More than 40% of recruiters at builders and house builders have problems with the “human resource retention rate” Mainly due to the “high ratio of elderly people” and “low retention rate”
~ 52.4% feel the effect on recruitment activities through branding efforts ~
UNIIDEO Co., Ltd. (Headquarters: Meguro-ku, Tokyo; Representative Director: Masumi Yamada), which provides a branding service
(https://uniideo.com/service/brandingservice/) that nurtures companies in the medium and long term, is a construction company and house maker. We are pleased to inform you that we have conducted a fact-finding survey on the hiring of builders and house builders for 106 recruiters (personnel, managers, executives).
Survey outline: Fact-finding survey on hiring contractors and house builders Survey method: Internet survey planned by IDEATECH’s research PR “Resapie (R) ︎” Survey period: November 1, 2022 to November 2, 2022
Valid responses: 106 people in charge of hiring contractors and house builders (personnel, managers, executives)
*Composition ratios are rounded off to the second decimal place, so the total does not necessarily add up to 100.
1 Please specify the name of “UNIIDEO Co., Ltd.” as the source of the information.
2 When using on a website, please set up the link below as the source. URL: https://uniideo.com/
54.3% of recruiters have experienced issues regarding recruitment activities When asked, “Q1. Have you ever felt any issues with regards to the recruitment activities at your company?” Answered.
Q1.Have you ever felt any problems in your company’s recruitment activities? ・ Many times: 19.1%
・ Somewhat: 35.2%
・ Not much: 24.8%
・ Not at all: 15.2%
・I don’t know/can’t answer: 5.7%
Issues related to recruitment activities, such as “high proportion of elderly people”, “low employee retention rate”, “divergence between desired human resource level and applicants”, etc.
For those who answered “many times” or “slightly” in Q1, ask “Q2. ”(n=57), 43.9% said, “The percentage of elderly people is increasing,” 40.4% said, “The retention rate of employees is low and there is a lot of mobility.” 40.4% answered that there is a gap between
Q2. Please tell us what kind of challenges you have experienced in recruiting activities at your company. (multiple answers)
・The percentage of elderly people is high: 43.9%
・Low employee retention rate and high mobility: 40.4%
・There is a gap between the required human resource level and the applicant: 40.4%
・Applications are not collected even if posted on the recruitment site: 38.6% ・ The number of new graduates seeking employment is decreasing: 33.3% ・Difficult to differentiate from competitors: 15.8%
・There are many declines in job offers before interviews and before joining: 7.0%
・Don’t know/can’t answer: 0.0%
There are also other issues such as “documents alone cannot measure good human resources” and “salaries and overtime work are often unpopular”
For those who answered anything other than “I don’t know/can’t answer” in Q2, I asked them, “If there are any issues related to your company’s recruitment activities other than what you answered in Q3 and Q2, please tell us freely. (Free answer).” When we asked (n=57), we were able to get 40 answers, such as “documents alone cannot measure good human resources” and “salaries and overtime work are often unpopular”.
-Free answer/partial excerpt-
・ 55 years old: Good human resources cannot be measured only by documents. ・ 66 years old: There are many unpopular opinions about salary and overtime work.
・59 years old: I am looking for a technical job, but there are no promising human resources with the required skills and abilities. It is especially difficult in mountainous areas.
・ 65 years old: Professionals do not come to interviews.
・58 years old: Partly due to the declining birthrate and aging population, there are few young Japanese who want to become
・42 years old: Unmatched treatment and skills.
・63 years old: The problem is not hiring employees, but hiring new subcontractors.
More than 30% of recruiters implement initiatives to improve employee retention rate
When asked, “Q4. Is there anything your company is doing to increase the retention rate of employees?” Answered.
Q4.Is there anything your company is doing to increase the retention rate of employees?
・I don’t know/can’t answer: 14.3%
About half of the initiatives include “regular 1on1 meetings” and “enhancement of welfare programs”
For those who answered “yes” to Q4, “Q5. Please tell us specifically what your company is doing to increase the retention rate of employees. (multiple answers)” (n=35) When asked, 48.6% answered “regular 1on1 meetings”, 45.7% answered “enhancement of welfare programs”, 40.0% answered “review of evaluation system”, and “promotion of management of long working hours and acquisition of paid holidays”. ” was the answer of 40.0%.
