FAQ (Search categories)

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Human Resources

  • Why do people gather to SHIFT?

    We put a lot of effort into developing our human resources system, such as a proactive promotion system, a fair evaluation system, and an environment where employees can feel pride in their work.
    Please see the link below for details about each system and initiative.
    In addition, SHIFT is engaged in efforts to improve the efficiency of testing through its software quality assurance business and to deconstruct multi-subcontracting structures through its M&A activities and its platform business. Through this, SHIFT is striving to help resolve issues facing the IT industry. As a result, persons who have worked in the IT field for many years and having various concerns about the industry structure tend to come to SHIFT.

  • What is SHIFT’s employee turnover rate? What are the typical reasons given for leaving the Company?

    Employee turnover runs around 10%.

    As of April 2020, the most frequently stated reasons for leaving SHIFT were “mismatched job expectations,” “health complications,” and “incompatibility with corporate culture or workplace environment.” It is worth noting that the most common reasons employees quit their jobs in any industry, namely “lack of motivation/sense of accomplishment” and “insufficient compensation,” are rarely given as reasons for leaving SHIFT.

  • What kind of capacity utilization does SHIFT have?

    We keep our business running at near full utilization.

    Although utilization ratio dipped temporarily due to the impact of the COVID-19 pandemic, during normal times we have maintained near full-capacity operations.

    We have a policy of non-disclosure regarding specific figures.

  • About how long after hiring does SHIFT anticipate its employees will become industry-ready?

    Since SHIFT recruits mostly those who hit the ground running (i.e., mid-career recruites), employees generally start handling actual duties around three to five days after joining SHIFT, following a brief period of orientation to learn the Company’s internal rules and SHIFT’s quality assurance philosophy and expertise.

    Part-time team members in charge of software test execution are able to commence official duties in the afternoon of their starting day even if they have no previous IT experience.

  • To what extent does SHIFT hire fresh graduates?

    We recruit around 20 fresh graduates annually.

    We refer you to the link provided for specific records.

  • What kind of salary and pay raise rates does SHIFT offer its engineers?

    Annual salary increases average around 10%.

    We refer you to the link provided for specific records.

  • What kind of employee engagement does SHIFT have?

    SHIFT Group manages and measures employee engagement by metrics including eNPS, empathy-level with SHIFT, growth perception, and sense of security. We take immediate measures to address problem areas and work to make improvements, when we realized any. We have adopted a policy of nondisclosure regarding specific numerical scores for our survey metrics.

  • What kind of corporate culture does SHIFT have?

    We refer you to the link provided for information on this subject.

  • What kind of talent does SHIFT look for?

    The bare minimum requirement is to have a basic grasp of software testing, which we assess with our CAT examinination. Additional requirements in terms of skill sets and experience differ depending on job responsibilities and layer of employment, but since SHIFT is currently a fast-paced growth-phase business, we look for highly motivated employees who undertake their duties with a positive frame of mind.

  • Does SHIFT use any special tactics in its approach to hiring?

    We have implemented a number of initiatives pertaining to recruiting up till now. We continually develop and implement our own original initiatives for high time- and cost-effectiveness. Examples include shortening the lead time between receipt of application to the offer letter stage through the use of video interviews, the use of CAT examination exams to assess basic software testing aptitude, focus on referral-based recruiting, and airing of television commercials to boost our public profile.

    We refer you to the “recruiting” link provided for details on specific initiatives.

  • What kind of hiring performance has SHIFT achieved so far, and what are its hiring objectives?

    Information on our recruiting so far is available in our latest earnings presentation files. We set recruiting targets at the beginning of each fiscal year, but we also flexibly adjust them as required to suit the current recruiting environment or the kind of talent we seek. We typically recruit more than 1,000 new employees annually.

  • What is SHIFT’s hiring policy?

    To build and maintain a supply framework to meet strong demand for services, we implement proactive recruiting activities, mainly for full-time employees, but including part-time and other positions as well, and we welcome more than 1,000 new SHIFT employees annually. We also, when necessary, make use of engineer manpower resource services provided by our business partners (system engineer service companies). This enables us to secure workforce capacity if our own recruiting falls short, as well as switch to variable cost budgeting in response to occasionally volatile demand.

  • What is the hiring environment like?

    There are estimated 8,000 monthly job seekers in the engineer profession*, 1,000 of whom apply to SHIFT each month. Thus, in spite of an alleged shortage of engineers, recruiting at SHIFT continues to proceed at a brisk pace. In addition, the recruiting freezes that many businesses have implemented in response to the COVID-19 pandemic have actually been good news in terms of the recruiting environment at SHIFT Group. We have kicked our recruiting efforts into even higher gear so as to attract the kind of highly skilled talent that have previously been so hard to obtain.

    * FY08/19 Q3 earnings results presentation, P. 28. SHIFT estimate based on data from Labor Statistics (MHLW), the Labor Force Survey (MIC), the IT Human Resources White Paper (METI), and materials released by various recruiting agencies