How to break away from job postings with no applicants? 5 key points that early-stage agents should keep in mind

Porters Corporation (Tokyo Stock Exchange Growth, Securities Code 5126, Minato-ku, Tokyo, Representative: Koji Nishimori), a provider of matching systems for the HR business, will be rebroadcasting "5 Key Points Early-Stage Agents Should Keep in Mind When Creating Job Postings" on Thursday, April 9, 2026, from 14:00.

▼▼ Seminar Overview ▼▼

In the recruitment business, "creating attractive job postings" is essential. This is especially true for companies in their early stages that need to maximize candidate attraction without relying heavily on advertising.

However, in many companies, recruiters create job postings based on intuition. As a result, despite the time spent creating them, they often end up as "job postings with no applicants."
Furthermore, even if applicants are gathered, it often relies on the individualized skills of the person in charge, leading to cases where the quality of the job posting cannot be properly evaluated.

Therefore, this time, Porters, which has provided specialized business systems for the recruitment industry for over 20 years, will explain 3 common issues found in job postings that receive no applicants. Following that, we will introduce case studies of other companies that improved their applicant numbers by 1.2 times by refining their job postings, as well as 5 key points to review when improving job postings that you can implement starting tomorrow.

▼▼ Recommended for ▼▼

- Managers of recruitment businesses who have recently noticed a decline in applicant numbers and feel the need to focus on candidate attraction strategies.

- Those who want to know specific points on how to improve job postings.

Feedback from Previous Participants

◆ I gained new perspectives and knowledge, such as the aspect of providing a clear image of working conditions that was lacking in the job postings I created.

◆ I was able to confirm that it generally aligned with what I was thinking, so my goal was achieved!

◆ Because I was able to reaffirm the points of creating attractive job postings. I also felt that these points could be applied when scouting candidates.

◆ The characteristics of job postings with no applicants applied to the ones I created, so I felt there were many areas to correct and improve!

◆ I was able to reconfirm the foundational points of job creation.

▼▼ Speaker Introduction ▼▼

▼▼ Event Overview ▼▼

Introduction to "PORTERS", a Cloud-based Matching System for Recruitment and Staffing Companies

3 Recommended Features of PORTERS

1. CRM Feature

Build relationships with candidates more strategically.
Prevent omission of responses and duplicate contacts through centralized management.

Accumulate attributes, backgrounds, and past interactions of job seekers to strengthen relationships.
Appropriate approaches for each phase increase the placement success rate.

2. Auto-Matching

Propose the optimal talent with a single click.

By cross-referencing skills, experience, and desired conditions with job posting information, it automatically displays highly matched candidates.

Matching conditions can be set flexibly, linking detailed requirements that are easily overlooked by human hands, and preventing matching omissions and quality inconsistencies.

3. Dashboard Specialized for HR Business

Visualize yield rates with a dashboard specialized for the HR business.

Based on our experience providing services that support the HR industry for over 20 years, we carefully examine the data necessary for HR businesses and realize KPI management where yield rates can be understood at a glance.

This is a convenient feature that can be used immediately even if you have just launched an HR business.