The lack of applications is not due to the job media, but rather a deficiency in the design of the "application pathway." We will systematize recruitment in the manufacturing industry through the web.
The recruitment site is not a "company introduction," but rather a "decision-making pathway" that generates applications. In the manufacturing industry, the points of concern for candidates are clear. They cannot envision the job responsibilities, the assignment and training processes are unclear, they cannot see evaluations or career paths, and they do not understand the workplace atmosphere. If these issues are not resolved, applications will not occur. In this service, we will design and produce the recruitment site in accordance with the order in which candidates compare and evaluate (concerns → decision-making materials → application). This includes appeals specific to job types, optimization of the application form, and structuring of frequently asked questions, ensuring not only an increase in the number of applications but also a pathway to "reduce mismatches." ■ Provided content (3 points) 1. Recruitment target design (organizing the desired candidate profile and barriers to application) 2. Application pathway design (designing job type pages, comparison materials, FAQs, and application CTAs) 3. Production (design/implementation/easy-to-manage CMS) Deliverables: Complete recruitment site (design documents, wireframes, design, implementation, publication) *Please share the desired job types and the "reasons for not receiving applications (hypotheses are acceptable)." We will first identify the barriers to application.
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basic information
■Provided Content Decision-making flow for hiring (comparison order of candidates) - Is it a good fit for me? (Job description, required skills, daily flow) - Can I continue? (Training, evaluation, career, work style) - Is it a safe environment? (Workplace environment, people, systems, safety) - Is it easy to apply? (Application process, flow to interview, form) Design by job type (basic to increase applications) - Job-specific pages (job description, required qualifications, preferred qualifications, growth path) - Senior interviews (reasons for joining, growth, reality) - Strengthen the "atmosphere" with photos and videos from the field (if possible) Optimization of application form (improving CVR) - Minimization of input fields + staged application (initial consultation → formal application) - Automatic replies (next steps, items to bring, interview preparation) FAQ design (eliminating reasons for drop-off) - Overtime, holidays, evaluation, assignment, inexperience, qualifications, transfers, etc. ■Deliverables Design of hiring target (by job type: desired profile/applicant barriers) Sitemap (job-specific flow and application flow) Wireframe (main pages) Design (top page + job type template + application/FAQ) Implementation (CMS/responsive/application form/basic SEO) Publication and initial measurement setup (as needed)
Price information
2 million yen to 6 million yen (varies based on the number of job types, content volume, and whether filming is involved) - Small scale (1-2 job types, basic structure): 2 million to 3 million yen - Standard (3-5 job types, job-specific navigation + FAQ): 3 million to 4.5 million yen - Expanded (many job types, filming/video, operational design included): 4.5 million yen and up * "Estimate required" notation is also acceptable (to be confirmed based on requirements)
Delivery Time
※Minimum 2 months - Standard 3 to 4 months
Applications/Examples of results
■Concerns Not receiving enough applications despite posting on job boards Applications come in, but there are many mismatches (lack of retention) Job descriptions and attractions are not conveyed, losing out in comparisons The workplace is busy, and interviews are not progressing (weak pathways) There are multiple job types, and information is scattered ■Approach Pre-sharing: Job types / Current recruitment challenges / Job postings (if available) Hearing: Organize application barriers, actual workplace conditions, attractions, and mismatch factors Design: Structure by job type → Pathways → Wireframes → Copy → Confirm forms Production: Design → Implementation → Testing → Publication Post-publication: Improvement (optional monthly follow-up) ■Uses Increase in the number of applications (optimization of pathways) Reduction of mismatches (transparency of information) Improvement of yield until interviews (enhancing ease of application) Reduction of dependency on job boards (capitalizing on in-house recruitment assets) ■Examples of achievements (company name not required format) Metal processing × 80 employees × not receiving applications → Increased applications through job-specific appeals Industrial equipment × 200 employees × many mismatches → Improved retention through transparency of job descriptions Chemical materials × 500 employees × losing in comparisons → Progress through education/evaluation/career presentation
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