A Word from the Hiring Offeror Who Decided to Hire

According to a survey of informal hiring decisions made by new graduates, about 40% of them decided based on the personality of the person in charge of hiring. As the seller's market continues, what is the best way to prepare and communicate in corporate recruiting activities for the growth of your company's business? Fubuki will continue to think outside the box.

In providing FUBUKI Recruitment Support

Fubuki has been supporting corporate recruiting activities for nearly 20 years through the production of recruitment websites and videos. In the current seller's market, we have always heard about the challenges faced by hiring managers, and as we are trying to put together another round of recruitment support, we have uploaded this video as an opportunity to think about "corporate recruiting activities" in a new light. Please take a look.

Four Steps to Recruitment

We believe that the following four steps are necessary for a company's recruitment process, and that it is assumed that these steps are carried out through trial and error. FUBUKI provides support for the implementation of each of these steps, which are detailed and shared within the company.

POINT 1
What kind of people do you want to encounter in the first place?

We believe that the following factors need to be discussed and decided on in order to determine exactly what kind of people are best for the company to encounter in the first place.

  • Identifying roles that are lacking in the staffing process in accordance with the management plan.
  • Defining the type of temperament of the people to be recruited.
POINT 2
What methods should we use to get people to know us?
For example, advertising on RikuNavi is one of the broadest ways to expand brand awareness.
  • If people don't know about it, they won't be interested in it.
  • If people are not interested, they will not want to learn more about you.
  • If they don't know you deeply, they won't want to get involved with your company.

This process, which you are all familiar with, is what will generally lead a job seeker to take the action of entering a company. We will provide you with the right suggestions to make this process stress-free for your job seekers.
POINT 3
What kind of content will convey the company's value?
As in the previous section, we will search for and find the value of your company from various perspectives in order to convey the value of your company to job seekers on the web, in videos, brochures, and seminars.
POINT 4
To give you an idea of what to expect from a job offer.
We often hear of cases where our informal job offers go to other companies. We do not deal with such cases on a case-by-case basis, but also provide various support for job offers, such as a credo book to convey the advantages of the company & interview support by career consultants.

Achievements

This is an example of our recruitment website.
Please see the interview with the recruiter.

Flow of Proposal & Operation

  • 01

    Free online MTG

    Please feel free to consult with us about anything, regardless of the cost. Our professional staff will tell you approximately what we can do to solve your problem on the spot.
  • 02

    Detailed Proposal

    We will prepare specific proposal materials for those who request them. We will make suggestions to ensure that they are conveyed to your superiors.
  • 03

    Start of Production & PR

    After submitting a schedule for the production of the website, video and pamphlet, or proposals for advertising media and other DX tools, we will produce and propose a production schedule.
  • 04

    Operational Support

    If the project is outsourced upon mutual consultation, we will provide regular operational support, but if not necessary, we will hold MTG meetings several times a year to share information.

Proposal Case Study

Q.

We are having trouble with the lack of entry population.

A.

Creation of content that properly conveys the advantages of the company (recruitment & videos & brochures)

Q.

Do you have any measures to address the increase in the number of people declining job offers?

A.

  • Career counseling arrangement

Q.

We are having trouble with a lack of seminar attendance.

A.

  • Introduction of IT Advertising & Recruitment Media
  • Introduction of customer attraction consulting

Q.

The quality of students applying for the program is declining.

A.

Content that properly conveys the advantages of the company (recruitment & videos & brochures)

Q.

We are having trouble with the lack of manpower in the HR department.

A.

Please let us know the specifics of your issue and we will do DX tools, etc.

Q.

We want to take measures to prevent the deterioration of our industry and company image.

A.

We will ask you to share the cause of the problem, list the barriers in your company's corporate recognition, and provide support for improvement.

Q.

I want to increase the number of recruits.

A.

Recruitment Media & Headhunters

Q.

I want to prepare for changes in the recruitment period

A.

Recruitment schedule proposal & consulting