Common traits of companies where "only strange people come" for job openings.

バリューイノベーションジャパン

"There aren't any decent people, you know." This is a phrase often said by CEOs struggling with hiring. However, after being in the recruitment industry for the past ten years, I can confidently say... "The ones attracting the problematic people are the CEOs themselves." This is because recruitment is like a mirror... A company that only receives applications from strange individuals will only be able to choose from strange individuals. That's right. A company that gathers weird people, low-skilled individuals, and problematic people is simply a company that attracts such people, and they gather there for a reason. When I first ran a posting company, I unknowingly attracted a lot of problematic individuals due to this misunderstanding. A posting company requires a large number of distributors, so we had to employ at least 100 people at all times. However, very few people are eager to do posting work. Moreover, the pay was barely at the minimum wage level. Additionally, the work is outdoors, so in summer it's hot, in winter it's cold, and walking continuously makes it really tough on the body. ...For more, please see the "Related Links" below. *Facebook login 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.