Hello, this is Matsubara, CRM Evangelist.

"We can manage our relationships with the hiring company's representatives, but our relationships with each individual candidate are too personal."

"After candidates join the company, the responsibility for following up to ensure their retention is left entirely to the person in charge."

"We should be able to introduce excellent candidates to multiple companies, but the matching information is all in the 담당자's head."

This is a phrase I hear repeatedly from consultants and managers at recruitment and staffing agencies.

The fundamental difference between designing a CRM system for the human resources business and other industries lies in the fact that "there are two types of customers."
The hiring company (client) and the job seeker/candidate (candidate)—these two have completely different relationship structures, yet both need to be managed simultaneously.
This design is called "Double-Sided CRM".

What is Double-Sided CRM?

The core of double-sided CRM lies in its three-layered design: separately managing the emotional temperature, state, and relationship context of both the recruiting company and the candidate, while simultaneously recording the matching status between them.

Entity Design – Designing three types of records

EMOROCO CRM Lite allows you to design the following three types of records:

Entity ①: Recruiting company record (client side)

Entity ②: Candidate Record (Candidate Side)

Entity ③: Selection Record (Matching Management)

This is a record that links a candidate with a recruiting company.

Workflow Design – 8 Double-Sided Designs

Workflow ①: Candidate emotional temperature cooling alert (detection of decreased motivation to change jobs)

In the recruitment business, a candidate's "emotional temperature" is equivalent to their "desire to change jobs." Quickly detecting when their motivation has waned and understanding the reasons behind it can lead to future re-applications.

Workflow ②: Long-term contact alerts for candidates (regular contact with potential candidates)

Candidates who say, "I'm not interested in changing jobs right now," are actually the best candidates for job changes two to three years from now.
Maintaining regular relationships with potential customers will lead to future deals.

Workflow ③: Regular notification alerts to recruiting companies

Workflow ④: Immediate response to both sides when the selection phase changes.

As the selection process progresses, we collect and record information from both the candidate and the company—this record of two-way feedback becomes learning data that improves the accuracy of the matching process.

Workflow 5: Follow-up after job offer acceptance (prevention of rejection)

Workflow ⑥: Post-hiring retention support (the true goal of recruitment)

Post-hire retention support is part of the recruitment business."The real goal".
Joining the company isn't the goal; success lies in staying with the company and contributing to its success.
Agents with high retention rates gain the trust of hiring companies, leading to future requests.
There are so many companies that aren't doing this...

Workflow 7: Candidate follow-up after rejection or withdrawal

Workflow 8: Designing the timing for requesting referrals from recruiting companies

Preserving the "context of matching" through narrative

In the human resources business, the narrative revolves more around "people's backgrounds" than in other industries.

As this narrative accumulates for both candidates and companies, it enables highly accurate matching decisions, such as "that candidate and this company are a good match narratively."

Summary — A design based on the principle that "both companies and candidates are important customers."

The recruitment and staffing business must simultaneously manage the emotional state of two clients: the hiring company and the candidate.
Businesses cannot succeed with management that is biased towards one side or the other.

EMOROCO CRM Lite's double-sided ROM design connects three types of records—recruiting companies, candidates, and selection processes—through relationships, creating a system where follow-up on both sides is automatically generated as the selection process progresses.

First, set the sentiment level for all recruiting company records and candidate records.
"Several companies are below average in quality," "Several candidates have lost their motivation to change jobs"—these initial discoveries mark the beginning of using CRM in the talent business.

Click here for a 30-day free trial of EMOROCO CRM Lite.
Digitalization and AI Implementation Subsidy 2026 Compatible Tool Number: DL07-0022934
Product Info:https://www.emoroco.com/

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