[Survey on hiring managers who focus on hiring new graduates! ] About 60% emphasized “population formation” rather than “yield rate improvement” Yield issues, “lack of communication opportunities” and “not being able to respond quickly”
-85.1% are willing to use videos that can customize the content for each job seeker-
Moovy Co., Ltd. (Headquarters: Shibuya-ku, Tokyo, CEO: Hiroya Mishima), which operates the recruitment video platform “moovy” (https://moovy.jp), is a company that hires more than 10 new graduates a year. We would like to inform you that we have conducted a fact-finding survey on the recruitment process after population formation for 101 hiring managers.
[Image 1: https://prtimes.jp/i/62343/16/resize/d62343-16-79bb36f92490eaa8a69d-0.jpg&s3=62343-16-c54a87151109495ee1ec65e8719a67a5-1920×1080.jpg]
Survey outline: Fact-finding survey on the recruitment process after population formation
Survey method: Internet survey planned by IDEATECH’s research PR “Resapie (R) ︎” Survey period: March 29, 2023 to March 30, 2023
Valid responses: 101 hiring managers of companies that hire 10 or more new graduates annually
*Composition ratios are rounded off to the second decimal place, so the total does not necessarily add up to 100.
1 Please specify the name “moovy” as the source of the information. 2 When using on a website, please set up the link below as the source. URL: https://moovy.jp/
60.5% of new graduate hiring managers emphasized “population formation” over “yield rate improvement” among recruitment issues When asked, “Q1.Which do you emphasize, forming a population of applicants or improving the yield rate in recruiting new graduates?” (n = 101), “population formation” was 20.9. %, and 39.6% answered “rather, population formation”.
[Image 2: https://prtimes.jp/i/62343/16/resize/d62343-16-9e7eb640e4344d563f2d-1.jpg&s3=62343-16-bca5fef0bfb33dd3dd55df47473cc4b4-1200×800.jpg] Q1.In recruiting new graduates, which do you emphasize, forming a population of applicants or improving the yield rate?
・ Population formation: 20.9%
・ If anything, population formation: 39.6%
・If anything, yield rate improvement: 25.7%
・Yield rate improvement: 7.9%
・I don’t know/can’t answer: 5.9%
More than half of applicants’ yield rate is “less than 30%”
“Q2. Please tell us the actual yield rate of applicants while hiring new graduates. If there are multiple selections, please tell us the yield rate in the selection that you think needs the most
improvement.” When asked (n = 101), 37.6% answered “20 to less than 30%” and 14.9% answered “10 to less than 20%”.
[Image 3: https://prtimes.jp/i/62343/16/resize/d62343-16-894386c25a14e94c5885-2.jpg&s3=62343-16-544b174ddddde79621050a9c60f05987-1200×800.jpg] Q2. Please tell us about the actual yield rate of applicants while hiring new graduates. If there are multiple selections, please tell us the yield rate in the selection that you think needs the most improvement.
・Less than 10%: 2.1%
・10% to less than 20%: 14.9%
・20% to less than 30%: 37.6%
・30% to less than 40%: 18.8%
・40% to less than 50%: 8.9%
・50% or more: 7.9%
・There is no actual yield: 3.0%
・I don’t know/can’t answer: 6.9%
Problems related to applicant yield, “lack of direct communication opportunities with applicants” was the most common at 45.1%
For those who answered other than “I don’t know/can’t answer” in Q2, “Q3. (n = 91), 45.1% said, “There is a lack of direct communication opportunities with applicants,” 38.5% said, “We are unable to respond frequently and speedily,” and “Selection criteria for interviews.” 38.5% of the respondents answered that they are “high”.
[Image 4: https://prtimes.jp/i/62343/16/resize/d62343-16-153287514f191b2bcf59-3.jpg&s3=62343-16-9e58588542a2f50a1fab4638eec7e110-1200×800.jpg] Q3. Please tell us about the issues related to the yield of applicants in recruiting new graduates. (multiple answers)
・ Lack of direct communication opportunities with applicants: 45.1% ・ Frequent and speedy response is not possible: 38.5%
・ High selection criteria in interviews: 38.5%
・Long selection lead time: 37.4%
・ Recruitment content that motivates is not substantial: 35.2% ・ Weak motivation at company briefings and events: 31.9%
・ Interviewer’s motivation is weak: 24.2%
・ I can’t stop joining a competitor: 24.2%
・ Nothing in particular: 4.4%
・Don’t know/can’t answer: 0.0%
There are also other issues such as “improvement of mismatches” and “management of variation in decision-making timing of applicants” For those who answered anything other than “I don’t know” or “I don’t know/can’t answer” in Q3, I asked them, “In addition to what you answered in Q4. (free answer)” (n=87), we received 58 responses, including “improving mismatches” and “managing variations in decision-making timing among applicants.”
