60% of Companies Collaborating to Refer Senior Talent Say Senior Employment Is "Very Difficult": Survey Results

SeniorJob Inc., a company supporting senior job transitions (Headquarters: Shinjuku-ku, Tokyo; CEO: Yasue Nakajima), conducted a survey among businesses affiliated with its talent collaboration service "SeniorJob Connect"—companies that refer senior job seekers to the senior-focused job site "SeniorJob"—and found that 60% rated the difficulty of senior employment as "very difficult."

Survey Results from Companies Collaborating on Senior Talent Referrals: 60% Say Senior Employment Is "Very Difficult"

Summary of Survey Results: 60% of Companies Referring Senior Talent Say Senior Employment Is "Very Difficult"

SeniorJob Inc. surveyed 15 companies affiliated with its talent collaboration service "SeniorJob Connect" (https://connect.seniorjob.jp/landing/), which enables companies to refer senior talent they cannot place themselves to the senior-focused job site "SeniorJob" (https://seniorjob.jp/).

Key findings are summarized in three points:

• Over 60% of staffing agencies report increasing applications from mid-career and senior job seekers; over 70% expect further increases by 2026.

• 60% of staffing agencies rate senior employment difficulty as "very difficult," with over 70% overall rating it as difficult.

• The age at which employment becomes most difficult is "50," cited by 46.7% of respondents.

Detailed Survey Results: 60% of Companies Referring Senior Talent Report Increasing Registrations from Senior Job Seekers

SeniorJob Inc., which operates services supporting senior career transitions, has been strengthening collaboration with other talent businesses—not only enhancing its own services—to ensure faster support for senior job seekers. This collaboration takes the form of the talent partnership service "SeniorJob Connect," through which other staffing agencies refer senior candidates they cannot place directly to the senior-focused job site "SeniorJob."

Most companies affiliated with "SeniorJob Connect" are staffing agencies. As they frequently encounter senior job seekers but often cannot place them directly, SeniorJob conducted this survey to understand challenges in senior employment.

When asked about current registration and application trends among mid-career and senior candidates:

• "Increasing significantly": 40% • "Increasing": 26.7%

A combined 66.7% reported increases, while only 6.7% said numbers were decreasing—indicating a clear upward trend in senior registrations and applications.

Regarding specific reasons for the rise in senior applications:

• "Due to age, hiring decisions are not being made" • "Appears to be due to inability to find employment" • "More seniors are seeking work due to financial difficulties after retirement"

Additionally, some noted that individuals from the so-called "employment ice age" generation—those who entered the workforce before the Lehman Shock—remain stuck in temporary roles, contributing to an aging of the temporary staffing pool.

When asked whether mid-career and senior registrations/applications would increase by 2026:

• "Expect a significant increase": 33.3% • "Expect an increase": 40%

A combined 73.3% anticipated growth, with no respondents predicting a decline.

Specific reasons cited for expected changes in senior application volume by 2026 included:

• "An aging society will lead to an oversupply of senior workers" • "Job changers are increasing across all generations, not just youth" • "AI proliferation will eliminate many jobs currently held by seniors"

Regarding the current difficulty of mid-career and senior job transitions:

• "Very difficult": 60% • "Difficult": 13.3%

A total of 73.3% rated it as difficult. No respondents selected "easy" or "very easy."

When asked how difficulty might change by 2026:

• "Will become much more difficult": 20% • "Will become more difficult": 13.3% • "Will remain the same": 46.7% (highest response)

Although only 33.3% expected increased difficulty, the fact that nearly half expect no change—despite current high difficulty—suggests most companies anticipate ongoing challenges.

Regarding the age at which job transitions become most difficult:

• 50 years old: 46.7% • 60 years old: 33.3%

This indicates that job market challenges begin well before retirement age.

Specific factors cited for senior job placement difficulties included:

• "Strict age limits at companies" • "Despite claiming labor shortages, companies only hire younger workers" • "Higher salary expectations due to seniority" • "Number of prior job changes, income level" • "Workplace injury risk"

Specific challenging episodes in senior placements included:

• "Job seekers have pride from past experience, making them seem difficult to manage from the employer's perspective" (Recruitment agency, job ad agency) • "Job seekers are unwilling to compromise on conditions, often demanding roles equivalent to previous employment, leading to mismatches" (Staffing agency)

The survey results highlight the persistent challenges in senior employment, reaffirming the necessity of specialized senior job support services.

Survey Data from Companies Referring Senior Talent

● Are registrations/applications from mid-career and senior candidates increasing at your company?

