Ladies and for all, I'm Kawai, Representative Director of ReBoost Co., Ltd.
This time, as the title says, I would like to talk about "points of recruitment and publicity for startups".

What is recruitment public relations?

Over the past few years, startups have seen the spread of words such as "recruitment public relations," "recruitment marketing," and "recruitment branding," and each company has come to take its own initiatives.
At the same time, the number of such seminars and tools for disseminating information is increasing. Readers may also be considering it, or it has already been implemented.
Some companies have succeeded in hiring by carefully summarizing the explanation materials of their company, disclosing information in a form that can be viewed by anyone, and forming a large population.

The objectives are varied: "To get people to know, understand, and select your company correctly in the recruiting market" and "to encourage our employees to engage and engage in their work."

On the other hand, from the viewpoint of "those who know their company anyway", there are some companies that transmit a large number of information with an unclear purpose.

These differences are asked, "Why is recruitment publicity necessary in-house?" "What is the purpose of this?" It is important to start with "WHY".
Recruitment publicity is also a means to the last. If you start without discussing such content, the information you will issue, who will deliver it, and the expected effect will become ambiguous.

In the steps below, let's look for "reasons and actions to work on recruitment pr".

In addressing recruitment and public relations

While considering the above 1-8, there are various information destinations that are put out according to the purpose of the company.

After all, continuously disseminating information is a strength, so if you have a "public relations person" or a "marketing person" in your company, it is recommended that you work together as a team.
It can be said that if you can draw out the charm of the company three-dimensionally as well as the person in charge of human resources recruitment, and work with them who are professionals in how to express it, you can deliver even higher quality information.

There is no correct answer in the recruitment public relations. Although it is difficult to tackle kpIs and budgets without being visible, they accumulate as assets of the company even if they are not expected to be effective in the short term as a result.

However, I think that there are cases where "I do not know what kind of information to put out about the company". When we provide assistance, for example, we ask the following questions.

There must be a reason why it is chosen from the charm unique to the company and the customer and recruitment market because there is sales by the company and the employee is working.

What kind of business do you do / What kind of advantage do you have?
・ How the founder started his own business
Why employees chose their company
・ Action guidelines valued by the company
What kind of work is there and what is interesting,

I think that it is good to consider what kind of message you want to convey to what kind of person according to the situation of the company.

Repeatedly, recruitment pr is not a short-term result, but an asset to accumulate.
Management and the personnel in charge will be required to work on a long time axis without being bound by immediate figures.