Improving candidate experience and strengthening branding

[mdsojolh444]

Employment branding is a key element in dramatically improving the ROI of direct recruiting. By effectively communicating the appeal of your company, you can attract high-quality candidates and increase your success rate in recruiting. For example, by clearly communicating your company's philosophy and values ​​and specifically showing the working environment and growth opportunities, you can easily gain the sympathy of candidates. In addition, by actively introducing employee testimonials and success stories, you can convey a realistic image of your company. In addition, it is also effective to provide opportunities for direct interaction with candidates switzerland whatsapp number data through events such as online information sessions and workplace tours. These efforts improve the candidate experience and create a consistent positive impression from application to joining the company. As a result, you can reduce recruitment costs and secure high-quality talent, maximizing the ROI of direct recruiting.


4. Case studies of maximizing ROI in direct recruiting and future prospects
Let's take a look at some specific examples of maximizing ROI using direct recruiting, and its future potential. We will explore the true value of direct recruiting from multiple perspectives, including success patterns that differ depending on the industry and job type, efficiency gains through the use of the latest technology, and strategy building from a long-term perspective. Through these examples and outlooks, you should be able to find hints for the best ROI improvement measures for your company.

4-1. Analysis of success stories by industry and occupation
Examples of direct recruiting ROI maximization show various success patterns depending on the industry and job type. In the web/IT industry, Raksul Co., Ltd. adopted direct recruiting to respond to changes in human resource needs due to rapid growth in the recruitment of web engineers, and has been successful. Meanwhile, GEO Holdings Co., Ltd. in the retail industry overcame the stagnation of scouting distribution in the recruitment of IT engineers and achieved results by placing emphasis on communication with candidates. In the human resources industry, Persol Career Co., Ltd. has recruited over 100 engineers and achieved a high acceptance rate. These examples show that it is important to develop a strategy tailored to the characteristics of the industry and to strengthen communication with candidates. TBM Co., Ltd. in the manufacturing industry responded to the diverse recruitment needs of 60 positions with direct recruiting and succeeded in long-tail recruitment. In this way, direct recruiting is effective not only for mass recruitment, but also for the recruitment of a small number of highly specialized elites.