bサーチ List of Products and Services

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.

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.

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.

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.

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.

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.

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 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.

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.*

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.