Takamatsu Construction Strengthens Approach to Top-Tier Candidates Using 'ABABA': Case Study Interview Published
ABABA Inc. published an interview detailing Takamatsu Construction's adoption of the 'ABABA' recruitment service. Facing a shortage of construction managers, Takamatsu used ABABA—which targets students who have reached final interviews at other companies—to implement a unique selection process that skips joint briefings, successfully engaging highly capable students.
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ABABA Inc. (Headquarters: Shibuya-ku, Tokyo, Representative Directors: Shunki Kubo, Tatsuya Nakai) has published an interview article on the adoption of its service 'ABABA' by Takamatsu Construction Co., Ltd. (Headquarters: Osaka City, Osaka Prefecture, President and Representative Director: Takatoshi Takamatsu; hereinafter 'Takamatsu Construction').
This article introduces how Takamatsu Construction achieved matching with top-tier students by combining 'ABABA' with a unique selection process, amid a shrinking pool of architecture students and expanding recruitment targets by competitors.
Click here for the full case study article.
[Background and Challenges of Introduction]
Takamatsu Construction has long faced a shortage in the recruitment of construction management professionals working on-site. In recent years, as competitors expanded their target student demographics, instances of target students flowing to other companies had increased.
Furthermore, with the company's growth, there was a growing awareness of the need to hire outstanding talent with independent thinking skills.
[Interview Highlights]
1. Improving recruitment quality through encounters with students who reached final selections at other companies
Only job-hunting students who have reached the final selection stage at other companies are registered on 'ABABA'. During actual interviews with students from 'ABABA', the company felt that many had solid core values and could speak fluently. Although the implementation was delayed in the first year, seeing the caliber of students who progressed to the final interview led them to judge it as a 'service worth continuing to utilize.'
2. Improving accuracy of student understanding by visualizing diverse student information
On 'ABABA', companies can check not only the university information and the companies where students reached the final selection but also their high school information. Based on this information, interviewers can approach meetings thinking about 'why they are applying to companies in other industries' and 'what their career orientation is,' enabling deep dialogues that go beyond superficial interactions.
3. A unique process starting from 'individual interviews,' skipping joint briefing sessions
The selection process, which usually begins with a joint briefing session, starts with an individual interview exclusively for students from 'ABABA'. Although it requires a certain amount of effort, they find great value in the fact that the initial selection process heightens mutual understanding, improving assessment accuracy and allowing subsequent selections to proceed with a deep relationship.
[Comment from Takamatsu Construction Co., Ltd. Recruiter (Excerpt from Article)]
Mr. Suzuki:
I feel they are very good at clearly outputting what they have done. It could be called being accustomed to interviews, but more than that, many students can speak about their own experiences in their own words.
I often give feedback during interviews, and the students from 'ABABA' are often the ones I can immediately call 'excellent.'
['ABABA': A New Graduate Scout Service that 'Evaluates the Process of Job Hunting']
'ABABA' is a direct recruiting service that only job-hunting students who have reached the final interview can register for. By submitting information about the companies where they reached the final interview upon registration, students can receive scouts from companies that have seen those achievements.
Companies can grasp the aptitude and orientation of students with extremely high accuracy from this information and send scouts, creating highly convincing matches for both companies and students even in the latter half of the recruitment process.
By creating a system that evaluates the job-hunting process and realizing job hunting that leads to the next step even if rejected, it contributes to reducing the psychological stress of job-hunting students suffering from 'job-hunting depression,' a social issue, while also maintaining corporate branding, thereby solving both social and business issues.
For HR personnel considering using the service, click here.
[Company Profile: Takamatsu Construction Co., Ltd.]
Company Name: Takamatsu Construction Co., Ltd.
Headquarters Location: 1-2-3 Shin-Kitano, Yodogawa-ku, Osaka City, Osaka Prefecture
Representative Name: Takatoshi Takamatsu
Established: October 1917
Capital: 5 billion yen
URL: https://www.takamatsu-const.co.jp/
[Company Profile: ABABA Inc.]
Company Name: ABABA Inc.
