Hello, everyone.
This is Enta.
I've written "Part 1" and "Part 2" so far, but this time...Any specific strategies? lol
I'll write about "what to do."
Treat social media, blogs, and websites as separate entities
We can't formulate a strategy until we sort this out first.
If we view the Internet as the real world
- Social Media= Handing out flyers
- Blog= Text displayed on signs or chalkboards in front of the store (company culture, philosophy, the president’s outlook, and work practices)
- HP= The Company Itself
This is the basics.
If we don't hand out flyers, people won't know about our store.
Just handing out flyers isn't enough—if people aren't interested or don't get a sense of the store's atmosphere, they won't come in.
Lately, after seeing social media posts featuring pink machines, I’ve been getting messages from other companies in the same industry...The Pink CompanyThat's what people say about our company, lol
Still, it's important to leave a lasting impression! (I know this sounds like I've switched industries, lol)
Once you step inside, the overall impression, quality, and sense of trust the store conveys will make you think, “This is the place.”
The hiring process follows the same pattern.
They raise awareness on social media by posting, “Here’s the kind of work we’re doing,” and
On the blog, encourage readers to delve deeper by saying, “Our CEO thinks this way” or “We work this way,” and
Check the company’s track record, project examples, organizational structure, philosophy, and terms on its website before deciding whether to apply.
Companies that are able to intentionally design this process have a strong advantage in recruitment.
SNS: Keep handing out flyers every day!
What's important on social media isConsistency and VolumeThat's it.
If you're using social media for recruitment purposes, your goal should be to leave viewers with the impression, "Oh, that's what it's like on the job at that company."
To be more specific:X (formerly Twitter), Instagram, and TikTok...and post photos and videos from the site every day.
The content doesn't have to be complicated.
"Here's what the slope looks like today."
"Anchor drilling: ○ holes completed today"
"Meals on the Job (This actually goes viral, and it gets pretty heated lol)"
This is enough.
The important thing is"This company is always on the move—it looks fun and feels real."...to give that impression.
Major companies would never (or couldn't) do this.
I think this is the most powerful weapon that only a small or medium-sized business can wield.
It may not seem related to hiring, but in fact,Be sure to read this before applying。
*Recruit Works Institute, “Survey on the Hiring Process”
Data shows that 60 to 70 percent of job seekers check a company’s social media, website, and blog before applying.
Blog: Showing the CEO's Way of Thinking Is the Most Effective Strategy
The most important thing about blogging is"The President's Personality, Philosophy, and Vision"is to convey that.
What job seekers really care about is
"What kind of future will I have if I join this company?"
"What Kind of People Are the CEO and My Boss?"
"Is this a good place to work?"
That's all.
It's totally fine to write in-depth about construction techniques (if you're running a specialized site like ours, lol).
However, if you're writing it for job application purposes,
- The President's Philosophy and Vision
- What Makes Work Interesting (The Thrill of Slope Construction, for Example)
- Real Voices from Employees
- Stories About Failures and Struggles (Realism Is Key lol)
By continuing to write this on a regular basis,
"What about this CEO?" "Would you like to work here!?"...to make them feel that way.
Apparently, things like this really help with the hiring process!
Try to write every day if possible, or at least once every three days lol
Every day is hell, but once you get used to it... lol
Website: The Last Line of Defense for Building Trust in a Company
A website is the place that provides "that final push" to make someone decide to apply.
It seems these are the main points job seekers look for on company websites. (According to Iroiro Net)
- Company Size, History, and Track Record (Reliability)
- Project Examples (What kind of work do we do? Can we handle it?)
- Careers and Hiring Page (Compensation, Conditions, and What We're Looking For)
- Message from the CEO (The Face and Words of the Leader)
Companies that don't have this in place are likely to raise concerns. The key point is whether they've clearly stated this in writing.
In particular,Careers Page。
These days, a page that just says “Now Hiring” and lists an email address just doesn’t cut it.
"What Kind of People Do You Want to Work With?"
"What kind of career can I build if I join?"
"What kind of employee benefits are available?"
Write this out in detail. Just this alone will make a difference in the application rate.
Using Hello Work Agency Services
Along with updating our social media, blog, and website,We'll also post the job openings on Hello Work at the same timeThat is the correct answer.
As I mentioned ↑↑↑, the utilization rate of Hello Work is73.4%...and remains high.
It remains a powerful medium for targeting foreigners, people with no experience, and those living in rural areas.
But if you write the job posting the wrong way, you won't get any responses at all.
As mentioned on this blog,Minakuru Organizational Research Institute's "Hello Work Job Posting Management Service" is,
This service does exactly that—it handles the task of “writing job postings correctly, using compelling language, and updating them regularly” on your behalf.
For small and medium-sized construction companies that lack the time and manpower for recruitment, this should be a huge help.
Plus, they'll handle all that tedious paperwork for you!
Click here for details → Minakuru Organizational Research Institute: Hello Work Job Posting Management Services
Based on my experience at Hello Work, you’ll start to see results after at least 3 to 6 months.
We get calls from the Job Center about job openings about five times every three months. We used to get even more before the pandemic, though...
Last year, we hired one 30-year-old in Nagano Prefecture.
There are quite a few older people, but it's much better than having no one come at all.
Recruit on a budget and cast a wide net! That’s how we small and medium-sized businesses compete!
So, what exactly should small and medium-sized businesses be doing when it comes to recruitment?
This has gotten a bit long, but,
① Leave Hello Work job postings to the pros and get them moving(Using Services Such as Minakuru)
② Post daily updates about the worksite and company life on social media(Handing out flyers = raising awareness)
③ Continue to share the CEO’s and the company’s philosophy and work practices on the blog(A Closer Look at the Application Decision)
④ Develop a detailed recruitment page on the company website(Give it one last push!)
All of thisSimultaneouslyWhat to do there.
We can't compete with the big companies when it comes to budget.
We small and medium-sized businesses can’t afford to spend hundreds of thousands every month on ads on Indeed and other sites!
However,A Recruitment Strategy That “Shows Faces, Reveals the Essence, and Conveys Authenticity”Only small and medium-sized businesses can do that.
The right recruitment strategy for small and medium-sized construction companies is to gradually put this system in place before the peak resignation periods in June and September.
You don't have to overthink it.
To start, try posting at least one photo from the worksite on social media starting today.
That's how it all started. (If you do it as part of your job, that counts as work, too.)
The period starting now is pretty important!
See you later.
