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Comprehensive Overview of YORISOI's User Attribute Strategies for 2026

YORISOI, based in Shibuya, Tokyo, is making waves in the recruitment industry with its newly released strategies aimed at job agencies. The publication titled 2026 Version: User Attributes and Marketing Strategies by Platform is designed to aid recruiters in efficiently attracting job seekers. Utilizing raw data from the Ministry of Internal Affairs and Communications and various platforms, YORISOI meticulously outlines the usage rates and characteristics of major platforms, as well as practical applications for recruitment agencies.

Platform Insights

The report sheds light on various platforms with existing user data, clarifying how recruitment agencies can leverage them for optimal results:

1. Indeed

• - Usage Data: Over 28.6 million visits per month in Japan.
• - Implementation Strategy: Job postings categorized by job type and location to capture individuals actively searching for specific roles.

2. Google Search Ads

• - User Demographics: Age distribution not disclosed.
• - Implementation Strategy: Targeting keyword phrases based on profession, age, and location, such as “career change for 20s” and “entry-level sales jobs.”

3. Instagram

• - Demographic Breakdown: Overall user rate of 52.6%, with 75% for teens, 78% for those in their 20s, and 70.5% for 30s.
• - Implementation Strategy: Utilizing Reels and Stories to visually share job descriptions, career examples, and career advice.

4. Facebook

• - Demographic Breakdown: General user rate of 26.8%, with 39.2% for 30s and 38.6% for 40s.
• - Implementation Strategy: Focus on attracting experienced professionals and middle management.

5. YouTube

• - Demographic Breakdown: 80.8% overall, with 95.7% for teens and 97.2% for 20s.
• - Implementation Strategy: Creating videos on interview processes, success stories in job changes, and insights into various professions to build brand recognition and trust.

6. TikTok

• - Demographic Breakdown: 33.2% overall, with 65.7% for teens and 58.7% for those in their 20s.
• - Implementation Strategy: Engaging with short videos to address the concerns of fresh graduates and those experiencing career transitions.

7. X (formerly Twitter)

• - Demographic Breakdown: 43.3% overall, with 62.1% for teens and 78.0% for 20s.
• - Implementation Strategy: Regularly sharing industry information and career tips to connect with younger applicants, particularly in the IT and creative sectors.

8. Yahoo! Search Ads

• - User Demographics: Age distribution does not disclose.
• - Implementation Strategy: Used alongside Google Ads to compare results based on search terms, job types, and geography.

Note: The 28.6 million figure for Indeed represents monthly visit counts and may include multiple visits by the same individual.

Trends and Recommendations

YORISOI emphasizes the importance of understanding peak job search periods. Research indicates that search activity on Indeed consistently rises from January to March, peaking in March, particularly in sectors like clerical work, healthcare, and sales. Consequently, recruiters are advised to revamp their job postings and budgets in early January to align with this spike in demand.

For effective outreach to younger demographics, agencies should strategically select platforms, employing Instagram, TikTok, and X for the 10s to 30s age group, while utilizing Facebook for 30s to 40s. Despite high activity on platforms, agencies must ensure applicant qualifications align with job requirements to avoid low conversion rates.

Importance of Meeting Candidates

In recruitment, simply tracking application costs is insufficient. Agencies should also monitor key metrics such as effective application rates, interview settings, and the success rate of job placements. Tracking the candidate's journey from initial contact to interview attendance is critical in determining overall effectiveness and cost-efficiency.

Innovative Support Solutions: Saido-kun and Sokyu-kun

YORISOI has rolled out two innovative programs aimed at enhancing recruitment: Saido-kun, a framework for sustained candidate acquisition, and Sokyu-kun, which provides appointment opportunities on a performance-based model. For companies adopting Saido-kun, results have included:

• - Increase in monthly application counts from 1 to 130.
• - Drop in application cost from 14,085 yen to 356 yen.
• - Growth in interview attendance from 10 to 80.

By coupling long-term strategies with immediate placement solutions through Sokyu-kun, YORISOI tailors its assistance to meet the evolving needs of businesses.

YORISOI’s detailed analysis reflects a commitment to equipping recruitment agencies with the knowledge and tools necessary for the competitive job market. Meanwhile, the firm aims to solidify its status as a leading HR company in Shibuya, focusing on resolving issues within the recruitment and talent acquisition sectors.