Social × Video Marketing
Social Media Management POV Studio Influencer PR Social Ads Management Inbound Tourism Marketing Full-Funnel Marketing Performance-based Recruitment Marketing Japan Market Entry Marketing EC Operations & System IntegrationAI × R&D
AllRev AI Consulting UGC LabProduct × Travel
Travi Travel AppRecruit Marketing for Shopping Malls & Commercial Facilities
Staff shortages at tenants feed straight into the mall's opening hours and empty units. We show a day working at the mall on video, and build everything through to receiving applications via a mall-wide recruitment landing page and LINE.
TikTok
Instagram
YouTube
Meta and TikTok ads
The mall's recruitment page and official LINE
Numbers
96%
Almost every tenant business is struggling to hire
Share of shopping centre tenant companies that said hiring non-regular staff was "very difficult" or "somewhat difficult" (FY2023)
Japan Council of Shopping Centers, Quantitative Survey on Staff Recruitment (Tenants)75%
Three in four malls are short of tenant staff
Share of shopping centre developers who said tenant staffing was not sufficient
Japan Council of Shopping Centers, Quantitative Survey on Staff Recruitment (Developers)1.65×
In sales, jobs outnumber applicants about 1.7 to 1
Jobs-to-applicants ratio for sales workers (May 2026). Across all occupations it is 0.99
Ministry of Health, Labour and Welfare, Employment Referrals, May 202683.8%
Before applying, eight in ten look beyond your official channels
Share who say they check social media, reviews and other non-official sources before applying
Workport, The Influence of Social Media and Reviews on Job Searching, May 2026 (n=308)34.5%
One in three who sees it stops applying
Share who have abandoned an application after seeing social media or reviews
Workport, The Influence of Social Media and Reviews on Job Searching, May 2026 (n=308)Why Recruit Marketing
Merit 01
Reach passive talent
Reach people before they pick a store
When each store advertises on its own job site, the mall has no front door for applicants, and stores compete for the same people. Posting as a mall reaches people before they decide which store to work at.
Merit 02
Fewer mismatches
Applicants who know the perks of working here
Pay and hours alone don't show the short walk from the station, the break room or the staff discount. People who see a day from clocking in to clocking out apply having chosen the mall as a place to work.
Merit 03
Your own contact line
Applications don't slip while managers are on the floor
With store managers out on the shop floor, replies to applicants tend to lag. While scheduling takes days, people sign elsewhere. A LINE contact line for the mall lets you offer dates right away.
Merit 04
Customers too
Behind the scenes gives shoppers a reason to visit
Pre-opening rounds and setting up the floor are scenes shoppers rarely see. Videos from the staff's point of view also make people curious about the mall itself.
Why TripClear
Reason 01
10M+views/month
Strong in video creative
We tailor the message for sales, food service, cleaning and security, and walk the mall to film from the staff entrance through the break room and shop floor to clocking off. POV that keeps people unidentifiable is also available.
Reason 02
Results-based
No setup fee, no monthly fee
You pay us per result, and nothing in months without results. Delivery is limited to the area within commuting range of the mall and targeted by age and interests.
Reason 03
Through to hire
Full support, down to candidate nurturing
Every store's openings are gathered on the mall's recruitment landing page, with a LINE add button beside the application form. Interview dates and reminders go out automatically, and applicants choose their store and role when they apply.
Reason 04
Tied to marketing
A full range of marketing solutions
Footage of the mall shot for promotion can be reused for hiring too. Combined with social media management for the mall, posts aimed at shoppers also become a way in for tenant applicants.
We use staff interviews too, but when you want to show the view of the people who run the building, POV is an option. Here is one example: the walk-round before opening to the moment the doors open, in 30 seconds.
CUT 010–3s
The quiet building before opening
AimOpens from the worker's side to stop the scroll
CUT 023–10s
Weekend events are built here
AimShows the planning and set-up work
CUT 0310–22s
Planning the floor with tenants
AimShows what running the building involves
CUT 0422–30s
Apply from our profile
AimEnds on the opening and points to applying
Process
All you provide is the time to film
Phase01
We start with which shops are short of how many people, at what times.
Phase02
We film a day working at the mall as it really is.
Phase03
We create one place, as a mall, where applications land.
Phase04
Once filming finishes, delivery starts in as little as ten working days.
Phase05
Budget keeps shifting to the videos that lead to applications.
What we watchWatch time, profile visits
What we watchSaves, recruitment page visits
What we watchRetention rate, recruitment page visits
What we watchCost per application, applications
What we watchApplications, interview booking rate
This is one example of a mix. The roles with the most openings and the mall's catchment change where you start.
FAQ
There is. If people can't be hired, the result is shorter hours or empty units, and that comes back to the mall's sales. Advantages shared across the mall, like the short walk from the station or the staff room, can only be put out by the mall.
Yes, without showing faces. The standard is POV (first-person) filming with no on-camera talent. Hands, the field of view and the sound of exchanges on the shop floor are enough to show what the job is really like. If someone leaves or moves, footage is replaced scene by scene. For how we film, see POV video for shopping malls and commercial facilities.
The same disclosure duties apply. Under the Employment Security Act, six items must be shown: the employer's name, address, contact details, duties, place of work and pay. On the mall's recruitment page, they are shown for each tenant as the hiring employer.
The usual split is interviews and hiring decisions with the tenant, and the system for receiving applications and scheduling with the mall. With LINE offering interview dates automatically, applications don't slip away even when the store manager is out on the shop floor.
The footage can be shared, but the audience is different. Followers of the marketing account are shoppers; some of them overlap with the people you want to hire and some don't. Our view is to film both in the same shoot and publish them separately.
We explain how we work and examples from similar industries directly when we talk. For what social media management for malls involves, see social media management for shopping malls and commercial facilities.
Services
End-to-end support from account strategy through filming, editing, posting and analytics
First-person short-form video. No cast, fast turnaround, low cost — and the experience comes through
Cast the right creators for your goal from a network of over 20 million combined followers
Small tests identify the winners first, so budget goes only where it drives traffic and revenue
Multilingual social marketing that maximizes the inbound visitors you attract
Awareness, conversion tracking and nurturing in one pipeline, powered by our playbooks and AI
Recruitment marketing that reaches the 94% job boards never touch, through short-form video ads made for you
End-to-end Japan market entry for overseas brands: localization strategy, official social accounts, POV video, PR and on-site activation
Shopify and BASE store operations, plus channel manager, LINE and Meta ads integration with your booking system, so your marketing has somewhere to land
Free consultations and quotes available
CONTACT