Release: [Manufacturing Industry] Methods and Management for Candidate Pool Formation - Finding the Optimal Recruitment Channel

株式会社Delight (Headquarters: Tokyo; CEO: Takanori Arai) has released a report titled "[Manufacturing Industry] Methods and Management for Candidate Pool Formation - Finding the Optimal Recruitment Channel."

In an intensifying recruitment market, what sets the companies that candidates choose apart? We are releasing the full scope of strategic scout operations based on the latest trends, as practiced by companies using RecUp.

The key to successful candidate pool formation lies in 'optimal channel selection and AI-driven management systematization.' - Difficulty in selecting the right recruitment channels - Complex applicant handling and management becoming overwhelming - Inability to build an effective candidate pool for technical succession

Based on case studies and data from companies that have implemented these strategies, this resource condenses the 'latest scouting strategies that balance efficiency and quality.'

Contents ■ Realities and Challenges of Recruitment Tasks Revealed by Survey According to the '2026 Survey on Time Usage by Recruitment Staff' (500 valid responses) conducted by Delight, many recruitment sites, especially in the manufacturing sector—facing fierce competition for engineering and technical talent and low brand awareness characteristic of B2B—are seeing increased man-hours and issues with allocating time to essential tasks.

- Topic 1: 74% of respondents say 30% or more of their work is spent on non-core tasks. Administrative tasks like scheduling, scout emails, and data entry consume over 30% of HR staff's time. Operating multiple direct recruiting (scouting) platforms to reach limited technical students often leads to a snowballing increase in administrative workload.

- Topic 2: 95% feel reduction in operational time via AI tools (30% reduction on average). Among HR staff using some form of AI tool (n=389), 95% reported feeling a reduction in operational time, succeeding in creating an average of 30% more time (approx. 48 hours per month, equivalent to two days). Processes where time saving was most felt included 'creating tailored scout messages' and 'interview scheduling.'

- Topic 3: 96% report positive results by reinvesting saved time into candidate engagement. HR staff are reinvesting the margins created by AI: 52.7% into 'candidate dialogue such as casual interviews,' and 41% into 'essential tasks only humans can do.' In the manufacturing sector, where company appeal and technical prowess are hard to convey, dedicating saved time to 'thoughtful follow-ups' and 'conveying attractiveness' led 96% of respondents to report positive impacts on recruitment results (improved offer acceptance rates, quality, etc.).

Survey Overview 1. Period: February 27, 2026 - March 3, 2026 2. Agency: In-house survey (Delight) 3. Target: HR and recruitment personnel 4. Valid responses: 500 (including 389 AI tool users) 5. Method: Internet survey

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