The type of talent INA seeks is not simply someone with excellent skills, but someone who genuinely resonates with the company's philosophy and can help nurture a culture of trust and challenge together. In this article, we delve into INA's hiring policy from a management perspective—exploring why we value alignment with our philosophy above skills and experience, the background behind our particular emphasis on integrity and a positive attitude, and the true values we look to confirm in candidates during job interviews.
Why Do We Value Alignment with Our Philosophy and Vision, Not Just Skills and Experience?
The most important factor in INA's hiring criteria is alignment with our corporate philosophy and vision. Skills can be developed after joining the company, but instilling someone's core values after the fact is not easy.
Corporate culture is shaped by the people who work there. No matter how talented a person may be, if their values are far removed from the company's, it will be difficult for them to have a positive impact on the organization. Conversely, even if someone has some gaps in skill, a person who deeply understands and shares our philosophy can grow together under a strong sense of unity and maximize the power of the organization.
At INA, alignment with the vision of "realizing the happiness of all those involved through our business" is the cornerstone of our hiring criteria. This vision is not merely a slogan—it is a guiding principle for daily decision-making. In the practice of human capital management and philosophy-driven management, welcoming talent whose values align is key to elevating the strength of the entire organization.
In other words, INA's fundamental stance is to hire for attitude, and develop skills. We believe that talent united by shared values positively influences the organization, creates strong cohesion within the team, and as a result, elevates the power of the entire company.
Why Do We Place Particular Emphasis on Integrity and a Positive Attitude?
In terms of personal qualities, what INA particularly values in the talent it seeks are "integrity" and "a positive attitude." These are indispensable qualities for embodying the corporate philosophy through daily actions.
Regarding integrity, INA views "trust as the foundation of all business." Especially in the real estate business, where we handle customers' most important assets, integrity is an essential quality. Talent who can offer sincere proposals and responses to customers are directly connected to INA's growth. The trust relationships with customers and business partners are built through the accumulation of each employee's honest actions. Within the company as well, employees who approach their work with integrity earn deep trust from those around them and foster healthy teamwork.
Regarding a positive attitude, the positive attitude INA refers to is not simply being cheerful and optimistic. It means the ability to face difficulties head-on without running away, learn from failures, and use them as fuel for the next challenge. INA cultivates a corporate culture that encourages employees to step forward into new challenges without fear of failure, and we seek people who fit that culture. As more positive-minded people join, a culture that welcomes challenges spreads throughout the company, and new ideas and improvement proposals emerge actively.
Talent who possess both integrity and a positive attitude become the pillars that support the core of corporate value.
What Are the "True Values" of Candidates That We Want to Confirm in Job Interviews?
A job interview is not only an opportunity to confirm a candidate's background and skills, but also an important occasion to understand the true values that lie within them. In order to conduct hiring free of mismatches, INA carefully assesses in interviews the personality and ways of thinking that cannot be understood from documents alone.
The first thing we confirm is attitude and motivation toward work. By asking why the candidate is interested in the position and what they find fulfilling, their underlying values become apparent. It is important to understand not only what they seek in terms of compensation and stability, but also what kind of value they wish to bring to those around them and to society.
Next, we place importance on the beliefs behind their decisions and actions. Through questions such as "How did you handle a difficult situation?" and "What did you learn from a failure?", we learn what they value when facing challenges, and how they judged and acted. By deliberately asking about experiences of failure, we can sense their attitude toward facing setbacks, their desire for self-growth, and their humility in honestly reflecting on themselves.
We also confirm their future vision and career outlook. We listen carefully to whether they can articulate their vision for the future in their own words, and whether the content resonates with the philosophy INA upholds.
Finally, what matters most is consistency between words and attitude. The sincerity of a person comes through in how they approach every question head-on and speak candidly about their own thoughts. In INA's job interviews, we are dedicated to determining "Can we walk the same path with this person, sharing the same aspirations?"—and we achieve this by speaking openly and honestly with each other, without pretense.
How Do We Welcome Talent Who Can Grow Together?
The type of talent INA seeks is someone who genuinely resonates with our company's philosophy and can help nurture a culture of trust and challenge together. Skills and experience are of course important, but we believe that what matters even more is why a person works and what they value.
If a person has integrity and continues to learn with a positive attitude, they will surely be able to thrive within the INA team. As a benefit of joining INA, an environment is in place where you can grow alongside colleagues united by shared values and mutual trust.
For candidates as well, working at a company aligned with their own values will allow them to perform at their best and find fulfillment. INA will continue to engage sincerely with talent, dedicating full effort to hiring that recognizes their potential. Each and every employee shines with their own values, shares the company's vision, and continues to grow together. That is the ideal image of talent INA envisions, and it is the goal of our hiring process.
Frequently Asked Questions (FAQ)
What is the most important criterion in INA's hiring process?
We place the greatest importance on alignment with our corporate philosophy and vision, above skills and experience. Whether a candidate genuinely resonates with our vision of "realizing the happiness of all those involved through our business" is the central axis of our hiring decisions.
Can people without experience apply to INA?
INA operates under the policy of "hire for attitude, and develop skills." Since specialized knowledge and technical skills can be improved through training and on-the-job experience after joining, candidates with no prior experience are welcome as long as they have alignment with our philosophy, integrity, and a desire to grow.
What kinds of questions are asked in INA's interviews?
We focus mainly on questions designed to understand the candidate's true values, such as their attitude and motivation toward work, experiences dealing with difficulties, lessons learned from failures, and their vision for the future. We value an environment where both parties can speak openly and honestly in order to prevent mismatches.
What specifically does INA mean by "a positive attitude"?
It is not simply about being cheerful and optimistic, but rather the ability to face difficulties head-on without running away, learn from failures, and use them as fuel for the next challenge. It also includes the proactiveness to continually seek out opportunities for growth without being satisfied with the status quo.
