{"id":4609,"date":"2026-05-01T10:09:19","date_gmt":"2026-05-01T01:09:19","guid":{"rendered":"https:\/\/univacap.com\/uni-sight\/?page_id=4609"},"modified":"2026-05-07T09:44:56","modified_gmt":"2026-05-07T00:44:56","slug":"vol149-uni-square","status":"publish","type":"page","link":"https:\/\/univacap.com\/uni-sight\/en\/vol149\/vol149-uni-square\/","title":{"rendered":"vol149-uni-square ENG"},"content":{"rendered":"
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\r\n UNI-SQUARE\r\n <\/p>\r\n

Focusing on \u201cinternal\u201d rather than \u201cexternal.\u201d
\r\n A New Approach to Talent Strategy Envisioned by UNIVA Career Challenge\r\n <\/h1>\r\n <\/div>\r\n\r\n
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Amid cries of a labor shortage, companies have always looked \u201coutward\u201d for recruitment. Seeking more talent and expanding into broader markets\u2014this has been the accepted norm.<\/p>\r\n

However, the UNIVA Group is now beginning to turn its attention to the potential lying \u201cwithin.\u201d This is the \u201cUNIVA Career Challenge,\u201d launched in March 2026. This program, which allows employees to pursue new career paths within the group, is not merely a system for transfers. It has a clear intention: to \u201cconnect\u201d possibilities that were previously unseen.<\/p>\r\n

In the May issue of UNI-SIGHT, we explore the reality and potential of internal recruitment through the voices of the UNIVA Career Challenge program\u2019s leaders, staff, and HR representatives from the companies that actually conducted the recruitment.<\/p>\r\n

Program Leader: Yosuke Sakuta, Group CFO, UNIVA Oak Holdings<\/p>\r\n

Program Manager: Yuni Aragaki, UNIVA Rhizoma<\/p>\r\n

HR Representatives:
\r\n UNIVA Fusion: Kazumitsu Fujimoto
\r\n Naturally Plus Japan: Nao Sasaki
\r\n UNIVA Paycast: Hanae Kuroki
\r\n UNIVA Japan: Chengfang Cai
\r\n North Energy: Shinya Takeyama<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n\r\n

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Careers Lost Due to \"Lack of Awareness\"<\/h2>\r\n
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Mr. Sakuta<\/div>\r\n <\/div>\r\n

The \u201cUNIVA Career Challenge\u201d was born out of a realization by Mr. Sakuta, Group CFO of UNIVA Oak Holdings.<\/p>\r\n

\u201cWhen I went to Thailand for last year\u2019s UNIVA AWARDS incentive tour, I had the opportunity to speak with people from our group companies, and I realized that they knew far less about the group companies than I had expected.\u201d<\/p>\r\n

At the same time, Ms. Aragaki, the project manager, notes that she began hearing similar feedback from the front lines.<\/p>\r\n

\u201cWhen I told departing employees that there were opportunities within the group if they wanted to change jobs, I started hearing \u2018I didn\u2019t know that\u2019 from many people.\u201d<\/p>\r\n

These were careers that could have been built within the group.<\/p>\r\n

Yet the fact is that these careers were flowing out to the outside world simply because people \u201cdidn\u2019t know.\u201d<\/p>\r\n

\u201cIf careers that could have been built within the group are flowing out, my primary motivation was to prevent that brain drain. First and foremost, I want NAKAMA employees to know that options for their next career advancement exist within the group,\u201d says Mr. Sakuta.<\/p>\r\n

Making these \u201chidden opportunities\u201d visible. That was the starting point for the \u201cUNIVA Career Challenge.\u201d<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n

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The Benefits of \u201cUNIVA Career Challenge\u201d<\/h2>\r\n
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Ms. Aragaki<\/div>\r\n <\/div>\r\n

It is often said that the primary reasons for changing jobs are either a desire for career advancement or dissatisfaction with one\u2019s current workplace or supervisor.<\/p>\r\n\r\n