-Free answer/partial excerpt-
・ 59 years old: The timing of decision making for each applicant is different and cannot be managed.
・53 years old: Improvement of mismatch.
・ 47 years old: I want to improve the accuracy of accurate judgment. The challenge is to improve the quality of the judgment criteria. ・49 years old: Introduced a mentor system.
・48 years old: Insufficient awareness on the hiring side.
・ 47 years old: Recruitment methods vary.
・57 years old: Specific and effective PR measures.
About half of the people in charge of hiring have not taken “measures to improve the yield rate”
For those who answered other than “I don’t know/can’t answer” in Q2, “Q5. Are you implementing measures to improve the yield rate of applicants in recruiting new graduates?” ”(n=91), 41.8% answered “not very well” and 3.3% answered “not at all”.
[Image 5: https://prtimes.jp/i/62343/16/resize/d62343-16-80cc688a8658f8125c6b-4.jpg&s3=62343-16-a23d73f5e078b59e5bdea5e39544cd31-1200×800.jpg] Q5.Have you implemented measures to improve the yield rate of applicants in recruiting new graduates?
・ Pretty good: 16.4%
・ Slightly done: 38.5%
・ Not very good: 41.8%
・ Not done at all: 3.3%
・Don’t know/can’t answer: 0.0%
On the other hand, about 60% of the hiring managers implementing improvement measures responded that they would shorten the selection process and improve efficiency in responding to and communicating with applicants.
For those who answered “very good” or “somewhat good” in Q5, please ask “Q6. )” (n = 50), 60.0% answered “shortening the selection process”, 58.0% answered “efficiency in responding and contacting applicants”, and 54.0% answered “holding events such as internships”. Answered.
[Image 6: https://prtimes.jp/i/62343/16/resize/d62343-16-7636d8f7bf4b35c61e96-5.jpg&s3=62343-16-5b3efacbedbffe551195ef076ab8285b-1200×800.jpg] Q6. Please tell us about the measures you are implementing to improve the yield rate of applicants in recruiting new graduates. (multiple answers)
・Reduction of selection steps: 60.0%
・ Efficiency in responding and contacting applicants: 58.0%
・ Implementation of events such as internships: 54.0%
・Information dissemination on company website and SNS: 48.0% ・ Implementation of interviewer training: 38.0%
・ Follow-up after job offer: 36.0%
・ OB / OG visits / casual interviews: 32.0%
・ Placement of recruiters: 30.0%
・Don’t know/can’t answer: 0.0%
51.2%, the most common reason for not implementing measures, was “due to lack of human resources to plan and implement improvement measures.”
For those who answered “Not very well” or “Not at all” in Q5, “Q7. Please tell us why measures to improve the yield rate of applicants have not been implemented in recruiting new graduates. ( (multiple answers)” (n=41), 51.2% answered “because there are no human resources to plan and operate improvement measures”, 31.7% answered “because we devote a lot of resources to population formation”, and “improvement Because there is no budget to implement measures” was the answer of 26.8%.
[Image 7: https://prtimes.jp/i/62343/16/resize/d62343-16-718060f9fb78b74c2cd1-6.jpg&s3=62343-16-c53538336cdfe437781e41de1f2411a7-1200×800.jpg] Q7. Please tell us why you have not implemented measures to improve the yield rate of applicants in recruiting new graduates. (multiple answers)
・Because there are no human resources to plan and operate improvement measures: 51.2%
・ Because a lot of resources are devoted to population formation: 31.7% ・Because there is no budget to implement improvement measures: 26.8% ・I don’t know what kind of measures to implement: 24.4%
・Don’t know/can’t answer: 0.0%
85.1% are willing to “use videos that can customize content for each job seeker” When asked, “Q8. Do you want to use videos that can customize the content for each job seeker in recruiting new graduates?” was 42.6%.
[Image 8: https://prtimes.jp/i/62343/16/resize/d62343-16-94e38a04b4242b3a73d8-7.jpg&s3=62343-16-97a60b2803ed13cd85e5ed33bb9ea2fa-1200×800.jpg] Q8. Do you want to use videos that can be customized for each job seeker when hiring new graduates?
・I strongly agree: 42.5%
・Slightly agree: 42.6%
・ I don’t think so: 14.9%
・ I don’t think so at all: 0.0%
Reasons for wanting to use videos, expectations for benefits in population formation such as “improving yield rate” and “leading to hiring excellent applicants”
For those who answered “strongly agree” or “somewhat agree” in Q8, “Q9. Please tell us why you want to use a video that can be customized for each job seeker when hiring new graduates. (Multiple answers) ”(n=86), 68.6% answered “Because it is easy to recruit excellent applicants”, 52.3% answered “Because it can improve the yield rate”, and “Because it can strengthen the company’s recruitment branding”. was 48.8%.