Q5. Please tell us specifically what your company is working on to increase the retention rate of employees. (multiple answers) ・Regular 1on1 meetings: 48.6%
・Enhancement of welfare programs: 45.7%
・Review of evaluation system: 40.0%
・Management of long working hours and promotion of taking paid holidays: 40.0% ・Continuously disseminate customer feedback and employee information within the company: 37.1%
・Introduced a mentor system to support young employees: 17.1% ・ Penetration of mission, vision and values: 14.3%
・Don’t know/can’t answer: 0.0%
52.4% feel that branding efforts are effective in recruiting activities When asked, “Q6. Do you think that working on branding will be effective in recruiting activities?” Answered.
Q6. Do you think that working on branding is effective for recruitment activities?
・I strongly agree: 15.3%
・Slightly agree: 37.1%
・ I don’t think so: 26.7%
・ I don’t think so at all: 7.6%
・I don’t know/can’t answer: 13.3%
The reason why branding is effective for recruitment activities is that 56.4% of respondents answered that it deepens their understanding of their company’s values and corporate philosophy.
For those who answered “strongly agree” or “somewhat agree” in Q6, “Q7. Please tell us all of the reasons why you think branding is effective in recruiting activities. (Multiple answers allowed)” (n = 55), 56.4% said, “To deepen understanding of the company’s values and corporate philosophy,” 52.7% said, “To raise awareness and increase corporate value,” and “Strengthen the sense of solidarity between employees.” 38.2% answered that
Q7. Please tell us all that apply to why you think branding is effective in recruiting activities. (multiple answers)
・To deepen understanding of company values and corporate philosophy: 56.4% ・Because recognition increases and corporate value increases: 52.7% ・ Because the sense of solidarity between employees can be strengthened: 38.2% ・ To become attached to the company and products: 36.4%
・Because it is less likely to switch to competitors: 21.8%
・Don’t know/can’t answer: 0.0%
About half of recruiters are willing to work on branding in the future When asked “Q8. Do you want to work on branding at your place of work in the future?” This is the answer.
Q8.Do you want to work on branding at your company in the future? ・I strongly agree: 13.4%
・Slightly agree: 32.4%
・ I don’t think so: 31.4%
・ I don’t think so at all: 9.5%
・I don’t know/can’t answer: 13.3%
This time, we conducted a fact-finding survey on hiring contractors and house builders for 106 recruiters (personnel, managers, and executives) at builders and house builders.
54.3% of the hiring managers of building contractors and house builders have issues with recruitment activities, mainly “high percentage of elderly people”, “low employee retention rate”, “required human resource level and applicants There were many opinions such as “divergence with
In addition, an increasing number of recruiters are implementing initiatives to “improve the retention rate of employees” in order to solve problems. It also became clear that more than half of the respondents felt that their recruitment activities were effective as part of their efforts to promote branding.
At construction companies and house builders, the number of young specialists is decreasing, and it has become clear that many recruiters are worried about securing human resources, but many companies are implementing “branding” measures as a corporate initiative. , many voiced that they felt that “branding” had a positive effect on recruitment activities. “Branding” not only improves the recognition of the company in management, but also deepens the understanding of the company’s values and corporate philosophy, making it difficult for mismatching of human resources at the time of recruitment, and it is easy to improve the retention rate. It seems that.
Branding service to nurture the company in the medium and long term [Image 9
Brand building and customer attraction improvement services to become a “company that continues to be chosen”. Discover your company’s “strengths”, create “empathy” through design, and conduct
comprehensive branding to increase “attraction of customers” through promotion. (https://uniideo.com/service/brandingservice/)
Company name: UNIIDEO Co., Ltd. (Unidio)
Established: April 1, 2008
Representative Director: Masumi Yamada
Location: Tokyo Head Office / 3F FORCE Building, 1-20-4 Aobadai, Meguro-ku, Tokyo 153-0042
/ 〒550-0013 1-28-11 Shinmachi, Nishi-ku, Osaka-shi, Osaka Yasukawa Building 7F
Business description: Brand communication business
Branding service for corporate growth.
Comprehensive provision from strategy planning to communication activities that lead to results.
Permeate the brand inside and outside the company and maximize corporate value.
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