[Company Where Young Employees Make Hiring Decisions] Strategy to Eliminate Post-Hiring Mismatches
Katsuyama Denki Koji in Takasaki City, Gunma Prefecture, has gained attention for its surprising recruitment process in the electrical construction industry, which faces a severe labor shortage. The company's method, where 'the president speaks first, and employees make the final decision,' eliminates post-hiring mismatches and accelerates team growth.
📋 Article Processing Timeline
- 📰 Published: April 28, 2026 at 02:20
- 🔍 Collected: April 27, 2026 at 18:02
- 🤖 AI Analyzed: April 27, 2026 at 18:25 (23 min after Collected)
Members of Katsuyama Denki Koji. A youth-centric team is now rapidly growing.
Katsuyama Denki Koji Co., Ltd. (Representative: Atsushi Katsuyama, 39 years since foundation), based in Takasaki City, Gunma Prefecture, is attracting attention for its surprising recruitment process in the electrical construction industry, which continues to suffer from a severe labor shortage. The system, where "the president speaks first, and employees make the final decision"—eliminates post-hiring mismatches and accelerates team growth.
■ The electrical construction industry has now transformed into the "hottest industry"
The effective job-to-applicant ratio for electricians is 3.81 times (June 2025, Ministry of Health, Labour and Welfare), approximately three times the average for all occupations. A shortage of about 24,000 Class 1 electricians alone is projected by 2045 (Ministry of Economy, Trade and Industry). Demand continues to expand with EV charging infrastructure, renewable energy, and data centers, and the value of on-site technical jobs, which are difficult for AI to replace, is skyrocketing.
Globally, this trend is called "Blue-Collar Billionaire," featured by Forbes and CNBC. In Japan, the design labor cost per public works project reached +85.8% compared to 2012 (2025), and the job-to-applicant ratio for industrial high school students is 31.9 times. At a time when the equation "university graduate = stability" is shaking, a skilled career like electrical construction is becoming one of the most forward-looking options in the AI era.
■ Katsuyama Denki Koji's recruitment process: Three "convention-breaking" steps
Managing Director Onishi, scheduled to become the next president in November 2026. He volunteered himself and earned trust through his determination and actions.
Normal recruitment follows the order: "Application → Document screening → HR interview → Executive interview → Offer." Katsuyama Denki Koji fundamentally redesigned this process.
STEP 1 | The first person you meet is the "President"
: During the company tour, the president himself appears first. He passionately speaks about the 39-year history, the company's aspirations, and expectations for employees. Only those who resonate with these aspirations proceed to the next step.
STEP 2 | "Two-way" interview with the Managing Director + young employees
: Managing Director Onishi, the next president, is in charge, and young on-site employees also attend. It's not a one-sided assessment but a reciprocal opportunity for both sides to evaluate each other, with questions from job seekers highly welcomed.
STEP 3 | Final hiring decision authority rests with "on-site employees"
: "Because we are the ones who will actually work together" — the final judgment for hiring is made by the employees who attended the interview.
■ Result: Mismatches disappeared, and team cohesion increased
Since the introduction of this recruitment strategy, post-hiring mismatches have significantly decreased. Those who cannot resonate with the president's passionate vision naturally withdraw, so by the time they proceed to the interview stage, candidates already have a high degree of empathy for the company. Furthermore, only those whom on-site employees wish to "grow together with" join the company, clearly increasing team cohesion and growth speed.
For job seekers, this process itself serves as a message: "This company is serious about hiring."
A youth-centric team, full of vitality, continues to grow with strong unity.
■ Future Outlook — To remain an "interesting company"
Representative Director President Atsushi Katsuyama (left) and Managing Director Taku Onishi (right).
Managing Director Onishi (36 years old) is scheduled to become president in November 2026. The decision for business succession from outside the founding family embodies the company's culture of "trusting and empowering people." The youth-centric team will further expand its scale, continuing to connect recruitment with the community through SNS outreach, cafe business (ple cafe), and internship acceptance.
Katsuyama Denki Koji is actively recruiting new colleagues who want to grow together. No experience or educational background is required. We encourage you to get a feel for the atmosphere through our SNS.
Instagram (@katsuyama.e.w): https://www.instagram.com/katsuyama.e.w/
Katsuyama Denki Koji HP Recruitment Page: https://www.katsuyama-ew.com/recruit/
■ Company Overview
Company Name: Katsuyama Denki Koji Co., Ltd.
