Promotion, advancement, and management positions = punishment game.

バリューイノベーションジャパン

You may find it hard to believe if you're in your 40s or 50s like me, but… the number of people who think "promotion = punishment" has surged in recent years. Evidence of this is that data shows more than 70% of people do not want to be promoted. I am now 47 years old, but things were completely different when I entered the workforce 26 years ago. Receiving a position and advancing in the company was seen as a kind of correct answer and a status symbol. That's why the term "promotion competition" existed, and companies promoted career plans that involved climbing the corporate ladder. Job seekers were attracted to this as well. The idea of becoming a store manager in a year or aiming to be a division manager in three years was appealing. Being able to get on that track was seen as being among the winners. But now it's different. Now… Becoming a manager through promotion = being among the losers. Why? The reason is simple. While salaries only increase by a few thousand, responsibilities rise infinitely. I experienced this myself when I was a company employee. During my time in the restaurant industry, I was a high school graduate, so my base salary was 180,000 yen. …For more, please see the "Related Links" below. *Login to Facebook is required.

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Supporting everything to become a "recruitment powerhouse" company that wins in the recruitment and job market.
To manufacturing business owners and managers struggling with recruitment and hiring: Please leave all your job postings and hiring needs to us.

**Service Content and Features/Strengths** 1. **Identification of Ideal Talent** What kind of individuals truly become assets to your company? What types of people do you intentionally choose not to hire? We clarify this ideal talent profile from a management perspective. 2. **Design of Recruitment Concept** The most desirable and long-lasting talent does not choose a company based solely on salary or benefits. We establish the underlying values and principles that define "What does this company prioritize?" and "What is the meaning of working here?" 3. **Construction of Recruitment Website** Today's job seekers do not decide to apply based solely on job listings. We communicate the concerns and information that job seekers want to know through the recruitment website. 4. **Production of Recruitment Videos (Employee Interviews, etc.)** The "atmosphere" of your company is difficult to convey through text. We communicate this atmosphere most accurately and without misunderstanding through video. 5. **Optimization of Job Listings** Job listings are a crucial touchpoint that serves as both the entry point and the final hurdle in the recruitment process. We improve and optimize them to ensure a consistent message that aligns with the recruitment concept. 6. **Job Advertising Media** Based on the assumption of when and where ideal talent is looking at job listings, we place job postings in the most effective locations.
Recruitment support service for the manufacturing industry to enhance competitiveness from hiring.
Supporting everything to become a "recruitment powerhouse" company that wins in the recruitment and job market.

**Service Content and Features/Strengths** 1. Identification of Ideal Talent What kind of individuals truly become assets for your company? What types of people will you intentionally avoid hiring? We will clarify this ideal talent profile from a management perspective. 2. Design of Recruitment Concept Truly desirable, high-performing talent does not choose a company based solely on salary or benefits. We will establish the underlying values and principles that define "What does this company value?" and "What is the meaning of working here?" 3. Construction of Recruitment Website Today's job seekers do not decide to apply based solely on job listings. We will communicate the concerns and information that job seekers want to know through the recruitment website. 4. Production of Recruitment Videos (Employee Interviews, etc.) The "atmosphere" of your company can be difficult to convey through text. We will communicate this atmosphere as accurately and clearly as possible through video. 5. Optimization of Job Listings Job listings are a crucial touchpoint that serves as both the entry point of the recruitment process and the final hurdle. We will improve and optimize them to ensure a consistent message that aligns with the recruitment concept. 6. Job Advertising Media Based on the assumption of where and when ideal talent is looking at job listings, we will place job postings in the most effective locations.