https://doi.org/10.24552/00002197 ©青森県立保健大学
Survey Report on Recruitment Challenges in Health, Medical, and Welfare Facilities and Factors that Cause Low Retention Rate in Aomori Prefecture
（Career Development Center Needs Survey Results Report II）
Masumi Murakami, Ryo Shimizu, Takayuki Kasai, Tomomi Honma, Yamato Niioka,
Reiko Nakashima, Manabu Onishi, Ken Takaya, Tokiko Sakurada and Toyohiko Osanai
Student Career Development Section of Career Development Center, Aomori University of Health and Welfare
（Recieved March 28, 2022; Accepted June 27, 2022）
ABSTRACT
［Objective］This study aims to report on the activities of the Department of Student Career Development, based on the results of a needs survey to obtain suggestions for future activities based on an examination of challenges
related to recruitment and reasons for the low retention rate in the prefecture.
［Methods］1. Survey period: February 3-26, 2021 2. Survey subjects: 1,399 health, medical, and welfare facilities in Aomori prefecture that have participated in the university’s projects. 3. Survey method: Self-administered,
anonymous questionnaire survey by mail 4. Survey content: An independently created questionnaire on the
challenges in career development 5. Analysis method: For quantitative data, after a simple tabulation,
cross-tabulation with attributes was conducted; for significant differences, the chi-square test and Fisher’s
exact test were conducted; and for qualitative data, the qualitative inductive method was used. 6. Ethical
considerations: Based on regulations concerning questionnaires by the Aomori University of Health and Welfare.
［Results］Out of the participating facilities, 371 responses were collected（26.5％）. The most common issue
among challenges in recruitment was “guidance and management of mid-career hires” followed by “mental
support for new hires.” Among facilities with fewer than 100 staff, there were significantly more facilities that had
“education of new employees” as an issue. As for the low retention rate, the four categories of “factors related to
the workplace,” “factors related to new graduates,” “factors related to the region,” and “factors related to
educational institutions” were obtained.
［Conclusions］1. It is necessary to create training content and systems to support the education of new
employees at small-scale facilities. 2. It is important to have opportunities to directly exchange opinions to
eliminate the gap between students’ and employers’ perceptions. 3. There is a need to support the dissemination
of information about the prefecture, workplaces, and its attractiveness.
Key words: Aomori Prefecture, employment, recruitment, retention, career