Very increasing: 40% Increasing: 26.7% Not changing much: 26.7% Decreasing: 6.7% Greatly decreasing: 0%

● Specific reasons for changes in mid-career and senior applications:

"Due to age, hiring decisions are not being made" (Staffing and temp agencies) "Appears to be due to inability to find employment" (Staffing and temp agencies) "Due to financial difficulties after retirement" (Staffing agencies) "Beyond aging society trends, our pre-Lehman Shock youth cohort continues in temp roles, raising the average age in the labor market" (Staffing and temp agencies)

● Do you expect mid-career and senior registrations/applications to increase by 2026?

Expect significant increase: 33.3% Expect increase: 40% Expect no change: 20% Expect decrease: 0% Expect significant decrease: 0% Don't know: 6.7%

● Specific reasons for expected changes in mid-career and senior application volume by 2026:

"An oversupply of seniors in an aging society will expand" (Staffing and temp agencies) "Job seekers are increasing not only among youth but also mid-career and seniors" (Staffing and temp agencies) "AI is becoming mainstream; simple tasks performed by seniors no longer require human labor" (Staffing and temp agencies)

● How difficult is mid-career and senior reemployment currently?

Very difficult: 60% Difficult: 13.3% Neither: 20% Easy: 0% Very easy: 0% Unknown: 6.7%

● How do you expect mid-career and senior reemployment difficulty to change by 2026?

Much more difficult: 20% More difficult: 13.3% No change expected: 46.7% Easier: 6.7% Much easier: 0% Don't know: 13.3%

● At what age does reemployment become difficult?

35: 6.7% 40: 6.7% 45: 13.3% 50: 46.7% 55: 20% 60: 33.3% 65: 13.3%

● Specific factors making mid-career and senior reemployment difficult:

"Strict age limits at companies" (Staffing agencies) "Despite claiming labor shortages, companies only hire younger workers" (Staffing and temp agencies) "Higher salary levels due to seniority" (Staffing and temp agencies) "Number of prior jobs, income level" (Staffing agencies) "Work injury risk" (Recruitment agency, job ad agency)

● Specific challenging episodes in mid-career and senior placements:

"Job seekers have pride from past experience, making them seem difficult to manage" (Recruitment agency, job ad agency) "Job seekers are unwilling to compromise on conditions, often demanding roles equivalent to previous employment, leading to mismatches" (Staffing agency)

● Respondent company types (multiple responses allowed):

Staffing (licensed job placement): 86.7% Temp staffing: 40% Outsourcing/contracting: 26.7% Recruitment process outsourcing (RPO): 20% Job ad agency: 6.7% Job site (job posting services): 0%

Survey Overview

Survey on challenges in referring senior job seekers

Survey period: May 25 to June 12, 2026 Survey organization: In-house survey Target: Companies affiliated with "SeniorJob Connect," which refer senior talent to the senior-focused job site "SeniorJob" Valid responses: 15 companies Method: Online survey

About the Senior-Focused Job Site "SeniorJob"

Launched in August 2022 as a job site exclusively for job seekers aged 50 and over. Only companies that agree to target applicants aged 50+ may post jobs. The site provides transparency on senior employment, including average employee age and number of employees aged 50s, 60s, and 70+, enabling seniors to apply with confidence. Employers can post unlimited job listings at no initial cost, with a success-fee model—free until a hire is made.

Job seekers aged 50+ are encouraged to register: https://seniorjob.jp/ Employers seeking senior talent: https://seniorjob.jp/landing/client/

[Company Overview]

CEO: Yasue Nakajima Headquarters: 8F, Sekisaku Building, 2-5-22 Okubo, Shinjuku-ku, Tokyo URL: https://corp.senior-job.co.jp/ Business: Senior-focused talent services

Operated websites:

SeniorJob: https://seniorjob.jp/ SeniorJob Agent: https://senior-job.co.jp/ SeniorJob Connect: https://connect.seniorjob.jp/landing/ Senior Hiring Magazine: https://seniorjob.jp/landing/client/recruit-guide/ Senior Times: https://senior-job.co.jp/magazine/

Download the press release PDF here:

d31414-202-fef1abd4cbb1ef29aa2f4572fce21711.pdf

For inquiries regarding this announcement:

SeniorJob Inc., Public Relations Department, Ms. Abiko (Abiko) TEL: 080-4107-5851 Email: m-abiko@senior-job.co.jp

SeniorJob Inc.

A company providing specialized services in senior staffing, temporary placement, and job listings for job seekers aged 50 and over. Founded by CEO Yasue Nakajima, a former student entrepreneur, the company shifted focus upon recognizing the social issue of senior unemployment despite labor shortages. Committed to solving this challenge, the company has leveraged efficiency and speed to become a comprehensive staffing agency for seniors, with over 150,000 cumulative registrations from both job seekers and employers.