28th edition April 2020

Company Data

● Name of Company Recruit Career Co., Ltd.

● Establishment November 28, 1977 (Corporate name was changed on October 1, 2012)

● Headquarters Address Gran Tokyo South Tower, 1-9-2 Marunouchi, Chiyoda-ku, Tokyo 100-6640

● Capital 643.35 million yen

● President Manabu Sato

● Major Business Areas Recruitment advertising business, permanent placement business

● Minister of Health, Labour and 13-ユ-010258 Welfare Permission Number

Int roduct ion to Our Serv ices

We hold on to our vision of extolling the pleasures of work to as many people as possible,

thereby creating a happy, energetic society full of vitality.

O u r V i s i o n

“Integrated Power” of Recruit Group

Expanding Recruit Agent

In order to accomplish this vision, we try to meet and exceed

the demands of every client company and pay undivided attention to

“matching our client companies with the manpower it cannot do without.”

We o�er optimized, on-target agency service for our client companies

using our matching knowhow gained from a rich track record of

success in job placement since our inception and our deep knowledge of

employment market trends.

STAFF SERVICE HOLDINGS CO., LTD.Recruit Staffing Co., Ltd.

Graph on the left shows the transition in the number of those who have realized a job change by using our hiring support service. The numbers show not only the growth record of Recruit Agent, but also the fact that employment agencies have come to be accepted as a major intermediary for both the hiring companies and those who desire a job change.

Top-class Recordin the Industry■ No. of Client Companies

(as of the end of March 2019)Approx. 19,000

■ No. of Registrants (2018 result)Approx. 879,000

■ No. of people who changed jobs(2018 result)Approx. 47,000

*In-house research

Recruit Group is taking a comprehensive approach to developing the businesses of managing recruitment websites, publishing job magazines, and manpower education. Our enhanced expertise in every field creates synergy that increases the value of our manpower business. Within this, Recruit Agent is developing an employment agency service (recruitment business).

Career ChangeSupport Services

for ExecutiveCandidates

GlobalRecruitment

Re-EmploymentSupport

SpecializedAgent

EmploymentAgency Service

(manpower introduction)

TemporaryPersonnel

Service

Human Capital and

OrganizationDevelopment

Job OpeningInformation

Service

Recruit Management Solutions Co., Ltd.• Competency Development Training

Recruit Career Co., Ltd.Advertising business(Rikunabi, RikunabiNext), etc.

Approx. 47,000(Highest ever)

Recruit ExecutiveAgent Co., Ltd.

HR Businessin

Recruit Group

Recruit Career Co., Ltd.

China/Hong Kong/Singapore/Vietnam/India/Indonesia/Thailand

Recruit CareerConsulting Co., Ltd.

Recruit Medical Career Co., Ltd.

RGF

• Re-employment Support Service

(Person)

0

50,000

35,000

40,000

45,000

30,000

25,000

20,000

15,000

10,000

5,000

(Year)

2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

Transition in Number of Job Changers

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O u r V a l u e P r o p o s i t i o n s D a t a

Leveraging our track record of about 879,000 annual registrations andannual job placements of about 47,000,

we lead our clients to successful employment.

No. of Registrants: Approx. 879,000 (2018 result)

No. of Client Companies: Approx. 19,000

Development of National Network

■ We receive job order requests from companies in various industries.

Having 18 hubs nationwide connected by a network from Hokkaido to Kyushu, we are capable of introducing manpower on a national scale.

Acting as coordinators between clients and registrants, we create opportunities.

The RA prepares job opening information based on the application trends of target candidates, and the CA, who has direct contact with the candidates, presents the client’s attractive points taking into consideration the candidates’ career and inclination. By doing this, the client’s attractive points are presented in a manner that could not be sufficiently done in a public advertisement, capturing the candidate’s attention to apply for the job.

We design a recruiting process to take hold of opportunities. We execute efficient hiring.

We design a hiring process that accurately grasps the candidate’s behavior. We execute an efficient hiring methodology that prevents loss of opportunity in the screening process. To reduce the burden on the part of the client, we perform part of the hiring work in the client’s behalf such as arranging the interview schedule and communicating with candidates.

