Prevent job offer declines and early departures! Designing recruitment communication [Document available].
Eliminate the mismatch between job postings and actual work. How can we redesign the way we communicate recruitment information to align job seekers' expectations and improve retention rates?
Do you have any of these concerns? ■ Even if we explain the atmosphere during interviews, applicants cannot get a real image of working here. ■ There are ongoing cases of early turnover due to "the job is different from what I expected," wasting recruitment costs. ■ We want to create a video, but we cannot provide numerical evidence or cost-effectiveness to get internal approval. Candidates often only have job postings and interviews as opportunities to learn about our company. With such limited interactions, it is not uncommon for them to leave after joining because they feel "the job was different from what I expected." Recruitment videos are a means to convey the company culture and the reality of the work in a short time, which cannot be communicated through text or photos alone. However, simply creating a video is not enough, and choosing based solely on low cost may lead to content that does not address recruitment challenges. The criteria for selection should include clarity of the scope of services, presentation of cost-effectiveness, and a supportive attitude towards the internal approval phase. Choosing a support organization that not only produces videos but also assists with the overall information design of recruitment communication will lead to better retention. For more details, please contact us or download the materials!
basic information
- Recruitment concept design / direction of content structure - Design, coding, and mobile compatibility - Support for content creation from employee interviews and on-site coverage - Designing pathways with job media
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【Targeted Issues and Processes】 ■ Sites struggling with resignations or withdrawals due to gaps between recruitment explanations and actual job duties There is a frequent occurrence of candidates declining offers or leaving shortly after joining because the harshness of the job and the actual working environment have not been communicated to them. ■ Departments facing difficulties in internal approval for the introduction of recruitment videos and web content These departments are stalled in their considerations due to requests for cost-effectiveness and numerical evidence, making it hard to secure budgets and obtain internal approvals. ■ Organizations lacking human resources in the HR department, unable to manage information dissemination They are overwhelmed with daily interviews and selection processes, leaving no room to plan and create updates for recruitment sites or videos. ■ Sites where the desired candidate profile between the assigned workplace and HR is misaligned There is a disconnect between the type of talent needed by the workplace and the recruitment targets set by HR, resulting in a low pass rate in the selection process.
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Our company is engaged in the planning, design, and production of websites, as well as the planning, design, and production of internet rich content. With a wide range of expressive capabilities and accumulated, refined web know-how and technology, we aspire to be a company that not only produces but also provides "new value" through "thinking power." Furthermore, we aim to create smiles for everyone who interacts with what we provide.