Release Announcement: Methods and Management for Building a Candidate Pool for the Childcare Industry ~ How to Find the Optimal Recruitment Channel for Your Company ~

Delight Inc. (Headquarters: Tokyo, Representative Director: Takatoshi Arai) has released "Methods and Management for Building a Candidate Pool for the Childcare Industry ~ How to Find the Optimal Recruitment Channel for Your Company?"

In an increasingly competitive recruitment market, what differentiates companies that are currently being chosen? What is the difference in 'candidate pool building' among companies that are currently being selected?

We will reveal the full picture of strategic scout operations that capture the latest trends, as practiced by companies that have introduced RecUp.

Download the materials for free

In the childcare industry, where the active job opening ratio remains high and a severe shortage of childcare workers continues, the key to successful candidate pool building lies in the optimal "selection of channels and systematization of management using AI."

Unable to determine the right channels to broaden the facility's recognition and secure childcare workers.

Overwhelmed by daily childcare duties and facility operations, making recruitment management cumbersome and unmanageable.

Unable to create a strong candidate pool (young professionals and certified childcare providers) that supports the future of the facility.

This publication condenses "the latest scout strategies that balance efficiency and quality" based on success stories and data from companies that have implemented solutions to these on-site challenges through optimal channel selection and AI-driven management systematization.

Download the materials for free

■ Material Contents / Table of Contents

■ Reality and Challenges of Recruitment Operations Revealed Through Joint Research and Surveys
A survey conducted by Delight Inc., "Survey on the Time Usage of Recruitment Staff 2026 (Effective Responses: 500)," revealed the reality of increased workload and time allocation for essential tasks in many recruitment sites, including the childcare industry, which faces a severe shortage of childcare workers, intense recruitment competition, and challenges in approaching passive candidates.

- Topic ①: 74% of respondents reported spending "30% or more" of their work on non-core tasks.
Results showed that "non-core tasks (routine and administrative work)," such as scheduling, sending scouts, and entering candidate data, consume over 30% of the workload for HR personnel daily. The more recruitment channels like job sites, direct recruiting, and school recruitment are operated in parallel for candidate pool building, the more administrative workload, such as creating and sending individual messages, tends to increase exponentially.

- Topic ②: 95% experienced a reduction in working hours by introducing AI tools (average 30% reduction).
Among recruitment staff who reported introducing some form of AI tool (n=389), a remarkable 95% experienced a reduction in working hours, successfully creating an average of 30% more time (approximately 48 hours per month, equivalent to about 2 days' worth). The processes where the most time was saved were "creating scout messages tailored to the preferences of each student or job seeker" and "scheduling interviews and facility tours."

- Topic ③: Reinvesting freed-up time into "time to engage with each candidate individually" led to 96% reporting improved results.
52.7% of staff reinvested the time freed up by AI utilization into "candidate interactions such as casual interviews," and 41% into "essential tasks that should be performed directly by humans." By allocating more time to "thorough follow-up" and "dialogue during interviews," which directly convey the facility's atmosphere, policies, and the personalities of the staff, 96% of respondents reported a positive impact on recruitment outcomes (such as increased hires, quality, and offer acceptance rates).

■ Survey Overview
1. Survey Period: February 27, 2026 - March 3, 2026
2. Survey Organization: In-house survey (Delight Inc.)
3. Survey Target: Recruitment staff and HR managers engaged in recruitment operations
4. Effective Responses: 500 (of which AI tool users: n=389)
5. Survey Method: Internet questionnaire survey

■ Limited Offer for Material Downloaders: Free Consultation with Recruitment Professionals
Currently, RecUp is offering a limited-time one-hour free consultation for companies facing challenges with scout operations.
Dedicated consultants will listen to your company's scout operation status and provide on-the-spot advice on improvement points to maximize results through AI utilization.
For common issues such as:
"Scouts stop responding."
"The quality of messages is inconsistent, and the response rate is not improving."
"Candidate pool formation is uneven."
We will propose actionable improvement measures, including:
- Methods for optimal candidate selection using AI
- Message improvement to increase response rates
- Operational design that leads to workload reduction

Companies looking to improve efficiency and achieve results in scout operations are welcome to participate.
Apply for a free recruitment consultation first
[Company Profile]
Company Name: Delight Inc.
Location: 3F, Higashi-Ikebukuro Central Place, 3-22-17 Higashi-Ikebukuro, Toshima-ku, Tokyo 170-0013
Representative: President and CEO Takatoshi Arai
Established: March 13, 2017
URL: https://delight21.co.jp/
Service Site URL: https://recup.delight21.co.jp/
Business Activities:
AI Scout Business
Recruitment Consulting Business
Contact: info@delight21.co.jp
Keywords: