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This document introduces tips and specific examples for companies struggling to come up with catchy phrases that resonate with job seekers, in order to get closer to successful recruitment. It explains examples of job catchphrases based on appeal points, as well as expressions that are not recommended and those that are acceptable, which can help differentiate from other companies. When thinking about job recruitment catchphrases, you might have a creative impression influenced by the advertising industry. However, by grasping the tips for creating job catchphrases, it becomes much easier, so please use this as a reference. [Contents] ■ Introduction ■ 5 Tips for Creating Job Catchphrases ■ Examples of Job Catchphrases by Appeal Point ■ Summary of Tips for Job Catchphrases *For more details, please download the PDF or feel free to contact us.

• Internet Advertising
• Ad management and operations

This document presents "5 Steps to Dramatically Improve Your Recruitment Strategy." "I need to hire, but I don't know where to start." "I want to create a recruitment strategy, but I don't know how." Many people may not know what to build and how to do it. This document is perfect for those facing such challenges. Please take a moment to read it and use it to enhance your company's recruitment activities. [Contents] ■ 5 Steps to Develop a Company's Recruitment Strategy ■ 5 Key Points for Effectively Implementing a Recruitment Strategy ■ Progressing Recruitment Planning by Consulting with External Experts ■ It is essential to establish a strategy in advance to hire high-quality talent ■ A recruitment strategy involves determining a plan and execution plan ■ Introducing three cases where a recruitment strategy dramatically improved the hiring rate *For more details, please download the PDF or feel free to contact us.

• Recruitment management system
• Recruitment Agency

Motivation management refers to a management approach that involves understanding the sources of employee motivation and appropriately engaging with each individual employee to enhance their motivation. By implementing this, employee enthusiasm can be increased, leading to improved productivity and revitalization for the company or organization. This document provides a detailed explanation of motivation management methods and tips. [Contents] ■ Three benefits of motivation management ■ Four causes of decreased motivation and solutions/management methods ■ Motivation management methods ■ Three points that can be implemented within the company ■ Summary *For more details, please download the PDF or feel free to contact us.

• Employee training

This document introduces the causes and countermeasures for recruitment mismatches, along with examples of companies that have successfully prevented early turnover. It also clearly explains the support that should be provided after joining the company to prevent recruitment mismatches and early turnover. Our company not only manages advertisements for over 100 recruitment media such as doda, Mynavi, and Job Box, but also provides comprehensive support from content creation to operational assistance aimed at acquiring talent that matches our clients and reducing early turnover. 【Contents】 ■ Introduction ■ Four causes of recruitment mismatches ■ Six countermeasures to prevent recruitment mismatches ■ Support to be provided after joining ■ Two successful case studies of implemented measures ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

In this document, we introduce the advantages and disadvantages of recruitment outsourcing services so that you can request companies that fit your own needs. We also include three case studies of companies that should utilize recruitment outsourcing due to a lack of manpower or know-how, and those that have seen an increase in their hiring rates. Our company offers tailored recruitment support for each business, from hearing about challenges to media selection, content creation, and operational improvements. Please feel free to contact us. 【Contents (partial)】 ■ Introduction ■ Five advantages of recruitment outsourcing services ■ Five selected advantages of recruitment process outsourcing (RPO) by service ■ Disadvantages of implementing recruitment outsourcing services and points to consider when making a request ■ Characteristics of companies that should request recruitment outsourcing *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

This document provides a clear explanation of 60 effective interview questions to identify good talent, as well as questions that should absolutely be avoided. By knowing in advance the interview questions and their intentions and backgrounds for each phase, and preparing accordingly, the results of mid-career recruitment interviews can change significantly. Please make use of this information during your mid-career recruitment interviews. 【Contents】 ■ Introduction ■ 60 Mid-Career Interview Questions ■ Questions to Be Cautious About in Mid-Career Recruitment Interviews ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• others

