< Seminar Report> The Shortcut to Successful Direct Recruiting: The Latest Methods of Hiring People in a Seller's Market 2018 -HRTEC × Recruitment-

In the first part, Mr. Hirai of Atrae Co., Ltd. added the situation that "hiring is difficult" to social problems, explained from the actual numerical data in Green, from the preparatory stage before starting hiring to the hiring. He explained how to make a strategy for.
Even when 37% of people are in a state of competition for human resources with a job openings-to-applicants ratio of 50 times, before starting hiring, concretely imagine the persona of "what kind of person you want to hire", and what kind of recruiting method from that persona image It is important to consider whether it is appropriate and decide on strategies such as whether to utilize recruiting media such as Green or to strengthen efforts with agents.​
Even after having a connection with the human resources you want, setting up many opportunities to follow up with messages and talk with the employees you work with, and spare no effort to get to know your company deeply will greatly change the hiring rate. At the same time, he talked about the importance of having the company fully understand the difficulty and importance of personnel affairs and creating a system in which on-site employees actively cooperate.
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​In the second part, after contacting the human resources that Mr. Kumagai of Singler Co., Ltd. wants, the HR analyst, which is an in-house developed tool, will utilize the hiring method that will reduce the rate of declining job offers, reduce the selection fade-out rate, and compete with other companies. I told you along with the method.
In order to achieve the final recruitment target, it is one of the methods to invest hiring costs (advertising costs) and "contact with many human resources", but it is appropriate for those who want more than that. The shortcut to success is to improve the quality of contact with human resources, such as assigning interviewers and recruiters and creating rules for pick-up lines.
In that respect, Singler's HR analysts can reduce the manpower of many companies as a human resources analysis tool that analyzes the thinking and decision-making process of applicants and presents the optimal recruitment strategy for that person. We are promoting the accumulation of recruitment know-how (machine learning) and the improvement of recruitment activities.

In the third part, Kobayashi of our customer attraction support department explained the points of successful direct recruiting, focusing on actual cases of using Green as the customer attraction support department of GMO Payment Gateway.
Regarding hiring, we are actively implementing measures to increase the lead (people who proceed to interviews / interviews) and increase the contract rate (hiring rate) by utilizing the knowledge cultivated through web marketing, and the text of the email The number of hires is increasing by continuously verifying the number of steps up to the AB test and unofficial decision.
Emphasis is placed on "a sense of speed" for human resources who are particularly interested, and we work closely with personnel to create rules for replying within 24 hours and to shorten the period from the first interview to the offer as much as possible. This has led to an improvement in the hiring rate.

Both new graduate and mid-career recruitment have become a seller's market, and it is becoming impossible to acquire human resources using the same recruitment methods as before. In such a situation, it is very important not only to design strategies and utilize tools, but also to create a system that allows the entire company to cooperate with recruitment across departments in order to create a situation where people can be chosen.