#Japan #Tokyo #Recruitment #Crevo #ONE.course

Introduction

In the ever-evolving landscape of recruitment, Crevo Co., Ltd. and ONE.course Inc. have partnered to introduce a groundbreaking recruitment support service named "Omakase Recruitment Division." This initiative emphasizes the transition from relying solely on external referrals and job advertisements to empowering companies to directly attract and secure candidates.

The Challenge of Traditional Recruitment

Businesses today face pressing issues in their hiring strategies, such as:

• - Increasing dependence on staffing agencies leading to rising hiring costs.
• - Failure to boost applications despite additional investments in job platforms.
• - Inability to meet hiring targets due to internal knowledge gaps.

Moreover, the conventional approach, which hinges on waiting for candidates to be referred, often falls short. To alleviate these challenges, companies must establish proactive systems to engage potential hires and ensure they comprehend the company’s allure to foster genuine interest.

Holistic Approach to Recruitment

Crevo and ONE.course's new service seeks to address these gaps by combining Crevo’s expertise in creative production — particularly in video, web, and social media — with ONE.course’s knowledge in recruitment marketing and practices. This collaboration results in a cohesive strategy that improves the entire recruitment funnel. Instead of dividing the process into segments managed by different companies, they design and refine each stage under a unified strategy.

Key Features of the Omakase Recruitment Division

1. Direct Candidate Attraction

The service focuses on a direct candidate attraction model, utilizing job search engines like Indeed and employment platforms to design connections with potential candidates through a mix of listings and advertisements. The marketing funnel increases efficiency by optimizing three main factors:

• - CPC: How efficiently candidates are guided to the application page.
• - CVR: Converting visits into actual applications.
• - CV: Re-engaging candidates who previously disconnected.

This strategic focus transitions businesses from passive recruitment practices to actively creating candidate connections.

2. Elevating Engagement to Secure Hires

It’s not enough to increase application numbers; candidates must understand the company's value proposition to secure their commitment. Crevo crafts targeted engagement creatives tailored to different touchpoints throughout the application process, enhancing candidates' understanding of the company and their desire to join. This includes:

• - Designing recruitment pitch slides and planning informal interviews.
• - Creating compelling recruitment websites and videos tailored for effective candidate engagement.
• - Developing short videos for social media and YouTube that resonate with potential hires.
• - Crafting offer letters and interview design for seamless transitions into hiring.

Each piece of creative works in tandem with ongoing adjustments based on real-time recruitment feedback.

3. Building Sustainable Recruitment Systems

Unlike traditional services that encourage companies to delegate hiring responsibilities indefinitely, the Omakase Recruitment Division aims to empower businesses. They focus on creating an internally sustainable recruitment system, providing operational manuals and on-the-job training for staff. The goal is to ensure that after the support period, companies can independently maintain and improve their hiring strategies based on the knowledge and systems established. This method not only reduces reliance on external providers but also enhances the company's overall recruitment capabilities long-term.

Who Should Participate?

This service is perfect for companies that:

• - Rely heavily on staffing agencies but wish to reduce hiring costs.
• - Invest in job platforms but fail to garner substantial applications.
• - Seek to implement web and social media strategies in their recruitment.
• - Experience higher rates of application withdrawal or late-stage candidate dropouts.
• - Want to harness their hiring resources effectively, enabling a self-sustaining model that decreases external dependence.

Successful Collaborations

Both Crevo and ONE.course have proven records of enhancing recruitment processes for new talent. Crevo supports companies like JR Mito Railway Service Co., which achieved a tenfold increase in applications through an extensive redesign of their recruitment initiatives. Simultaneously, ONE.course has driven substantial increases in candidate engagement, exemplified in successful partnerships across various sectors.

Conclusion

The “Omakase Recruitment Division” by Crevo and ONE.course sets a new standard in recruitment processes. By integrating candidate attraction and engagement strategies, this service aims to provide businesses with the tools necessary to build a sustainable hiring practice. The mission is clear: to enable companies to confidently navigate the recruitment landscape, ensuring growth through continuous improvement and internal capability building.