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Manufacturing company information dissemination support (company brochure, recruitment guide, website)

We will help articulate and visualize your company's strengths and attractions, such as special technologies and proprietary services, which are difficult to convey, in an easy-to-understand manner for effective information dissemination.

Are you having trouble figuring out how to communicate your company's technology and services? - I want to appeal my strengths in technology and services to other industries. - I want to convey my company's strengths to potential hires. - My current company brochure and website do not effectively communicate my company's appeal. - I have not been able to visualize my company's selling points. Specialized technologies and unique strengths can often be difficult to convey clearly. Please leave it to us to identify which aspects are unclear and how to communicate them effectively. Through thorough interviews, we will scrutinize your company's strengths and selling points, and articulate and visualize them so they resonate both within and outside your industry. We will communicate your strengths through digital and analog media, including corporate websites, recruitment sites, company brochures, recruitment brochures, and social media. [Features] - Visualization of your company's strengths and appeal through thorough interviews. - Editing of various media with consideration for the reader. - Support for publishing initiatives related to ESG and SDGs required by the supply chain. *For more details, please visit our website or feel free to contact us.

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The real reasons for early turnover, as indicated by government data.

What are the common causes of early turnover in the mid-sized manufacturing industry? An explanation of the reasons for turnover indicated by government data and measures to prevent mismatches.

Young employees who were hired with great effort leave soon after. Many companies struggle with issues related to early turnover. While dissatisfaction with relationships and salary are often cited as reasons for early departure, they are not the only factors. Fatigue from long working hours, the uneven burden of household chores and childcare in dual-income households, a lack of time for self-improvement, and the existence of potential job changers who choose to maintain the status quo without knowing what job suits them—all these changes in the labor market influence employee retention. Data from the Ministry of Health, Labour and Welfare shows that the turnover rate for university graduates within three years has remained around 30% for many years, indicating a structural issue. The gap between the real needs of workers and the acceptance stance of companies often arises from the communication stage before joining the company. Understanding where the gaps are in your company's recruitment information is the first step in addressing early turnover. We are currently offering materials to support the improvement of retention rates after joining by reviewing the information shared during recruitment. Please feel free to request our catalog by clicking the download button.

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