Risk of falling short of IT talent recruitment and development targets
First written in FY2023. 3 of 4 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 34 of 109 companies on the "Worse" side.
- FY2026RestatedAnnual report
「However, competition for certain types of talent, particularly engineers, is intense. If the Group is unable to secure highly capable personnel who meet its hiring standards or develop talent as planned, if core members or skilled engineers leave, or if it becomes necessary to pay higher compensation to secure talent, this may affect the Group's business and performance.」
The Company continues to recognize the risks of falling short in hiring and developing highly skilled IT personnel, the departure of experienced personnel and rising compensation. - FY2025RestatedAnnual report
「However, competition for certain types of talent, particularly engineers, is intense. If the Group is unable to secure highly capable personnel who meet its hiring standards or develop talent as planned, if core members or skilled engineers leave, or if it becomes necessary to pay higher compensation to secure talent, this may affect the Group's business and performance.」
The company has reconfirmed the risks of failing to recruit and develop highly capable IT talent, as well as the departure of skilled personnel and higher compensation. - FY2024RestatedAnnual report
「However, competition for certain types of talent, particularly engineers, is intense. If the Group is unable to secure highly capable personnel who meet its hiring standards or develop talent as planned, if core members or skilled engineers leave, or if it becomes necessary to pay higher compensation to secure talent, this may affect the Group's business and performance.」
The company has reconfirmed the risks of failing to recruit and develop highly capable IT talent, as well as the departure of skilled personnel and higher compensation. - FY2023First statedAnnual report
「However, competition for certain types of talent, particularly engineers, is intense. If the Group is unable to secure highly capable personnel who meet its hiring standards or develop talent as planned, if core members or skilled engineers leave, or if it becomes necessary to pay higher compensation to secure talent, this may affect the Group's business and performance.」
The company identifies competition for engineers and other talent, failure to achieve its talent-development goals, departures of skilled personnel and higher compensation as business risks.