Generally speaking, it\u2019s common sense to look outside the company for that \u201cnext step,\u201d but at the UNIVA Group, that\u2019s not necessarily the case. That\u2019s because the UNIVA Group encompasses a wide range of industries and job roles. It\u2019s possible to gain completely different experiences while remaining within the same group.<\/p>\r\n

\u201cFor example, I imagine there are people who work in accounting and then want to take on the challenge of consolidated financial statements or investor relations at a publicly traded company. It\u2019s possible to achieve that kind of career path within the group,\u201d says Sakuta.<\/p>\r\n\r\n

\u201cI think it\u2019s a major advantage that you can advance your career by changing your environment or job without having to leave the group,\u201d says Aragaki.<\/p>\r\n\r\n

Sakuta also points out that there are significant benefits for the hiring side as well.<\/p>\r\n\r\n

\u201cFirst, there are no recruitment fees. Another major advantage is that people who already understand the group\u2019s culture are joining the company.\u201d<\/p>\r\n\r\n

The program was announced on UNI-SIGHT on March 1, 2026.<\/p>\r\n

https:\/\/univacap.com\/uni-sight\/en\/vol147\/vol147-topics\/#topic-C<\/a><\/p>\r\n

\u201cAfter informing all HR managers across the UNIVA Group about this program, five companies have already started recruiting,\u201d says Aragaki.<\/p>\r\n

This program also offers peace of mind for those who don\u2019t want their supervisors or colleagues to know they are considering a career change.<\/p>\r\n

\u201cWe won\u2019t notify your current employer until a job offer is finalized. Please feel free to take this opportunity with peace of mind. In the future, we\u2019d like to facilitate secondments and temporary talent exchanges. Our ideal is to enable employees to create career plans across the entire group,\u201d said Sakuta.<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n

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Honest Feedback from the Field: What HR Is Looking For<\/h2>\r\n
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Ms. Sasaki<\/div>\r\n <\/div>\r\n

The five companies that have posted openings for the \u201cUNIVA Career Challenge\u201d this time are UNIVA Fusion, Naturally Plus Japan, UNIVA Paycast, UNIVA Japan, and North Energy.<\/p>\r\n

Their motivations vary. Strengthening the workforce to support business expansion, introducing new perspectives, addressing talent shortages, and overcoming limitations in recruitment channels\u2014while each faces different challenges, they all placed their hopes on the \u201cwithin the group\u201d option.<\/p>\r\n

Sasaki (Naturally Plus Japan): \u201cI believe there are people within the group who possess diverse experiences and expertise. That\u2019s precisely why I was hopeful about the possibility of finding someone who could contribute immediately as a ready-to-work asset. And to be honest, given the nature of the MLM business model, our options for job boards and recruitment agencies are limited. I also felt that if there was even a slight possibility, I wanted to give it a try.\u201d<\/p>\r\n

Fujimoto (UNIVA Fusion): \u201cOur business is growing, but we\u2019re at a point where we want to further strengthen our customer service and marketing. We wanted to increase speed and accuracy by handling these tasks in-house, rather than relying solely on outsourcing.\u201d<\/p>\r\n

Kuroki (UNIVA Paycast): \u201cWe\u2019re entering a phase of business expansion, so we wanted to bring in members with fresh perspectives. We thought we might be able to incorporate those perspectives from within the group as well.\u201d<\/p>\r\n

Cai (UNIVA Japan): \u201cThere were cases where we had project offers but couldn\u2019t handle them due to a shortage of staff. Since we\u2019ve had internal transfers within the group in the past, we thought it was a possibility this time as well.\u201d<\/p>\r\n

Takeyama (North Energy): \u201cWe\u2019ve been continuing our recruitment efforts, but we weren\u2019t seeing an increase in the number of applicants. We wanted to look within the group to broaden our reach.\u201d<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n

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Benefits Unique to Hiring Within the Group<\/h2>\r\n
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Mr. Takeyama<\/div>\r\n <\/div>\r\n

Fujimoto (UNIVA Fusion): \u201cThe biggest advantage is how quickly we can get started. It\u2019s a huge plus that we can move forward with minimal explanation.\u201d<\/p>\r\n

Takeyama (North Energy): \u201cSince they already understand our core values and way of thinking, they can integrate smoothly.\u201d<\/p>\r\n

