bサーチ List of Products and Services

BE GOOD is a recruitment branding media service that can multifacetedly communicate a company's appeal, employee voices, and working environment. It goes beyond mere job postings to achieve "empathetic hiring" by conveying the company's values and culture to job seekers. As a place to accurately convey the company's charm, it delivers the unique GOOD POINTS of each company to job seekers, serving as a bridge between companies and candidates.

• Sales promotion and sales support software

This document summarizes the challenges of securing human resources faced by the manufacturing industry, including their causes and solutions. It explains factors contributing to employee turnover, such as the current situation of declining birth rates and an aging population, as well as the exodus of young people, long working hours, and lack of education. Furthermore, it introduces both short-term solutions to alleviate labor shortages and long-term solutions, such as improving the workplace environment. You will gain insights into understanding the multifaceted issues related to securing and retaining talent and finding sustainable solutions suitable for your company. [Contents] ■ Current situation of labor shortages in the manufacturing industry ■ High turnover rates and their causes ■ Short-term solutions to alleviate labor shortages ■ Long-term solutions to alleviate labor shortages *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document is a collection of interview questions designed to identify outstanding candidates during new graduate recruitment, along with explanations of the intent behind each question. It includes a variety of information, starting with icebreaker questions, questions to confirm backgrounds and skills, and questions to understand personality and character. Additionally, it introduces questions about motivation for applying and the company, as well as questions regarding career plans and questions to ask in return. Please make use of it. [Contents] ■ Icebreaker questions ■ Questions to confirm backgrounds and skills ■ Questions to understand personality and character ■ Questions about motivation for applying and the company ■ Questions to confirm suitability and potential *For more details, please download the PDF or feel free to contact us.

• others

This document provides a thorough explanation of the content for recruitment websites that attract job seekers. Starting with an explanation of each content type, it also introduces the effects of publishing and effective content that can differentiate your site. This is an essential resource for understanding the key points for creating effective content. Please take a look. 【Contents】 ■ Importance of recruitment websites ■ Company overview and business details ■ Corporate philosophy, mission, and vision ■ Recruitment guidelines ■ Selection process ■ Effective content that can differentiate your site *For more details, please download the PDF or feel free to contact us.

• Recruitment management system

This document provides a detailed explanation of the basics of recruitment social recruiting using SNS, including operational methods and successful case studies. It introduces "implementation methods" such as goal setting, operational rules, and continuous improvement, as well as actual examples of usage on various SNS platforms. Additionally, the introduction offers a clear and concise explanation of the overview of social recruiting, so please take a look. [Contents] ■ What is social recruiting ■ Features and benefits ■ Types of SNS and their characteristics ■ Implementation methods ■ Successful case studies *For more details, please download the PDF or feel free to contact us.

• Recruitment management system

This document is a comprehensive guide introducing both free and paid postings on Indeed. It presents the "types of posting methods," including direct postings and crawling postings. Additionally, a summary is provided at the end for easy reference, making it a user-friendly book. We encourage you to read it. [Contents] ■ What is Indeed ■ About Free Postings ■ Types of Posting Methods ■ Benefits of Paid Postings ■ About Indeed PLUS ■ Cost Estimates and Effective Utilization *For more details, please download the PDF or feel free to contact us.

• Recruitment management system

This document provides clear explanations of common questions regarding Indeed accounts. We introduce the method for creating an Indeed account in three steps, along with illustrative images. Additionally, we include answers to questions such as "Can settings be changed after the account is created?" and "Can the account be closed?" Please feel free to download and take a look. [Contents] ■ How to create an Indeed account? ■ Can settings be changed after the account is created? ■ Can the account be closed? ■ Summary *For more details, please download the PDF or feel free to contact us.

• others

This document introduces the signs of employees who are about to leave. It includes seven signs of impending departure, such as a decrease in internal communication, as well as four strategies to prevent resignations. Additionally, it provides points on creating a workplace environment that retains talented employees, such as conducting internal surveys. 【Contents】 ■ Seven signs of employees who are about to leave ■ Four strategies to prevent resignations ■ Creating a workplace environment that retains talented employees ■ Summary *For more details, please download the PDF or feel free to contact us.

