#Japan #Shinjuku #MEDIA INCUBATE #Support Recruitment #Future Talent

Introducing 'Support Recruitment' - A transformative hiring initiative

In a bid to support companies undergoing management transitions, Media Incubate has launched an innovative recruitment support service called 'Support Recruitment', in collaboration with the media platform 'Children's Future'. This initiative aims to help entrepreneurs share their visions related to new business ventures, M&A, and business succession, ultimately creating opportunities to connect with the next generation of talent.

Why Now? Addressing Common Challenges for Entrepreneurs

Many business owners today face significant challenges:

• - New Business Ventures: Finding individuals who resonate with their values and vision.
• - M&A: Preventing talent loss due to cultural clashes post-merger.
• - Business Succession: Discovering individuals who can help transform the company alongside the next generation.

The key to addressing these challenges lies in effectively communicating their passion for the future. Top talent tends to prioritize how their work can contribute to society over the next two decades. 'Children's Future' attracts such forward-thinking individuals.

What is 'Support Recruitment'?

'Support Recruitment' facilitates the articulation of entrepreneurs' beliefs about the future of children into compelling articles, thereby generating encounters with like-minded individuals. Learn more here.

Three Key Features:

1. Turning Vision into Stories:
- In-depth interviews bring the entrepreneur's story to light.
- Professional writers craft engaging articles.
- Use of photos and videos enhances the reader's experience.

2. Sustained Outreach:
- More than a single job ad, this service involves continuous storytelling.
- Sharing employee feedback and insights on projects fosters deeper connections with readers.

3. Integrated Support:
- JV Impact Partners: Assisting in finding co-creation partners.
- M&A Buy-Side Partners: Aiding cultural integration after acquisitions.
- AIBizImpact: Analyzing and improving outreach effectiveness.

Tailored for:

• - Companies Venturing into New Businesses:

Example: 'Launching an eco-friendly business for the planet's sake'. This initiative saw tenfold applications from environmentally conscious engineers.

• - Companies Considering M&A:

Example: 'M&A to Pass Down Traditional Skills to Future Generations'. This led to offers from potential acquisition targets eager to collaborate.

• - Companies Preparing for Succession:

Example: 'A third-generation leader’s new challenge at a historic company'. Resulted in numerous applications from young executive candidates, invigorating the organization.

Process Overview

Step 1: Free Consultation (1 hour) – Understand management and recruitment challenges.
Step 2: Strategy Development – Articulate their value from the 'Children's Future' perspective.
Step 3: Interviews and Article Creation – Conduct 1-2 interviews monthly for continuous publication.
Step 4: Talent Matching – Create connections with those who read the articles.

Pricing Plans

Details are provided in individual consultations. Pricing will be adaptable depending on company size and frequency of outreach.

Example Scenarios

Case 1: New Business Launch in a Regional Manufacturing Company
Background: A third-generation CEO decides to develop an environmentally friendly new product but struggles to find specialized talent locally.
Execution: Monthly highlights on the CEO’s vision are published as 'A century-old company creating products for the future of children', continuously sharing challenges and small successes from the development site.
Outcomes: The article draws inquiries from engineers in urban areas leading to applications from candidates who resonate with their philosophy, using remote work to innovate the hiring process.

Case 2: Considering M&A in an IT Firm
Background: An education-focused startup contemplating the acquisition of a regional learning center, fearing cultural differences.
Execution: A dialogue between both companies' leaders is published as 'Envisioning the Future with Technology and Local Education’, alongside articles about staff interactivity.
Outcomes: Visibility of both companies' philosophies increases before acquisition, fostering clarity in the post-merger vision and increasing applications from talent who understand both companies.

Case 3: Business Succession in a Historic Firm
Background: An 80-year-old food wholesale company struggles with a successor who seeks transformational leadership.
Execution: A series of articles featuring the new president’s transformative vision and dialogues with veteran employees present the narrative of 'Innovation Leveraging Tradition'.
Outcomes: This approach garners applications from mid-career professionals capable of bridging generational divides, enhancing mutual comprehension within the organization and advancing collective transformation.

A Message to Entrepreneurs

Every entrepreneur possesses a core belief that drives their business. Why did you start this venture? What kind of future do you aspire to create? What legacy do you wish to leave for the next generation?

These sentiments resonate with yet-to-be-met companions. However, if these thoughts remain unheard within the walls of your organization, they may never reach those who need to hear them.

Currently, many top talents are searching for work that carries significance and meaning. They are waiting for opportunities to connect with your vision. 'Support Recruitment' provides a platform where your aspirations can meet their passion.

Let’s work together to find companions who will create the next century.