Emergency Exclusive Seminar: Leveraging Psychological Traits for Organizational Change in Nagoya on June 4

Imagina Inc., which provides corporate branding and human resources education support, announced the emergency holding of a special exclusive seminar on "Inner Branding and Scientific Hiring" targeting corporate executives and heads of HR and organizational development at the Nagoya Convention Hall on Thursday, June 4, 2026.

Register for the June 4 Nagoya Seminar

This seminar is being held in response to a flood of requests from attendees of the company's 30-minute exhibitor seminar at "DXPO Nagoya '26," held at Port Messe Nagoya from May 19 to 22, 2026, who wanted to "hear more in detail" and "know how to apply it to practical operations." On the day of the event, Yoshiki Sekino, President and Representative Director of Imagina, which has a track record of supporting over 3,000 companies, will thoroughly explain concrete organizational change methods utilizing psychological trait tests developed in partnership with the Cambridge University Psychometrics Centre, detailing how to leverage individual psychological traits in actual "hiring, assignment, and development"—a topic that received a particularly strong response at DXPO.

■ Why is the "30% turnover rate" now a fatal blow to companies? Three drastically changed historical backgrounds

The fact that "30% of new college graduates leave their jobs within three years" is a chronic structural issue that has plagued Japanese society for nearly 30 years. However, the destructive impact of this "30% turnover" on corporate management is fundamentally different today than in the past. The reasons why companies must now face this issue seriously lie in the following drastically changed business environments:

1. An "irreplaceable" extreme seller's market and a loss of 6.4 million yen per turnover
Due to the rapid decline in the working population accompanying the declining birthrate and aging population, a severe "extreme seller's market" currently continues. The hiring approach of the past, where companies thought, "If someone quits, we just need to hire the next excellent talent," has completely collapsed. It is calculated that for every new employee who leaves, a company suffers a loss of approximately 6.4 million yen, combining enormous recruitment and training costs, and the loss of productivity that was originally expected. In an era where acquiring replacement talent is extremely difficult, this drain directly impedes medium- to long-term training plans for executive candidates and shakes the foundation of a company's growth.

2. Direct blow to corporate brand and investment value due to the trend of "human capital disclosure"
In recent years, with the growing importance of sustainability and human capital management, "high turnover rates" and "low employee engagement" are no longer just internal company issues. This data has become an "evaluation index for corporate value" that is strictly scrutinized by the market, investors, business partners, and excellent job seekers considering joining the company. Ignoring high turnover rates caused by mismatches damages a company's brand value and poses a fatal risk that leads to further declines in hiring power and disadvantages in financing.

3. Gaps in personality and hidden mismatches caused by the widespread use of "generative AI selection countermeasures"
In recent years, the "use of generative AI" has rapidly spread and become common in job hunting. There is an active movement to use AI to create "company-preferred answers" when filling out entry sheets or taking web tests. However, as a result of candidates presenting themselves in a way that diverges from reality, personality gaps (a sense of discomfort felt by interviewers) arise during actual interviews, ironically causing confusion in the selection process and triggering "hidden mismatches" after joining the company. Hiring and assignments that rely solely on subjective views and past selection criteria cannot detect this gap, leading to an explosion of invisible mismatches.

■ "30 minutes is too short!" The enthusiasm at DXPO Nagoya propelled this emergency exclusive event

To solve structural issues such as organizational mismatches and early turnover, Imagina exhibited at "DXPO Nagoya '26" held at Port Messe Nagoya from May 19 to 22, 2026. The specialized seminars held by Imagina every day at the exhibition were a huge success, packed with many executives and HR personnel.

However, the lecture slot at DXPO was only 30 minutes per session. Many earnest voices were heard from visiting executives and HR leaders, such as, "As the organization expands, how can we make psychological traits function as a common language to prevent unsuitability and interpersonal friction in assignments?" and "I want to learn more deeply about specific approaches that draw out each individual's strengths based on scientific data and guide them to become independent talent."

To directly address the concerns regarding "people" and "organizations" faced by companies in the Chubu and Tokai areas, Imagina decided to urgently hold a "90-minute" full-size exclusive seminar at the Nagoya Convention Hall. Because they received applications exceeding initial expectations, the venue was