HUMAN CAPITAL REPORT 2022

https://www.lmi.ne.jp/english/

Strategies

Training

Systems

CorporateCulture

10Recruiting

RECRUITING
CorporateCulture

Strategies

Systems

Training

HUMAN CAPITAL REPORT 2022 - CHAPTER 2

CHAPTER 2Recruiting

HUMAN CAPITAL REPORT 2022

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Strategies

Recruiting

Training

Systems

Corporate
CultureIt is said that the competency level of the Junior employees a company hires

We also believe that recruiting activities have the effect of improving thedetermines its future five to ten years down the line. Among the four areas ofmotivation of existing employees. Because we emphasize sympathy with ourrecruiting, development, systems and corporate culture, we invest most heavily inphilosophy, recruiting becomes a forum for applicants and existing employees torecruiting.

discuss their visions for the future. Employees tell applicants in their own words

Of course, acquiring capable human resources with a high level of ability andpotential is one aspect of recruiting. However, beyond that aspect, we consider

recruiting to be a way to welcome like-minded people who sympathize with thetheir thoughts on the future of society and their company, which in turnincreases the employees’ own commitment.
In this way, our recruiting is not just a matter of acquiring human resources,

Group’s mission and who will work with us toward our goals. We therefore

but also an important measure for generating a high level of employee

consider a high level of sympathy with our philosophy to be an essential condition

engagement in the Group.

in recruiting employees for the Link and Motivation Group. Without sympathy with
our philosophy, prospective employees cannot be expected to perform at theirbest, no matter how capable they may be.

HUMAN CAPITAL REPORT 2022 - CHAPTER 2Recruiting Like-minded People to Achieve the Group’s Mission

11

HUMAN CAPITAL REPORT 2022

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Strategies

Recruiting

Training

Systems

CorporateCulture

12

CHAPTER 2 Recruiting
O1 Recruiting United by a Common Philosophy
Results of Entry Management Survey of New University Graduate Employees
Positioning of Priority Factor “Philosophy” by Company
INTERLINK (Strength)

0 companies

7 companies

INK BLOT

IDLE LINE

0 companies

0To achieve a high level of employee engagement, at the recruiting stage weinsist on a high level of engagement. In the Link and Motivation Group, weSatisfaction

ICE BLOCK (Weakness)believe that sympathy with our philosophy will lead to a high level ofengagement, so we give sympathy with our philosophy the greatest emphasis
in our recruiting.

companies

Note: Results for 7 Group companies that recruit new university graduates

We measure the degree of mutual affinity between our Group companies andapplicants in recruiting activities based on the Entry Management Survey, adiagnostic tool that can quantify the degree of mutual commitment between

Number of New University Graduates Hiredcompanies and applicants. The results of the 2022 survey indicate that in eachGroup company, new employees are sympathetic with the Group’s philosophy

147

142

when they join.
As shown in the chart on the bottom left, the Link and Motivation Group hired
10810093147 new university graduates in 2022 and plans to hire 108 people in 2023. In2024, we plan to recruit at least another 100 people who sympathize with ourphilosophy.

02020

2021

20222023（Plan）

HUMAN CAPITAL REPORT 2022 - CHAPTER 2ExpectationRecruiting United by a Common Philosophyto Increase Engagement

HUMAN CAPITAL REPORT 2022

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Strategies

Recruiting

Training

Systems

CorporateCulture

13

CHAPTER 2 Recruiting
O2 Attracting the Talent We Want to Hire
Attracting the Talent We Want, Rather Than
Choosing from People Who Want to Work for Us

New Graduate Recruiting Process (Example: Link and Motivation Inc.)
Selection

Formation of Candidate GroupInternship“JAMP”TOP FORUM

Selection support by Entry Manager(Understanding the company, motivation,self-reflection support)
Internship“SPiRAL”
Managerinterview

Event forIT engineers

Directorinterview

Finalinterview(President)

Number of employees involved in the recruiting process250

We approach recruiting with the stance of attracting the talent we want,rather than choosing from among people who want to work for us. We believe
it is important for our recruiting activities to lead people with potential andcompatible values to feel that we want them to join our company.
That is why the entire company, from upper management to the youngest
employees, works together in recruiting. The idea is not to put people into thecompany, but to put the company into applicants. Therefore, a variety ofemployees interact with applicants during various aspects of the recruiting
process to give applicants a deeper understanding of the Group. We believe thisenables our hiring to emphasize the connection between the applicant’s vision

for the future and the philosophy of the Link and Motivation Group.
Conducting recruitment as a Group-wide endeavor has enabled us to build
strong recruiting capabilities. At the same time, it is also an opportunity forTOP FORUM

SPiRALAt this event, the presidents of GroupIn this program, interns are involved incompanies gather to talk about theirplanning for organizational transformationcompany’s business and outlook. Speaking

based on actual customer case studies.

directly to the students, they each convey

Working side by side with Link and Motivation

the philosophy of their own company.

Group consultants in confronting the mostdifficult corporate issues gives participants afeeling for our one-of-a-kind value.

current employees to take a fresh look at their day-to-day work and increase
their motivation.

HUMAN CAPITAL REPORT 2022 - CHAPTER 2Internship“RiSE”