This document provides a detailed introduction to methods for new graduate recruitment. It compares the features of major new graduate recruitment sites in a list, explaining the advantages of each, tips useful for recruitment methods, and the overall process. Additionally, it includes new graduate recruitment methods utilizing essential modern recruitment tools such as LINE and X (formerly Twitter). [Contents (excerpt)] ■ Tips and selection methods for streamlining recruitment on major new graduate recruitment sites ■ Explanation of new graduate recruitment methods and selection through direct recruiting ■ Benefits and utilization of company recruitment sites to strengthen corporate brand power ■ Recommended flow and selection methods for new graduate recruitment using SNS ■ Recruitment methods leveraging direct dialogue at job fairs ■ Ways to reduce recruitment costs through the introduction of referral hiring *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document explains the prohibited questions in job interviews and the reasons behind them. The prohibited questions are divided into five categories, with specific examples provided. Additionally, we discuss the potential impacts of asking these prohibited questions. Furthermore, we also present case studies of companies that have asked taboo questions, so please make use of this information. [Content Overview (Partial)] ■Prohibited Questions in Job Interviews - Personal information for which the individual is not responsible - Matters related to family structure, occupation, and assets - Matters related to beliefs, religion, etc. - Matters based on gender or physical characteristics *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

"Saizen-saku" is a planning service where our company acts as your "agent" to guide talented individuals who will thrive after joining your company. We comprehensively handle a series of recruitment tasks, from building a candidate pool to responding to applicants, significantly reducing your burden. Additionally, we provide an optimization plan to analyze and improve effectiveness measurement data while managing paper and web advertisements as well as job sites. [Reasons to Choose Us] ■ Years of expertise in recruitment advertising ■ Tailored recruitment methods for target audiences ■ Reduction of recruitment costs (time, money, effort) ■ Prevention of mismatches and reduction of turnover rates ■ Effectiveness measurement and data analysis optimization *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

In this document, we provide detailed information about NG words in job advertisements for recruitment personnel who are concerned about "which expressions are considered NG words" and "how to phrase them appropriately." We include a list of NG words in job advertisements, as well as detailed information on violations of the Minimum Wage Act, Employment Measures Act, Labor Standards Act, and Employment Security Act. Adhering to the law and creating attractive job advertisements is a crucial point that contributes to the growth and improvement of the company. 【Contents (partial)】 ■ Introduction ■ A must-see for HR personnel! List of NG words in job advertisements ■ Regarding NG words that violate the Minimum Wage Act ■ Violations of the Employment Measures Act ■ Violations of the Labor Standards Act *For more details, please download the PDF or feel free to contact us.

• others

This document introduces how to write a job offer notification email to enhance the company's image, along with important points and ready-to-use examples. It provides detailed examples of emails for new graduate and mid-career recruitment, as well as tips to improve the company's impression. This is a must-read for recruiters, so please take a moment to read it. 【Contents】 ■ Introduction ■ Examples of job offer notification emails ■ Tips for improving the impression of job offer notification emails ■ Points to consider when creating job offer notification emails ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• others

This document compares the two services "Mynavi" and "Rikunabi" from the perspectives of new graduate recruitment and mid-career recruitment, summarizing their features and suitable cases in an easy-to-understand manner. It clearly explains the differences in registered students, listed companies, and events, as well as the content of recruitment support sites, the structure of company pages, and the information provided. This book serves as a useful reference, so please take a moment to read it. [Contents] ■ Introduction ■ Differences between the new graduate services "Mynavi" and "Rikunabi" ■ Differences between the mid-career recruitment services "Mynavi Tenshoku" and "Rikunabi NEXT" ■ Summary *For more details, please download the PDF or feel free to contact us.

• others

In this document, we propose performance-based job advertisements as support for utilizing job search engines. We provide detailed information about various platforms such as "Indeed," which allows users to search for a variety of job listings in one place; "Job Box," a job search site designed for Japanese users operated by Kakaku.com; and "careerJET," one of the world's largest job search engines, offering services in over 90 countries and 28 languages. - Real-time adjustments to listing content and posting conditions - Flexible budget control - Targeting highly relevant users through keywords ...and many more benefits! For companies that want to "know about advertising placements that can start with a small budget" or "expand their reach and gather more applications," performance-based job advertisements are a perfect fit. We encourage you to consider implementing them. [Content Overview (Partial)] ■ About Indeed ■ About indeedplus ■ About engage ■ About Job Box ■ About Standby *For more details, please download the PDF or feel free to contact us.

• others

This document provides an understanding of the market rates for hiring costs and explains how to acquire ideal talent at a lower recruitment cost. It includes information on the market rates for hiring costs for new graduates, mid-career hires, and part-time workers, as well as methods to reduce hiring costs and hiring rates by job categories such as sales, childcare, education, interpretation, retail, food, and amusement. Additionally, there is a "Yearly Average Hiring Cost Table" for each job category, which can be used as a reference or a strategy guide! [Contents] ■ Introduction ■ Hiring Cost Market by Employment Type ■ Importance of Hiring Rates ■ Recruitment Activities to Reduce Hiring Costs ■ List of Hiring Rates by Job Category *For more details, please download the PDF or feel free to contact us.

