The Simplex Group's greatest strength is its people. Our employees are the cornerstone of our overall strategy and are essential for achieving sustainable growth and high profi tability. We asked Yoshihiro Kuji, Head of the Human Resources Division, how the Simplex Group will deepen its culture and create an environment that brings out the best in its employees as it aims for further growth in the future.– What qualities do you look for when hiring?As the Simplex Group promotes expansion and deep-diving into new business areas, we hire both new graduates and mid-career professionals collectively as a Group, regardless of which company (Simplex or Xspear) they are assigned to. This way, each and every one of our employees can go on to achieve their potential and develop their careers in their own unique way. The qualities we emphasize in hiring new graduates are the ability to work diligently, a willingness to take on any task and deliver results, and a strong desire to grow. In the recruitment process, we also check to see if the candidate is likely to fi t into our culture as represented by our code of conduct (the 5DNAs) and our values (the Simplex Philosophy).In mid-career hiring, we do look at the candidate's work history and achievements, but that’s not all. We also place emphasis on what mindset that has guided their life as a business professional to date. We value people who have maintained a positive attitude and desire to grow, even in the face of setbacks or stagnation. We believe what matters is a willingness to learn from failure and move forward.About the Simplex GroupBusiness ModelGrowth StrategyMateriality Issues and Major RisksDataSimplex Integrated Report 202445– What is Simplex's competitive edge in the new graduate labor market?Our greatest competitive advantage is our ability to identify talent with high potential from students with no prior work experience and rapidly develop them in a short period of time. Although no IT knowledge is required when they interview, all employees undergo rigorous training to enhance their IT skills, including programming, during pre-employment training and after they join the company. After being assigned to a project team, new employees are prioritized for development projects.IT skills are a valuable asset for future success as a business professional. Being able to develop these skills while still young and put them into practice on the job is an advantage that many other companies do not off er. Some say that today's young people are averse to challenging themselves, but the reality is many graduates want to work for a company that can off er abundant opportunities for growth while they are in their twenties. The total number of students in Japan is decreasing due to the declining birthrate, and the fresh graduate recruitment environment is a challenging one. But by adopting the right approach and ensuring that the Simplex Group is a place where people can grow, we believe we can strengthen our brand in the new graduate labor market.– How are you working to deepen the culture?Assuming that we can reach the top 10% of talent in the labor market, we look at candidates’ fundamental attributes, qualities, and potential to determine whether they are a good fi t to our culture at the hiring stage. We attach particular importance to this process. We look to bring in employees who embody our values and have been evaluated favorably by our interview panels. Although we do not conduct uniform checks, we focus on ensuring candidates can communicate eff ectively in a team and determining if our culture would be a good fi t for them.Beyond this, we focus on their potential to transmit and sustain our workplace culture. There are many employees onsite who make decisions on how to behave based on this culture while verbalizing to others the process that led to those decisions. New graduates and mid-career professionals with strong potential are immersed in such an environment. This repetition deepens the culture. I am always checking the extent to which our corporate culture has gained traction within our organization through interviews with employees, of which I conduct around 80 to 100 per month. I am very satisfi ed with the current situation.Yoshihiro KujiHead of Human Resources DivisionSimplex Holdings, Inc.ESG: SocialWhen hiring talent, we aim to determine how they will fi t into our cultureA Message fromthe HR Division HeadPersonnel policies that deepen our culture and unlock employee potential
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