Social × Video Marketing
Social Media Management POV Studio Influencer PR Social Ads Management Inbound Tourism Marketing Full-Funnel Marketing Recruitment Marketing Japan Market Entry Marketing EC Operations & System IntegrationProduct × Travel
Travi Travel AppAI × R&D
AllRev AI Marketing Tool UGC Lab WORKS COLUMNS TEAM CONTACTRecruit Marketing for Hotels & Ryokan
Applications don't come in accommodation because what the workplace is actually like is invisible, not because of how the vacancy is posted. We show a day in housekeeping, at the front desk and in the kitchen on video, and take applications through a landing page and LINE.
TikTok
Instagram
YouTube
Meta ads
Numbers
77.5%
Eight in ten hotels post a vacancy and get no applications
Share of city and resort hotels who said they receive no applications against their vacancies. For ryokan it is 61.8%
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (n=363)59.0%
The staffing shortage is the worst of any sector
Share of ryokan and hotels reporting a shortage of non-permanent staff. The highest of any sector
Teikoku Databank, Survey of Corporate Labour Shortages, October 202555.4%
Once in: Over half leave within three years
Share of university graduates joining accommodation and food service who leave within three years. For school leavers it is 64.7%
Ministry of Health, Labour and Welfare, Turnover Among New Graduates, October 202520.0%
The top reason for leaving: not getting to do the work they wanted
The top reason for leaving given by people who moved from accommodation to another industry. Physical demands follow at 16.7% and mental strain at 14.0%
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (N=300)21.8%
Within the industry, they move for family reasons and pay
The second reason for moving within the accommodation industry: dissatisfaction with pay. Family circumstances leads at 22.7%
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (N=119)36.4%
Four in ten high-turnover properties run no training
Share of properties with turnover above 15% who said they run no training aimed at retention
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (N=143)Issues
01
A job board reaches people actively job hunting right now. Most of the people who could work at your property aren't looking at vacancies at all.
The fixVideos that grew get delivered within commuting distance and to people considering relocating, reaching people who never see vacancies.
02
Hours and relationships can't be read off a job posting. You only find out once you're in, and that gap is exactly what leads to people leaving.
The fixWe show the hard work and the inconvenient parts up front, so there's no gap after joining.
03
Before applying, candidates look up the company on social. With no sign of the workplace there, even the boards work less well.
The fixWe film a day in housekeeping, at the front desk and in the kitchen, and put it on the recruitment landing page and LINE.
Solution
01
We put into words why the long-serving staff stayed at this property, and the inconvenient parts worth disclosing. The video and landing page copy comes from there.
02
From clocking in to clocking off, including being taught by a senior colleague and the hard graft, filmed in first person. It works without showing faces.
03
We put the LINE follow in front of the application form, keeping contact with people not ready to apply. The disclosure rules are handled by us.
04
We narrow delivery by area and age, and leave interview scheduling and reminders to LINE. Budget moves as the cost per application shows.
What we watchViews, average watch time, traffic to the landing page
What we watchProfile visits, saves
What we watchRetention rate, views among applicants
What we watchCost per application, arrivals at the landing page
What we watchApplications, LINE follows, interview rate
The set-up is only an example. The roles you are hiring for and the commuting area change the order.
Process
Strategy, filming, the landing page, advertising and LINE, all held by us rather than split up
Phase01
It starts with which roles, and how many people short.
We ask about shortages in housekeeping, front desk and the kitchen, your recruitment spend and your retention. We ask the long-serving staff why they stayed, and build the video and landing page around it.
Phase02
We film the working day without staging it.
From clocking in to clocking off, being taught by a senior colleague, breaks and staff meals, and the accommodation, all in first person. No faces needed, and what appears in frame is agreed before filming.
Phase03
We put the place applications land in order first.
A dedicated recruitment landing page with video and banners, the LINE application path and the ad account all get assembled here. The vacancy details are laid out in line with the Employment Security Act.
Phase04
Delivery starts as little as ten working days after filming.
We run the delivery in the first month, using a radius for the commuting area and creative leading with the staff accommodation and meals for relocators further away.
Phase05
Budget collects on the videos that got a response.
We keep fixing the landing page and the opening seconds, moving budget to the placements with the lowest cost per application. Applications, cost per application and interview rate come in the monthly report.
FAQ
The recruitment video and account can be kept separate from the marketing ones. What appears is only the work as it functions. Where filming may happen is agreed before anything starts.
It can, without faces. First-person filming holds the camera at eye level and shows the hands, so the reality of the work comes through without anyone's face. Consent from anyone appearing is taken in writing.
No need. A board's role is reaching people looking right now. We keep that and add a way in that reaches people before that point.
Hiring from further afield is included. Staff accommodation, meals and how people spend their days off always go into the plan. Advertising can be targeted by area, split between commuters and relocators.
We can't promise a number. We turn applications, cost per application and interview rate into figures over a three-month test period and report them as they are.
It can. Footage from inside the property shot for marketing transfers straight to the recruitment side. Once the volume and the formats start mixing, we suggest splitting the accounts.
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