How to create a recruitment website that makes people want to work for your company
Part 1: Why do we need a recruitment website?

I'm Sakamoto from the BtoB team.
Over the course of three posts starting this month, we will be sharing with you how to create a recruitment website that will make people think, "I want to work for this company!"

The BtoB team continues to investigate the operation of corporate websites by directly meeting and interviewing the people in charge of website operations. During the interviews, in addition to learning about the company's business and the appeal of its products, we also hear stories behind the development process, which gives us a direct insight into the appeal of the company and the personality of the people in charge. By the end of the interview, I have become a big fan of the company, and I often find myself thinking, "I wish Monosus could renew this company's corporate website!"

However, there are still very few corporate websites that convey the image of a company in a way that gives the same feeling as meeting and talking with someone from the company, and even with recruitment sites, it is difficult to see the "people who work at the company" or "the people the company wants to hire."

So, this time I would like to focus on recruitment sites, clarify the differences between corporate sites and recruitment sites, how they coexist with recruitment portal sites, and consider the significance of the existence of recruitment sites.

Recruitment sites on B2B corporate websites do not reach job seekers

In my interviews, I often hear people say, "We have a recruitment information page on our corporate website, so we're not thinking about creating a recruitment website." However, it's questionable whether a simple recruitment page that just lists the job requirements in a table will attract the talent you want.
B2B corporate websites target a wide range of users, including business partners, general consumers, and shareholders, making it difficult to target job seekers and provide them with the information they want.

Do I need a recruitment website if I post on a recruitment portal?
Advantages and disadvantages of recruitment portals

Many companies are using recruitment portals such as Rikunabi and Mynavi.
And what people in charge at companies that use this service often say is, "We list our recruitment sites on a recruitment portal, so we don't need a recruitment site."
The advantage of a recruitment portal is that it allows job seekers to compare and consider many companies at once. However, it is difficult to differentiate a company's strengths, appeal, and uniqueness from other companies with just a recruitment portal.
This is not to say that posting on a recruitment portal is pointless, but the information posted there alone is not enough.

Have a recruitment website

Job seekers look at recruitment websites and imagine themselves working at that company. Joining the company, new employee training, working with seniors and colleagues, the atmosphere in the company, what their future self will be like several years from now...
Companies cannot meet and talk to each candidate face-to-face beforehand until they come for an interview, but that is the role that recruitment sites play.
Recruitment is all about matching. Despite this, the reality is that it is difficult to obtain enough information to apply.
It is safe to say that from now on, it will be an obligation for companies that are recruiting to disclose the information necessary for matching. And above all, it is essential to make people think, "I want to work for this company," rather than "I want to work in this industry."

From next time, we will go into more detail about content theory, design, device compatibility, etc.