Risks from difficulties recruiting and losing IT talent
First written in FY2018. 4 of 6 entries say "Restated". Latest entry: FY2026-H1.
The whole theme swung hardest in 2026: 34 of 109 companies on the "Worse" side.
- FY2026-H1WorsenedAnnual report
「Meanwhile, as cloud migration and demand for generative AI expand and cyberattacks become more sophisticated, the supply of security and cloud talent is increasingly tight, further underscoring the importance of strengthening the organisational structure and developing talent.」
In addition to the conventional shortage of IT engineers, the document specifically describes the tight supply of security and cloud talent as a hiring and attrition risk for IT personnel. - FY2025RestatedAnnual report
「For the software industry, including the group’s voice and CRM businesses, it is important to secure engineers with specialized knowledge in order to continually adopt advanced technologies and continue technological development. However, in recent years, not only the software industry but many other fields have faced a shortage of IT engineers relative to demand.」
The company continues to face the difficulty of recruiting and shortage of IT engineers as a common group-wide issue, in addition to the voice business. - FY2022RestatedAnnual report
「As response measures for this risk, we will establish a work environment conducive to employees, including flextime and telecommuting systems, and conduct recruitment activities in a planned manner to secure talented personnel.」
The company continues to address the risk of difficulty recruiting and losing IT personnel through flextime, telecommuting and planned recruitment. - FY2021RestatedAnnual report
「As response measures for this risk, we will establish a work environment conducive to employees, including flextime and telecommuting systems, and conduct recruitment activities in a planned manner to secure talented personnel.」
The company continues to disclose the risk of difficulty recruiting and losing IT personnel and identifies flextime, telecommuting and planned recruitment as response measures. - FY2019RestatedAnnual report
「However, competition for personnel in the IT industry is intense. If we are unable to recruit personnel as planned or if talented personnel leave, our business operations could be disrupted, affecting our business and operating results.」
The company continues to face the risk of operational impacts from difficulty recruiting and losing IT personnel. - FY2018First statedAnnual report
「Competition for personnel in the IT industry is intense. If we are unable to recruit personnel as planned or if talented personnel leave, our business operations could be disrupted, affecting our business and operating results.」
Recruitment and training, together with creating an environment that prevents employee departures, are described as response measures.