[Image 9: https://prtimes.jp/i/62343/16/resize/d62343-16-e908a8a3c89faec93183-8.jpg&s3=62343-16-b2b17e4751190bf7c12b5edd27a96e71-1200×800.jpg] Q9. Please tell us why you want to use videos that can be customized for each job seeker when hiring new graduates. (multiple answers) ・Because it is easy to recruit excellent applicants: 68.6%
・Because the yield rate can be improved: 52.3%
・ Because you can strengthen your company’s recruitment branding: 48.8% ・ Because it is easy to intuitively understand your company: 45.3% ・Because it can be differentiated from other companies: 19.8% ・Other: 1.2%
・Don’t know/can’t answer: 0.0%
There are also other reasons such as “because it has already been introduced and it is effective” and “because I want to attract people according to each individual”.
For those who answered anything other than “I don’t know/can’t answer” in Q9, I asked them, “Other than what you answered in Q10. (free answer)” (n=86), 50 answers were obtained, such as “Because it has already been introduced and it is effective” and “Because I want to attract people according to each individual”. is ready.
-Free answer/partial excerpt-
・ 39 years old: Because it has already been introduced and is effective. ・ 53 years old: Because I want to attract each person.
・ 36 years old: Because it seems to be smoother.
・ 53 years old: likely to contribute to time performance.
・ 27 years old: Because I can prepare it in-house.
・ 52 years old: It seems that it can be used immediately.
・ 54 years old: Job seekers I feel that the area of “everything” is attractive.
・ 60 years old: By presenting individual future visions and career paths, as well as answering videos in line with individual ideas and questions obtained in interviews, we draw out hope and motivation as well as anxiety of applicants. Because I want
This time, we conducted a fact-finding survey on the recruitment process after population formation for 101 hiring managers of companies that hire 10 or more new graduates a year.
More than 60% of hiring managers who focus on hiring new graduates emphasize “population formation” rather than “yield rate improvement”, so about half of the hiring managers have “measures to improve the yield rate”. It became clear what was not possible.
On the other hand, 85.1% of hiring managers indicated their
willingness to “utilize videos that can be customized for each job seeker.” I understand that the above is expected for “improvement of the yield rate”.
Recruiting managers who feel that they are missing out on hiring excellent job seekers due to the emphasis on population formation in corporate recruiting activities have found ways to improve the yield rate. I could hear the idea that I would like to use it if there is one. As one of the methods, there is a high interest in “customizing videos for each job seeker”, and it is effective for maintaining interest in the company so that excellent human resources are not lost to competitors during the selection process. seems to be considered a viable option. However, many recruiters do not have enough time, and it is actually difficult to customize each video on their own. For companies that focus on securing excellent human resources, it will become commonplace to use “video services specialized for recruitment” as a future measure.
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■ About “moovy+”
“moovy+” is a video distribution service that helps improve the CVR of the entire recruitment process, not just video production.
Since a private URL can be issued for each video, a function has been implemented that allows only those who know the URL of the video to view it. You can send a video message of passing the screening or a job offer notification while hiding it in Google search results. Also, by using the moovy+ API, you can easily incorporate recruitment videos into your company’s recruitment website.
■ Service features
1. Excellent cost performance with high quality and low price In the cost market of general recruitment videos, production costs are high, but “moovy+” can create high-quality videos while keeping costs to about half of the market. We will also propose shooting scenes and video stories according to the job type and the theme you want to propose. It is a service that can be used as “recruitment branding / recruitment PR” that conveys information that could not be expressed with text alone to job seekers.
2. Easy to embed on recruitment sites and contribute directly to applications With the moovy+ API function, you can embed recruitment videos posted on the recruitment video media “moovy” on your own recruitment site or owned media.
Recruitment videos can be distributed without preparing a storage server for videos in-house, and it is possible to convey the characteristics of employees and organizations that are difficult to convey in sentences to job seekers who are being selected by the company. Become.
3. Improve the effectiveness of recruitment marketing in combination with SNS Video has become familiar to users, mainly on SNS
(Twitter/Instagram/Facebook/YouTube). In recent years, even in recruitment PR, vertical videos and SNS marketing measures are being used due to the advantages of “a large amount of information to be conveyed”, “easy to remember”, and “easy to spread”.
■ “moovy+” can solve the following recruitment problems
・We want to differentiate ourselves from our recruiting competitors, but we are not able to demonstrate our company’s appeal.
・Although there are many applicants, there are few applications from excellent human resources that the company seeks.
・We would like to increase the number of direct applications via our website because the cost of recruiting via agents is high.
・I quit immediately because of the impression gap after joining the company Service site:
Company name: moovy Inc.
Established: April 13, 2020
Representative Director: Hiroya Mishima
Location: 8th floor, Premier Dogenzaka Building, 1-18-3 Dogenzaka, Shibuya-ku, Tokyo 150-0043
Business description: Development and operation of recruitment video platform “moovy”
Video and video planning and production services
Details about this release: