As the transmission of the new colon virus continues to spread, many companies continue to recruit in online environments.
Students' job offer ownership is rising year by year, making it very difficult to maintain student motivation in a long period of time from the consent of the job offer to joining the company.
Therefore, in this HR Study, we talked in detail what kind of follow -up of each company was implementing students under the theme of "Following a job offer".
If you are in charge of personnel, managers, and managers, please refer to it.
* This article is reorganized based on the contents of the event held from 13:00 to 14:30 from Thursday, July 15, 2021.
Shogo Sato | Representative / Satsudora Holdings Co., Ltd. HR Partner
Born in Sapporo.External human resources that cross the border.After graduating from a local university, he opened a major amusement, IT venture, and bridal.A cross -border style that travels between Hokkaido, Tokyo, with some human resources and advisors of multiple businesses and local governments as a human resources.He works on on -site -based complete custom -made organizations, support productivity improvement and regional communities.He loves his son (3), Sakanaction and Nintendo.
Mitsuna Yamazaki | Digital Holdings Co., Ltd. (formerly Opt Holding) Human Resources and General Affairs Department
After joining Opto Co., Ltd. in 2016, he was engaged as an account planner who conducts advertising management policies and strategies, mainly cosmetics and apparel companies.In 2019, he moved to the Human Resources Strategy Department and received the 2nd Holdings Excellence Award in 2020.Focusing on recruitment of new graduates, he is currently in charge of recruitment of Holdings as a whole, and is in charge of follow -up after joining the company.In addition to his recruitment work, in -house communication activity is also starting on a mission.
Souichiro Nishimura | HARES CEO
After joining a recruitment carrier as a new graduate, he has been a corporate sales, new business development, and mid -career recruitment.In 2015, he founded HARES Co., Ltd. in 2017 with the mission of "creating a world where two rabbits can be obtained in pursuit of two rabbits".He has served as an advisor to many companies, mainly in recruitment and human resources areas, including the theme of this theme, and has also been active as a moderator / facilitator for human resources events.His book is "Double Textbook" (published by Discover Twenty One).
[Sketch notebook that summarizes the contents of the study session]
table of contents
nice to meet you.I'm Sato, a representative and is the HR partner of Satsudora Holdings Co., Ltd.
Satsudora Holdings is a dragstore chain that has no strangers in Hokkaido, and is now a company that has been revitalizing the region from a wide range of fields, such as fitness, education, and regional marketing business.
I usually live in Hokkaido, but I am involved in the recruitment project of multiple companies, such as Glove Entertainment Co., Ltd., which is a personal wedding business, and LGBT parties to support career support.。
Today, I would like to be able to talk about the know -how of the job offer that I cherish while engaging in human resources in various companies such as listed companies in the Tokyo Stock Exchange, local mid -level ventures, and startups in Tokyo.
I have been working in multiple areas as "cross -border personnel" and "freelance personnel", but it was always "Human Resources".
Since only one person responds to hiring, education, and evaluation, many people may be wondering, "Is it really time for human resources to follow a job offer?"
However, in the last three years, the decline rate after the inner consent has fallen from 33 % to 0 %, and I feel that individuals have been able to strengthen their job offer.
Until three years ago, I was practicing a job offerer who cherishes "1 to 1", "Love contact" and "love".
I think that I asked a job offerer, "How was it today?" Or send a present on my birthday, and I think that I was in a style of facing each and every one of them.
However, as a result, some job offerers told me that after joining the company, I was actually feeling "ugly" and "too heavy", and I was quite tired of following one -on -one in the first place.I got it.
After thinking and erroring that it should not be done as it is, I changed the style to the informal partner follow -up based on the three keywords: "(1) myself", "② extraordinary", and "(3) moderate distance feeling".
First of all, the first keyword is not to do something from the personnel affairs to the job offer, but the informal person himself says, "I got to this company!" "I became a member of this company!"It is to boost a job offer so that you can think of it as your own.
Specifically, we will implement an initiative of personnel resources, participate in joint briefings, plan and operate internships, and to give food expenses as expenses for the personnel resources, and have a closing dinner party for students before the unofficial consent.Many things are left to the personnel affairs.
In the past, in some cases, the personnel and informed personnel came back after the closing dinner party, and there were cases where they decided to join the company because they decided to work with this person.It is an effective measure depending on the type of.
The second keyword is extraordinary.In an environment that is away from everyday life, we are engaged in a playful experience together to deepen the bonds with employees and senior employees.
When I had a training camp in Hokkaido's "Ikoro Forest" where the radio waves did not reach, I had an agricultural experience over a whole day, and divided into two teams.
When all the informal people are gone, when the radio waves are gone, you realize how much time you usually spend on SNS and YouTube (laughs).
Cooking confrontation is recommended because it requires division of roles such as buying and cooking work, which leads to understanding each other's personality.
In addition, I think it would be a waste to just a training camp in a completely close place, divided into three teams, photographed the situation during the training camp with a smartphone, had you create a video with improvisation, distributed it to the official Instagram to distribute it to the official Instagram.I also incorporated competition confrontation.
Finally, by creating a community of a job offer, HR is an initiative to maintain a moderate sense of distance from the job offerer.
In addition to using SLACK so that the informative people can communicate freely, they can be used at any time, which can be used freely at online drinking parties between the informal members, and can always consult individuals."HR Hotline" is also available.
Although I still used the LINE group, some people didn't want to know LINE before joining the company, so they are now unified in Slack operation.
In addition, there is no clear rule in the human resources hotline communication method, and it is OK to use Twitter and Instagram DMs that are easy for informed persons to use.
Instead of being too loving from human resources to beans, we practice a system that can keep a moderate sense of distance that can be contacted at any time when the job offerer wants to contact.
Up to this point, we have introduced three keywords in the informal participant following based on specific initiatives, but there are three other things that we do not decide.
First, it is a pressing of company reasons.
I think that many companies are conducting a lot of study sessions and training because they want to make students as soon as possible, but they are not valuable because they can never experience the last grades of 4th and second graders in junior junior college in their lives.We try not to take the company convenience so that we do not take time.
In addition, LINE, which is only for informed persons, has not been created any other tools that will be forced to connect, because human relationships have occurred in the past.
And the third thing I think is not the best is the third neglect.It is NG to contact the bean too much, but it is even more dangerous that the abandoned time is too long.
In the spare time from the job offer to joining the company, the anxiety such as "Is this company really suits me?"I think it is important to keep connecting moderately and loosely.
To summarize the above, the following five points are the key to the job offer.
It is more effective if you can involve the company or informed personnel without having to work hard alone, and build a relationship between the job offer, the company and the informal personnel without working hard.Isn't it approaching follow?
My name is Yamazaki of Digital Holdings Co., Ltd.
Digital Holdings is a company with a mega -venture -scale company with a number of employees of less than 1800 employees, and has been hiring about 30 to 50 people a year.
First of all, what we want to tell you earlier is that we are currently not aiming for a job offer.
Since last year, the company has reached a major transitional period and transitional period in the third foundation, with the company name and organizational system changed to a digital shift company.
For this reason, after understanding the companies in such a chaotic environment, we are conducting recruitment activities that emphasize the intentions and strength of the students who try to jump in themselves.
The keywords for the entire recruitment activity are also stating that students choose them themselves, and the students who have accepted the in -house consent, "The challenge here may be different" and "I was not prepared."In the case, we are working on a job offer with a stance that does not forcibly join the company.
There are two main approach measures that our company implements for students before the unofficial consent.
The first is to design up to closing at the end of the personnel interview.
During personnel interviews, they dig deeper into the personality and past experience of the students, and the fact that they influenced various decision -making from childhood to growing up, carefully hearing.
And based on that information, we design what the information to be passed by the final interview is finely designed.
Another effort is to have you make decisions and make sense before the final interview.
Specifically, before the final interview, we have time to interview with the on -site employees, and have them organize inputs and job hunting axes for understanding the company.
While on -site employees are in contact with "accompaniment to job hunting together", we hear what each and every one of them is worried about, and clarify what the information that should be conveyed when joining the company.
At this time, I try to hold an interview while thinking about how deep a relationship can be built.
However, there are many students who have been able to build appropriate information, no matter how deep they have been built and provide appropriate information.
I think the reason why I can't make decisions is simply "afraid of my decision" and "I'm not aspiring."
The above figure also plotted by referring to Iwamatsu -sama's book, which is consulting about human resources.
When applied to this matrix, the desire is high, but there may be better companies, "Is it okay to stop hiring at this time when the surroundings are still hiring?"You will be able to see the feelings of those who are scared of the decision.
As a recruitment person, students with a pattern of "low aspirations and scary decisions" should be aware that they are likely to make an ambiguous decision and lead to an early turnover.
In addition, students who are holding a job offer as keeping and cannot be thrown away must be careful.
In this way, as a recruitment person, we believe that it is difficult to get the effect unless each student knows where it applies to now, and does not close each state.
In order to accurately apply the student's feelings to the mapping, it is natural to build a relationship with students.
If you are conscious of building a relationship with students before the final interview, and you can understand the status of the students, what you need to do is very simple.
In addition, in order to lower the rate of decline in the job offer, it is very important that the student himself is satisfied at the time of consent to the job offer.In addition, whether you were able to make your own decision on your own will not only have a job offer rate but also to the movement after joining the company.
The number of recruiters in charge is irrelevant to the follow -up.If you can design while organizing the information in advance, and get around, you should be able to follow a small number of people.
From here on, we will proceed with the theme of the viewers as a panel talk.
I am in trouble with how students who have a job offer of multiple companies have a job offer (laughs).
If the job offerer decides the first choice with a clear axis, I think that we have to reconsider the job hunting axis and the axis of decision making.
It is an approach to reconsider the "criteria for choosing a company", but to reconsider the "criteria for making things".
It's a very essential approach.
In fact, is there any case that has led to the company's consent as a result of considering the axis of decision -making decisions together?
For example, there is a case where a student who longed for a trading company, global system, overseas, etc. finally chose us.
At this time, in terms of stories such as "I want to join a company that can use English" and "I want to be active globally", first of all, "Why do you want to be active in the first place in the first place?"I put such a plunge.
The students themselves often get new awareness by asking the students' thoughts from a slightly different angle, "Is that really the case?"Also, if you organize your thoughts together from multiple perspectives unique to third parties, you will get a true intention.
So again, the students themselves are really important by digging into each one, saying, "What do you want to do after you play an active part in overseas?"I was able to regain the perspective I wanted to do and ask us to decide for a job offer.
Certainly, there are beliefs and bias, such as "If you use English, the trading company is the best" and "I have to use it because I studied English to work globally".
It is important to have Yamazaki -san as a partner who once eliminates the subjectivity of the student and reconsidered on a zero base.
I think the relationship of trust is important when talking such a deep story, but is there anything that Yamazaki -san values when creating a deep relationship with students?
It is to think that "trust with students = respect".
I am conscious of the students who think that Mr. Yamazaki is a person who gives him a new knowledge, and I think it is important to create a reliable and respectful state for this person.
Instead of forcing students to sympathize or snuggle up, we emphasize that we will pass new perspectives more and more.
It's not just empathy, but you gain trust through the provision of another perspective.
Next, I would like to ask Mr. Sato for the same question.
I think it is important for students who have a job offer of multiple companies to know each other while talking roughly, and to accurately understand which companies they are rivals.
I personally do the following three points.
For example, in the case of Hokkaido, two -thirds of the population are concentrated in the Sapporo area, so students in Hakodate and Obihiro come to Sapporo for employment, in a sense, can be regarded as "Tokyo".。
So, a newspaper company conducted a survey of students in Hokkaido, "Where do you want to get a job?"
When you actually ask, "Why do you want to find a job in Sapporo?", The answer is "I want to be near my parents ..."
However, in fact, considering the time bases using transportation, it takes about 4 hours by JR to Hakodate in Hokkaido in Hokkaido, while it takes about an hour and a half by plane to Tokyo.increase.
This work location bias may be unique to Hokkaido, but no matter how wonderful the corporate culture or business is, it tends to be negative as a place to work because the place to work does not fit or transferred.There will be the current situation.
First of all, I think it is important to remove the axis of other people, such as "Sapporo if you get a job," from students.
What kind of communication do you do with your students?
First of all, I dig down the points of "Why did you want to be our company?"
Then, in addition to the conditions such as "Sapporo employment is absolute", there are many other desired axes, such as "a well -ventilated corporate culture", "a good relationship between seniors and bosses", and "growing".
By growing the keywords that came out together and helping with the priority, students will gradually find the axis of their job hunting.
At the time when the axis unique to the person was visible, he provided his information again, and at the same time, he was saying, "You should also look at other companies' information."
If you summarize the axis so far, it may flow to other companies' job offer, but it may be a future customer, saying, "If you shop so much, it's a Satudora."I think that's fine because it is also connected.
The key point is to bring out the true intentions of the students and verbalize them.Do you have any attention to bringing out the real intentions of students?
In addition to having a common experience and a common language, we value charm.
I like subcultures, so I am conscious of the start of relation to building a relationship from talking about music and animation and thinking that I can talk flat.
Also, the other is to show your weaknesses as long as it does not affect your work.
It's an extreme story, but some students have excessive interpretations such as "HR is God."I try to be aware of a relationship like a relative's brother who can talk from the same perspective.
This is the second theme, do you carry out training and study sessions before joining the company?
There are no forced tasks overall, and we have a stance that we want students to do what they can do.
However, there are some students who want to study a little, so we will guide you to recommended books and register the training system that can be received at your own pace.
I think it is important to create a system that allows you to work on when you want to learn first.
In addition, we held an exchange meeting with plays such as wolf games and peach iron, gathered online social gathering and before the emergency declaration gathered, and only 4 to 5 informers gathered and played with wolf games and peach iron.
We basically have no forced issues.
Satsudora is a plus if you are a registered seller when you work at a drugstore, so if you want to study before joining the company, it's not compulsory.
A job offer at a bridal company sometimes asks, "Is it better to get a color coordinator?"
Rather, it is the idea of wanting to make the experiences unique to students.
Both companies have no forced issues unless they have their wishes.Instead, I found that I was supporting my study if I had the intention of the person.
By the way, I think that the informal social gathering was an iron plate plan before Corona, but how do you deepen the relationship between the informal personnel among the online?
Although it is not limited to online, we are devising so that we can find the common points of each other at an early stage.If you have something in common, such as thinking, values, experiences, and hobbies, it will be easier to talk even for the first time.
We create a place to send ourselves, such as turning ourselves, and provide support that makes it feel natural that this job offer has such a common point.
In addition, we also create SLACK workspace for a job offer.I think it's good because the degree of freedom is higher than in -house channels.
I also share a ZOOM account for a job offer and launch club activities within Slack.
You can drink online, watch your favorite music videos, and use it freely while utilizing ZOOMs and Slack.
Instead of being forced to participate, we provide online places and opportunities, and have a system in which HR monitors the overall monitoring.
One of the ideas is to put a community manager.
For example, when hiring 15 people, about three people are hired in anticipation of the community manager.
He tells him that he will leave the community manager in advance, and he plays a role so that the initiatives between the informal members will be exciting.
By having the recruited members go around the building side, the community manager will almost certainly decline and it is effective.
I think that giving a role in the job offer will create a more natural excitement than the personnel affairs intervening.
Finally, I would like to ask about how to communicate with a job offer.What timing and how do you communicate with the job offerer?
We are contacting with tools that are easy for students to contact without any limitations such as email or Messenger.However, as a hot line when something happens, official contact is divided by e -mail.
Half of the communication tools I actually use are LINE.Next, there are many Instagram and Twitter DMs.Facebook's Messenger is now a past heritage (laughs).
By the way, if you are contacting a job offerer, it may be a story such as life consultation and love consultation.Some students said they were shaken by their boyfriend and cried in the middle of the night.
Of course, this is just an example, but what we value is real time.
I wonder if the students will open their hearts by giving priority to responding with priority, such as "Reply immediately when the person wants to contact" and "If you can't take time, re -assemble the schedule separately".。
It's also important to call out to those who don't have a reaction with SLACK or don't log in much.
I'm not worried that there aren't many busy people who are going to do it as a student, such as club activities and schools, but I have been in contact with me, but suddenly inactive.I try to watch it if there is a person who has become.
If there is a student who is a little worried and calling out, not the individual, but for everyone, "Is there anybody who wanted to consult at this time?"I will ask you a question.
If you are still worried because there is no reaction, I try to snuggle up, such as "I tried to send this way before?"
After asking a widely question, you are approached by the parties.
Like Mr. Yamazaki, I try to look carefully if the reaction of very aggressive people stops suddenly.
In addition, in order to prevent this from happening, we try to understand the information on the students as much as possible, such as "I am busy with club activities at this time."
In addition, I've seen some of the projects that seem to be interested in a student with little reaction to the whole.
However, basically, students are contacted by each other and encourage them to solve them.
Thank you both for your valuable story today!
＼メールマガジン登録無料／人事/HR業界の最新情報を毎週チェック！HR Note Mail Magazine distributes interview articles and seminar information that can easily understand from the latest NEWS to other companies that can be used right now, such as cases and service release information about personnel/HR, as content.
If you want to take advantage of the measures that other companies are implementing in -house, or want to know the latest trends and trends in the HR/HR industry, please use the HRNOTE e -mail magazine.