Recruitment support services Product List and Ranking from 43 Manufacturers, Suppliers and Companies

Last Updated： Aggregation Period:Nov 19, 2025～Dec 16, 2025
This ranking is based on the number of page views on our site.

Recruitment support services Manufacturer, Suppliers and Company Rankings

Last Updated： Aggregation Period:Nov 19, 2025～Dec 16, 2025
This ranking is based on the number of page views on our site.

  1. ディプロス 本社 Aichi//Service Industry
  2. Skywork Tokyo//Service Industry
  3. リッチピクチャーズ Tokyo//Information and Communications
  4. 4 VOLLECT Tokyo//Service Industry
  5. 5 ジンジブ Tokyo//Service Industry
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Recruitment support services Product ranking

Last Updated： Aggregation Period:Nov 19, 2025～Dec 16, 2025
This ranking is based on the number of page views on our site.

  1. Foreign Technical Personnel Recruitment Support Service Skywork
  2. I want to hire, but I'm overwhelmed with daily tasks... For those of you. ディプロス 本社
  3. Recruitment support services リッチピクチャーズ
  4. 4 Directly linked to results with expert support and our own recruitment site! ディプロス 本社
  5. 4 Achieve results without relying on job media! Strengthen recruitment capabilities with your own recruitment site. ディプロス 本社

Recruitment support services Product List

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[Success Case] Over 10 Years of Hiring High School Graduates! Achieving Recruitment Success Through Continuous Innovation and Effort.

[Success Case] Over 10 Years of Hiring High School Graduates! Achieving Recruitment Success Through Continuous Innovation and Effort.

The event served as a trigger that led to recruitment! A case where support connected to a visit.

We would like to introduce a successful case of high school graduate recruitment at Something Inc. The company has been engaged in high school graduate recruitment for over 10 years, and with the intention of incorporating new methods without being bound by past practices, they decided to implement "Job Draft." Through consistent efforts, they have started to see gradual results. Staff from the service visit high schools daily and introduce job openings to high school students who seem to match the company. [Case Overview] ■ Implemented Service: Job Draft ■ Reason for Selection: To incorporate new methods without being bound by past practices ■ Results - Gradual results have started to emerge from consistent efforts - Expanded their approach to include full-time general education and correspondence high schools *For more details, please refer to the related links or feel free to contact us.

  • Recruitment management system

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[Success Case] Strengthening High School Graduate Recruitment! What are the secrets to hiring and nurturing future executive candidates?

[Success Case] Strengthening High School Graduate Recruitment! What are the secrets to hiring and nurturing future executive candidates?

We will also focus on creating an environment where communities can be formed outside of the workplace!

We would like to introduce a successful case of high school graduate recruitment at Tanaka Electronics Co., Ltd. The company conducts recruitment for both university graduates and high school graduates. The challenges faced in university recruitment include high hiring costs and a high rate of job offer declines, which led them to consider new methods and ultimately decide to strengthen their high school graduate recruitment. For the 2020 recruitment, they achieved their hiring goals with 2 university graduates, 4 vocational school graduates, and 5 high school graduates. They aim to support early career development for those who enter the workforce sooner than their peers who continue their education. 【Case Overview】 ■ Service Introduced: Job Draft ■ Challenge: High hiring costs and job offer decline rates for university graduates ■ Results - Participation in recruitment events led to successful hires through those connections. - They provide flexible support based on the situation. - They feel they receive comprehensive support at a low cost. *For more details, please refer to the related links or feel free to contact us.

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[Success Case] Achieved 200% compared to the previous year! The challenges of hiring high school graduates and the secrets to success.

[Success Case] Achieved 200% compared to the previous year! The challenges of hiring high school graduates and the secrets to success.

The key to success in recruitment was "being able to stand in the teacher's position"! A case study of information gathering by the Jinji Club.

We would like to introduce a successful case of high school graduate recruitment at Financial Agency Co., Ltd. The company was confused by its unique rules and methods for high school graduate recruitment, which were completely different from those for university graduates, and was unable to achieve the desired results. After utilizing "Job Draft," they gathered knowledge and information about high school graduate recruitment through the Jinji Club, and by changing the way they communicated their business overview from the perspective of teachers, they made it easier to understand. [Case Overview] ■ Introduced Service: Job Draft ■ Challenge: Confusion due to unique rules and methods for high school graduate recruitment that were completely different from those for university graduates ■ Results - For the 2018 recruitment, they managed to hire 2 candidates. - For the 2019 recruitment, they were able to hire 4 candidates. *For more details, please refer to the related links or feel free to contact us.

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Key Points for Recruiting and Discovering DX Talent

Key Points for Recruiting and Discovering DX Talent

What you should discern is potential qualities! Introducing cases such as discovering them from within the company.