Risk is minimized because of our entirely completion-based fee.

A consulting fee will be charged only upon confirmation of entry into the client company of the person introduced. In the event the hiree quits within six months of entry, we shall refund the consulting fee in proportion to the period employed in accordance with the conditions.

● Job Category● Employment Status● Age

● lndustries ● Scale of Company

*As of the end of March 2019

Registrant

Client

Matching

【Client】

【CA】【RA】

【Registrant】

Career Adviser

We assist inthe registrant’s

job-change search.

We assist in the client’s mid-stream hiring.

Recruiting Adviser

■ People who engage in a broad range of job categories including sales, office work, and engineering register with our database.

■ About 80% are presently employed. We can introduce the very people who are presently most active at the forefront of their field.

■ We can introduce young, mid-level, and managerial-level personnel who will support the growth of your company.

With hubs in Sapporo, Sendai, Utsunomiya, Tokyo Headquarters, Tachikawa, Saitama, Chiba, Yokohama, Kanazawa, Nagano, Shizuoka, Nagoya, Kyoto,Osaka (Umeda), Kobe, Okayama, Hiroshima and Fukuoka(as of December 2019).

(except those who did not write their job category at the time of registration)

*As of the end of March 2019

Chemical (manufacturers, trading companies), 9%

Consumer products,general trading companies, 8%

Construction, real estate, 15%

IT, communication, 11%

Pharmaceuticals,medical, biotechnology,

6%

Service,outsourcing, 4%

Masscommunication,advertising, 4%

Consulting, 4%Manpower, education, 4%

Electrical, electronics, machinery (manufacturers, trading companies), 17%

Finance, 3%

Restaurants,store type service, 4%

Internet, 5%

Others, 5%

Distribution, transportation, 1%【Definition】

Large-scale: Capital of 1 billion yen or more

Mid-level: Capital of 100 million yen or more

Small- to medium-scale: Capital of 10 million yen or more

Request formid-stream hiring

Communication ofdesired conditions

Introduction ofcandidate

Consulting fee

Introduction ofjob openingsArrangement ofinterview dates, etc.

26 to 30, 29%

Up to 25, 32%

31 to 35, 18%

41 to 50,9%

51 or older, 1%

36 to 40,11%

Unemployed,15%

Presentlyemployed, 84%

Unknown, 1%

Retail, service, logistics, 20%

Salesperson,19%

Office/clerical work, 10%Others, 8%

Engineer (electrical, mechanical, science), 7%

Production management,quality control, 5%

Management, planning,marketing, 4%

SE, 6%

Legal/financial/personnel/general affairs, 5%

Creative work, 2%Specialized Internet work, 2%

Engineer (construction), 4%

Medical, pharmaceuticals,cosmetics, 3%

Material purchase,distribution, trading, 3%

Professional work (finance, real estate), 2%

Others, 9% Large company, 13%

Mid-level, 24%

Small- tomedium-scale, 54%

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[Expected task of the client]

After organizing the requirements for the manpower being requested, we also ask for information needed by the registrants and then prepare the job opening post.

*In order to deliver job opening information correctly to registrants, Recruit Career implements quality improvement activities such as setting a standardized rule for document creation and providing confirmation and revision of the content by our experienced staff. We ask for your kind understanding and cooperation with such activities.

<Example of Seminar Content>• Presentation: Company orientation/Orientation on job types, nature of work, and manpower qualifications/Q & A• Selection: Interview with applicants

Among candidates who have realized their job change, data indicates that over 50% changed their first-choice company during the selection process. The interview is an important venue for influencing the candidate’s decision-making.“Interview as a venue to assess applicants” to “interview as a venue to heighten the candidates’ enthusiasm and give them motivation.” The RA will sit in the selection venue and present proposals.

Recruitment Completion Process

P r o c e s s o f R e c r u i t m e n t

1 2 3 4 5

We can also handle the following request.

