Recruiting

Basic Policies on Recruting

Clarion prohibits discrimination based on nationality, gender, religion, race, etc. and aims to recruit and train people with a wide range of personal values. Furthermore, as stated in the Guiding Principles of Conducts and Behaviors, we respect the human rights and individuality of each employee.
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The Kind of People We Want, Respect for Diverse Personal Values

Clarion is looking for “independent personnel, defined as people who can independently think, positively work on anything, and learn with curiosity.” When recruiting human resources, we select people as themselves, irrespective of their academic background, gender, religion or nationality. Through the selection procedures, Clarion evaluates personalities based on interviews with all applicants, and assessments are made based on their ability to communicate well and come up with unique ideas. We make efforts to ensure a transparent selection process by giving all prospective employees feedback of the full content of their assessment.

Employment of People with Disabilities

Clarion aims to expand its hiring of disabled people. Our employment rate of the disabled is improving year by year. We are working toward our target of early achievement of the legal requirement (1.8%). The rate of employees with disabilities at the headquarters was 1.5% in f iscal 2006.

Introduction of Continued Employment System

In response to the governmental measures on “Stabilization of Employment of Older Persons” which took effect in April 2006, Clarion introduced a re-employment (continued employment) system following employees' mandatory retirement at age 60. In fiscal 2006, the reemployment system was applied to 13 employees.

Thorough Implementation of Equal Opportunity and Treatment in Employment

In preparation for the Amended Law for Equal Employment Opportunity of Men and Women that came into force on April 1, 2007, Clarion conducted education/training sessions for everyone in our company about the amended points regarding the prohibition of disadvantageous treatment of women due to pregnancy or childbirth, and regarding sexual harassment, etc. Furthermore, in order to raise awareness of the issues, we provided education/training to managers. The proportion of female employees at Clarion Headquarters is low at 11%, but we do not discriminate between males and females in recruitment. Clarion’s female recruitment ratio is gradually increasing, and it reached 29.5% in fiscal 2006. Newly hired females are also finding a wider range of opportunities in our R & D, purchasing, and sales departments.

Male and Female New Graduate Recruitment Ratios

Accepting Internship-Trainees from Overseas

In the four months from September to December 2006, Clarion hosted two student interns from Politecnico di Milano (a technical university in Italy) in the Design Department. They underwent practical training on the design of hardware and software for portable navigation systems and presented their achievements, which incorporated the outstanding sense of colors of Italians.

Presentation of Achievements

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