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Innovating Recruitment: Saiyo Common's In-House Support Model

In the fast-evolving realm of recruitment, Saiyo Common, located in the heart of Tokyo, is spearheading a revolutionary shift from outsourcing to in-house recruitment strategies. Under the leadership of Naoki Higashida, the company has carved a niche by smartly guiding organizations to develop their recruiting capabilities. With a track record of assisting over 380 companies, Saiyo Common thrives on ensuring that businesses are not merely dependent on external agencies but capable of managing their hiring processes effectively.

Why Transition to In-House Recruitment?

One of the central concerns for many organizations is that outsourcing their recruitment efforts often leads to a cycle of temporary fixes, where valuable insights disappear with every new contact person. By fostering a more durable recruitment framework, Saiyo Common aims for clients to stand strong with their own hiring strategies in just six months on average, achieving remarkable cost reductions by up to 80%.

Three Key Reasons Companies Choose Saiyo Common

1. Aholistic Approach to Recruitment

Unlike traditional recruitment agencies that perpetuate a transactional model—where value ends as soon as the contract is terminated—Saiyo Common commits to a foundational goal of empowering the company from the very first meeting. They align on an in-house objective to construct a support timeline that ensures long-term benefits.

2. Unified Strategy and Operations Team

Many organizations contend with fragmented divisions between consulting and operational teams, resulting in a disjointed recruitment process. Saiyo Common rectifies this by having a singular team manage both strategic planning and operational execution. This seamless integration enables companies to capitalize on well-informed, data-driven improvements over time.

3. Fully Customized Transfer Systems

Recognizing the uniqueness of each client's context—including staff size, IT proficiency, and existing recruitment flows—Saiyo Common designs tailored manuals and on-the-job training sessions. This bespoke approach allows the internalization process to integrate smoothly into the client's operational landscape.

Four Support Phases

Saiyo Common’s support structure is meticulously outlined into three main phases: strategy design, execution support, and in-house transfer. Each phase consists of granular steps that contribute significantly to the recruitment enhancement journey.

Strategy Design Phase (Upstream)

1. Candidate Persona Creation: Defining ideal candidates based on market data.
2. Recruitment Marketing Analysis: Utilizing 3C and 4P analyses to visualize the company's recruitment position.
3. Competitive Advantage Assessment: Comparing job offers and conditions to pinpoint winning strategies.
4. Recruitment Branding Development: Crafting compelling messages to communicate the company's values.
5. KPI Establishment: Defining critical metrics such as application rates and acceptance rates.
6. Media Selection Strategy: Picking the right platforms like Indeed, Airwork, and Wantedly for optimal outreach.

Execution Support Phase (Midstream)

1. Job Media Management: Handling postings, budget allocations, and bidding adjustments on various platforms.
2. Job Description Crafting: Developing persuasive copy that aligns with the crafted persona and proposition.
3. Applicant Analysis: Analyzing the profiles of incoming applicants to improve targeting.
4. Bottleneck Analysis: Identifying and rectifying drop-off points from application to offer.
5. Interviewer Coaching: Training to enhance the effectiveness of in-person applications.
6. Scout Operation: Supporting direct recruitment measures for quality candidate engagement.

In-House Transfer Phase (Downstream)

1. Custom Operational Manual Creation: Developing tailored documents in alignment with the organization's specific needs.
2. On-The-Job Training: Providing hands-on training for in-house teams to effectively manage the recruitment process.
3. Recruitment Tool Implementation: Supporting the introduction of useful hiring management tools.
4. Operational Transition: Gradually reducing support frequency to empower the internal team.
5. Post-Transfer Follow-Up: Monitoring and providing guidance during the early period of autonomy.

The striking feature of Saiyo Common lies in this collaborative approach—both consulting and operations are handled by the same experts, ensuring consistency and sustained effectiveness throughout the entire process.

Ideal Industries and Company Traits for Support

Saiyo Common's model excels particularly within sectors heavily reliant on workforce recruitment such as construction, manufacturing, and service industries, where competition for talent is fierce. Companies without dedicated recruitment staff often benefit most, particularly those looking to evolve from solely relying on external agencies.

Closing Thoughts from the CEO

Naoki Higashida, CEO of Saiyo Common, posits that the core of recruitment success lies in strategic messaging rather than mere budget allocation. This belief underscores why local expertise is foundational to the recruitment process. Support fluidity into inner operations helps foster sustainable hiring growth and efficiently integrates recruiting efforts within broader business strategies.

Company Overview

• - Company Name: Saiyo Common
• - CEO: Naoki Higashida
• - Location: 21st Floor, Shiroyama Trust Tower, 4-3-1 Toranomon, Minato-ku, Tokyo
• - Business Focus: Recruitment marketing and in-house support.
• - Website: Saiyo Common

As Saiyo Common forges ahead, its commitment to enabling organizations to thrive independently in recruitment remains the service's heart and soul.