Location: Ebisu Business Tower 8F, 1-19-19 Ebisu, Shibuya-ku, Tokyo 150-0013
Number of Employees: 100 (including interns and part-time staff)
Established: October 19, 2020
Capital: 100 million yen
URL: https://hr.ababa.co.jp/ababa
This article introduces how Takamatsu Construction achieved matching with top-tier students by combining 'ABABA' with a unique selection process, amid a shrinking pool of architecture students and expanding recruitment targets by competitors.
Click here for the full case study article.
[Background and Challenges of Introduction]
Takamatsu Construction has long faced a shortage in the recruitment of construction management professionals working on-site. In recent years, as competitors expanded their target student demographics, instances of target students flowing to other companies had increased.
Furthermore, with the company's growth, there was a growing awareness of the need to hire outstanding talent with independent thinking skills.
[Interview Highlights]
1. Improving recruitment quality through encounters with students who reached final selections at other companies
Only job-hunting students who have reached the final selection stage at other companies are registered on 'ABABA'. During actual interviews with students from 'ABABA', the company felt that many had solid core values and could speak fluently. Although the implementation was delayed in the first year, seeing the caliber of students who progressed to the final interview led them to judge it as a 'service worth continuing to utilize.'
2. Improving accuracy of student understanding by visualizing diverse student information
On 'ABABA', companies can check not only the university information and the companies where students reached the final selection but also their high school information. Based on this information, interviewers can approach meetings thinking about 'why they are applying to companies in other industries' and 'what their career orientation is,' enabling deep dialogues that go beyond superficial interactions.
3. A unique process starting from 'individual interviews,' skipping joint briefing sessions
The selection process, which usually begins with a joint briefing session, starts with an individual interview exclusively for students from 'ABABA'. Although it requires a certain amount of effort, they find great value in the fact that the initial selection process heightens mutual understanding, improving assessment accuracy and allowing subsequent selections to proceed with a deep relationship.
[Comment from Takamatsu Construction Co., Ltd. Recruiter (Excerpt from Article)]
Mr. Suzuki:
I feel they are very good at clearly outputting what they have done. It could be called being accustomed to interviews, but more than that, many students can speak about their own experiences in their own words.
I often give feedback during interviews, and the students from 'ABABA' are often the ones I can immediately call 'excellent.'
['ABABA': A New Graduate Scout Service that 'Evaluates the Process of Job Hunting']
'ABABA' is a direct recruiting service that only job-hunting students who have reached the final interview can register for. By submitting information about the companies where they reached the final interview upon registration, students can receive scouts from companies that have seen those achievements.
Companies can grasp the aptitude and orientation of students with extremely high accuracy from this information and send scouts, creating highly convincing matches for both companies and students even in the latter half of the recruitment process.
By creating a system that evaluates the job-hunting process and realizing job hunting that leads to the next step even if rejected, it contributes to reducing the psychological stress of job-hunting students suffering from 'job-hunting depression,' a social issue, while also maintaining corporate branding, thereby solving both social and business issues.
For HR personnel considering using the service, click here.
[Company Profile: Takamatsu Construction Co., Ltd.]
Company Name: Takamatsu Construction Co., Ltd.
Headquarters Location: 1-2-3 Shin-Kitano, Yodogawa-ku, Osaka City, Osaka Prefecture
Representative Name: Takatoshi Takamatsu
Established: October 1917
Capital: 5 billion yen
URL: https://www.takamatsu-const.co.jp/
[Company Profile: ABABA Inc.]
Company Name: ABABA Inc.
Location: Ebisu Business Tower 8F, 1-19-19 Ebisu, Shibuya-ku, Tokyo 150-0013
Number of Employees: 100 (including interns and part-time staff)
Established: October 19, 2020
Capital: 100 million yen
URL: https://hr.ababa.co.jp/ababa
FAQ
What are the features of ABABA?
It is a direct recruiting service exclusively for students who have reached final interviews elsewhere, allowing high-precision scouting based on past performance.
What did Takamatsu Construction change using ABABA?
They built a unique flow that skips joint briefings and starts directly with individual interviews for ABABA students, deepening mutual understanding.
What is the social significance of ABABA?
By creating a system where the process is evaluated even if rejected, it helps alleviate 'job-hunting depression,' a growing social issue.