I've been doing this for 10 years and earn 350,000, while new graduates earn 320,000. I can't keep doing this, so I'm quitting.

バリューイノベーションジャパン

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.

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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.