What You Can Do on Job Search Sites Before Choosing a Resignation Agency

Lately, I’ve been hearing it more and more: the term
“resignation agency.”

It’s not that I want to dismiss the concept of resignation agencies itself;
rather, I just wish we could build relationships from the very beginning that would make such services unnecessary.

Without going to the office or meeting anyone, using just a smartphone, they bring their employment relationship to an end. From the
employer’s perspective, they’re left simply dumbfounded, wondering, “Why didn’t they even say a word?” It seems that
these kinds of somewhat sad stories are on the rise.

But what’s strange is that even the person “quitting” surely didn’t intend to end things that way from the start.

I’d like to think a little
about what we can do through a recruitment site.

Workplaces where people want to quit after joining, and those where they don’t

Someone we went to the trouble of hiring ends up closing themselves off after just a few months. Behind
this lies a sad disconnect: the “map” handed to them at the entrance was far too different from the actual path they ended up on.

• What was written in the “job posting” versus the reality of daily work—even though they say you have
  autonomy, you’re actually bound by detailed etiquette and unspoken rules.
• They’re told, “This is where you belong,” but end up being assigned to an administrative role because there’s a staff shortage—even though they’d requested to work on
  the front lines.
• There’s a sort of “vibe” to the organization—
  its ethics and corporate culture—that isn’t visible from the outside, and it might differ slightly from what’s presented to the public.

When people feel “betrayed,” they exhibit the strongest rejection response as a way to protect themselves.
This can lead to an extreme break—a decision like, “I don’t want to say another word here.” Somehow, I just think that’s such a waste.

The honest approach of not just writing “good things”

The purpose of a recruitment site isn’t to put on a flashy show. I believe it’s about
how honest the answers can be.

• Publish employees’ “raw, unfiltered voices” as they are—
  not textbook answers, but stories that convey the “grit” of the work and the “reasons they keep going despite it all.”
• Be
  as candid as possible Write about the day-to-day reality of the workplace exactly as it is—for example, “Starting at 11 a.m., customer service requests pile up, so lunch sometimes gets delayed.”
• Let
  them know in advance that “things may change.” “Depending on the situation, we may ask you to take on different tasks.” Make that promise politely and clearly from the very beginning.
• Have
  the courage to clearly state who “this isn’t for.” Saying something like, “For those who thrive on a fast pace, our laid-back company culture might be a struggle,” and deliberately laying out the criteria for turning people away is, in itself, an act of kindness.

Don’t just write about the positives. I believe this isn’t about pushing people away, but rather a sincere way to ensure we’re all on the same page about what’s expected.

Building a recruitment site is a time to re-examine your current team

There’s one more important point. The process of creating a career site is “a time to rediscover our own strengths.”

In technical terms, this is sometimes called “internal branding,” but essentially, it’s a very heartwarming time for current team members to reexamine the “value of their own work.”

Conducting interviews with staff and capturing scenes of their daily work—through these activities, the internal enthusiasm gradually rises as people realize, “Our company actually has some surprisingly great qualities.” This process might be akin to returning once more to the spirit of “Sanpo-yoshi” (“benefit for all three parties”), a principle cherished by the Omi merchants. That warm atmosphere becomes a “comfortable foundation” that naturally welcomes newcomers. That’s what I believe.

Honest communication attracts teammates and builds a great team

Relationships where there’s no need for a “system” like resignation代行.
That depends entirely on how much “honest communication” we can achieve right from the start—on our recruitment website.

No lies. No pretenses.
Face-to-face communication made possible precisely because we’re a small business in Shiga.

As the saying goes, “Haste makes waste,” but that honest first step will ultimately bring in the very best teammates.

When you think about it that way, doesn’t creating a recruitment site start to feel a little more exciting?

I believe this kind of honesty is especially important precisely because we work here in Shiga, in a community where we know each other personally.

How to Actually Build a Recruitment Site

So far, I’ve talked about the “mindset” we want to convey through our career site. In this article, I’ll go into a bit more detail about how to actually bring that vision to life.

If you’re wondering, “Is our recruitment site conveying our message honestly?” please feel free to reach out to us.