Sasaki (Naturally Plus Japan): \u201cCultural fit is also a major factor. It reduces the likelihood of mismatches, so I believe they\u2019ll be able to contribute effectively over the long term.\u201d<\/p>\r\n

Kuroki (UNIVA Paycast): \u201cSince their track record is easy to see, I think it\u2019s easier to build trust.\u201d<\/p>\r\n

Cai (UNIVA Japan): \"The onboarding process is short, and they can start performing well early on.\"<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n

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It\u2019s Not Just About \u201cSkills\u201d<\/h2>\r\n
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Ms. Kuroki<\/div>\r\n <\/div>\r\n

What kind of talent are companies looking for?<\/p>\r\n

A common theme across the companies\u2019 comments was that values matter just as much as skills.<\/p>\r\n

Fujimoto (UNIVA Fusion): \u201cWe want people who can take initiative, not just those with skills.\u201d<\/p>\r\n

Takeyama (North Energy): \u201cI believe people who can adapt flexibly to new environments will thrive.\u201d<\/p>\r\n

Sasaki (Naturally Plus Japan): \u201cI want to work with people who have the drive to take on challenges.\u201d<\/p>\r\n

Initiative, collaboration, and a willingness to take on challenges.<\/p>\r\n

These qualities also embody the spirit of \u201cNAKAMA\u201d that the UNIVA Group holds dear.<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n

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Expectations for the system have shifted from \u201ctalent mobility\u201d to \u201corganizational evolution.\u201d<\/h2>\r\n
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Ms. Cai<\/div>\r\n <\/div>\r\n

The expectations each company has for this system go beyond mere recruitment success.<\/p>\r\n

Sasaki (Naturally Plus Japan): \u201cI hope this will create an environment where employees can proactively choose their career paths within the group. I also expect that increased talent mobility will revitalize the entire group.\u201d<\/p>\r\n

Fujimoto (UNIVA Fusion): \u201cI hope this becomes a system where people can demonstrate their strengths in the place that fits them best. As a result, I believe the performance of the entire group will improve.\u201d<\/p>\r\n

Kuroki (UNIVA Paycast): \u201cI look forward to the organization evolving into one that is resilient to change and flexible.\u201d<\/p>\r\n

Cai (UNIVA Japan): \u201cI hope this will eventually expand to include something like job rotation.\u201d<\/p>\r\n

Takeyama (North Energy): \u201cI hope this becomes a positive option that allows people to move beyond a single career path. I expect this will ultimately lead to the growth of the entire group.\u201d<\/p>\r\n

By circulating talent within the group, employees will be able to demonstrate their strengths in the most suitable roles. This accumulation will enhance the flexibility and growth potential of the entire organization.<\/p>\r\n

The \"UNIVA Career Challenge\" has only just begun, but we already have NAKAMA who have switched roles within the group. In our next post, we\u2019ll share the real-life stories of NAKAMA who have experienced an internal transfer.<\/p>\r\n <\/div>\r\n <\/div>\r\n\r\n <\/article>\r\n \r\n\r\n <\/div>\r\n<\/div>","protected":false},"excerpt":{"rendered":"UNI-SQUARE Focusing on \u201cinternal\u201d rather than \u201cexternal.\u201d A New Approach to Talent Strategy Envisioned by UNIV […]","protected":false},"author":1,"featured_media":0,"parent":4597,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"page-discussion.php","meta":{"_locale":"en_US","_original_post":"https:\/\/univacap.com\/uni-sight\/?page_id=4595","footnotes":""},"class_list":["post-4609","page","type-page","status-publish","hentry","en-US"],"_links":{"self":[{"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/pages\/4609","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/comments?post=4609"}],"version-history":[{"count":1,"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/pages\/4609\/revisions"}],"predecessor-version":[{"id":4611,"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/pages\/4609\/revisions\/4611"}],"up":[{"embeddable":true,"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/pages\/4597"}],"wp:attachment":[{"href":"https:\/\/univacap.com\/uni-sight\/wp-json\/wp\/v2\/media?parent=4609"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}