Shortfall in Securing Highly Skilled Engineers
First written in FY2016. 5 of 12 entries say "Restated". Latest entry: FY2026.
Hip moved to the "Worse" side of this theme in 2019.
The whole theme swung hardest in 2019: 1 of 8 companies on the "Worse" side.
6 other companies' latest entry also says "Restated".
- FY2026RestatedAnnual report
「We work to recruit highly skilled personnel by clearly communicating the company's stance and values, built around making engineers our top priority, and conducting careful recruitment activities suited to the times. We also continue to develop an environment in which engineers can pursue careers as engineers throughout their working lives, while working to improve retention.」
The company continues measures to secure personnel by communicating its engineer-first stance and values, conducting recruitment activities, developing career opportunities and improving retention. - 2026-05-13MitigatedFinancial results presentation
「底堅い顧客ニーズに対応すべく、採⽤基準を維持した技術者採⽤を促進。」
技術者数が779名に増加し、顧客ニーズへの対応を目的とした採用促進を継続している。 - FY2025-H1RestatedAnnual report
「The company will work to build an organization that is more attractive to engineers, leading to engineer recruitment.」
In response to the shortage of highly skilled engineers, the company continues recruitment and retention initiatives focused on the value of engineers, career development, a comfortable working environment and improved compensation. - FY2024RestatedAnnual report
「We conduct a range of recruitment activities suited to the times to ensure stable recruitment of highly skilled personnel. By clearly communicating the appeal of the company we have built with engineers as our top priority, we work to recruit highly skilled personnel. We also continue to develop an environment in which engineers can work comfortably as engineers throughout their careers, while working to improve employee retention.」
The company continues recruitment and retention measures in response to the risk of securing engineers arising from the declining birthrate and aging population and shortages of IT personnel, through diverse recruitment activities and improvements to the working environment. - FY2024-Q1MitigatedAnnual report
「In recruitment, we strengthened the hiring of new graduates and mid-career engineers and promoted efforts to secure highly skilled engineers. In July this year, we newly opened the Kanazawa Sales Office in Kanazawa, Ishikawa Prefecture, to expand customer development and strengthen engineer recruitment in the Hokuriku region. We also introduced a new allowance for technical employees undergoing training.」
The company has specified measures to secure and retain highly skilled engineers, including stronger recruitment of new graduates and mid-career hires, the opening of the Kanazawa Sales Office and a new allowance for employees undergoing training. - FY2023-Q1MitigatedAnnual report
「In engineer recruitment, the company is focusing on strengthening recruitment of new graduates and experienced engineers by expanding application channels through a review of recruitment media and increasing staffing for visits to schools.」
The company is addressing the shortage of engineers through measures including reviewing recruitment channels, expanding application routes and increasing staff visiting schools. - FY2022MitigatedAnnual report
「We conduct a range of recruitment activities nationwide suited to the times. To ensure stable recruitment of highly skilled personnel, we have also introduced online recruitment activities, including information sessions and interviews. By clearly communicating the appeal of the company we have built with engineers as our top priority, we work to recruit highly skilled personnel. We also continue to develop an environment in which engineers can work comfortably as engineers throughout their careers, while working to improve employee retention.」
The company has specified nationwide recruitment activities, including online information sessions and interviews, and improvements to the working environment to increase retention as measures. - FY2021WorsenedAnnual report
「Over the long term, Japan's employment situation is expected to be affected by a decline in the working-age population (ages 15 to 64) due to the declining birthrate and aging population, as well as concerns over shortages of IT personnel resulting from rapidly advancing technological innovation.」
In addition to the traditionally difficult recruitment environment, the company explicitly identifies the structural external factors of a declining working-age population and shortages of IT personnel as risks to securing engineers. - FY2019WorsenedAnnual report
「However, labor shortages are becoming increasingly pronounced across Japan, and the recruitment environment remains difficult.」
The company explicitly states that labor shortages are intensifying and the recruitment environment is difficult, highlighting more strongly the external factors underlying the risk of being unable to secure highly skilled engineers. - FY2018RestatedAnnual report
「We will continue working to secure highly skilled engineers. However, if we are unable to secure enough engineers due to changes in the economic or employment environment, this could affect our operating results and financial position.」
The company continues to disclose insufficient recruitment of highly skilled engineers as a major risk to business expansion. - FY2017RestatedAnnual report
「We will continue working to secure highly skilled engineers. However, if we are unable to secure enough engineers due to changes in the economic or employment environment, this could affect our operating results and financial position.」
The company continues to disclose insufficient recruitment of highly skilled engineers as a risk to business expansion. - FY2016First statedAnnual report
「We will continue working to secure highly skilled engineers. However, if we are unable to secure enough engineers due to changes in the economic or employment environment, this could affect our operating results and financial position.」
The company identifies engineers as an important management resource and discloses the impact of insufficient recruitment and retention as a risk.