HUGAN Launches Recruitment PR Support Service "HUGAN Branding Partner"

HUGAN, a human resources referral agency provided by Luxas Inc. (Headquarters: Osaka City, Kita Ward, President: Jiro Fukushige, hereinafter referred to as "our company"), has launched the recruitment PR support service "HUGAN Branding Partner" for companies facing challenges with recruitment PR and employer branding.

This service is a comprehensive recruitment PR support service that assists with strategic planning for recruitment PR, production of recruitment content, media operation including recruitment media and social media, and performance measurement and improvement proposals. By organizing the company's appeal, which is difficult to convey through job descriptions and recruitment media alone, and disseminating it in a way that reaches job seekers, it supports the expansion of corporate recognition, improvement of application intent, and realization of recruitment activities with fewer mismatches.

Background of Service Launch

HUGAN has supported companies' recruitment activities and job seekers' career development through its human resources referral services. While working alongside companies in their recruitment efforts, we have identified challenges such as a lack of applications despite posting job openings, ineffective utilization of recruitment media and social media, and uncertainty about where to start with recruitment PR.

Furthermore, as the career perspectives of young and mid-career professionals diversify and job changes become a more accessible option, companies are required to engage in recruitment communication that looks not only at attracting applicants but also at retention after hiring. A survey conducted by HUGAN revealed that 46.9% of individuals in their 20s and 30s responded that they are "positive about changing jobs," indicating a trend of increased fluidity among young and mid-career professionals.

Additionally, another HUGAN survey found that 89% of young employees considering early job changes experience "post-hire gaps." The most common type of gap was related to "expected roles after joining the company," highlighting the growing importance of adequately communicating job duties, expected roles, and working styles before hiring.

On the other hand, there are many cases where the limited information that can be included in a job description is insufficient to fully convey a company's appeal, the aspirations of its employees, the work environment, or opportunities for growth. For companies, it is becoming crucial to not only rely on job advertisements and human resources referrals but also to continuously communicate their appeal and resolve pre-application anxieties through recruitment communication.

In response to these circumstances, HUGAN has launched "HUGAN Branding Partner" to support companies' recruitment PR, from strategic planning to content creation and operational improvements, leveraging the expertise in recruitment support cultivated through its human resources referral business.

Features of "HUGAN Branding Partner"

1. Supports the creation of companies that are chosen by job seekers

Amidst a continuing labor shortage, it is becoming difficult to attract talent solely based on salary and benefits. Job seekers check company websites, social media, and review sites before applying to determine if the company is a good fit for them. HUGAN helps differentiate companies from competitors and increase application intent by organizing their strengths, values, and workplace appeal, and communicating them in a way that resonates with job seekers.

2. Communicates appeal that cannot be conveyed through job descriptions alone

Job descriptions have a limited amount of space for information. Therefore, in many cases, the company's appeal cannot be fully conveyed through job duties and benefits alone. HUGAN communicates the company atmosphere and the aspirations of its employees through employee interviews, representative interviews, career case studies, daily work introductions, project introductions, recruitment articles, and photo/video projects.

3. Resolves pre-application anxieties and prevents mismatches

It is not only about increasing the number of applications in recruitment activities. It is also important to increase encounters with individuals who will thrive and work long-term after joining the company. By communicating job duties, working styles, desired candidate profiles, and post-hire growth opportunities in advance, we aim to reduce discrepancies in perception between the company and job seekers, thereby preventing mismatched hires and improving retention rates.

4. Continuously accumulates assets for recruitment activities

While the effectiveness of job advertisements often ends with their publication period, recruitment PR content continues to accumulate as company introduction articles, employee interviews, recruitment websites, and social media posts. HUGAN supports the creation of a foundation for long-term improvement in recruitment capabilities by increasing touchpoints with applicants through continuous information dissemination.

5. Supports from awareness expansion to application acquisition

To get job seekers to apply, it is first necessary for them to know about the company's existence. HUGAN strengthens the pipeline to application by increasing corporate awareness and deepening understanding through recruitment PR. We continuously support the process from awareness expansion to application acquisition while improving the operation of recruitment media, social media, and company recruitment pages.

6. Recruitment branding that is easy for SMEs to start

Recruitment PR and employer branding are often thought of as initiatives for large corporations, but they are crucial measures for SMEs and growing companies. HUGAN proposes recruitment PR measures that can be implemented without strain, tailored to the company's size and recruitment challenges. We will work alongside companies from strategic planning to production, operation, and improvement of recruitment PR, supporting long-term improvements in recruitment capabilities.

Comments from Person in Charge

In recruitment activities, simply posting information on job descriptions and recruitment media makes it difficult to fully convey a company's appeal. This is especially true for SMEs and growing companies, where attractive business content, work environment, employee personalities, and expected roles after joining may exist, but the means to deliver them to job seekers are not in place, leading to fewer applications.

Furthermore, job seekers are now carefully researching companies before applying to determine if the environment is a good fit for them. Therefore, in recruitment activities, it is important not only to "attract applications" but also to communicate the company's philosophy and working style in advance to reduce discrepancies in perception after hiring. Our surveys also indicate that many young employees considering early job changes experience post-hire gaps, reinforcing the importance of pre-hire information dissemination and expectation management.

"HUGAN Branding Partner" leverages the recruitment support expertise gained through our human resources referral business to organize each company's recruitment challenges and appeal, and then supports the design, production, and operational improvement of recruitment PR that resonates with job seekers. We will accompany companies not just for temporary measures but as a continuous effort to accumulate corporate appeal and improve long-term recruitment capabilities.

HUGAN Branding Partner Page: https://hugan.jp/job/branding/

About Human Resources Referral Agent "HUGAN"

HUGAN is a転職・career support service specializing in young professionals. Focusing on sales, IT, and marketing positions, it supports matching job seekers with high growth aspirations with companies that are actively recruiting.

For job seekers, it provides comprehensive support from career consultations and job referrals to interview preparation and post-hire follow-up. For companies, it supports recruitment strategy design and human resources referrals, aiming for recruitment with fewer mismatches.

Additionally, it leverages web marketing for strong lead generation, addressing companies' recruitment challenges by forming connections with younger demographics.

About Luxas Inc.

Luxas Inc., under the mission of "Creating a future that does not exist here and now," is engaged in businesses that fuse technology and reality in areas such as mobility, human resources, education, M&A, and sports.

Without being bound by the frameworks of existing industries, we aim to provide value that does not yet exist in the world by building services that originate from the fundamental resolution of social issues.

Through structural reforms and business transformations, we strive for sustainable growth and increased corporate value while pioneering unprecedented markets.

<Company Overview>

・Company Name: Luxas Inc.

・Representative: Jiro Fukushige, President and Representative Director

・Head Office Location: 18th Floor, Grand Front Osaka Tower B, 3-1 Ofuka-cho, Kita-ku, Osaka City, Osaka Prefecture

・Business Content: Pure holding company (management of group companies)

・Release Article Related URL: https://hugan.jp/