Location: 658 Shimoshida, Misato-machi, Takasaki City, Gunma Prefecture
Representative: Atsushi Katsuyama
Established: December 1987 (40th anniversary in September 2026)
Business Activities: Electrical construction / Cafe operation (ple cafe) / Internship acceptance, etc.
TEL: 027-386-5103
Katsuyama Denki Koji Co., Ltd. (Representative: Atsushi Katsuyama, 39 years since foundation), based in Takasaki City, Gunma Prefecture, is attracting attention for its surprising recruitment process in the electrical construction industry, which continues to suffer from a severe labor shortage. The system, where "the president speaks first, and employees make the final decision"—eliminates post-hiring mismatches and accelerates team growth.
■ The electrical construction industry has now transformed into the "hottest industry"
The effective job-to-applicant ratio for electricians is 3.81 times (June 2025, Ministry of Health, Labour and Welfare), approximately three times the average for all occupations. A shortage of about 24,000 Class 1 electricians alone is projected by 2045 (Ministry of Economy, Trade and Industry). Demand continues to expand with EV charging infrastructure, renewable energy, and data centers, and the value of on-site technical jobs, which are difficult for AI to replace, is skyrocketing.
Globally, this trend is called "Blue-Collar Billionaire," featured by Forbes and CNBC. In Japan, the design labor cost per public works project reached +85.8% compared to 2012 (2025), and the job-to-applicant ratio for industrial high school students is 31.9 times. At a time when the equation "university graduate = stability" is shaking, a skilled career like electrical construction is becoming one of the most forward-looking options in the AI era.
■ Katsuyama Denki Koji's recruitment process: Three "convention-breaking" steps
Managing Director Onishi, scheduled to become the next president in November 2026. He volunteered himself and earned trust through his determination and actions.
Normal recruitment follows the order: "Application → Document screening → HR interview → Executive interview → Offer." Katsuyama Denki Koji fundamentally redesigned this process.
STEP 1 | The first person you meet is the "President"
: During the company tour, the president himself appears first. He passionately speaks about the 39-year history, the company's aspirations, and expectations for employees. Only those who resonate with these aspirations proceed to the next step.
STEP 2 | "Two-way" interview with the Managing Director + young employees
: Managing Director Onishi, the next president, is in charge, and young on-site employees also attend. It's not a one-sided assessment but a reciprocal opportunity for both sides to evaluate each other, with questions from job seekers highly welcomed.
STEP 3 | Final hiring decision authority rests with "on-site employees"
: "Because we are the ones who will actually work together" — the final judgment for hiring is made by the employees who attended the interview.
■ Result: Mismatches disappeared, and team cohesion increased
Since the introduction of this recruitment strategy, post-hiring mismatches have significantly decreased. Those who cannot resonate with the president's passionate vision naturally withdraw, so by the time they proceed to the interview stage, candidates already have a high degree of empathy for the company. Furthermore, only those whom on-site employees wish to "grow together with" join the company, clearly increasing team cohesion and growth speed.
For job seekers, this process itself serves as a message: "This company is serious about hiring."
A youth-centric team, full of vitality, continues to grow with strong unity.
■ Future Outlook — To remain an "interesting company"
Representative Director President Atsushi Katsuyama (left) and Managing Director Taku Onishi (right).
Managing Director Onishi (36 years old) is scheduled to become president in November 2026. The decision for business succession from outside the founding family embodies the company's culture of "trusting and empowering people." The youth-centric team will further expand its scale, continuing to connect recruitment with the community through SNS outreach, cafe business (ple cafe), and internship acceptance.
Katsuyama Denki Koji is actively recruiting new colleagues who want to grow together. No experience or educational background is required. We encourage you to get a feel for the atmosphere through our SNS.
Instagram (@katsuyama.e.w): https://www.instagram.com/katsuyama.e.w/
Katsuyama Denki Koji HP Recruitment Page: https://www.katsuyama-ew.com/recruit/
■ Company Overview
Company Name: Katsuyama Denki Koji Co., Ltd.
Location: 658 Shimoshida, Misato-machi, Takasaki City, Gunma Prefecture
Representative: Atsushi Katsuyama
Established: December 1987 (40th anniversary in September 2026)
Business Activities: Electrical construction / Cafe operation (ple cafe) / Internship acceptance, etc.
TEL: 027-386-5103