• others

This document explains the basics and successful strategies of recruitment branding. It provides clear explanations of external recruitment branding, internal branding, the objectives of recruitment branding, and the differences from recruitment public relations. Additionally, it includes various information on the relationship with recruitment public relations and how to advance recruitment branding. Please feel free to download and take a look. 【Contents】 ■ What is recruitment branding ■ Objectives of recruitment branding ■ Differences between recruitment branding and recruitment public relations ■ How to advance recruitment branding ■ Examples of failures in recruitment branding and improvement methods ■ Efforts to reduce recruitment costs *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

This document is a problem-solving guide for accounting recruitment that discusses effective hiring methods and strategies. It introduces the issues faced by recruiters, challenges in hiring experienced candidates, and challenges in talent development. Additionally, a "Summary of Recruitment Strategies" is clearly presented at the end, making it an easy-to-reference book. We encourage you to read it. 【Contents】 ■ Current status and challenges of accounting recruitment ■ Basic understanding of accounting positions ■ Main tasks of accounting ■ Useful qualifications for accounting positions ■ Effective hiring methods ■ Summary of recruitment strategies *For more details, please download the PDF or feel free to contact us.

• Recruitment management system

This document outlines the advantages and disadvantages of recruitment videos. It begins with the role of videos in recruitment activities, detailing how successful cases were structured, including methods and editing, making it a highly informative resource. Companies looking to increase the number of applicants, reduce mismatches, or enhance their visibility are encouraged to read it. [Contents] ■ What is a recruitment video ■ Advantages of recruitment videos ■ Disadvantages of recruitment videos ■ Companies that should incorporate recruitment videos ■ How to create effective recruitment videos ■ Successful case studies of recruitment videos *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document outlines the reasons why mid-career hiring is challenging and provides a specific action plan to overcome these obstacles. We have summarized the keys to successful mid-career hiring for HR personnel who are busy with daily tasks, categorized by the reasons that make mid-career hiring difficult. Hiring talented individuals who fit your company is essential for business growth. Consider utilizing recruitment advertising agencies as needed. [Contents] ■ Time constraints ■ Difficulty in assessment ■ High number of rejections ■ Issues with brand recognition ■ Securing immediate contributors ■ Pathway to success *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document summarizes tips for efficient operation methods so that even beginners can start using Indeed. It includes information that can be utilized during operation, such as how to create job postings and set up paid options, as well as how to use job market report features. If you are someone who has started posting on Indeed but is not achieving the expected results, or if you are unsure about what to do when it comes to operating Indeed, please take a look. [Contents] ■ About operating Indeed ■ How to create job postings and set up paid options ■ Tips for successful operation [Job postings] ■ Tips for successful operation [Campaign settings] ■ Tips for successful operation [Utilizing job market report features] *For more details, please download the PDF or feel free to contact us.

• Ad management and operations

This document introduces effective tips and examples for scouting in recruitment to increase application rates. It includes a variety of information starting from what a scouting email is, the basics of scouting emails, their advantages and disadvantages, and tips for writing the content. Additionally, it provides recommendations for media and sites, as well as points to consider when choosing media, so please make use of it. [Contents] ■ What is a scouting email ■ Tips for scouting content ■ Tips for scouting emails ■ Recommended media and sites ■ Summary *For more details, please download the PDF or feel free to contact us.

• Customer Support

This document provides a thorough explanation of the recommended timing for mid-career hiring. It includes a wealth of information on when mid-career hiring is most active and when it tends to be less active, as well as guidance on the best timing for conducting mid-career recruitment. Additionally, when considering the macro environment, it suggests starting recruitment activities earlier and offers tips for successfully hiring by the desired start date, so please make use of this information. [Contents (partial)] ■ Introduction ■ Times when mid-career hiring is active ■ Times when mid-career hiring is less active ■ When should mid-career hiring be conducted? ■ If considering the macro environment, start recruitment activities earlier *For more details, please download the PDF or feel free to contact us.

• Customer Support

This document provides a thorough explanation of solutions to the challenges faced by HR personnel in mid-career recruitment activities. It introduces numerous examples and solutions for situations such as receiving few or no applications, not understanding the desired candidate profile (skills, etc.), and experiencing a high number of early resignations. Additionally, it explains how to identify suitable job seekers for the company and addresses issues like high rates of application withdrawals and post-offer declines, so please make use of it. 【Contents (partial)】 ■ Solutions for receiving few or no applications ■ Many cases of early resignations due to not understanding the desired candidate profile (skills, etc.) ■ How to identify suitable job seekers for the company ■ High rates of application withdrawals and post-offer declines ■ Lack of knowledge regarding job advertisements and difficulties in choosing recruitment media *For more details, please download the PDF or feel free to contact us.