Recently, the competition for acquiring DX talent has intensified, and we often hear from our clients that even when they post job openings, there are not many applications. While companies with experience and knowledge in hiring digital technology and IT personnel may know how to navigate this, for companies that are just starting to promote DX, hiring DX talent seems to be a high hurdle. Companies that are struggling to hire DX talent need to return to basics, clarify the technical requirements and qualifications they seek in DX talent, and reassess whether they can appeal to potential candidates with attractive job descriptions and benefits. You can view the continuation by downloading the catalog. *For more details, please refer to the PDF materials or feel free to contact us.*

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[Guidable Jobs Recruitment Results] Hiring Construction Workers <Even in Rural Areas>

[Guidable Jobs Recruitment Results] Hiring Construction Workers <Even in Rural Areas>

Candidates are thoroughly contacted! Here is an example where 3 people were hired by the 90-day mark since the posting date. A reliable hiring record even in rural areas!

We would like to introduce a case where we recruited 2 construction workers from Aomori Prefecture and 1 from Miyagi Prefecture, and additionally, 2 more joined through referrals. As soon as we noticed the application notification, we contacted the candidates immediately. If we sensed motivation, the president personally conducted the interviews regardless of location. The speed and frequency of our responses are crucial. Please feel free to contact us when needed. 【Case Overview】 ■ Posting Duration: 90 days ■ Number of Hires: 3 *For more details, please refer to the PDF document or feel free to contact us.

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Guidable Jobs for Food Service Providers

Guidable Jobs for Food Service Providers

Eliminating the labor shortage in the food and beverage industry! Comprehensive support for first-time foreign hiring.

"Guidable Jobs for Food Service Providers" is a service that allows you to hire experienced, young talent, and motivated foreign workers. Since it is a monthly listing type, you incur the same cost regardless of how many people you hire. The average number of applicants per month across all job postings is 15. Managing applicants is easy. You can quickly see necessary information such as visa status and Japanese language proficiency. It comes with a convenient filtering function. 【Features】 ■ Low cost and quick hiring decisions ■ The more stores you list, the lower the cost; bulk contracts are recommended ■ Even if you are hiring foreign workers for the first time, you can feel secure with support from hiring professionals *For more details, please refer to the related links or feel free to contact us.

  • Recruitment management system

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I want to hire, but I'm overwhelmed with daily tasks... For those of you.

I want to hire, but I'm overwhelmed with daily tasks... For those of you.

Reduce workload with 'comrade', which enables efficient recruitment activities.

Are you a human resources representative who is busy with daily operations and has no time to dedicate to recruitment? Have you heard of "comrade"? "comrade" is a recruitment support service that combines expert recruitment consulting with an easy-to-use recruitment website. It aims to reduce the burden on busy general affairs and HR personnel while supporting them in achieving reliable results. When you implement comrade... - You won't have to worry about updating or managing the recruitment site! - You can leave applicant correspondence and document checks to us! - You can consult with professionals while reviewing your recruitment strategy! If you only need to set up and operate the site, there is just a fixed monthly fee. No additional charges will apply. If you want to recruit but feel short on time, please consider "comrade." Start by checking the details through a free consultation or requesting materials.

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Start of free trial for the recruitment support service "comrade"!

Start of free trial for the recruitment support service "comrade"!

A recruitment site that anyone can easily update. Experience the actual operation with a free plan!

"Comrade" is a recruitment support service that assists with the creation, operation, and improvement of recruitment websites. Even without specialized knowledge, anyone can easily create and update job information, achieving greater efficiency and quality in recruitment tasks. The features of this service combine "a recruitment website that anyone can update" with "support from recruitment professionals." Even after the site is launched, we analyze application effectiveness and provide improvement suggestions to continuously drive results. We are now launching a "Free Trial Plan" that can be used with no initial or monthly fees. You can explore the ideal recruitment website for your company while experiencing the actual operation. This plan is recommended for companies that want to conduct their recruitment activities more freely and efficiently. **Benefits of the Free Trial Plan:** - Gain an understanding of what it’s like to operate a recruitment website - Easily start without contracts or costs - Automatically ends after three months, requiring no procedures We encourage you to take this opportunity to try it out.

  • Recruitment Agency
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Recruitment support services

Recruitment support services

Over 12,000 companies supported in recruitment!

Our company provides comprehensive recruitment support services, not only handling national brand job media but also offering proposals for talent development and retention, planning and production of recruitment websites, and introducing excellent foreign talent from overseas. We accurately respond to a wide range of client needs, from region-specific media to nationwide online platforms and media specialized in specific job categories. Please feel free to contact us if you have any requests. 【Main Services Offered】 ■ Talent Development ■ Retention Rate Reduction ■ Talent Optimization ■ Recruitment Method Selection ■ Introduction of Foreign Talent *For more details, please download the PDF or contact us.

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[Success Story] What I Learned from Two Years of High School Graduate Recruitment Activities

[Success Story] What I Learned from Two Years of High School Graduate Recruitment Activities

Directly approaching high school students! Introducing successful cases of high school graduate recruitment in the new normal era.

