Common traits of CEOs who do not want to introduce people through recruitment agencies.

バリューイノベーションジャパン

When it comes to supporting recruitment, referrals are indeed essential. Referrals from schools, from Hello Work, from recruitment agencies, and from employees. There are various referral channels, but some companies receive many referrals while others receive none at all. Moreover, the presidents of companies that do not receive referrals often complain about this. "Why don't we get more referrals?" they ask. On the other hand, there are also a certain number of companies that seem to be "favored" with referrals from various channels. What is the reason for this difference? From observing the internal situations of various companies, it has become clear that a common trait among companies that do not receive referrals is that the people who could refer them think, "I don't want to refer anyone to that company." This is not some industry insider story; it is a reality that occurs regularly. This is because those making referrals are, in a sense, in a position of "holding the future of the referred person's life." Of course, there are some unscrupulous recruitment agencies that indiscriminately refer anyone who can be hired, but... ...for more details, please see the "Related Links" below. *Login to Facebook is required.

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**Service Content and Features/Strengths** 1. **Identification of Ideal Talent** What kind of individuals truly become assets to your company? What types of people do you intentionally choose not to hire? We clarify this ideal talent profile from a management perspective. 2. **Design of Recruitment Concept** The most desirable and long-lasting talent does not choose a company based solely on salary or benefits. We establish the underlying values and principles that define "What does this company prioritize?" and "What is the meaning of working here?" 3. **Construction of Recruitment Website** Today's job seekers do not decide to apply based solely on job listings. We communicate the concerns and information that job seekers want to know through the recruitment website. 4. **Production of Recruitment Videos (Employee Interviews, etc.)** The "atmosphere" of your company is difficult to convey through text. We communicate this atmosphere most accurately and without misunderstanding through video. 5. **Optimization of Job Listings** Job listings are a crucial touchpoint that serves as both the entry point and the final hurdle in the recruitment process. We improve and optimize them to ensure a consistent message that aligns with the recruitment concept. 6. **Job Advertising Media** Based on the assumption of when and where ideal talent is looking at job listings, we place job postings in the most effective locations.
Recruitment support service for the manufacturing industry to enhance competitiveness from hiring.
Supporting everything to become a "recruitment powerhouse" company that wins in the recruitment and job market.

**Service Content and Features/Strengths** 1. Identification of Ideal Talent What kind of individuals truly become assets for your company? What types of people will you intentionally avoid hiring? We will clarify this ideal talent profile from a management perspective. 2. Design of Recruitment Concept Truly desirable, high-performing talent does not choose a company based solely on salary or benefits. We will establish the underlying values and principles that define "What does this company value?" and "What is the meaning of working here?" 3. Construction of Recruitment Website Today's job seekers do not decide to apply based solely on job listings. We will communicate the concerns and information that job seekers want to know through the recruitment website. 4. Production of Recruitment Videos (Employee Interviews, etc.) The "atmosphere" of your company can be difficult to convey through text. We will communicate this atmosphere as accurately and clearly as possible through video. 5. Optimization of Job Listings Job listings are a crucial touchpoint that serves as both the entry point of the recruitment process and the final hurdle. We will improve and optimize them to ensure a consistent message that aligns with the recruitment concept. 6. Job Advertising Media Based on the assumption of where and when ideal talent is looking at job listings, we will place job postings in the most effective locations.