Hiring According to Job Type

Hiring According to Job Type ~ Our Approach to Careers ~

Under our mission of “Shaping the advancement of healthcare,” Sysmex provides medical testing instruments and services in the hematology and other fields to more than 190 countries and regions around the world.

In order for Sysmex to grow as a global company, the refinement of the expertise and active participation of each individual employee is absolutely essential, regardless of the individual’s nationality, race, gender, age, employment history, or presence of disabilities.

Therefore, we have begun to implement “hiring by job type,” which involves recruiting people who are the best fit for the job type.

At Sysmex, we have implemented a job-based personnel system, and we believe it is important for each individual employee to think for themselves and develop their own career.

All newly hired employees will be expected to think, based on their experience, knowledge, and personal aspirations they have acquired throughout their studies at school and careers to date, “What job type will enable me to enhance my expertise?” in order to maximize their potential in the future.

An explanation is provided here with regard to the processes you have to go through to form your career, from how a job type is determined at screening to where you are assigned upon joining the company.

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Hiring According to Job Type

Screening – Determining job type

1Selecting desired job type at the time of entry.

You are able to select up to two choices, but you will ultimately have to choose one job type after proceeding through screening.

Introduction of job types

2Job type is decided after consultation during screening.

Consultation is possible if you wish to change the desired job type.
Through the exchange of information during screening, it is possible we may approach you about changing job types.
Information will be provided during the screening process which enables you to understand about the job type.
→ Web-based information sessions, interviews with the personnel division, job-specific interviews, round-table talks, and visits to our business bases are opportunities for providing information.

3Job type will be officially announced at the time an unofficial job offer is made.

You will be notified with a message that reads: You will be hired for the XX job type.
- This is a broad selection and assignment of job types, and it does not refer to the assignment to a specific department, project, or location.
In addition, we will inform you of the Job Grade (job scope) and Mission Grade (individual job role) at that time.
- Your initial assignment will basically be “LG1 Leading.”

What are Job Grade and Mission Grade?

A combination of the Job Grade (job scope) and Mission Grade (individual job role) determines the scope of the job you are assigned and the role you will have, and your salary will be in accordance with these factors.

This is regardless of educational background (whether you graduated from a graduate school, university, vocational school, etc.).

Job Grade (job scope)

The Job Grade is defined according to the job scope and required level of skill based on the job contents.
This is determined through the screening process.

◆LG1

This grade is for new hires straight out of school who have no work experience, or employees who will be learning the work going forward.

What is expected: Create added value or carry out daily routine work (that doesn’t involve high-level decision-making) of an expected level of quality and on time, in accordance with guidance from employees in higher positions, or based on manuals, etc.; Identify areas of your work where improvement is needed, and carry out efforts to make improvements through self-improvement or OJT in order to increase your own abilities.

◆LG2

This grade is applicable to some employees who have work experience in a specific field of expertise, or work-ready employees who have deep expertise related to our company’s mission.

What is expected: Assigned work is executed within the expected time span and level of quality, with an awareness of creating added value or redefinition of what the work is, while receiving support from employees in higher positions for some of the work.; Provide OJT on an ongoing basis to employees in lower positions to support the development of their expertise and abilities.; Identify areas of your work where you need to improve, and carry out efforts to make improvements through self-improvement in order to increase your own abilities.

Job grades from LG1 to LG4 are used for general employees.

Mission Grade (individual job role)

This refers to the grade of a work style that can be flexibly selected through mutual agreement by the company and the individual, in accordance with the individual’s career aspiration, sense of value, life events, etc.

◆Leading

There are more opportunities for you to make decisions yourself, and create added value by making use of more expertise, with expectations placed on you to work as a leader in the future.

Role: Aim to create added value, as well as produce results and improve skills, and on the premise that the individual consents, undertake work in a wide range of fields, regardless of whether the workplace is in Japan or overseas. Lead members and take on the task of maximizing results. With the aim of becoming a leader in the future, it is possible for the individual to experience multiple job types.

Work-Life Balance: Assignment throughout the Group (requiring relocation, with the consent of the individual).

◆Creative

A way of working that calls for refining technical skills, primarily with regard to routine work having set processes.

Role: Aim to demonstrate capabilities and improve expertise through the mastery of job-specific skills, and refine skills over the long term, while maximizing the results of the team in the aspects of efficiency, quality, and cost.

Work-Life Balance: Assigned to office/area processes (relocation is not required).; Consideration is given to frequency of business trips requiring overnight stays and long working hours.

Salaries

	◆LG1	◆LG2
◆Leading	Base salary:¥250,000	Base salary:¥260,000 - ¥330,000
◆Creative	Base salary:¥202,500 - ¥225,000	Base salary:¥230,000 - ¥310,000

Separate allowance is provided for all categories.

After entering the company - Determining placement assignment

Job Matching

Even a single job type holds various positions that have different fields of work. The position where you are assigned will be decided through job matching after you enter the company.

First of all, each division introduces positions to new hires, and then each new hire makes a self-promotion presentation. Each new hire lists a number of positions desired, while each division lists the new hires it desires, and each new hire and each division ranks their respective lists. The desires indicated on the two lists are matched and then a determination is made as to who will be assigned where.

The conventional system called for the personnel division to draw up an assignment plan after listening to the desires of employees straight out of school, and sounding out the various placement assignments. However, this system sometimes resulted in a mismatch.

Now, new hires feel a sense of reassurance and satisfaction because the wishes of the new hire are reflected in the assignment.

The optimal matching algorithm was built for Sysmex with the assistance of Professor Fuhito Kojima of The University of Tokyo Market Design Center (UTMD: established in 2020).

With regard to a career after assignment, there is a system in place that enables you to select the working style or career that is suited to your own sense of value or life events.

For example, after you are assigned to a department and you actually start working, if there is a change in the career you aspire to, you will be able to change your job type and go through job matching again.

Furthermore, the in-house staff recruitment system regularly discloses available positions, so if a position you desire is shown to be available, you can apply for it yourself. And if you pass the screening, it will be possible to change your position. It is important to us that employees are themselves the main drivers of their careers.

Basic Approach of Sysmex’s Human Resources Development: 1．Employees plan and take action themselves, as they are the main drivers of career development.; 2．Supervisors are responsible for developing their subordinates and quickly turning them into fully-functional workers.; 3．Grasp what the issues are for personal growth and quickly acquire leadership capabilities.