Why did a local IT company, which has difficulty in recruiting, succeed in acquiring professional personnel?

Recruitment activities for public relations personnel who had struggled

Summer is one of the three times a year when the mid-career recruitment market is active.

During this period, the active job openings-to-applicants ratio in Mie Prefecture was 1.21 times.We have put out a job advertisement for a public relations position.

There were 1.21 job openings for each job seeker, so it can be said that it was basically a time when it was easy to change jobs for those who wanted to change jobs.

Against this background, I have been fortunate to receive applications from all over Japan since I started posting job advertisements.

Many of the applicants have the desire to return to their hometown of Mie Prefecture, triggered by the corona whirlpool.There is also

Entries were coming along smoothly.

In general, when hiring "public relations craftsmen" mid-career,Many companies hire “ready-to-work level human resources”However, we especiallyWe didn't care about the immediate fighting potential, and left room for potential adoption.

For this reason, although we received entries from a wide variety of applicants, the situation continued that they did not lead to hiring.

What is the secret strategy that led to the adoption?

Since its founding, Sun-El Co., Ltd. has aimed to be a company that is friendly to people and easy to work in.

In particular, since the effects of the coronavirus began to appear, we have been searching for "ease of work" that fits the situation.

For companies, management understands that concrete implementation of "ease of work" rather than ending it as an ideal will lead to the acquisition of human resources based on business strategies, and will also lead to the retention of human resources after hiring. was doing.

Companies that have started to introduce remote work with restrictions such as how many times a month are coming out little by little. but,A company that recommends "full remote" where you can do your daily work in an environment other than the office without the need to come to the office is still a rare case even in Mie Prefecture.It can be said.

In addition, "full flex", which allows more freedom in working hours without the core time of "working from 0:00 to 0:00",A system that only works if there is trust in employeesTherefore, it is an initiative that also leads to employee motivation. also aboutAccording to the results of a survey conducted by Mie Prefecture, there are still not many companies that have actually introduced it.

(1) Number of responses
Number of valid responses: 728 establishments (response rate: 36.4%)
(2) Main figures
[Working hours, etc.]
・Monthly average overtime working hours: 20 hours and 49 minutes (5 hours and 24 minutes more than the previous year)
Among them, “transportation and postal services” took the longest at 30 hours and 49 minutes.
[Holidays, etc.]
・Total average number of holidays per year: 112.4 days (up 2.2 days from the previous year)
Among them, “accommodation and eating and drinking services” is 99.1 days, which is 13.3 days less than the overall average.
・Average number of days of annual paid leave taken: 10.7 days (up 1.6 days from the previous year)
Among them, 7.7 days for “wholesale and retail trade” and 7.0 days for “accommodation and food service” are less than the overall average.
[Childcare leave, empowerment of women, etc.]
・Percentage of taking childcare leave: Male 9.4% (up 1.8 points from the previous year)
Female 99.0% (up 8.1 points from the previous year)
*According to a survey on childcare leave this time, 536 business establishments have established childcare leave in their employment regulations.
(79.8%) (up 8.1 points from the previous year), and the number of employees who took leave was 33 men and 258 women.
・Percentage of women in managerial positions (excluding executives): 21.9% (up 3.1 percentage points from the previous year)
・Promotion rate for creating a comfortable working environment for women: 85.4% (up 3.1 points from the previous year)
[Diverse forms of employment]
・Percentage of business establishments in the prefecture that have introduced various work styles (flextime, short working hours, telecommuting, etc.)
80.7% (up 2.8 points from the previous year)
　　・ Percentage of business establishments that have introduced telework 18.0% (up 12.7 points from the previous year)

Quote source:[Correction of some wording] We will publish the results of the survey on the actual working conditions of business establishments in Mie Prefecture in 2020

Sun-El Co., Ltd., which has a corporate identity of “a company that is friendly to people and easy to work for,”Introduced the “Full-Remote/Full-Flex System” from an early stagewas doing. Then, with the declaration of a state of emergency in Mie Prefecture, we made a full-scale recommendation to all employees and officially started operation.

Effects obtained with full remote and full flex

Originally, our full remote and full flex wereA system introduced as a result of pursuing a comfortable working environment for current employeesIt is.

According to employee A, who joined the company after seeing the public relations job information this summer,

Sun-El employees

The number one reason why my desire to join the company increased was, of course, the ease of working with the full-remote and full-flex system. In a sense, a company that introduced full remote and full flex, which is quite rare in this region,``Aggressive attitude with flexibility''because I felt

By introducing the full remote and full flex system,This will lead to a concrete working environment for registered employees, and as a result, it will also lead to the hiring of personnel who are close to their personas.

Key points of full-remote and full-flex operation

Full remote and full flex have advantages, but they also have disadvantages.

With full flextime, there is no core time for everyone to get together, so when working in a team, it becomes difficult to hold meetings and consultations, which can hinder the progress of work.

Therefore, weWe have created an environment where everyone can concentrate on their work without lowering their motivation.

By providing notebook PCs to all employees, full remote and full flextime has become possible, and a work style free address where you can sit and work at your favorite seat is also possible.

Change the layout arrangement from this flow,Desk arrangement without partitionsBy doingIt has become easier for employees to communicate with each other across departments.

In addition, we have introduced a phone answering service called “fondesk”. With this service, a fondesk operator will take the primary call on behalf of the staff when they call the office.An epoch-making system in which all incoming calls are posted on the chat tool SlackIt is.

Until now, we have seen a scene that is common in any company, such as the staff who responded to the call conveyed it to the person in charge.After the introduction of fondesk (phone desk), the company did not hear the ringing of the phone, and it became easier for many staff to concentrate on their work.There are also voices.

The working style, office environment, and virtual space “oVice” at San-El are introduced in detail in another article. Please read this too.

summary

Due to work style reform, the number of companies that have begun to introduce various work style systems may have increased recently. On the other hand, there are few opportunities to exchange information between companies, and there may be many people in charge of companies who are considering whether they can realize it in the first place.

2013 onwardsAlso released data that "five words related to flexible work style" increased by 82.2% (about 2.8 times)has beenJob seekers tend to emphasize work styleI'm starting to understand.

It is true that there are industries where full remote work is realistically difficult.

In addition, some companies may find it difficult to introduce full remote or full flex due to the lack of an IT environment.

It is undeniable to break away from analog in pursuit of "ease of work",Changing organizational systems in line with the diversification of work styles over timeis being sought.

From a recruitment publicity perspective,A company that realizes "easy work" leads to the acquisition and retention of a wide variety of human resources who can be expected to work, and as a result, leads to the construction of an organization with a high-quality personnel composition.It seems that it can be said through a series of initiatives.