Recruitment for small and medium-sized enterprises is 90% about the concept.

As soon as we decided on the concept, applications flooded in! Despite having over 200 employees, we achieved zero turnover!

■ Success Case: Sun Medical Co., Ltd. [Nursing Care Industry] - "Both the caregivers and those receiving care must have dignity." - As soon as we changed to this recruitment concept, applications flooded in. - The situation where we paid an agent 1 million yen to hire someone, only to lose contact three days later, changed to being able to hire for just 100,000 yen. - In 2024, we achieved zero turnover despite having over 200 employees. Why, in this era of recruitment difficulties, and especially in the unpopular nursing care industry, were we able to achieve such a "big win" in hiring? Moreover, this was accomplished by a small to medium-sized company with no name recognition... The secret lies in having established a "recruitment concept." So, how did we determine that recruitment concept? What is important when deciding? What points should be avoided? We provide a detailed explanation in our catalog. Please take a look.

basic information

"7 Steps to 'Win Big' in Recruitment" These seven steps are not just mere recruitment know-how. From our extensive experience in various workplaces, we have come to firmly believe that "companies with these elements in place have stable recruitment, while those lacking them will inevitably stumble." This is the essence of recruitment. Even if you implement just one of these steps, you may achieve temporary results. However, it will not lead to a continuous influx of people, their retention, or the ongoing progress of management. Companies that excel in recruitment naturally embody these seven elements, often without even realizing it. That is why we emphasize building recruitment not as a "stopgap measure," but as a coherent strategy. These seven steps are a compilation of the necessary elements organized from a management perspective. So, why are these seven important? And what role does each play in recruitment and management? We provide a detailed explanation of each in the catalog. Please take a look.

Price information

■Price: 3 million yen (excluding tax) *This is a six-month implementation plan. ■Plan Details: - Initial Measures: Development of overall recruitment marketing strategy - Construction of recruitment website / Production of recruitment video content (including company and employee interviews, etc.) - Maintenance and operation of job posting platforms such as Indeed - Development of dedicated recruitment channels (such as YouTube) - Analysis and improvement + regular meetings for status checks, gathering various materials, and implementing PDCA ■Support after six months: Ongoing support for recruitment/business strategy including strategy, produced content, job postings, and job media (from 150,000 yen per month)

Price range

Delivery Time

In addition, we offer various options for the introduction and support of social media such as Instagram (starting from 150,000 yen per month) to enhance and communicate corporate value. We will propose the most effective solutions based on your company's situation.

Model number/Brand name

The secret to successful recruitment in difficult-to-hire and unpopular job categories that led to a "big win."

Applications/Examples of results

■Case 1: Sun Medical Co., Ltd. [Welfare and Nursing Industry] <Challenges> - Difficulty attracting applicants, leading to soaring recruitment costs - Spent over 1 million yen on agents - Even when applications came in, they were not ideal candidates <Results> - Recruitment cost for sales positions reduced from 600,000 yen to 60,000 yen (90% reduction) - Recruitment cost for nursing positions reduced from 1,200,000 yen to 150,000 yen (88% reduction) - Improved quality of applicants, with an increase in job seekers eager to work here - Reduced recruitment costs by 3 million yen, alleviating management burdens ■Case 2: Kaga Construction Co., Ltd. [Construction Industry] <Challenges> - Labor shortage: Difficulty in hiring young talent, making it hard to attract applicants - High costs: Recruitment costs soared, with 700,000 yen incurred per hire - Lack of recognition: Struggled to attract applicants compared to other major companies <Results> - Recruitment cost reduced from 700,000 yen to 10,000 yen (98.6% reduction) - Received 5 applications and hired 3 within just under a month - Ideal candidates applied, significantly reducing personnel costs - Substantially reduced recruitment advertising costs, effectively utilizing management resources There are also many successful cases where recruitment costs were halved and instances where a recruitment cost of 50,000 yen was achieved for unpopular job types, such as a sewage treatment company.

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