バリューイノベーションジャパン Official site

Today, I want to talk about a somewhat delicate subject, so I would like to speak in a different tone than usual. The other day, the local diner I often go to closed down. The reason was that the part-time worker quit. The place was run by an elderly man with poor health, and it relied on the part-time worker's help. However, it seems that the part-time worker decided to leave. So, it seems that the elderly man decided it was time to close the shop. It was a place where you could eat the best liver and garlic chives in the world, so I am truly saddened by this. Hearing about how a business can fail due to a lack of people reminded me of my own past experiences. Actually, I too… had to close down a posting company I was managing in September 2023 for the same reason. It wasn't sold through M&A or anything like that; I genuinely had to shut it down. Why? …For more details, please see the "Related Links" below. *You will need to log in to Facebook.

Why did a rural ryotei, abandoned by the bank, succeed in increasing its sales by 130% in just one year? We are a company that supports recruitment, but at the same time, we also provide marketing support for attracting customers and sales. Why? The reason is simple: recruitment and customer attraction are two sides of the same coin. Just like a car cannot run straight if one of its tires is flat, a company will not grow if it only succeeds in recruitment, nor will it grow if it only succeeds in attracting customers. A company can only grow when both of these aspects progress simultaneously. And a company is made up of people. What kind of people are working there? What are their motivations? What abilities do they possess? What future are they striving for? These aspects of the people within the company determine what kind of company it will become. Therefore, if a company is made up of people, the most important thing in management is none other than recruitment. Thus, the future of that company is determined by the kind of people it can hire. ...For more, please see the "Related Links" below. *Login to Facebook is required.

There are commonalities between employees who can't perform and freelancers who can't perform. As I've been involved in recruitment support while also providing support for freelance entrepreneurs, I can't count how many times I've heard lines like these. Regarding an employee hired with high expectations: "I was really looking forward to this because of their impressive academic background, but they can't even do something as basic as this. Why can't they understand this without me having to point it out every time?" Regarding a freelancer contracted with high expectations: "They were super quick to respond at first, but now it takes them until the next day to get back to me after they 'think about it.' I can only assume they're slacking off." Whether it's hiring employees or contracting freelancers, I've heard these kinds of complaints countless times. Of course, employees or freelancers who receive such complaints have no future. Employees will gradually be pushed to the sidelines, ultimately making their work environment uncomfortable enough for them to quit. For freelancers, one day they might suddenly find their contract terminated. ...For more, please see the "Related Links" below. *Facebook login is required.

Being in the hiring field, I often think... Isn't it much better to hire experienced individuals in their 40s and 50s rather than the self-centered Generation Z? Why? One reason is harassment. There was an incident with a client. The company was a SaaS firm with about 50 employees and was growing rapidly. To continue this growth, they decided to establish a new marketing department. The client requested support for in-house marketing development. However, at that time, I heard an unbelievable statement from an employee assigned to this department: "I don't want to do it." I understand that there are differences in values due to generational gaps. However, they said "no" to a company directive. In fact, something similar happened in our company as well. For example, just the other day, a young employee asked me about what kind of career development they could achieve in marketing throughout their life. Considering independence and job changes, I seriously thought about what the best approach would be for them. ...For more, please see the "Related Links" below. *Facebook login is required.

Such people are rapidly increasing now. The reason is to win the recruitment competition. If you are in the field of job recruitment, you can deeply understand that hiring is genuinely becoming stricter year by year. Especially for small and medium-sized blue-collar workers. Recruiting for this demographic is really tough. Naturally, as the number of people continues to decrease, a competition for talent acquisition arises. As a result, the countermeasure that companies have implemented is to raise the salaries of new graduates. And what happened is what was mentioned at the beginning. The salary gap between a veteran who has worked for 10 years and a new graduate has disappeared. From the veteran's perspective, this can make one want to say, "Huh? Are you kidding me?" In fact, I can relate a lot because I have experienced the same thing. Before I took this job, I worked in the restaurant industry. I worked for a local dining chain with an annual sales of about 3 billion yen, so there were nearly 70 employees. However, the restaurant industry has always been unpopular, and there has been a constant shortage of managers. Therefore, the company raised the base salary for university graduates significantly to hire managers and to hire as many university graduates as possible. ...For more, please see the "Related Links" below. *Login to Facebook is required.