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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.