At first

皆様初めまして。SNSマーケティング会社の株式会社NAVICUSで代表取締役を務める武内と申します。
当社では、X (旧：Twitter)やInstagram、LINEやTikTokなど、SNSを活用したマーケティング施策の戦略や企画を行っています。直近では、採用SNS施策に携わることも増えてきました。

In this article, I would like to share some of the know-how related to new graduate recruitment introduced at the "How to use it from tomorrow! How to use SNS × recruitment" seminar held on Tuesday, May​ ​30, 2023.​​

Some of you may be surprised by the combination of "SNS" and "recruitment". However, it is known that most of the prospective employees of our company NAVICUS carefully read the information distributed on SNS such as X (​formerly: Twitter) and note during the selection process, and SNS may be an important source of information for job seekers.​​

Recently, we have been externally deploying our own SNS × recruitment know-how, and we are seeing the positive effect of increasing the degree of match with applicants. I feel that there is a potential and effect of SNS.

1: Endless recruitment worries

"I want to hire work-ready personnel who match the company."
"There is a shortage of human resources because new graduates have declined."
"We spend money on recruitment media, but for the price, it is difficult to attract people with high affinity."
"I don't know what kind of content I should send out that will appeal to job seekers."

Recruiters may be worried about these things.
In this article, we will introduce how to use the new SNS × recruitment, which may be a hint for recruiters facing such challenges.

2:The actual situation of job hunting

The first thing to focus on as a recruitment measure is the preparation of a dedicated recruitment website and posting it on the recruitment media.
However, it may no longer be an era where "it is OK if you can post it on your company's recruitment site and job media".
This is because, especially among the younger generation, there is a tendency to "look up all kinds of information on SNS first" and "seek more realistic information."
The same trend can be seen in job hunting and job change activities.
In response to the question "What tools, sites, and methods did you use to get to know the company when you were looking for a job?", SNS ranked second after recruitment media. This figure accounts for about 42% of the total, indicating that nearly half of them gather information on SNS.

Quote:EXIDEA Inc. "Questionnaire Survey on Changes in Job Hunting in the Corona Disaster" (https://cine-mato.com/news/10996/）
Survey target: Job hunting students who are being hired as new graduates

So what do job seekers particularly want to know?
In response to the question, "What information did you want to know more about when researching companies?" "Personality of employees" is about59%、"Corporate culture" is about 41% As a result, it was found that there was a very high level of interest in "what kind of people and what kind of environment do you work in?"

Quote: Ltd. EXIDEA "Questionnaire Survey on Changes in Job Hunting in the Corona Disaster" (https://cine-mato.com/news/10996/）
Survey target: Job hunting students who are being hired as new graduates

From these two results, it can be seen that job seekers are actively collecting information on their own through SNS, and there is a high level of interest in information about the personality and corporate culture of those who work at companies. What measures can be considered in response to this?

3：adoptionSNSLet's take advantage of

Since SNS can convey photos and words in real time, it is a suitable tool for casually communicating nuances such as "employee personality" and "company culture".
"But recruitment SNS measures are very costly and difficult..." You may have an image that many SNSs can be operated without spending money.

Furthermore, it can be used not only to increase the level of company awareness and interest in new job seekers, but also as a continuous communication tool until prospective employees join the company. Having more points of contact can help you stay motivated to join the company.
In this way, by utilizing SNS, you can approach a wide range of people, from applicants to prospective applicants.

【Advantages of S NS recruitment measures】
✔︎ Can be updated in real time
✔︎ No cost
✔︎ Since nuances can be conveyed more casually, it is possible to reduce the misunderstanding of "it was different from what I expected"
✔︎ You can approach a wide range of communication from applicants to prospective employees

 

4：NAVICUSAdoption of×SNSexample

At NAVICUS, we actively use SNS for recruitment activities, and have produced more than​ ​50 note articles and continue to update them on X (formerly: Twitter).​
We will introduce examples of such NAVICUS recruitment measures divided into X (formerly: Twitter) and note.

How was it?

In addition to existing recruitment methods, it may be possible to approach the solution of recruitment issues by incorporating "recruitment SNS" measures that match the times and the information gathering style of job seekers.
I would be happy if you could feel the potential of recruitment SNS and try it.
Finally, I would like to introduce today's points.

The person who wrote this article

株式会社NAVICUS　代表取締役

武内 一矢

早稲田大学卒業後、Q＆AコミュニティサービスOKWAVEを運営する株式会社オウケイウェイヴに入社。TwitterなどSNSを活用した企画を担当。その後、株式会社ディー・エヌ・エー、ふるさと納税ポータルサイト大手「ふるさとチョイス」を運営する株式会社トラストバンクなどを経て、2018年、コミュニティ・SNSマーケティング支援を行う株式会社NAVICUSを設立、代表取締役に就任。2022年10月、九州を中心にWebマーケティング支援を行う株式会社NAVICUS九州のCMOに就任。

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