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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.

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.

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.

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.

"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.*

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.

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.

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.

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.

Many companies are struggling to hire construction management and design/technical personnel. This is especially true in rural areas, where the mobility of talent is low, and many companies face the challenge of attracting applicants through traditional recruitment media. A construction company that is expanding nationwide has continued to post on Rikunabi NEXT, but has experienced significant fluctuations in the number of applications depending on the area. In certain regions, there were no applications at all, and the company was unable to meet its mid-career hiring targets. ■ The key to solving this issue was the utilization of "operational job advertisements (Job Box)" and the introduction of recruitment outsourcing specialized for specific regions. Creating different advertisements for each region → This allows for appeals tailored to regional characteristics and job seeker needs. Optimizing the advertising budget by job unit → Concentrating the budget in areas where securing talent is urgent, enhancing exposure. Regions where hiring is progressing can operate efficiently with a restrained budget. As a result of this strategy, hiring costs were reduced by 30% compared to the previous year! Furthermore, the company received numerous applications from regions that previously had zero applications and successfully hired three mid-career employees. *For more details, please download the PDF or feel free to contact us.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.*

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.

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.

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.

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.

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.

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.

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.

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.