Important points for creating job postings on Mynavi, Rikunabi, etc. - Associate Co., Ltd.

Focus on the catchphrase above all else.

Strive for catchphrases that are as specific and easy to understand as possible.

Students first look at the catchphrase when they enter a page.
After that, they look at what the company does.
Then, they look at the recruitment data (job information).
As a result, they decide whether or not to apply to that company.

If a small or medium-sized enterprise with no name recognition writes about its philosophy, dreams, or aspirations, or uses corporate messages or slogans as its catchphrase, students will not understand what it means and will simply pass it by.
We strongly recommend that you carefully consider what kind of catchphrase will resonate with students, keeping in mind that students who are seriously looking for a company will not look at such catchphrases from small and medium-sized enterprises with no name recognition.

Be specific and easy to understand, no matter what.

Nothing starts if they don't read it.

On new graduate recruitment sites like Mynavi and Rikunabi, there are many job advertisements that use abstract expressions, so the more specific and easy to understand you are, the more you will stand out.
You must avoid words and expressions that lack specificity and are hard to visualize, difficult words and expressions, and words and expressions that sound cool but are self-indulgent.
In the first place, nothing starts if they don't read it.

People with high sensitivity tend to prefer things that are specific and easy to understand.
You need to think about which features of your company you should emphasize in an easy-to-understand way.

Job Information and the 13 Items Required by the Youth Employment Promotion Act

Provide information accurately and transparently.

Because finding a job means your livelihood depends on it, job information is extremely important from the applicant's perspective. Job information is the absolute basic of recruitment activities, as it involves presenting conditions to people you have not yet met.

Providing job information and the 13 items required by the Youth Employment Promotion Act accurately and transparently is the most important aspect of a company's stance when recruiting.
In particular, the 13 items required by the Youth Employment Promotion Act are very important as they correspond to workplace information disclosure items based on Articles 13 to 14 of the Act on Promoting the Employment of Young People (Youth Employment Promotion Act).
However, at present, there are still many companies that are not disclosing all of these items.
That is precisely why, when small and medium-sized enterprises recruit new graduates, accurately and transparently providing job information and the 13 items required by the Youth Employment Promotion Act leads to overwhelming differentiation.

What are the 13 items required by the Youth Employment Promotion Act?

Status of recruitment and hiring (3 items)
Number of new graduates hired and number of resignations over the past 3 years
Number of new graduates hired over the past 3 years by gender
Average length of service

Status of vocational ability development and improvement (5 items)
Presence and content of training
Presence and content of self-development support
Presence of a mentor system
Presence and content of a career consulting system
Presence and content of in-house certification systems, etc.

Status of employment management at the company (5 items)
Actual monthly average overtime hours in the previous fiscal year
Average number of paid leave days taken in the previous fiscal year
Number of employees eligible for childcare leave in the previous fiscal year (by gender)
Number of employees who took childcare leave in the previous fiscal year (by gender)
Percentage of women among executives and percentage of women in managerial positions