Logistics Company in Highly Competitive Recruitment Market Succeeds in Securing Young Talent Through Direct SNS Recruitment
Korekara Inc., provider of the direct SNS recruitment tool "Chokusai," announced the publication of an interview article detailing how Kagoshima Niyaku Kairiku Unyu Co., Ltd., a comprehensive logistics company in Kagoshima Prefecture, successfully secured young talent. In a highly competitive market where the active job opening ratio for port cargo handlers is said to be about 5 times, the company increased applications via its recruitment site from 2 to 24 annually, a 12-fold increase, successfully hiring 4 young individuals. They shifted from relying on job navigation media to "direct recruitment" centered on SNS awareness expansion and direct applications.
📋 Article Processing Timeline
- 📰 Published: April 15, 2026 at 17:30
- 🔍 Collected: April 15, 2026 at 09:01
- 🤖 AI Analyzed: April 19, 2026 at 14:07 (101h 5m after Collected)
Interview article: https://chokusai.jp/case_study/kaniyaku/
Korekara Inc. (Headquarters: Shinjuku-ku, Tokyo; Representative Director: Yusuke Imaizumi), which provides the direct recruitment tool "Chokusai" utilizing SNS, announced the publication of an interview article about Kagoshima Niyaku Kairiku Unyu Co., Ltd., a comprehensive logistics company in Kagoshima Prefecture, successfully recruiting young talent.
In a highly competitive recruitment market where the active job opening ratio for port cargo handlers is said to be about 5 times, the company increased applications via its recruitment site from 2 to 24 annually, a 12-fold increase, successfully hiring 4 young individuals. They shifted from relying on job navigation media to "direct recruitment" centered on SNS awareness expansion and direct applications.
Read the full article
Background: Sustained High Active Job Opening Ratio and Aging Port Workers
According to a survey conducted by the Ministry of Land, Infrastructure, Transport and Tourism in January-February 2025, the active job opening ratio for port cargo handlers reached 5.22 times, significantly exceeding the average of 1.14 times for all occupations. Compared to the active job opening ratio for truck drivers (2.61 times), the shortage of port cargo handlers is even more severe. Furthermore, the active job opening ratio has been on an increasing trend year by year.
Figure 1: Comparison of Active Job Opening Ratios, created by the Ministry of Land, Infrastructure, Transport and Tourism based on data provided by the Ministry of Health, Labour and Welfare's Employment Security Bureau.
According to the Ministry's survey on "Age Composition of Port Workers," the average age of port workers has risen to 43.6 years (42.9 years in the 2020 survey), indicating ongoing aging. The proportion of younger age groups in the age composition is low, and with the anticipated retirement of older workers in the future, securing and developing young talent in the medium to long term has become an industry-wide challenge.
Figure 2: Age Composition of Port Workers, Ministry of Land, Infrastructure, Transport and Tourism, Ports and Harbors Bureau, Port Economy Division, "2024 Survey on the Actual Conditions of Port Transport Business."
Challenge: Despite History and Achievements, Young People "Don't See" the Appeal
Despite being a company with a long history and achievements, the company faced a situation where its recognition among younger generations was insufficient, and it was buried among competitors on major job boards. They also attempted awareness measures such as TV commercials but did not achieve the expected results. Mr. Fukudome of the company's General Affairs Department described the challenge as "We have appeal, but it's not being conveyed."
Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
Implemented Measures: Utilization of SNS and Direct Recruitment Site
Kagoshima Niyaku shifted from traditional recruitment methods dependent on job board postings to direct recruitment centered on SNS awareness expansion and direct applications to their own recruitment site.
In their efforts to improve SNS communication, they actively disseminated information about ease of work and corporate support systems that could not be fully expressed on major job boards, such as welcoming inexperienced candidates, salary information, and qualification acquisition support systems. Mr. Fukudome stated, "I consulted with them wanting to fully highlight the appeal of ease of work that couldn't be conveyed much on major media. I think it was good that we were able to properly put that forward."
Figure 3: SNS Job Posting Image
For improving the recruitment site's user flow, they continuously optimized the page structure to create an easy-to-apply candidate experience. Through monthly review meetings, they adjusted distribution areas, targeting, and improved creatives. Mr. Fukudome praised, "Not only do they provide data-driven proposals, but also continuous advice on the direction of information dissemination, sharing results, and improving the site's user flow, which is very reassuring."
Results: Increase in Applications and Securing Young Talent
[Quantitative Results]
Applications via recruitment site: 2 cases/year → 24 cases/year (12-fold increase)
New hires through direct recruitment: 4 people
3 applicants from other media discovered the job posting on SNS
Proportion of 20s-30s in port operations department: Achieved approximately half
[Change in Applicant Quality]
After implementation, a significant change was observed in applicants' mindsets. Mr. Fukudome commented, "We saw an increase in applicants with a positive mindset, such as those who want to acquire qualifications and step up even without experience, those who want to further utilize their existing qualifications, and those who want to earn a more stable salary for their families."
More detailed measures and results are discussed in the interview article.
▼Click here for the full interview article
https://chokusai.jp/case_study/kaniyaku/
Comment from Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
I believe we should invest properly in recruitment.
Keywords:
Korekara Inc. (Headquarters: Shinjuku-ku, Tokyo; Representative Director: Yusuke Imaizumi), which provides the direct recruitment tool "Chokusai" utilizing SNS, announced the publication of an interview article about Kagoshima Niyaku Kairiku Unyu Co., Ltd., a comprehensive logistics company in Kagoshima Prefecture, successfully recruiting young talent.
In a highly competitive recruitment market where the active job opening ratio for port cargo handlers is said to be about 5 times, the company increased applications via its recruitment site from 2 to 24 annually, a 12-fold increase, successfully hiring 4 young individuals. They shifted from relying on job navigation media to "direct recruitment" centered on SNS awareness expansion and direct applications.
Read the full article
Background: Sustained High Active Job Opening Ratio and Aging Port Workers
According to a survey conducted by the Ministry of Land, Infrastructure, Transport and Tourism in January-February 2025, the active job opening ratio for port cargo handlers reached 5.22 times, significantly exceeding the average of 1.14 times for all occupations. Compared to the active job opening ratio for truck drivers (2.61 times), the shortage of port cargo handlers is even more severe. Furthermore, the active job opening ratio has been on an increasing trend year by year.
Figure 1: Comparison of Active Job Opening Ratios, created by the Ministry of Land, Infrastructure, Transport and Tourism based on data provided by the Ministry of Health, Labour and Welfare's Employment Security Bureau.
According to the Ministry's survey on "Age Composition of Port Workers," the average age of port workers has risen to 43.6 years (42.9 years in the 2020 survey), indicating ongoing aging. The proportion of younger age groups in the age composition is low, and with the anticipated retirement of older workers in the future, securing and developing young talent in the medium to long term has become an industry-wide challenge.
Figure 2: Age Composition of Port Workers, Ministry of Land, Infrastructure, Transport and Tourism, Ports and Harbors Bureau, Port Economy Division, "2024 Survey on the Actual Conditions of Port Transport Business."
Challenge: Despite History and Achievements, Young People "Don't See" the Appeal
Despite being a company with a long history and achievements, the company faced a situation where its recognition among younger generations was insufficient, and it was buried among competitors on major job boards. They also attempted awareness measures such as TV commercials but did not achieve the expected results. Mr. Fukudome of the company's General Affairs Department described the challenge as "We have appeal, but it's not being conveyed."
Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
Implemented Measures: Utilization of SNS and Direct Recruitment Site
Kagoshima Niyaku shifted from traditional recruitment methods dependent on job board postings to direct recruitment centered on SNS awareness expansion and direct applications to their own recruitment site.
In their efforts to improve SNS communication, they actively disseminated information about ease of work and corporate support systems that could not be fully expressed on major job boards, such as welcoming inexperienced candidates, salary information, and qualification acquisition support systems. Mr. Fukudome stated, "I consulted with them wanting to fully highlight the appeal of ease of work that couldn't be conveyed much on major media. I think it was good that we were able to properly put that forward."
Figure 3: SNS Job Posting Image
For improving the recruitment site's user flow, they continuously optimized the page structure to create an easy-to-apply candidate experience. Through monthly review meetings, they adjusted distribution areas, targeting, and improved creatives. Mr. Fukudome praised, "Not only do they provide data-driven proposals, but also continuous advice on the direction of information dissemination, sharing results, and improving the site's user flow, which is very reassuring."
Results: Increase in Applications and Securing Young Talent
[Quantitative Results]
Applications via recruitment site: 2 cases/year → 24 cases/year (12-fold increase)
New hires through direct recruitment: 4 people
3 applicants from other media discovered the job posting on SNS
Proportion of 20s-30s in port operations department: Achieved approximately half
[Change in Applicant Quality]
After implementation, a significant change was observed in applicants' mindsets. Mr. Fukudome commented, "We saw an increase in applicants with a positive mindset, such as those who want to acquire qualifications and step up even without experience, those who want to further utilize their existing qualifications, and those who want to earn a more stable salary for their families."
More detailed measures and results are discussed in the interview article.
▼Click here for the full interview article
https://chokusai.jp/case_study/kaniyaku/
Comment from Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
Mr. Fukudome, Kagoshima Niyaku Kairiku Unyu Co., Ltd.
I believe we should invest properly in recruitment.
Keywords: