This collection introduces specific case studies of companies that have succeeded in talent acquisition and retention through their recruitment activities.
This case study collection was created to provide successful examples of talent acquisition and retention through mid-career and experienced hiring to companies facing severe talent shortages. Against the backdrop where 88.5% of companies have conducted mid-career recruitment activities in the past three years and an average of 50% of hired regular employees are mid-career hires, it includes 14 company cases focusing on information disclosure to job seekers and onboarding (post-hire support).
The featured companies range widely in size from 26 to over 3,001 regular employees, spanning various industries including manufacturing, medical/welfare, information and communications, and services. Among small companies, Q.ENEST Denki Co., Ltd. (26 employees) has increased applicants by having the president personally disseminate information on social media, actively disclosing corporate philosophy and work styles. Tomita Hospital Medical Corporation Kinansha (79 employees) prevents mismatches by allowing candidates to experience actual work and workplace environment through workplace tours and trial employment.
As medium-sized company initiatives, KM United Corporation (270 employees) has succeeded in acquiring young talent by using YouTube to share employee interviews and workplace atmosphere to dispel the construction industry's image. Chiyoda Sushi Co., Ltd. (338 employees) has enhanced training programs for career changers and achieved early capability development and anxiety relief for new employees through a mentoring system. Sakura Hospital Medical Corporation Egashirakai (348 employees) has enabled talent acquisition from rural areas by introducing online interviews and improved retention rates through specialized training and regular interviews after joining.
In large company cases, Imabari Shipbuilding Co., Ltd. (1,762 employees) has succeeded in securing and developing engineers through talent pipeline construction via collaboration with local high schools and universities and internal skill transfer systems. Nippon Shinyaku Co., Ltd. (1,865 employees) developed dedicated onboarding programs for career hires and significantly improved early turnover rates by implementing follow-ups at 3-month, 6-month, and 1-year milestones after joining. Mitsui Chemicals, Inc. (3,001 employees) has enhanced matching accuracy with applicants by publishing detailed job descriptions by position and level to clarify the desired talent profile.
Common success factors across these cases include: for pre-hire information disclosure, specifically and honestly conveying job content, working conditions, career paths, and corporate culture; for post-hire support, combining multiple measures such as orientation training, mentoring systems, regular interviews, and workplace social events. Companies with systematic support structures addressing challenges that mid-career hires initially face, such as "differences in work processes," "adaptation to workplace culture," and "building relationships," achieve particularly high retention rates.
The article empirically demonstrates through specific company cases that regardless of company size or industry, proactive information disclosure before hiring and comprehensive follow-up systems after hiring are crucial for successful talent acquisition and retention.