For corporation

Three reasons companies choose Happy

Attentive to detail of two-handed support

In general, corporate sales managers do not meet with job seekers (individuals) due to division of labour. In the same way, career advisors who are in charge of job seekers do not meet with HR (corporations).

This method, unique to Japan, functions from the point of view of productivity but from the point of view of high-quality matching, the two-handed approach of meeting both the jobs seekers and HR is better.

Naturally, we are also conscious of productivity (sales) but in order to properly succeed in individual matching, even if it takes time and work, we are proud to say that high quality matching also leads to the development of our company and that is why we have adopted the two-handed approach.

Unlimited retention support after joining the company (completely free of charge)

In the same way as other agents, as a general rule, it is not possible to actively mediate between workers and management but, as a base for consultation, we provide retention support after joining the company free of charge.

Our stance is that joining a company is not just a checkpoint to get to, becoming active (developing human resources) is the minimum goal.

Through this process we respond seriously and face up to any worries or issues that occur with HR or management and colleagues at the work placement with a corporate perspective.

In this way, we have a complete, meticulous system for retention support after joining a company so HR can use this service for the long-term with peace of mind.

Staff with experience of job change support for at least 300 people will take charge

Our hiring standards only allow recruitment of people who have experience of job change/seeking support for at least 300 people. In addition, we have a high awareness of social work and we employ excellent staff with a certain level of English skills.

Staff will provide support matched to the employment stages at your company from creating job advertisement to retention support after joining the company.

Our strengths lie not only in the domain of people with disabilities but also in staff who have good results as business people in the recruitment business in general.

To all persons in charge of hiring persons with disabilities

One of our key strengths as an employment agency specializing in placements for people with disabilities is our high retention rate one year after placement.

At Happy, our retention rate is close to 100%. By comparison, the retention rate for other agencies specializing in employment for people with disabilities is around 70%, and for placements through public employment services, it is said to be about 50%.

The reason for our high retention rate lies in our unique screening process for hiring people with disabilities. You may not be aware, but the average tenure of people with disabilities at a single company is about three years. While there are many who stay employed for longer periods, the current job market for people with disabilities can be described as one characterized by short-term employment.

At Happy, we face these challenges head-on by introducing candidates who can not only stay but also thrive in their roles. We are committed to providing high-quality information to support stable employment.
If you are facing challenges in hiring people with disabilities, please feel free to contact us. We look forward to meeting you all.

General manager Masayuki Niwa

[Profile]

Name : Masayuki Niwa
Date of Birth: January 25, 1986
Place of Birth: Gifu Prefecture, Japan
Hobbies: Cooking, Swimming, Watching Movies

Career Summary:
Started professional career at JR Tokai Hotels after graduating. Began as a bartender at Nagoya Marriott Associa Hotel, directly connected to Nagoya Station. Left the company in 2012 and transitioned to a managerial role at a startup in the food and beverage industry in Tokyo. In 2017, contributed to the establishment of a disability welfare service business within the company, expanding to five locations. After the company's merger with Includ Co., Ltd. in 2022, joined the affiliated company, Lifing Co., Ltd., in 2023, participating in "Happy," a recruitment agency specializing in job placement for people with disabilities.

Enquiries

Fee

[Fees]
Total completion remuneration after decision to join the company
Theoretical annual income 30%

[Refund of remuneration]

Leaves within 1 month: 80%
Leaves within 1 – 3 months: 50%
Leaves within 3 – 6 months: 10%

[How the service works]

1　Face to face meeting at our office
2　Sign basic recruitment service contract
3　Create job advertisement
4　Introduce candidates
5　Interviews
6　Make offer
7　Negotiate conditions
8　Accept offer
9　Join company
10　Support after joining company (unlimited, free support)

[Introduction of our company]

Company Name: Lifing Co., Ltd.
HP:Company homepage
CEO: Masayuki Takayama
Established: June 21, 2019
Address: Dai 35 Arai Building, 4th Floor, 1-1-3 Shibuya, Shibuya-ku, Tokyo 150-0002
TEL: +81-3-6277-1171
FAX: +81-3-6277-1672
Capital: 10 million yen
Business Activities:
Operation of "Happy" (https://happyy.jp), a recruitment agenc
y specializing in job placement for people with disabilities.
Consulting services for employment of people with disabilities.
Group Companies:
XBRAIN Holdings Co., Ltd.
Include Co., Ltd.
Life Work Co., Ltd.

