Job hunting for university students graduating next spring will begin in earnest on the 1st of the month, when company briefings for students will begin.

Companies are increasingly willing to hire new employees, and there is a growing movement to raise starting salaries in order to acquire human resources.

Briefing session from March 1 today Increased willingness to hire

According to the government's rules, the current university third-year students, who will be graduating next spring, are required to hold information sessions for students from the first day.



According to a February survey of companies across Japan conducted by the employment information site Mynavi, the percentage of companies that responded that they would "increase" the number of university students graduating next spring was higher for humanities than the previous year. Both increased by more than 8 points to 27.7%, and sciences increased by nearly 7 points to 29.8%.

This is the second year in a row that the number has increased, and the willingness to hire companies is further increasing against the backdrop of the economic recovery from the corona disaster.



In addition, the percentage of companies that responded that the hiring environment will "get tougher" for both the humanities and sciences increased significantly from the previous year, reaching almost half, indicating that companies are implementing or considering measures to acquire human resources. 59.2% of respondents said that they would raise their starting salary, and 51.5% said that they would introduce job-specific recruitment, which would lead to clarification of the content of their work.

Regarding the survey results, Kozue Togo, senior researcher at Mynavi Career Research Lab, said, ``Since there were adjustments such as reducing the number of recruits due to the corona crisis, we have secured human resources so that we can provide proper services when we move to after-corona. On the other hand, an increasing number of companies are having trouble recruiting human resources, such as not attracting applications from students or being turned down even if they offer a job offer." .

Even in their 20s, some companies have been selected for managerial positions and introduced new personnel systems

Many companies are reviewing their seniority-based system to find out how to acquire excellent young human resources.

Among them, there are cases where even people in their 20s are selected for managerial positions and their annual income is raised to about 10 million yen.



The new personnel system will be launched by "Panasonic Connect," a subsidiary of Panasonic Holdings that handles system development.



According to the company, from April this year, the personnel system based on seniority will be reviewed, and about 1,400 positions such as managers and project managers will be shifted to a system of open recruitment within the company.



The new system is called a “job type,” where the skills and abilities required for each position are set, and wages are also variable.

From among the employees who have applied, we decide whether to hire them based on past evaluations and interviews. It means that there is also a case to raise to the yen.



As the competition to secure young human resources intensifies in the company, we would like to secure human resources by preparing important posts and salary systems regardless of age or length of service.

Managing Director Nobuhiro Shinya of "Panasonic Connect" said, "The awareness of the younger generation is changing, and more and more people have a clear idea of ​​what they want to do. People who join the company because they want to make the most of their abilities. I want to be a company that rewards people properly."

Employees who have been overtaken by the manager

Some say that if the new system creates a workplace where young people can play more active roles, it will lead to securing excellent human resources.



Before the start of the system, Momo Koinuma (36), who was selected as a managerial section manager as a precedent case, is in charge of proposing logistics systems to companies in the supply chain.

Mr. Koinuma wanted to advance his career and wanted a managerial position, but he says, "Since my predecessor was 12 years older than me, I felt like I would be a burden."



Still, since she is close in age to her subordinates, she is conscious of actively taking communication with her, so she receives consultations from her subordinates about work worries and gives advice. increase.

Also, with the new system starting in April this year, we expect that if the workplace becomes more active for young people, it will lead to securing excellent human resources.



Mr. Koinuma said, "By becoming a manager, I have a higher perspective, and it's interesting to be able to work from a perspective that I didn't notice when I was a player. The level of people in management and other people who interact with them both inside and outside the company has improved. I find it rewarding,” he says.



After that, she said, "I think it's good to have a system that allows you to take on challenges if you have individual talents and motivation, instead of seniority, and I think it will be attractive to the company."