A recruitment scam is like a “cross-section scam” sandwich at a convenience store — it can ruin your company.

 

Read the original article (in Japanese):

1. A Shift in How People Leave Work

After the wave of Quiet Quitting, a new trend is gaining traction: Conscious Quitting.

This is not simply quitting out of frustration. Rather, it is a deliberate decision to move on, guided by one’s values and career vision.

✦ “I can’t align with the company’s mission.”
✦ “I’m not comfortable with its social responsibility.”
✦ “I want to grow in a more suitable environment.”

Even without overt dissatisfaction, more employees are making the conscious choice to leave.

2. Why Conscious Quitting Is Rising

Several shifts explain this movement:

  • Value transformation after the pandemic

  • Corporate transparency through social media, making internal realities visible

  • A dynamic job market, where staying put is no longer the only option

As a result, the old equation of “quitting = risk” is giving way to a new one:
“Not quitting = missed opportunity.”

3. Recruitment “Cross-Section Scams” Are Quickly Exposed

Remember the backlash against convenience store sandwiches that looked full of ingredients from the outside but were empty inside? Recruitment works the same way.

If a company’s hiring message looks appealing but reality doesn’t match, trust evaporates immediately.

Examples of Hiring vs. Reality

Hiring MessageRealityResult
“You’ll have autonomy”Every decision requires approvalFrustration and distrust
“Flexible work style”In practice, five days in the officeCriticism on social media
“Flat organization”Rigid hierarchy and politicsDisappointment

What matters now is not clever wording, but genuine alignment between message and reality.

4. How People Leave Defines the Company

Leaving is natural. The question is how the company responds when it happens.

✔ Do you listen before trying to block the exit?
✔ Do you support and encourage the next step?
✔ Do alumni describe you as a “good company” afterward?

These answers now shape recruitment branding as much as current employees do.

5. The “Development Club” Model for SMEs

In European soccer, development clubs nurture young talent and then sell them on to bigger teams, gaining reputation and resources in the process.

Small and medium-sized enterprises (SMEs) can adopt the same mindset.

PerspectiveTraditional SMEDevelopment Club Model
TurnoverLossProof of growth cycle
TrainingKept internalOpen and transferable skills
HiringBased on long tenureBased on career circulation
AlumniDisconnectedMaintained as future partners

Rather than fearing exits, SMEs can thrive by being known as “the company people are proud to have worked for.”

6. Quitting as a Step Up

Conscious quitting is not always negative. For many, it’s a springboard.

Famous Examples

  • Tomoko Namba (DeNA): From McKinsey partner → Founder of DeNA

  • Susumu Fujita (CyberAgent): From Intelligence → Founder of CyberAgent

  • Hiroshi Mikitani (Rakuten): From Industrial Bank of Japan + MBA → Founder of Rakuten

In each case, quitting was not a rejection but a step toward something greater.

7. Recruitment Integrity as a Brand Weapon

For companies today, three commitments are essential:

  • Do not lie in recruitment messaging.

  • Align words with reality in everyday operations.

  • Treat departing employees with respect and keep ties alive.

It’s no longer about preventing people from quitting. It’s about being the company they still speak well of after they leave.

Recruitment integrity is not just about cost savings. It is a powerful weapon to protect and enhance corporate value.


Read in Japanese↓

会社は「意識的な退職」のバリューを見直すべきだ（2025.8.27）

Read more articles (in Japanese)↓

中小企業は「大企業の模倣」をやめよ｜柔軟性こそが戦略である（2025.8.25）

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