[Profile of the CEO]

1989 Graduated from the Faculty of Economics, Kobe University Joined Recruit Human Resources Center Co., Ltd. (currently Recruit Career Co., Ltd.)
1996 Left the company
1997 Founded Aspire Co., Ltd. (currently Hakuhodo DY ONE Co., Ltd.) Appointed as President and Representative Director
2006 Listed on the Hercules Market (currently Tokyo Stock Exchange Growth Market)
2009 Appointed as Chairman and CEO
2011 Became a subsidiary of DAC Co., Ltd. (Hakuhodo DY Group)
2012 Resigned from the company
2013 Founded Innovage Co., Ltd. (currently Include Co., Ltd.)
2019 Founded Lifing Co., Ltd.

FAQs from human resource personnel

1 Questions regarding registered users’ attribute and career change

Q: What is the estimate yearly salary for hiring a disabled person?
A: It depends on each company’s policy regarding hiring the disabled, but three to four million yen per year is common on average. Some foreign capital companies which promote diversity and inclusive employment opportunities offer a starting salary of four to five million yen a year. It is less likely for our company to list full time employment opportunities with a yearly salary in the two-million-yen range or part-time employment.
Q: Is it true that the absolute number of disabled people with mild severity is small?
A: Yes. Currently 70% of the registered users have the certificate of the psychiatric disordered. Since many of the physically disabled acquire the certificate of the physically disabled as they age, it is a fact that many of the registered users are over 40 years old. It will be inevitable for companies to hire the psychiatric disordered in order to promote securing the stable hiring rate of disabled persons.
Q: I would like to know the types of disabilities and average income of registered users at Happy, a career change support agency for the disabled.
A: Please see below.
Attribute of registered users (physical/psychiatric disordered) including yearly income（written in Japanese）
Q: I hear that hiring the disabled in Tokyo is a seller’s market, but what is it really like?
A: It is certainly a seller’s market. Currently, if you not only have a physical disability but also are in your 20s or 30s with psychiatric disorders can get multiple job offers in a short period of time as long as you are capable. In that sense, the company’s hiring competitiveness will be called into question, as is the case when hiring non-handicapped individuals.
Q: Will the number of applicants be larger if we advertise for full-time positions rather than temporary positions? When recruiting the disabled, which is more common, starting as a full-time or temporary employee?
A: It depends on the yearly salary, but the number of applicants is significantly larger for full-time employment. Approximately 70% of job advertisements for the disabled offer temporary positions and the rest 30% offer full-time positions.

2 FAQs for Happy, a career change agency for the disabled

Q: I would like to know Happy’s successful hiring record as a career change agency for the disabled.
A: Career change/employment support records for the psychiatric disordered（written in Japanese）
A: Career change/employment support records for the physically disabled（written in Japanese）
Q: What is your company’s follow-up system after the disabled being hired?
A: We provide unlimited free support for the disabled persons to remain employed and prevent them from leaving the job. Please inquire our office for specific follow-up examples as every case is different. What makes us significantly different from other competitors is that we coherently provide detailed support for our registered users, whether physically or psychiatrically disabled, to remain employed as our responsibility to introduce them to work.
Q: What are the advantages for a company to hire the disabled?
A: While the decreasing number of a working population is a growing concern, success of disabled employees will lead to improved corporate competitiveness. The success of disabled employees may create opportunities for non-disabled employees to show consideration to others or create positive awareness.
Q: What are the advantages of Happy being involved in hiring of the disabled?
A: The foremost advantage is that it will enhance the human resource personnel’s market value. In recent years with the number of those included in the working population is decreasing, hiring the disabled, working mothers and non-Japanese citizens are unavoidable to step up in one’s career as a human resource professional. They can acquire a skill set through the course of job interviews, including a keen understanding of nonverbal communication, bringing out true intentions and showing empathy to the job applicants, which can be applied to non-disabled people.