• others

This document provides a detailed explanation of the methods for contacting candidates regarding hiring decisions, including example sentences. It clearly outlines key points for hiring notifications, such as notifying candidates of the selection results within one week and verifying that there are no errors in the contact information. It includes sections on email and phone communication for hiring notifications. With templates and example sentences included, this is a user-friendly resource, so please make use of it. 【Contents】 ■ Introduction ■ Hiring Notification Communication <Email Version with Template> ■ Hiring Notification Communication <Phone Version> ■ Key Points for Hiring Notifications ■ Key Points for Rejection Notifications ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• others

This document introduces five recommended services for direct recruiting, specifically for new graduates and mid-career hires. It features "Kimisuka," recommended for companies looking to reduce hiring efforts, "Doda Campus," recommended for companies wanting to approach lower-grade students, and "BIZREACH," recommended for companies aiming to hire high-class talent. This is a useful resource, so please download it and take a look. [Contents] ■ Introduction ■ Five recommended direct recruiting services for new graduate hiring ■ Five recommended direct recruiting services for mid-career hiring ■ Quick comparison chart of new graduate and mid-career services ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• others

In this document, we present "Six Improvement Proposals to Prevent Withdrawal from Mid-Career Recruitment." We provide detailed information about working hours, holidays, examples of communication for job offer notifications, and more. Additionally, we include recommended follow-up tools for candidates from recruitment advertising agencies, as well as communication apps, which can be helpful when selecting products! [Contents] ■ Clearly convey accurate information about job postings ■ Contact job seekers within one day and respond quickly ■ Creating a good atmosphere during interviews is important; respond sincerely ■ Morning is the best time for job offer notifications; be creative in your communication methods ■ After the job offer, create opportunities for communication ■ Utilize tools that fit your company to lead to successful recruitment *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document explains the necessary paperwork along with the flow of events before and after joining the company. It introduces the required documents and their timing, including submission deadlines to government agencies, making it an ideal resource for employee training! Additionally, it includes preparations that the company should make before the new hire starts, such as issuing email addresses and creating accounts, making it a recommended resource for HR personnel involved in mid-career recruitment for the first time. 【Contents】 ■ Procedures and necessary documents from job offer to joining the company ・Documents to be prepared by the new hire ・Documents to be prepared by the company ■ Preparations the company should make before the new hire starts ■ Procedures to follow on the first day and immediately after joining *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document focuses on the 2027 graduates and provides a clear explanation of the recruitment schedule. It includes examples of items to decide on, methods of public relations, and detailed features and points to note about online information sessions. Additionally, it covers the general flow of interviews, key points in the selection process, and recruitment schedules based on the start dates of new graduate internships, making it not only useful for planning recruitment but also an excellent educational resource for those in charge of new graduate hiring! [Contents] ■ Overall recruitment schedule for new graduates in 2026 ■ Key points to note for each period ■ Recruitment schedule based on the start dates of new graduate internships ■ Summary *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document introduces key points to consider when implementing Recruitment Process Outsourcing (RPO), including its benefits and precautions. It outlines three points for selecting an RPO company based on budget and scope of work. Additionally, it presents achievements and pricing plans of companies that offer a wide range of services, including outsourced tasks, staffing, and recruitment. [Contents (excerpt)] ■ About Recruitment Process Outsourcing (RPO) - Differences from staffing and recruitment services - Types of RPO personnel by form - Advantages and disadvantages of utilization - Tasks that can be outsourced - How to choose a reliable RPO company *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

In this document, we introduce the job posting platforms that we recommend to our clients, categorized by strengths and features, from over 100 recruitment services we offer. We provide a comparison table of job search sites that can reach up to 70% of job seekers with a single job listing. Additionally, we also introduce job sites specialized for housewives (husbands) and job platforms for foreigners living in Japan. 【Listing Items (Excerpt)】 ■ 2 job media types based on job ad networks ■ 4 job media types based on click-based payment ■ 7 major mid-career recruitment media types based on listing fees ■ 5 direct recruiting media types ■ 5 job media types with unique attributes for job seekers *For more details, please download the PDF or feel free to contact us.