• Customer Support

This is a case study of a mid-career recruitment outsourcing conducted in the cleaning maintenance (cleaning staff) industry. In this case, there were applications from a job posting on Townwork, but the challenge was that the weekday shifts starting at 6 AM were avoided, resulting in no interviews. After implementing the recruitment outsourcing, we included detailed information and a daily schedule in the job listing, successfully achieving a high ranking in search engines. This significantly reduced recruitment costs and maximized effectiveness by incorporating a marketing perspective, leading to an increase in applications and successful hires. [Case Overview] ■ Challenge - The perception of early morning shifts was a barrier to recruitment. ■ Solution - Posted on an operational "Job Box." - Provided specific details in the job listing. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a mid-career recruitment outsourcing for the transportation industry (bus drivers and taxi drivers). The company in this case had received applications through job media, but the interview attendance rate was low at 25%, which did not lead to successful hires. They wanted to improve both the attendance rate and the number of applications. After implementing the recruitment outsourcing, the interview attendance rate improved from 25% to 57% due to a review of the scouting message. The design of the job posting targeting women was effective, leading to an increase in applications from men as well, and the increase in applications resulted in actual hiring success. [Case Overview] ■ Challenges - Decline in attendance rate and stagnation in the number of applications ■ Solutions - Change in the timing of document submission - Review of email content and establishment of templates for each flow - Creation of job postings aimed at women *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a mid-career recruitment outsourcing project in the health industry (instructors and reception staff). In this case, although we advertised through multiple media, delegating the responsibility to each store manager resulted in variations in application costs and numbers, leading to an inefficient recruitment process. After implementing recruitment outsourcing, the recruitment activities became smoother, resulting in 86 applications through Indeed and successful hires. The quick response to applications improved the hiring rate, and with a headquarters-led approach, we were able to bridge the gaps between stores and successfully hire experienced candidates who could contribute immediately. [Case Overview] ■ Challenges - Decreased recruitment efficiency due to reliance on individual store managers for postings ■ Solutions - Proposal of "Indeed," which allows postings at multiple locations - Consolidation of recruitment activities under the headquarters instead of delegating to each store - Accumulation of recruitment know-how, aligning budgets between each store and headquarters to finalize the budget *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of recruitment outsourcing for mid-career hiring in the comprehensive outsourcing industry (system development). In this case, there were many mismatches and withdrawals in mid-career hiring, leading to a continued labor shortage. The business content and the image after joining were not adequately communicated, resulting in early turnover being a challenge. After implementing the recruitment outsourcing, we carefully conveyed the business content and the image after joining, successfully hiring matched candidates. As a result of the hiring outcomes, the understanding of recruitment within the business division deepened, leading to the establishment of an internal cooperation system. [Case Overview] ■ Challenges - Mismatches and turnover due to lack of information ■ Solutions - Participation in the Type Engineer Job Fair (Approximately 1,400 participants in one event, including many experienced individuals) *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of recruitment outsourcing for mid-career hires in the transportation industry (drivers and logistics). In this case, there were a certain number of applications throughout the year through the main recruitment media, but there were few applications from the target demographic of individuals in their 20s, leading to challenges in acquiring young talent. After implementing the recruitment outsourcing, we received applications from individuals in their 20s who were interested in the company culture, resulting in the hiring of two candidates. Additionally, we utilized scouting functions to appeal directly to users who showed interest. This led to a low gap after joining and a high retention rate. [Case Overview] ■Challenges - Lack of applications from younger demographics ■Solutions - Promoted recruitment branding by utilizing recruitment outsourcing services and public relations support, conducting interviews and photo shoots - Leveraged the characteristics of Wantedly, which has a high proportion of individuals in their 20s and 30s, to communicate the company culture and vision through social media, enhancing appeal to job seekers *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a recruitment outsourcing project conducted in the dispatch and human resources services (human resources sales) industry. In this case, although there were applications through Mynavi Career Change, there were few candidates suitable for our company, leading to unsuccessful hiring. Even when we did manage to hire, the turnover was quick, and we faced the challenge of securing talent that would stay long-term. After implementing the recruitment outsourcing, the number of page views and applications increased, with applications from the target demographic accounting for 70% of the total. We successfully hired one male and one female in their 20s from a pool of 20 interviewees. They have remained with the company without resigning, leading to stable employment. [Case Overview] ■ Challenges - Issues with mismatches and retention rates ■ Solutions - Reviewed job titles, images, and catchphrases on the search listing screen - Added keywords such as "Remote Work Available" to enhance traffic - Improved the content to highlight the specific appeal of the workplace and sales style by incorporating company culture and actual anecdotes *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of recruitment outsourcing for mid-career hires in the security (building management) industry. In this case, the diverse nature of the job led to a longer adjustment period, resulting in early turnover. There was also a misunderstanding about security roles, leading to fewer applicants and difficulties in hiring qualified candidates. After implementing recruitment outsourcing, we successfully hired two qualified candidates in their 50s. We also managed to recruit one inexperienced candidate in their 30s by clearly communicating the specific job responsibilities and the stability of the position, which significantly improved our hiring results by attracting applications from both experienced and inexperienced candidates. [Case Overview] ■ Challenges - Decreased retention rates and reduced applications ■ Solutions - Described the job responsibilities of facility security in a way that is easy for job seekers to visualize, using sensory details - Improved the job description to emphasize the stability and community-oriented nature of the company, eliminating any concerns *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a mid-career recruitment outsourcing conducted in the IT industry (accounting office). The company in this case study was recruiting through "Woman's Career Type" and "doda," but faced challenges with a high level of competition, resulting in low application numbers, offer declines, and low retention rates. After implementing recruitment outsourcing, the number of applications significantly increased through employee interviews and the publication of reviews, leading to successful retention of experienced employees and stable talent acquisition. [Case Overview] ■ Challenges - Addressing offer declines and low retention rates ■ Solutions - By conducting interviews with active employees, we discovered unique strengths that the company was not aware of and proposed to highlight these in the job postings to differentiate from competitors. - We included more authentic voices from actual employees to maximize the appeal of the company's strengths. *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a mid-career recruitment outsourcing conducted in the medical and welfare industry (childcare workers). In this case, the expansion of the nursery was hindered by a lack of personnel, resulting in an inability to accept children. They were utilizing doda and recruitment agencies, but the number of hires and costs became problematic. To address this, they introduced Indeed alongside the recruitment agency, creating tailored job postings for each position and nursery, and establishing a dedicated page to improve the operational structure and information provision environment. Through area-specific analysis and operations, they achieved an increase of 10 to 15 applications compared to before the introduction of Indeed. [Case Overview] ■ Challenges - Suspension of admissions due to recruitment difficulties ■ Solutions - Combination of "Indeed" and "Recruitment Site" - Creation of job postings utilizing keywords that are easily searchable on Indeed - Bi-weekly data reviews to adjust the content of postings and CPC rates *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Here is a case study of a mid-career recruitment outsourcing conducted in the real estate industry (sales position). In this case, we continued to post the same job listing on Rikunabi NEXT, but the number of applications drastically decreased. We felt there were challenges in our recruitment methods, as size upgrades and posting in multiple locations did not yield expected results, leading to a decline in job listing effectiveness and uncertainty about improving the content. After implementing the recruitment outsourcing, we achieved hiring at about half the cost compared to other media. Through improvements in the job listing, we successfully attracted and hired applicants not only with sales experience but also from competing companies in the same industry. Additionally, we successfully hired a first-class construction management engineer for a separate recruitment for construction management positions. [Case Overview] ■ Challenges - Decline in job listing effectiveness and uncertainty about content improvement ■ Solutions - Improvement of the job listing content on "Rikunabi NEXT" - Posting on Indeed *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