*As may be needed, we shall regularly communicate about the candidates who have made it to the final selection as far as their present situation and willingness to enter the company.

*We make suggestions regarding timing of job offers and follow-up meetings concerning job conditions.

*After a decision to enter the company has been finalized, we conduct a seamless follow-up review to ensure that there is a smooth flow from the candidate’s resignation from the present company to their joining the client company.

□Arranging for data gatheringon the job opening

□Confirmation of a job opening post

□Conducting the documentary selection □Conducting the interview □Finalization of the job offer conditions

□Preparation of the notice

“We are hiring large-scale, so we want to collect applications e�ciently within a short period.”

Company Seminar Proposal

“�ere are many post-interview withdrawals. How can we prevent such withdrawals?”

Job opening information is shared with the CA.The CA communicates the job opening information to the candidate, encouraging him/her to apply to the client.

We attach a reason statementwhen we introduce a candidate.

[Expected task of the client]

After screening the collected applications,the RA introduces each candidate along with their qualifications for the position.*It takes 7 to 10 days to introduce a candidate from receipt of job opening post.

By having a single contact point with multiple candidates, you can achieve two objectives: forming a population base of applicants while appealing to the enthusiasm of the candidates. Thus, we can help you hire efficiently.

Selection Process Improvement Proposal

The RA will sit in during the actual interview and determine issues in the selection. The RA will propose improvement measures.

From arranging interviews to proposing selection process

[Expected task of the client]

On behalf of the client, we can perform hiring functions such as arranging interview schedules and communicating pass-fail results.We can also suggest improvements if there are issues with the selection process.

Following up to ensurejoining the company

[Expected task of the client]

We communicate with the candidates regarding the notice of job offer conditions and perform follow up on candidates regarding their final decision to enter the client company.

*RA: Recruiting Adviser CA: Career Adviser

We can also handle the following request.

Organizing Job Description Screen Candidates forDocumentary Selection Interview SelectionBrie�ng Opening Jobs From Job O�er to

Joining the Company

We organize requirements for desiredcandidates and prepare job opening post.

Candidate is briefed aboutthe job opening information.

*Based on data regarding the registrant situation and manpower supply/demand balance, we suggest a target setting suitable to the client’s hiring objectives.

*Deducing the common trends of the target manpower, we prepare job opening information, such as job opening posts, in which we can more effectively present the attractive points of the client.

*Through direct contact with the candidate, we communicate details that cannot be conveyed solely from the job opening information, such as the client’s attractive points, working environment, etc.

*Candidates who are not intrigued by the textual information are induced to apply.

*We provide interview comments that will enable you to visualize the personality and type of the candidate.

*We try to prevent loss of opportunity during documentary selection by presenting an accurate image of the candidate.

*Using our experience of successful hiring in a cumulative total of more than 410,000 cases, we shall suggest a selection method that gives motivation to the candidates as well as the schedule.

*We can verify post-interview concerns and willingness to accept job offer. We can do follow-up review as needed to prevent loss of opportunity from misunderstanding.

Highlighting the AttractivePoints of the Client Attract Candidates’ Interest Providing Information That Enables

the Client to Visualize the CandidatePreventing Opportunity Loss

in Selection Follow Up to Joining the Company

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We introduce manpower who are presently occupying executive positions with remuneration of 13 million yen or more annually.

In response to a client’s hiring needs, we introduce various kinds of manpower.

Top Management

Global Manpower

Managers/Specialists

Members

Office Assistants

New Graduates

O u r S e r v i c e s

To launch a new business, we want to hire manpower which possesses unique knowhow that nobody in the company has as candidates for an executive position.

*Some of the services may not be available in some areas. Please consult with the RA in charge for details.

Upon establishment of a foreign subsidiary, we want to bring in candidates who have rich experience in global business for an executive position.

We want to hire industry-ready personnel for our Asian hubs.

Taking advantage of the repatriation of our Japanese resident officer, we want to pursue localization by hiring excellent staff locally.

In order to revitalize the organization, we want to hire managers from outside.

We need personnel in niche fields where there are few experienced persons.

