Hello, everyone.
This is Enta.
In my previous post, I wrote about the channels job seekers use to look for work and how there are certain patterns in their behavior.
This is the continuation of that story.
How should this be interpreted when applied to the construction industry?
And how should we view Hello Work?
Understanding the True Nature of Hello Work
Do you think Hello Work is “outdated” or “ineffective”?
That's half right and half wrong.
According to the Ministry of Health, Labor and Welfare’s “Employment Trends Survey (2023),” the percentage of new hires who found employment through Hello Work is15.1%It has fallen to this level.
But at the same time,Utilization rate: 73.41 TP3T...and remains high.
What does that mean?
"While many people watch it, its influence as a forum for final decision-making is waning."(Just as it is lol)
So who gets assigned through Hello Work?
- ✅ Middle-aged and older adults, those with no experience, and those in rural areas → Hello Work is a strong resource
- ✅ Foreign nationals and job seekers looking to re-enter the workforce → Hello Work is a great resource
- ❌ Young job seekers, experienced workers, and urban areas → Hello Work is not very helpful
If you want to hire foreign workers or people with no experience in the construction industry,Hello Work is still in operation。
But if you want to hire young, experienced candidates, that alone isn't nearly enough.
Why Minakuru's Hello Work Agency Service Works
At this point, I’d like to mention thatMinakuru Organizational Research InstituteLet me tell you about...
What Minakuru is doing is"Hello Work Job Posting Management Service"That's it.
Click here for details → About Hello Work Agency Services
The reason this works is that Hello Work..."Listings are free"That's it.
Posting a job listing on a major job site costs hundreds of thousands or even millions.
But at the Hello Work office,Free. It's free!! lol
However, there are also some issues.
At Hello Work, depending on how you fill out the job posting form,The reaction changes completelyThat's right.
"Open to both men and women," "Motivated individuals," "Comprehensive insurance coverage," "A warm, family-like atmosphere," "Our employees are like family," "Independent contractor program"
These are all the bad ones, lol.
It doesn't show up in search results, and it doesn't resonate with job seekers.
If anything, words people hate lol
Minakuru looked at the job listings at Hello WorkThey'll create and manage it at a professional writer's level.
This is the important part.
They'll create compelling copy for you and handle it on your behalf.
What's more, the author is a veteran teacher who even served as a junior high school department head!
If we can’t beat the big players, what should we do?
I'll be honest.
If we compare the recruitment budgets of major general contractors and large construction companies with those of us small and medium-sized construction firms,No chance of winningThat's it.
If we were to advertise on Indeed, doda, and Mynavi and compete on the same playing field as the major players, it goes without saying that we’d lose out on budget, and we’d also lose out in terms of company name recognition.
Let's say you spent 50,000 yen on an ad in a job listing magazine.
It measures 6 cm by 15 cm lol (It's so tiny!!)
I spend this much every month, but I never get anything in return, lol.
I can't really write about our own company, after all.
So what are we going to do?
We do what the big players can never do.
That's"Showing the CEO's Face and the Company's True Nature"That's it.
Major companies attract customers through their brand name.
But for small and medium-sized businesses,"What will happen to me if I join this company?"They won't come unless they can see it.
To put it another way, if we can effectively demonstrate this,Gain an Edge Over Major PlayersThere are plenty of cases.
In our case,
"What kind of projects are you working on?"
"What kind of mindset does the CEO have when he works?"
"What Makes Work Rewarding?"
In fact, consistently sharing this on social media and blogs is actually the most powerful recruitment tool out there.
We fight in ways that the big players can't.
Which demographic should the construction industry target for recruitment?
If we take a broad look at the target demographic in the construction industry,
Candidates Recruited Through Hello Work
→ Foreign nationals (candidates for Specific Skilled Worker Category 1 and 2), those with no prior experience, those seeking re-employment, and middle-aged and older adults living in rural areas
The type of candidates who can be recruited through job boards
→ Young professionals in their 20s and 30s, experienced construction management engineers, and candidates looking to transition from other industries
The segment that makes its final decision via blogs and websites (Important!)
→ Almost everyone. After finding a job listing on a job site, they always check the company’s blog or website before deciding whether to apply.
This means that simply posting on a job site will only "reach half the target audience."。
In my next post, I’ll discuss how to effectively use social media, blogs, and websites to drive recruitment.
See you later.
