The comparison table of major job advertisement media as of the end of June 2025 has been updated.

How to reduce recruitment costs? "Recruitment budget and cost-cutting methods"!

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

Master the creation of job postings! An explanation of 7 key points and precautions.

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

We will introduce a case where a job posting became appealing to a wide range of age groups, resulting in a doubling of the number of applicants!

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

We will introduce a case that gathered 10 to 15 times the number of applications and increased the number of hires by more than five times!

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 will introduce a case where the visit rate from interview settings improved from 25% to 57%, and the number of applications also increased!

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 will introduce a case where the cost-effectiveness of mid-career hiring has tripled compared to before!

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 will introduce a case where two qualified candidates that matched the recruitment target successfully joined the company!

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

Introducing a case where we were able to understand the condition of employees at local bases!

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 will introduce examples of cases where it has become possible to hire in areas and stores where it was difficult to gather applications!

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 will introduce examples where it became possible to acquire for under 10,000 yen per application within a budget of 10,000 to 20,000 yen!

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

The interviewer plays an important role that can influence a person's life! An explanation of common questions and key points for both new graduates and mid-career applicants.

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

Recruitment advertising agencies carefully select the best media for 'new graduate recruitment'! A comprehensive explanation of features and pricing◎

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

Introducing points to reduce recruitment costs as much as possible and effectively secure talent!

"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

We will publish the flow of the mid-career recruitment briefing session, along with important points and notes for each item!

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

To companies with recruitment challenges! You can gain hints for solving your issues.

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

Template for email notifying rejection after document screening included! Introducing how to create notifications that do not lower the company's image.

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

For companies that have many job media options and don't know which one to choose! We will thoroughly explain job advertisements.

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

Comparing 15 service providers! A thorough explanation of the features and costs of outsourcing services.

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

A must-see for recruiters! By organizing the outlook and priorities for hiring, you can start effective recruitment activities.

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

With a checklist - The onboarding process for mid-career hires is perfect with this!

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

A must-see for recruiters! Introducing six particularly important improvement measures.

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

With the intensifying competition for recruitment, it is gaining attention as an efficient and strategic hiring method!

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

The timing, content, wording, and length of communication regarding acceptance or rejection can greatly change a company's image!

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

Selecting the right media that suits your company according to target, number of hires, and budget is important!

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

Example sentences available; copy and paste allowed! A single job offer notification email can greatly influence the company's image and the desire to join.

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

A must-see for HR personnel! Let's create and check the manuscript while confirming NG words and keeping legal perspectives in mind.

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

The "Hotron Non-Contact Switch" allows you to open and close doors without directly touching door knobs or switches, making it hygienic! You can choose from two types: the "Hand Wave Sensor," which only requires you to wave your hand, and the "Foot Switch," which only requires you to place your foot in front of it. It reduces the risk of virus and bacteria transmission in places where hygiene is a concern, such as food factories, restaurants, hospitals, and nursing facilities. 【Features】 ○ Reduces the risk of virus transmission by allowing door operation without contact ○ A wide variety of options to choose from based on application and location ○ Ideal for places where hygiene is a priority, such as food factories and medical facilities ○ Prevents unnecessary detection due to the switch mechanism 【Product Lineup】 ■ Hand Wave Sensor Series ○ Exposed waterproof type, front, down, and side-facing type "PF-R5" ○ Exposed type, front-facing type "PF-R1" ○ Embedded type, front-facing type "PF-U2" ○ Exposed type, downward wide type "PF-R4" ■ Foot Switch Series ○ Slim type with wide opening, vertical beam type "PF-01S" ○ Slim type with wide opening, horizontal beam type "PF-03S" ○ Standard type, horizontal beam type "PF-05" ◎ For more details, please download the catalog or contact us.

In recent years, with the outbreak of infectious diseases, there has been a demand for products that cater to "contactless operation," and this trend has extended to environments where automatic doors were previously operated by touch switches. As the automation of doors and the non-contact operation of automatic doors become more widespread, do you have any of the following concerns? ☑ Although automatic doors have been installed, they remain open due to people crossing frequently in busy areas. ☑ Touch switches have been introduced to reduce unnecessary openings and closings, but hygiene is a concern. ☑ Touch switches require regular battery replacements since they are powered. The light beam touch sensor "HA-T401" opens and closes automatic doors without contact, and its compact detection range makes it suitable for narrow passages and busy areas, contributing to energy savings and infection control. 【Benefits of Implementation】 ○ Adaptable to various door types with four spot settings, ideal for busy roads and narrow passages. ○ Energy-saving effects with two setting modes that reduce unnecessary openings and closings of automatic doors. ○ Equipped with a light beam touch function, allowing doors to open and close simply by waving a hand, ensuring hygiene. ◎ For more details, please download the catalog or contact us.

An article has been published about the case of introducing the expense reimbursement system "Rakuraku Seisan" at TSP Corporation. ~ In the case of TSP ~ Before the introduction, there were challenges such as dealing with the "paper" sent from various locations and the reliance on specific individuals for the tasks. After the introduction, the input and checking of FB data, which used to take 2 to 3 hours, can now be completed in just 5 minutes. Additionally, the mindset of the accounting department, which was previously reliant on manual entry, has changed. [Case Overview] ■ Challenges before introduction - Dealing with "paper" sent from various locations, reliance on specific individuals ■ Key points of introduction - A robust support system for setup and operation - Easy to start from a small scale both financially and functionally *For more details, please refer to the related links or feel free to contact us.

Engineering Meetup Report is Now Available! We have published the event report from the AI Startup Engineering Meetup, held at Google for Startups Campus Tokyo. The event brought together four AI startups, where engineers and engineering leaders with backgrounds at major companies shared insights on: ◆Product development ◆Career journeys ◆AI-related initiatives Kort Valuta was represented by our Chief Operating Officer and a Backend Engineer, who shared perspectives on product development in the fintech industry and the unique development environment of a startup. The networking session that followed sparked meaningful conversations on technology and career development, creating valuable new connections among participants. At Kort Valuta, we will continue to value collaboration with the technology community while striving to build even better products. Read the event report: https://prtimes.jp/main/html/rd/p/000000126.000076589.html We're hiring! If you're interested in building the future of fintech with us, check out our careers page: https://recruit.kortvaluta.com/?utm_source=WEB&utm_medium=sns&utm_campaign=ipros

We have published a white paper titled "Half a Year of Procrastination vs. Full Operation in 3 Months - Conditions for Companies That Should Use Initial Setup Support," aimed at companies considering the introduction and operation of attendance management systems. This document clearly explains the key points of initial setup that are prone to difficulties during implementation, as well as the differences between handling it in-house and utilizing specialized support. If you want to smoothly launch an attendance management system, please take a look.