• Internet Advertising

This document explains how to write a rejection notice for document screening, including examples, key points, and email composition cases, as well as things to be careful about. In addition to templates for cases without document return, we will introduce the content that should be included in order. Our company provides an environment where you can focus on interviews and job offers, offering consistent support from manuscript creation to operational assistance. If you have any concerns, please feel free to consult us. 【Contents】 ■Introduction ■Two templates for rejection notice emails for document screening ■Structure and content points for rejection notice emails for document screening ■Points for companies to avoid being rude in rejection notice emails for document screening ■Conclusion *For more details, please download the PDF or feel free to contact us.

• others

This document introduces what should and should not be included when collecting applications for recruitment activities. It explains the essential items and points for creating effective job postings with specific examples. Additionally, it provides detailed information on the laws to be aware of when creating job postings, as well as prohibited expressions related to gender, age, and nationality. [Contents] ■ Template ■ Essential items and points for creating effective job postings ■ Things that should not be included ■ Summary *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document provides a detailed introduction to 12 successful case studies aimed at solving the challenges and concerns encountered in recruitment operations. It includes examples from the real estate industry where adjustments to the materials resulted in a consistent reduction of hiring costs by half. Additionally, we present cases where sending scout emails successfully led to the recruitment of qualified candidates, so please make use of this information. [Contents] ■ Introduction ■ 12 Successful Recruitment Case Studies ■ Conclusion *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

In this document, we introduce the key points regarding the "Mid-career Recruitment Information Session" following a basic flow. We explain the company overview and corporate philosophy, as well as the upcoming recruitment process, job postings, and opportunities for interaction and questions with senior employees who have joined through mid-career recruitment. Additionally, we include what should be prepared and what to be cautious about when conducting the mid-career recruitment information session. 【Contents (partial)】 ■ Introduction ■ Company overview and explanation of corporate philosophy ■ Description of business operations and the fulfillment of the job ■ Explanation of requests from management and future vision ■ Interaction session and question reception with senior employees from mid-career recruitment *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

"I want to reduce recruitment costs, but I don't know where to start. I also want to secure talented personnel while reducing the costs associated with hiring." Do you have similar concerns regarding recruitment activities? Many people think about reducing costs as job postings can be expensive. This time, we will introduce points to effectively secure talent while minimizing recruitment costs as much as possible. It is important to establish a solid long-term plan for recruitment activities. Please refer to the media and points introduced in this article. *You can view the detailed content of the article in the attached PDF document. For more information, please feel free to contact us.*

• Recruitment Agency

This document thoroughly explains the features and costs of new graduate recruitment media, as well as the types of companies that are suited to use these media. There are over 100 new graduate recruitment sites (media), including some lesser-known ones, that are essential for new graduate hiring! It can be challenging to find a site that matches your company with the right students among them... "Which sites allow for efficient connections with a large number of students?" "What sites are the target students using?" "What sites are competitors using to approach students?" Do you have these kinds of questions? This document is highly recommended for recruiters who are facing such concerns! *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document introduces the general flow of job interviews and common example questions. It includes examples of "icebreaker" questions to ease tension and points for interviewers on self-introduction. Additionally, it presents methods for questioning to discern the essence of applicants, divided into new graduates and mid-career hires. If you are unsure about how to proceed with interviews, please make use of this information. [Contents] ■ Introduction ■ General flow of job interviews ■ Preparation before the interview and follow-up after the interview ■ Summary *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

We would like to introduce a case where we supported a company engaged in the health industry, focusing on the Kanto area (Tokyo, Chiba, Saitama, Kanagawa), in their recruitment efforts for businesses such as esthetics and fitness spa operations. The company had been primarily advertising through a specialized job media for estheticians, but faced challenges as the number of members within a single media outlet was limited, and competition was increasing, leading to a decline in effectiveness. After implementing a site compatible with Indeed, they were able to acquire applications for less than 10,000 yen each, successfully gathering many applications within the expected range of 10,000 to 20,000 yen. [Case Overview] ■ Challenges - Recruitment through the specialized job media for estheticians was declining. ■ Results - They were able to acquire applications for less than 10,000 yen each. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

We would like to introduce a case where we supported a company engaged in the health industry, primarily focused on operating sports clubs in the Kanto area (Tokyo, Saitama, Gunma), with their recruitment efforts. They were primarily advertising through low-cost job media, but since they had entrusted the posting to each store manager, the cost per application and the number of applications varied greatly, resulting in ineffective hiring, which was a challenge for the company. After our involvement, they transitioned from a situation where they were unsure if they could hire even with their postings to being able to hire sufficiently. Furthermore, they also became capable of hiring experienced professionals who could contribute immediately. [Challenges] - Hiring was not successful depending on the region, job type, and method of posting. - Entrusting postings to each store manager led to inconsistencies in application costs and numbers. *For more details, please download the PDF or feel free to contact us.*