In order to revitalize the organization, we want to hire manpower whose backgrounds are different from those of existing members.

In order to expand our business, we want to hire industry-ready personnel with sales or engineering experience.

We want to directly hire staff for us to build up operation knowhow, including specific tasks which are difficult for dispatched employees to handle.

We want to hire regular employees, not dispatched employees, because of the opportunities to handle confidential business information.

We want to reach science and engineering students majoring in specific fields and bilingual students who may not fully grasp our company’s attractiveness solely by reviewing published advertisements or their school’s recommendation.

We want to reach international students and students with excellent academic records. In addition, we want to recruit only those who meet our company’s recruitment conditions and requirements.

ExecutiveIntroduction

Service

OverseasHiring Support

Service

New GraduateHiring Support

Service

Hiring SupportService

We assist in hiring local or global manpower in Asian countries.

In accordance with your business plan, allow us to work for you in providing sales/engineering/management personnel.*Personnel will be introduced by Recruit Executive Agent.

We offer one-stop service for hiring manpower from staff to executive positions.

This is the standard service of Recruit Agent for hiringin almost all types of work and positions.

The Recruiting Adviser in charge analyzes the intended target hirees and issues involved, and assists with full force until the completion of hiring.

We deal with and meet various issues and needs which arise during the recruitment of newly graduated students.Examples of recruitment targets and service utilizations:Science and engineering students majoring in specific fields/students studying overseas/students who are native speakers of a foreign language/limited job offer for a specific position/supplementing a vacancy due to a sudden job offer declination/etc.

This is a recruitment service targeting newly graduated students.

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�ree Reasons Why We Are Trusted

User Reviews

Introduction to Our Online Tool for Scouting Personnelby Viewing �eir Pro�les

S c o u t T o o l

1 2 3

What We Expect of the Client Company

F o r Y o u r S u c c e s s f u l R e c r u i t m e n t

Users can directly access and search one of the richest registrant databases in Japan developed by Recruit Agent and Rikunabi Next.

It is highly visible and easy to use. I’m not a tech person but I can easily use this tool. I spent five minutes to quickly screen registrants in the morning and it is becoming my daily routine.

I actually get more replies than other scouting services. It is quite helpful for creating a large group of engineer registrants as I can go through the database thoroughly.

You choose ○, △, or × while reviewing the registrant profiles to automatically send out a scouting email to registrants, advising them of your interest in hiring.

This tool has unique features: a recommendation feature powered by leading-edge technologies, a screening feature that extracts only registrants who are interested in your company, etc.

FREE!

Effectively supportsyour hiring process withits unique features andhigh quality database.

A user from a food trading company A user from a web service company

There is no extra charge required to use this scouting tool.

To More E�ectively Secure Manpower, We Ask for Your Cooperation as Follows.

�e Importance of Selection Speed

Each candidate applies to 21 companies on average. Likewise, data indicates that about half of the candidates choose the company that gives them the job offer first, so it is important to make your selection with this hiring competition in mind.

Unique features ensure a high registrant reply rate.

Easy screening—just choose○, △, or × and your scoutingis done.

High quality and richregistrant database isdirectly accessible.

Please cooperate in data collection.

Voices at the worksite and expectations of the management are good resourcesfor us to arouse interest in applying.

Please announce the selection results within 3 days.

The speed of selection is an important factor in hiring success. *Please refer to the data below.

Please inform us about the reason for acceptance or

denial of application.

The reason for acceptance is a source of encouragement for entering the company,while the reason for denial can be used for improving our precisionin our next introduction of a candidate.

Please inform us about the points you have highly evaluated and

role expectations after entering the company.

The feeling of “being needed by the client company” can back the candidate’s decision-making.

How many companies did you apply to? Among the companies you applied to, in what order did the company you chose give the job offer?

First49%

Second24%

Others27%

*In-house research

6−10 companies24%

1−5 companies23%

16−20 companies16%

26−30 companies12%

11−15 companies8%

46−50 companies7%

51−100 companies5% Others 5%

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