Hello. We are Motion Visual Japan Inc. We thought it was finally subsiding, but the coronavirus has come back with a vengeance. It seems its impact on society will continue to be significant. We wish it would just leave us alone. The COVID-19 pandemic has affected not only working adults but also new graduates who are about to enter the workforce. The job hunting for students graduating in 2023, which will soon be open, is even more online than in 2022.
This time, from the perspective that it can be discussed relatively uniformly, we will explain the situation on the recruitment front and what companies should be careful about in online interviews. However, the basic concepts, trends, and points that companies should keep in mind do not change significantly whether they are new graduates or mid-career hires. This time, we will provide an overview of future recruitment strategies. We will delve into more detailed content in the second and third weeks, so this month will be quite substantial.
Regarding recruitment market trends
Every year, the basic guidelines for the new graduate job hunting schedule are decided primarily by the Japan Business Federation (commonly known as Keidanren) and the government. It has already been decided that the recruitment schedule for 2023 graduates will proceed with the same policy as the recruitment selection for 2022 graduates. However, many people may not be familiar with the trends of 2022 graduates, so let's take a concrete look at how job hunting for 2023 graduates will proceed.
2023年卒の就活は、2022年の3月に採用情報が解禁され、6月から本格的に書類選考や面接がスタートする予定となっています。2022年と同様のスケジュールとなった背景には、経済状況の悪化に伴う採用活動への影響が生じる可能性を考慮したことが挙げられます。コロナ禍において、「就活生の混乱をなるべく避けるために現状維持でのスケジュール調整が好ましい」という理由から、今回の決断に至ったようです。このスケジュール通りに行けば、2021年3月にプレオープンしていた就活サイトが2022年3月以降に続々とグランドオープンしたり 、採用情報が企業のWebサイト上に公開されたりと、各企業が採用に向けて本格的に動き出すことが予想されます。
（引用元：https://www.kurihaku.jp/2023/special/schedule/983/）
とはいえ、実際にはそれ以前からすでに動き出している企業もありますので、早めの動き出しが重要になります。コロナ禍では企業の採用活動が縮小傾向となっただけでなく、採用の方法そのものが見直されるきっかけとなりました。中でも特に大きく変わった点といえば、これまで直接顔を合わせて行われるのが当たり前だった会社説明会や面接がオンライン開催に変更になったことですね。
オンラインになったことで戸惑う学生もいたようですが、「遠方からでも参加できる」、「交通費がかからなくて済む」、「勉強や部活の合間に説明会やセミナーへ顔を出せる」など、好意的に受け止めている就活生も多かったようです。
企業側としても、「説明会や面接のためにわざわざ場所を借りる必要が無い」、「金銭的コストや時間的コストが省ける」といったメリットがあり、アフターコロナにおいて引き続きオンラインで説明会や面接を行う企業も少なくないでしょう。
実際のところ、2020年の新卒者オンライン採用率は57.6％となっており、またそのうちの7割以上がオンラインでの採用面接を継続していくとの意向があるようです。また、例年と比較すると、大手企業の採用率があまり変動しなかった、もしくは例年よりも少し数値が上向いているとの結果が出ています。その一方で、中小企業の採用率は圧倒的に数値が下がってしまったという傾向があります。オンライン面接及びオンライン会社説明会は、今後避けては通れない変化だと言えます。そのために把握しておかなくてはいけないことはいくつもあります。
オンラインでの説明会
Online information sessions are becoming quite diverse these days. Some companies conduct live, real-time company information sessions, while others are limited to pre-recorded sessions. This isn't a matter of which is appropriate and which is inappropriate. Whether conducted live or pre-recorded, the most important point is: "Are you effectively utilizing each format by clearly understanding its characteristics and your company's specific traits?"
Things companies should be mindful of when conducting online recruitment interviews, basic edition
1. How to elicit as much "applicant information" as possible to determine their suitability
2. How to "promote the applicant's understanding of your company and motivate them" to learn about your company
You need to be mindful of these two points.
However, some interviewers unconsciously approach interviews with the mindset of being the "selector," leading them to adopt a condescending tone (or be perceived that way by applicants), or fail to adequately convey the company's appeal during the interview. When designing the interview flow, it's important to not only set what skills and mindset to assess for applicants in each interview but also to pre-determine what aspects of your company's appeal to highlight and share this with the interviewers. Since the amount of information you can convey is inevitably less than in regular interviews or company information sessions, the skill of the HR representative is greatly tested in how efficiently they can use the limited time to converse with candidates.
How was this? This time, we covered the current state of recruitment activities and the overall picture of recruitment strategies companies are adopting. Next week, we will delve deeper into how companies need to advance their online recruitment activities in this uncertain environment.
[Also Recommended!]
[2022] What You Need to Know About Corporate Videos to Make a Difference!
https://motionvisualjapan.com/corporate-video-tips-2022/
There's a reason why companies aren't advancing their DX
https://motionvisualjapan.com/why-digital-transformation-stalls/
You won't survive post-corona without knowing this! Video utilization and Digital Transformation (DX)
https://motionvisualjapan.com/post-pandemic-video-strategy/
Post-Corona Corporate Strategy! Utilizing Video to Promote Digital Transformation (DX)
MVJ Services: Production of Corporate Videos, Recruitment, and Product Introductions / Consult about the purpose and budget for corporate videos
https://motionvisualjapan.com/video-for-digital-transformation/
There are no comments on this post.