This is a construction company, Sō Co., Ltd., which focuses on construction, real estate, and insurance businesses. We would like to introduce a successful case of hiring high school graduates. The company felt attracted to the ability to nurture individuals from a completely blank slate and began its recruitment activities in the fall of 2020. Through this initiative, they realized that they could hire high school graduates, which changed the company's awareness of the need to carefully nurture young talent. [Case Overview] ■ Effects - It became an opportunity to realize that they could hire high school graduates. - The company's awareness changed regarding the need to carefully nurture young talent since they are minors. ■ Challenges and Discoveries - The mindset of "they should be able to do this much" does not apply. - There was also a discovery that this approach could be applied to other employees and mid-career hires. *For more details, please refer to the related links or feel free to contact us.

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[Success Story] Reform after 40 years of hiring high school graduates! Thorough review of systems and activities.

[Success Story] Reform after 40 years of hiring high school graduates! Thorough review of systems and activities.

Reform after decades of experience in recruitment! Introducing examples of a thorough review of systems and activities.

We would like to introduce a successful case of high school graduate recruitment at Nishihidekai Medical Corporation, which operates multiple hospitals and nursing facilities in Sumiyoshi Ward, Osaka City, and Naka Ward and Minami Ward in Sakai City. The company felt that the competition for recruiting young talent in the nursing industry has intensified year by year, making it increasingly difficult for many companies to hire. To address this, they participated in a seminar organized by the Jinjibu Club, where companies that conduct high school graduate recruitment gather, and learned the basic know-how and methods for high school graduate recruitment that companies should implement. [Case Overview] ■ Challenges - The benefits of working as a nursing staff in hospitals were not communicated in the company brochure due to the unique rules and schedules set by the government for high school graduate recruitment. ■ Effects - They began to approach a wider range of high schools that they had not considered before. - In addition to a change in awareness, they were able to place greater emphasis on high school visits by reviewing the internal structure. *For more details, please refer to the related links or feel free to contact us.

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[Success Story] High School Graduate Recruitment Started During the COVID-19 Pandemic: The Key to Success is Creating Communication Tools

[Success Story] High School Graduate Recruitment Started During the COVID-19 Pandemic: The Key to Success is Creating Communication Tools

High school graduate recruitment started during the COVID-19 pandemic! Here’s a case study on the secret to success being the creation of communication tools.

We would like to introduce a successful case of high school graduate recruitment at Chikuhou Seisakusho Co., Ltd., which operates in the general construction and architectural steel industry. The company had never hired new graduates before, so they were completely unfamiliar with the process and did not know how to send job postings to schools or how to visit schools. Through our consulting services, we were able to send brochures and job postings to approximately 400 high schools. 【Case Overview】 ■Challenges - Many mid-career hires struggled to adapt to the company, resulting in a low retention rate. - They did not know how to send job postings to schools or how to visit schools. ■Effects - It was difficult to fully convey the appeal of the company, so they received thorough consulting. - There were comments from applicants stating they applied after seeing the qualifications listed in the brochure. *For more details, please refer to the related links or feel free to contact us.

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[Success Case] First Year of High School Graduate Recruitment. What is the secret to successful hiring?

[Success Case] First Year of High School Graduate Recruitment. What is the secret to successful hiring?

I felt that many high school students were able to see the job postings! A case where we received a lot of feedback.

We would like to introduce a successful case of high school graduate recruitment at Jump Corporation. The company felt a significant barrier to "hiring minors," but determined that they had established a system to accept and nurture young talent, leading them to decide to challenge high school graduate recruitment. By implementing "Job Draft," they successfully created a brochure that appears attractive from a high school student's perspective. Additionally, they selected target high schools and sent out job postings, receiving a substantial response. [Case Overview] - Service Introduced: Job Draft - Challenge: In the first year of high school graduate recruitment, there was no know-how, and they did not know where to start. - Results: - Successfully created a brochure that appears attractive from a high school student's perspective. - Over 30 students participated in workplace tours, more than 20 applied, and ultimately, 4 were successfully hired. *For more details, please refer to the related links or feel free to contact us.

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[Success Story] The Goodness of Workplace and Human Relationships Generates Referrals

[Success Story] The Goodness of Workplace and Human Relationships Generates Referrals

Feeling "it seems fun" leads to applications! A case where we started from secondary applications and were able to hire a total of 4 people.

We would like to introduce a successful case of hiring new high school graduates at Toraiz Links Co., Ltd. The company had concerns about high school graduate hiring, such as the inability to communicate directly and quickly through Hello Work and high schools, as well as the challenges of hiring minors. They decided to contract "Job Draft," believing it would lead to know-how in high school graduate hiring. By seeing actual employees at work and thinking it looked "fun," they were able to attract applicants. [Case Overview] ■ Service Introduced: Job Draft ■ Challenges: Concerns about the inability to communicate directly and quickly ■ Results: - They were introduced to high school students for individual interviews, and two came for workplace tours. - One of the new hires referred a friend, resulting in two additional hires, bringing the total to four. - They participated in the "Job Draft Fes" and were able to talk to 25 students. *For more details, please refer to the related links or feel free to contact us.

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