Recruitment activities

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If the success rate of your recruitment activities is low, there may be a problem with the content of your job information or the way you are communicating it. For example, you may not be effectively communicating the appeal of your company or the type of person you are looking for, or you may not be communicating information to your target audience through the right medium.

Possible measures for improvement include improving job information, creating attractive content, and selecting media that suits the target audience.

5-2. Document screening
If the yield rate of document screening is low, it may be because the selection criteria are vague or the application qualifications are too strict. It may also be that job seekers feel burdened by filling out application documents or feel anxious because the selection process is unclear.

Possible improvements include clarifying the selection criteria, simplifying brazil mobile phone numbers database application documents, and clearly explaining the selection process.

5-3. Interview
If the interview yield rate is low, there may be a problem with the interviewer's behavior or the content of the interview. For example, the interviewer's attitude may be bad, the questions may be inappropriate, or the interview may take too long.

Possible solutions to improve the situation include training interviewers, reviewing the content of interviews, and shortening the interview time.

5-4. Job Offer
If the job offer rate is low, it may be because it takes too long to accept the job offer, or the employee is not attracted to the salary or benefits. It may also be because there is insufficient follow-up with accepted employees, or they may feel uneasy before joining the company.

Possible measures for improvement include shortening the time until an offer is accepted, reviewing working conditions and benefits, and strengthening follow-up with accepted applicants.