Mr. D Corporation

D Corporation was facing a serious shortage of staff due to the retirement of existing staff who had supported the site for many years.
The period from late December to March is the busiest time of the year, and as early as November, we had a strong sense of crisis: "If we don't do something, we won't be able to run the site.
The use of temporary staffing services was considered, but the cost burden was too great, and the company sought an in-house recruiting channel.

The main issues that were being faced were
● Need to increase the number of workers urgently for the busy season starting in late December.
Temporary staffing services are costly, so we would like to reduce costs by hiring in-house.
● There are concerns about how many people will be attracted by the "short term" condition.

Having already used our "Indeed Management Service," we developed the following measures with a sense of speed.

(1) Appeal using "year-end and New Year's expenses" as a hook
In the job posting, we dared to emphasize the keyword "year-end and New Year's preparations". We wanted to capture the insight of job seekers who "want to make good money in a short period of time" in anticipation of the New Year's holiday season when they will be making New Year's gifts, going home, etc.

(2) Approach to the high quality segment by clearly stating "switch to long-term
Rather than simply "disposable short-term," it stated that "continued employment after March is possible if desired. This broadened our reach to a more motivated group seeking stability.

(3) Eliminate psychological barriers to application with "no application screening
To emphasize speed, we propose a flow of "interviewing all applicants" without interrupting the application screening process. By eliminating the time and effort required to prepare resumes, the hurdles to application are reduced to the greatest extent possible, preventing lost opportunities.

Within two weeks of the start of the program, the number of applicants: 12, number of hires: 5 (target achieved).
Some of those who joined the company as short-term part-timers expressed a desire to continue working with the company for a longer period of time, and what was initially thought to be a temporary stopgap measure turned out to be a very positive outcome in securing "long-term staff who will carry the future.

Customer's Voice
We had already entrusted our Indeed operation to you, but your professional viewpoint helped us with this short-term recruitment as well. In particular, by breaking down the job descriptions into smaller pieces and verbalizing them, we were able to rediscover the appeal of the work that we had taken for granted, and we feel that the 'resolution' of our recruiting efforts was greatly enhanced.
We would also like to ask those who were involved through this recruitment to 'come back next year during the busy season,' and to set up a system that will naturally attract people without having to advertise for jobs in the future.

As an Indeed Bronze Partner, Marushin Co., Ltd. has extensive experience and know-how in assisting local companies, especially those in the food industry, with their recruitment needs.

"We post jobs, but we don't get any applications."
We want to keep recruiting costs down, but we also want to focus on speed.
I don't know what the appeal of my company's job offer is."

If you have any questions or concerns, we can help you maximize your company's attractiveness and utilize Indeed for successful recruiting. Please feel free to contact us.

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