We would like to introduce a case study of recruitment outsourcing for mid-career hires in the IT engineering industry (programmers and SEs). Although we had previously used job boards (like Rikunabi NEXT and doda), we did not see any results. Subsequently, we utilized recruitment agencies. While we were able to hire candidates that matched our criteria, we struggled with increasing costs, and securing talented individuals while keeping recruitment costs down became a challenge. After implementing recruitment outsourcing, we saw an increase in applications from experienced engineers through targeted job postings. We successfully hired immediately available talent with national qualifications. We enhanced our company page on Indeed and strengthened our information dissemination as an owned media by linking it with social media and recruitment videos. [Case Overview] ■ Challenges - Securing talented individuals while keeping recruitment costs down ■ Solutions - Posting on "Indeed," a platform without a posting deadline - Creating job postings targeted at experienced candidates *For more details, please download the PDF or feel free to contact us.

• Recruitment Agency

Are you struggling with a shortage of manpower? The actual causes of recruitment difficulties often lie in "lack of recognition," "quality of job postings," and "ad-hoc recruitment activities." In our upcoming 【Free Recruitment Consulting】, we will: ★ Utilize over 100 types of job media for free ★ Support the formulation and operation of annual recruitment plans ★ Fully handle applicant responses to solve recruitment challenges in the construction, real estate, nursing, and medical industries. *For more details, please download the PDF or contact us.

• Recruitment Agency

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