operations and document creation (30%), marketing research for new markets (30%).”
- Proof of Relevance Between Education and Duties (Most Important): Explain the logic of how Item 2 (Education/Major) connects with Item 3 (Job Duties). Quote specific courses from the academic transcript to prove the academic backing.
- Employment Conditions and Company’s Guidance System: Clearly state the treatment, such as salary, working hours, and employment type, and declare that a lawful management system is in place so the foreign national will not suffer any disadvantages after joining.
4. “Recovery Proof” for High-Difficulty Cases
In the following cases, the risk of denial increases if you only submit a standard statement, so objective proof through further deep diving is required.
When There is a Slight “Gap” Between the Major and the Job
If the relevance seems weak just by looking at the faculty name, obtain the syllabus from the university, translate it into Japanese, and attach it as supplementary material. Prove that “the specialized knowledge directly linked to the duties was sufficiently acquired within the lecture curriculum” or that “the theme of the graduation thesis is closely related to the project they will be assigned to.”
For Newly Established Companies or Those with Deficits
If the stability of the company is in doubt, create a detailed “Business Plan” separate from the Statement of Reasons. Logically explain the roadmap of how hiring this foreign national will increase future sales and help the company emerge from the deficit, accompanied by concrete contracts with business partners and cash flow statements.
5. Conclusion: A Meticulous Legal Proof Based on the Immigration Act
The Statement of Employment Reason is not a place to write emotional poetry saying, “Our company needs this person.” It is a legal proof document that requires an accurate understanding of the intent of the Immigration Act, phrasing that proactively resolves “screening bottlenecks,” and perfect consistency with other submitted evidence (employment contract, company financial statements, academic transcripts).
In the screening by the Immigration Services Agency, once a “denial” record is attached, the hurdle for re-application jumps dramatically, and in the worst-case scenario, it develops into a situation where the job offer must be canceled or the individual is forced to return home. Properly recognize the strict rules of Japanese immigration procedures, and carefully construct a logical, contradiction-free statement based on objective facts and evidence.