• Recruitment Agency

We would like to introduce a case study of a company that operates a logistics business nationwide, which implemented individual pulse surveys and organizational diagnostic tools. The company faced challenges due to a lack of communication between the headquarters' HR department and its locations across the country, making it difficult to understand employee motivation and dissatisfaction. After implementing the tools, information about "interpersonal relationship issues" occurring on-site and "health conditions," which are often difficult to inquire about directly, became accessible through employee responses. This enabled the company to take measures before issues escalated. [Challenges] ■ Lack of communication with locations nationwide ■ Inability to grasp employee motivation and dissatisfaction *For more details, please download the PDF or feel free to contact us.

• Store Analysis System

We would like to introduce a case where we supported a care and welfare business operating in Osaka, focusing on services such as day care, home care, and home care support, in their recruitment efforts. Until now, they had only posted job openings through Hello Work and were unsure about which paid media to use for the first time and how to utilize it effectively. After our company took over, we provided comprehensive support from the beginning to the end of the posting, including guidance on how to use the management screen and creating email templates for applicants. As a result, they successfully hired two qualified and experienced individuals as they desired. [Case Overview] ■ Challenges - They were unsure about which paid media to use for the first time and how to utilize it effectively. ■ Results - Successfully hired two qualified and experienced individuals as desired. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

We would like to introduce a case where we supported recruitment for Lanet Co., Ltd., which focuses on primary agency business for mobile communication carriers and MVNO operations. Since around 2016, the effective job openings-to-applicants ratio has increased, leading to a seller's market, which resulted in fewer applications and difficulties in securing temporary staff. After our involvement, the cost-effectiveness of mid-career recruitment increased threefold compared to before. Additionally, the efficiency of administrative tasks and other operations saw significant improvements. 【Case Overview】 ■Challenges - Since around 2016, the effective job openings-to-applicants ratio has increased, creating a seller's market that made it difficult to secure temporary staff due to fewer applications. ■Results - The cost-effectiveness of mid-career recruitment increased threefold compared to before. - The efficiency of administrative tasks and other operations was significantly improved. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

We would like to introduce a case where we provided recruitment support to a transportation business (bus service) and a management contracting company for automobile transportation services that operate route buses and related services. The company had been continuously posting job advertisements through other agencies, receiving applications, but the visit rate for those who had scheduled interviews was low at 25%, which was not leading to successful hires. They also felt the need to increase the number of applications. After our involvement, the visit rate for scheduled interviews improved from 25% to 57%. The number of applications also increased, resulting in the hiring of one male and one female employee. 【Case Overview】 ■ Challenges - The visit rate for those who had scheduled interviews was low at 25%, which was not leading to successful hires. - The person in charge of HR had just been transferred from another department and was unsure of what improvements to make. ■ Results - The visit rate for scheduled interviews improved from 25% to 57%. - The number of applications increased, leading to the hiring of one male and one female employee. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

We would like to introduce a case of supporting recruitment for a childcare company that operates nursery schools and company-led childcare services, primarily in the Kanto area (Tokyo, Chiba, Kanagawa, Niigata). The company was posting on multiple sites, but only received 1 to 2 applications from each, and was unable to produce any successful candidates, which was a significant issue. After our involvement, they were able to establish a recruitment method that did not rely on job media. They also began to gather 10 to 15 times more applications, resulting in a more than fivefold increase in hires, allowing them to select candidates that aligned with the philosophy of the nursery. [Challenges] - They were posting on multiple sites but only received 1 to 2 applications. - They were unable to produce any successful candidates. - The cost per application was around 200,000 to 500,000 yen. *For more details, please download the PDF or feel free to contact us.*

• Recruitment Agency

We would like to introduce a case where we provided recruitment support to Nihon Kotsu, one of the largest taxi companies in Tokyo. The company had concerns about securing a large number of good candidates while reducing recruitment costs and increasing the transition rate in the selection process. After our involvement, the job postings became appealing to a wider age range, resulting in a doubling of the number of applicants. 【Case Overview】 ■Challenges - To secure a large number of good candidates while reducing recruitment costs - To increase the transition rate in the selection process ■Results - Job postings became appealing to a wider age range - The number of applicants doubled *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency