ウィルオブ・ワーク Product Lineup

In the manufacturing industry, where labor shortages are becoming serious, utilizing foreign talent has become one of the important options. Among them, Indonesia is gaining attention as a country for future talent acquisition due to its large young population and high interest in Japan. On the other hand, if acceptance is advanced without fully understanding the system, culture, and religious considerations, it may lead to troubles on-site and early turnover. This document explains the background of working in Japan based on labor market data from Indonesia and trends in the overseas employment market. It summarizes the practical points necessary for acceptance, including the prerequisites of the system that should be understood in foreign employment, understanding of culture and religion, and communication and guidance methods to be careful about on-site. [Document Contents] - Basic information and labor market data of Indonesia - Japan's position in the overseas employment market - Prerequisites of the system that should be understood in foreign employment - Understanding of culture, religion, and values - Communication to be careful about on-site - Acceptance points that lead to trouble prevention and retention *For more details, please download the PDF or feel free to contact us.

• Recruitment business
• Other services

On January 23, 2026, at the "Ministerial Meeting on the Acceptance of Foreigners and the Realization of an Orderly Coexistence Society" and the Cabinet meeting, the operational policies for the specific skills system and the training employment system were decided, and the details of the operational guidelines for the training employment system, scheduled to be implemented on April 1, 2027, were announced. Many corporate representatives may be considering the utilization of training employment in the future. In this seminar, we will invite attorney Shohei Sugita, a leading expert in the employment of foreign personnel, to explain the "operational policies for training employment" that are approaching implementation. What preparations are necessary for effective utilization? In our case, should we proceed with hiring under the specific skills system or the training employment system? If you have such concerns, please use this as a reference. 【Seminar Overview】 Cost: Free Viewing Method: ZOOM Viewing Period: 1) Online Event: March 23, 2026 (Monday) 13:00 - 16:00 2) On-Demand Streaming: March 24, 2026 (Tuesday) - March 27, 2026 (Friday) *If you wish to ask questions directly, please participate in the online event.

• Business Skills Seminar
• Temporary staffing business
• Recruitment business

The recruitment of engineers in the manufacturing industry is becoming increasingly difficult each year due to soaring job offer ratios and talent outflow. Challenges such as not receiving applications despite posting job openings and young hires not staying are structural issues that cannot be solved by individual company efforts alone. This document organizes the background of the difficulties in recruiting engineers based on market data and explains the causes of "zero applications" and "young talent not staying." Furthermore, it introduces specific measures to improve recruitment speed, optimize costs, and enhance retention rates, particularly focusing on the utilization of engineer dispatch services. It serves as a practical guide for manufacturing companies considering a review of their recruitment activities and redesigning their talent strategies. [Document Contents] - Latest data on labor shortages in the manufacturing industry - Actual situation of engineer job offer ratios - Structural factors leading to zero applications - Analysis of the causes of young talent not staying - Specific measures for improving recruitment speed and costs - Key points for utilizing engineer dispatch services *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Recruitment business
• Other services

Due to the revision of the Specified Skilled Worker system, the range of acceptable tasks in the manufacturing sector has been expanded. This document organizes the newly included tasks and industry classifications, as well as the concept of the scope of work, providing a clear explanation of which tasks have been added. It also touches on the background of the system revision and practical decision-making points, serving as a foundational resource for companies considering the hiring of specified skilled workers to verify the applicability to their own operations. 【Document Contents】 - Overview of the revision of the Specified Skilled Worker system - Details of the tasks newly added in the manufacturing sector - Industry classifications and scope of work - Practical points to confirm before hiring *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Recruitment business
• Other services

In the manufacturing industry, where there is a continued shortage of human resources, "retention" and "performance" have become important themes, in addition to "recruitment." This document clearly organizes the basic concepts of employee engagement, the idea of "employee experience" that serves as the starting point for engagement, ways to foster a sense of growth, and communication methods that can be implemented on the ground. Organizations can change by re-evaluating daily interactions, even without special systems or large investments. This is a practical guide that we particularly want site managers and factory heads to read. 【Contents of the document】 - Why engagement is important now - The difference between engagement and employee satisfaction - The concept of "employee experience" as a starting point - Key points for fostering a sense of growth - How to utilize coaching-style communication - Checkpoints that can be implemented from today *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Recruitment business
• Other services

In recent years, the manufacturing industry has been facing a serious difficulty in hiring engineering talent. "We post job openings but receive no applications." "Even when we train them, they leave right away." "We lack personnel for launching new projects." Such voices are now common challenges heard in every company. On the other hand, there are also increasing numbers of companies that quickly respond to changes in the hiring environment and strategically utilize temporary engineers to maintain and strengthen their production systems. In this seminar, we will clearly explain the realities of hiring that the manufacturing industry faces, along with specific solutions through the use of temporary staffing, based on the latest hiring market data. 【Seminar Overview】 Cost: Free Viewing Method: ZOOM Viewing Period: 1) Online Event: February 26, 2026 (Thursday) 14:00~15:00 2) On-Demand Streaming: February 27, 2026 (Friday) to March 4, 2026 (Wednesday) *If you wish to ask questions during the seminar, please participate in the online event.

• Management Seminar
• Temporary staffing business
• Recruitment business

With the increase in foreign workers, there is a growing need for a proper understanding and response to the risks of illegal employment in the manufacturing sector. Illegal employment cannot be excused by claiming ignorance, and companies and on-site personnel may face penalties. This document clearly organizes essential knowledge about illegal employment, the risks to companies, points of caution for different residency statuses, and specific verification items to be conducted during hiring and employment, aimed at on-site managers. It is recommended for those responsible in the manufacturing industry who wish to safely accept foreign talent while balancing compliance with laws and operational management. [Document Contents] - Definition and latest trends of illegal employment - Risks faced by companies and personnel in case of violations - Points of caution and criteria for different residency statuses - Key points for checking residency cards during hiring - Necessary labor management and time management during employment *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Recruitment business
• Other services

Due to the progression of declining birth rates and an aging population, securing and retaining young talent in the manufacturing industry has become more challenging than ever. This document provides a clear explanation of how to utilize "dispatching young talent," which is gaining attention as a solution to these issues, from the perspectives of recruitment models, retention support, and development initiatives. This content is recommended for those in the manufacturing industry who wish to ensure stable on-site capabilities and utilize talent with an eye toward the future. [Content of the document (partial)] - Latest trends in labor shortages in the manufacturing industry - Recruitment models for securing young talent stably - Follow-up systems that lead to improved retention rates - Development support such as skill training and job transitions - Considerations for career design aimed at permanent employment *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Other services

The recruitment market is changing rapidly. In particular, as we approach the fiscal year 2026, companies will need to be well-prepared for the recruitment challenges and new trends they are likely to face. In this online seminar, we will thoroughly explain the following points: - Changes in the recruitment market and job seekers' preferences - What recruitment trends should be noted and how is the image of the ideal company changing for job seekers as we approach 2026? - Strategies for retaining young talent - What points do Generation Z and the Yutori generation prioritize when choosing a company? - What specific measures should companies implement to prevent early turnover? - "Retention measures" that companies should implement - What strategies should companies execute to improve retention rates? This seminar is packed with insights for recruiters, HR personnel, and business owners to maintain competitiveness in the future recruitment market. 【Seminar Overview】 Cost: Free Viewing Method: ZOOM Viewing Period: 1) Online Event: January 20, 2026 (Tuesday) 1:00 PM - 12:00 PM 2) On-Demand Streaming: January 21, 2026 (Wednesday) - January 26, 2026 (Monday) *If you wish to ask questions during the seminar, please participate in the online event.

• Management Seminar

This document introduces how to create a "workplace where people continue" in manufacturing dispatch. Based on the trends in retention of individuals working in manufacturing dispatch, it details the challenges of mid- to long-term turnover, proposed solutions such as career path plans within the same workplace, and the effects of career path design in order. It also includes our company's initiatives for improving retention, such as skill development through training after assigning specialized employees. We encourage you to take a look. 【Contents (partial)】 ■ Recruitment TOPICS surrounding the manufacturing industry ■ How to improve retention rates in manufacturing dispatch - Trends in retention of individuals working in manufacturing dispatch - Causes of mid- to long-term turnover - Career path design within the same workplace - Effects of career path design *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Other services

This document provides information about the staffing services we offer for manufacturing and factories. Since our establishment in 1997, we have been providing specialized staffing services (temporary staffing, recruitment, and contracting) for manufacturing plants. The severity of the labor shortage in the manufacturing industry is increasing, and it continues to be particularly difficult to hire full-time employees on the production floor. We will introduce the challenges related to staffing and operational management in the manufacturing industry, the reasons why we continue to be chosen, and the services we provide, such as staffing of our own employed full-time employees and unit staffing. Please make use of this information when considering implementation. [Contents (partial)] ■ Companies that have implemented our services ■ Common inquiries we receive ■ Features of our services ■ Services provided - Staffing of our own employed full-time employees ■ Services provided - Temporary staffing and unit staffing *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business

This document explains the trends in the number of foreign residents under the Specified Skilled Worker (SSW) Program Type 1. The Specified Skilled Worker system started in April 2019. In response to the growing demand surrounding the system, the government significantly raised the expected number of accepted foreign workers to 820,000 in a cabinet decision on March 29, 2024. As of the end of June 2025, the number of foreign residents is projected to be 336,196, steadily increasing since the start of the program. We introduce the number of foreign residents by route (Technical Intern Training/Examinations, etc.) and the fields that Will of Work is focusing on. We encourage you to read it. [Contents (partial)] ■ Fulfillment rate of foreign residents under Specified Skilled Worker Type 1 by field ■ Number of foreign residents by route (Technical Intern Training/Examinations, etc.) ■ Focus on five out of sixteen fields ■ Manufacturing of industrial products ■ Manufacturing of food and beverages *For more details, please download the PDF or feel free to contact us.

• Temporary staffing business
• Recruitment business

This document is a guide compiled for companies considering the hiring of foreign workers, summarizing the basics of foreign employment. It includes a wide range of information such as types of residency status and comparison tables, steps to hiring, necessary documents for work visa application procedures, and support provided after joining the company. It is a useful resource, so please take a moment to read it. [Contents (partial)] ■ By 2030, the labor shortage will reach 6.44 million ■ Current status of foreign human resources ■ Introduction of hiring plans tailored to customer challenges ■ Foreigners' residency status can be broadly divided into four types ■ Comparison table of residency status ■ Advantages and disadvantages of employing foreigners *For more details, please download the PDF or feel free to contact us.

• Recruitment business
• Temporary staffing business

This document is an explanatory material summarizing details and case studies related to the registration support for foreign workers with specified skills. It includes an overview of the specified skills system, recruitment methods, support provided to foreigners, what our company can do, and case studies of implementation. It is a useful resource, so please take a moment to read it. 【Contents (partial)】 ■ What are specified skills ■ Progress of specified skills ■ Current status of specified skills and our company’s achievements ■ How to hire foreign workers with specified skills ■ Support for foreign workers with specified skills ■ What Will of Work can do *For more details, please download the PDF or feel free to contact us.

• Recruitment business
• Temporary staffing business

This document summarizes the trends and case studies related to the recruitment needs of foreign human resources holding the residence status of "Engineer/Specialist in Humanities/International Services." It includes the current situation of labor shortages in the manufacturing industry, particularly the occupations that are in high demand, changes by nationality, our company's strengths, and case studies. This is a useful resource, so please take a moment to read it. [Contents (partial)] ■ By 2030, the labor shortage will reach 6.44 million ■ Occupations that are particularly in demand ■ Current status of foreign human resources ■ Situation in specialized and technical fields ■ Changes visible by nationality ■ Strengths of Will of Work *For more details, please download the PDF or feel free to contact us.

• Recruitment business
• Temporary staffing business