Reasons why your company should immediately focus all efforts on recruitment and hiring.
The absence of people does not simply mean that the site is not functioning.
In 2040, the number of workers in Japan will decrease by about 15 million.
"Because there aren't enough people, we're recruiting as a temporary measure." "If applications stop coming in, we'll think about it again." If you are currently viewing recruitment in this way, it is no longer just a matter of coping. It is a fundamental issue of management judgment. This is because recruitment is no longer something that can be dismissed with statements like "it's difficult because the economy is bad," "it's hard to gather people in rural areas," or "it's just the nature of the industry." The absence of people is not merely about "the operation not running." - Because there aren't enough people, there is a limit to the amount of work that can be taken on. - Even if we want to pursue new initiatives, we are overwhelmed with existing tasks. - Even if we want to make improvements, nothing progresses because there are no "people to move things forward." What is actually happening is not just that sales are not increasing or that digital transformation (DX) is not progressing. The real problem is that the management's options are gradually being diminished. In fact, we have repeatedly heard voices from business owners saying, "We have things we want to do, but we're postponing them because we don't have enough people." In other words, the issue of personnel is already halting the company's growth itself.
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basic information
In 2040, the number of workers in Japan will decrease by about 15 million. This is not a prediction; it is a future that is already determined based on demographic structure. The ones who understand this fact most calmly and quickly are the large corporations. That is why they are already taking action before the shortage occurs, rather than scrambling to act after people are lacking. - Securing new graduates and recent graduates - Early engagement with promising talent - Continuous investment in recruitment branding The option of "thinking about it after we can’t find people" is no longer available to them. On the other hand, what about many small and medium-sized enterprises? - Posting job openings only after someone quits - Changing media if no applications come in - If that still doesn’t work, raising the conditions Honestly, there is no chance of winning with this approach. This is because all these methods are reactive. By the time they act after someone has left, the company is already in a state of being short-staffed. Due to the lack of leeway: - They must rush to hire - They lose the ability to choose - They are likely to resort to compromise hiring And that compromise leads to the next resignation, bringing them back to the same cycle... ...Please read the catalog for more details.
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
P5
Delivery Time
P4
※In addition, we offer various options for the introduction and support of social media, such as Instagram (starting from 150,000 yen per month), aimed at enhancing corporate value and communication. We will propose the most effective solutions based on your company's situation.
Applications/Examples of results
■Case 1: Kaga Construction Co., Ltd. [Construction Industry] <Challenges> - Labor Shortage: Difficulties in hiring young talent, making it hard to attract applicants - High Costs: Recruitment costs skyrocketed, resulting in 700,000 yen 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) - Five applicants within less than a month, with three hires - Ideal candidates applied, significantly reducing personnel costs - Substantial reduction in recruitment advertising expenses, effectively utilizing management resources ■Case 2: Sun Medical Co., Ltd. [Welfare and Nursing Industry] <Challenges> - Difficulty attracting applicants, leading to soaring recruitment costs - Spent over 1 million yen on agents for recruitment - Even when applicants came, 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 care 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 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 categories such as sewage treatment companies. These are published in the catalog.
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Company information
Our company, as a member of Japanese society, aims to contribute to the evolution of society by delivering truly valuable products and services to the world through the skill of sales writing. We believe it is our responsibility to possess the skill to accurately and dramatically communicate "the value that the product or service holds." As a result, we believe this will lay the foundation for a hopeful and prosperous society where everyone can live not according to someone else's values, but according to their own values and in their own way.