3 FAQs before the job interview

Q: I am vaguely feeling uncertain about hiring psychiatric disordered person.
A: Most companies share the same concern. However, there are in fact many people who have a certificate of psychiatric disorder and have a stable job. The most important thing is to hire people who can stay on the job, but there are many people who have become essential to the work force by staying on the job for years through the support of proper employment management and by being motivated to work.
Q: Are there any questions that I must not ask during a job interview with the disabled?
A: Basically, there are no differences from interviews with non-handicapped applicants. However, it is necessary for the company to ask about specifically when their doctor’s office visits are and explore what reasonable accommodations the company should provide.
Q: Is there anything that I should be aware when accepting psychiatric disordered persons?
A: We cannot generalize it since reasonable accommodation every disabled person needs varies. However, it is necessary for the company to create jobs where disabled persons can maximize their work capabilities and to establish good relationships between the disabled and non-handicapped employees in the department they will be assigned. However, amiable attitudes of the disabled persons and taking positive initiatives toward creating harmony within the company are also required as well as an effort on the part of the company. Missing one of these elements will result in a failure to create stable employment of the disabled persons.
Q: What type of efforts should the company make for the disabled persons to stay on the job on a yearly basis?
A: If possible, we recommend that you use the same human resource system as for non-handicapped employees. One of the reasons for a disabled person to leave the job or to experience declining motivation is the presence/non-presence of a proper evaluation system. Restricted human resource system created just for the disabled persons has limitations in increasing their work motivation. Recruiting excellent human resources and a human resource system that provides fair job retention will have a positive influence.
Q: With BPO it is difficult for our company to create jobs for disabled person. Is there a solution?
A: Yes, there is a solution. Our company will create jobs for you at your company. We also offer package products for disabled persons where they can do your company’s job completely at their own home. This is an innovative service that contributes to securing long-term employment and decreasing human resource’s personnel management. Please contact our company for more information.
Q: What departments/type of work are optimum for disabled persons?
A: Examples of work the company should avoid assigning to disabled persons are sales, retail, IT engineering jobs where employees are expected to do overtime work. Popular departments for disabled persons to be assigned to are management departments (human resource, general affairs, accounting, advertising) and clerical jobs with routines other than management. However, please note that this is just a suggestion and every disabled person has different needs and jobs they desire to have.

For basic job matching it is reasonable to interview the disabled person first as a business person before as a disabled person to figure out what their desires are and what their strengths are based on their disability and then make adjustments within the company. If the department or type of work the disabled person is going to be assigned to has already been decided, please place an order for a specific hiring target at our company.

4 FAQs after working for the company

Q: What is a general disability disclosure range in a company?
A: A general disability disclosure range includes human resources and employees in the assigned department including senior employees. However, if a disabled employee has frequent contact with other departments, we recommend that you share information about the disability with other departments as well. Please make a mutually satisfying decision as to how much to disclose through discussions between the company and the disabled employee.
Q: What is a proper way to approach to an absentee or problematic disabled employee who has a psychiatric disorder?
Q: If the disabled employee has permission to work from the doctor it is important to find out the reason why they are not able to come to work. Then take steps to improve the situation after figuring out the cause whether it be interpersonal relationships, tasks, or lack of self-care. If no specific reason can be found, provide proper guidance under the concept “provide reasonable accommodations but not hesitation”, a correct way to employ disabled persons.
Q: We are thinking about additional hiring, but other departments apart from the human resource department is not too eager to do so. What should we do?
A: It depends, but please tell them it is about “legal compliance” in such a case. Hiring a certain number of disabled persons is required by law and if no remarkable correction is made administrative dispositions, such as the disclosure of the company name, will be imposed. We recommend that this fact be made known to all employees to promote awareness. If necessary, our company can provide a free seminar regarding the employment of disabled persons for the employees at your company.
Q: Is it alright to ask disabled persons to go out for a drink?
A: Yes, there is no problem. However, many people with psychiatric disorders cannot consume alcohol because of the medicine they take. Also, many of them do not feel comfortable going out for a drink at night, we recommend that you ask them out for lunch. It may be a good idea for human resource personnel to ask them how they feel about such social interactions before they start working.