求人がずっと出ている会社…最初から採る気がない募集という手口【ずんだもん】

Overview

The video argues that some Japanese companies keep job postings permanently visible online even when they have no real intention of hiring. It frames this as a system-level tactic—rather than merely “bad intentions” by individual recruiters—meant to protect the company’s staffing narrative and internal budgeting/quotas.

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1) “Endless recruitment” postings that never change

• The host repeatedly observes the same job advertisement for many months (and even years), with identical wording and vague phrasing like “a few positions,” while only the “updated” date changes.
• Example: Minato Logistics is shown as a case where the posting stayed live for a long time, accepted applications, and held interviews—but ultimately sent short rejection emails without clear reasons.
• After rejection, the same posting reappears at the top with the same content, only refreshed with a new update date—suggesting a loop rather than a genuine hiring need.

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2) Recruitment postings as a “shield” for management/HR

The video’s central explanation is that the open posting helps management/HR respond to staffing complaints with:

“We are currently recruiting.”

Key points raised:

• Keeping the listing active prevents embarrassment or accountability.
• The slot remains available for internal planning and next-year budgeting/quotas.
• If they filled the position, it could reduce future quota/available positions—so the company keeps the posting running to minimize internal risk and preserve leverage, not to acquire talent.

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3) Recruitment can continue even if nobody is actually hired

The video claims that a company can keep using “we are recruiting” language while internally controlling whether interviews ever lead to offers.

• People on the ground may genuinely be understaffed.
• However, HR’s mechanism can block hiring from reaching actual outcomes.

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4) How to tell “real hiring” vs. circulated/decoy ads (three methods)

The video presents three ways to differentiate long-running postings:

1. Time-check method

   • When you find an ad, record its text and dates.
   • Reopen it after about 14 days.
   • If the wording stays the same and only the update date shifts, the ad likely gets recycled rather than representing ongoing hiring.

2. Question-the-hr / phone-call method

   • Before applying, call and ask for specifics, especially:
     • how many people they plan to hire, and
     • the stage/timing of decisions—whether positions are actually being filled.
   • The video claims real companies can answer directly, while “decoy” listings avoid specifics.

3. Position-expansion vs. replacement method

   • Ask whether the hire is an expansion or a replacement, and what month the hire would occur.
   • If they cannot provide timing or concrete details, it suggests there may be no real seat to fill.

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5) Outcome: the host’s “failure” is treated as predetermined

The host concludes they were likely not rejected due to age, writing, or interview performance—because some postings are maintained regardless of applicant quality.

Core advice: don’t waste your Saturdays (time/effort) applying blindly; verify using the methods above.

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6) “Proof” via calling another company from the video

• The host calls the HR/recruitment team for another posting (port logistics).
• They ask how many people will be hired.
• The recruiter refuses to provide numbers or selection status (e.g., “we’ll let you know when there are people who want to speak up”).
• This is presented as reinforcing the theme that some listings aren’t meant to lead to concrete hiring.

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Presenters / contributors (as credited in the subtitles)

• ずんだもん（Zundamon）
• メタン（Metan）
• ノザキ（Nozaki） (recruitment staff / HR contact character)
• ハギノ（Hagino） (department-related character)
• カラキ（Karaki） (HR/employee-related character)
• 野田（Noda） (HR person mentioned as pressing the update button)