“Each individual’s action becomes an asset to the whole organization”, the concept of “team-based” is spread throughout the company
[Merit of HR-Business Cloud]
1. Enables convenient matching and progress management
2. Enables sales forecasting and current status
3. Visualize the consultant's KPI based on the acquired data
Human Global Talent (formerly known as Daijob Global Recruiting) Ltd., which operates a Bilingual Job Board “Daijob.com”, is engaged in human resource business specializing in global projects and bilingual human resources. In recent years, we have been focusing particularly on the recruitment business. The history of this business is still short and most of the consultants have no prior experience, but by using the HRBC system, we have achieved optimal KPI settings and development and training of new employees. I will introduce to you the methods of the company's thorough data collection and how the collected data is utilized.
――First, please tell us about your business.
There are three main businesses. The first is the media business. We operate a Bilingual Job Board “Daijob.com” which is specialized in bilingual and mid-career personnel. The cumulative number of registered members is about 540,000, and about 10,000 job offers. Our company has emerged the top as the No.1 position in the No.1 in Bilingual job seekers, “No.1 in Global positions” and “No.1 in Global IT job seekers” (*According to a survey by ESP Research Institute in 2017).
The second business is the event business, which operates the global human resources Career Fair “Daijob Go Global Career Fair”. The third business is the staffing business, a business that we have been focusing on for the last two years.
――HRBC system is used in your recruitment business, but what was the trigger of implementing HRBC?
In recruitment business it is easy to rely on each of the consultant’s actions and individual experiences, opinions and ideas. The issue was how to reproduce versatile know-how and success cases without relying on the individuals. HRBC is a system that enables convenient matching and progress management. In addition, since recruitment process can be advanced on a fact basis, we introduced it to visualize the consultant's KPI based on the acquired data.
――What kind of benefits do you realize after the implementation?
We can now forecast sales figures and indicators can be taken to provide a clearer picture. We have an average rate of 33 days from the initial interview to the acceptance of the job offer. We can use the indicators to make reverse calculations such as; “the number of candidate meetings that need to be done within the next two-months” or “the number of first interviews needed in one month”. Instead of looking back after the results came out, it is now possible to set important KPIs, and to set measures for what is missing now and what should be done to cover those missing aspects.
In addition, the actions of each consultant became the asset of the organization and as a result, each of the consultants now accept the concept of the company’s assets benefiting them in the end. For example, the number of interviews increases the volume of the database by “x” amount. When there is enough data, it would be possible to dig out relevant data with CRM and email marketing. Based on KPIs, even if you can understand what you must do at what extent, people cannot act smoothly without benefits. As we continued to share the success case of “the database being the asset of the company of which sales are derived from”, the consultant have also come to act positively.
Share success stories and training to newcomers
――Did you actually see visible results in numbers?
We define productivity as the number of contracts multiplied by unit price, which is one of the indicators. After the introduction of HRBC, the recruitment division achieved revenue of 197% compared to the previous year and individual productivity rose to 157% compared to the previous year.
We set the process from the acquisition of job description to offer as the KPI, the amount of work per month as “volume (quantity) of action” and the transition rate of each process from recommendation of candidate to passing of document screening as “quality of action”. The sales will increase as the “quantity multiplied by quality” rises. Therefore, first we take the numbers of the past three months and set the ideal value of “quantity×quality”. Then, we check the actual value. For example, although our ideal target is 30 companies, there are only 10 to 20 companies. In that case, we design the KPI to focus on business contacts and visits in order to acquire the targeted volume. We also use HRBC to train consultants.
――How do you use HRBC for training?
We have 17 consultants, of which 16 have no prior experience in recruitment. With the key word “recruitment, development and retention”, we are working on development of consultants based on facts rather than experience management. Specifically, those who have good quality and quantity (volume) of action mentioned above are asked to build a success case once a month, showing what they are doing and how they are doing that.
Let's say a consultant has made a successful case over a year. If the newcomers are able to acquire that in three months, the training speed will be four times faster. The newcomer adds his own way to it, then makes a success case of their own, and that is passed to the next person. The accumulated know-how will dramatically boost the growth speed of consultants. The human resource business should not be about imposing a certain work-style to an individual, but it is a business that develops efficiently by sharing the work-style framework to individuals.
Promoting branch offices in popular areas
――Are there features in HRBC that you frequently use?
We use the report function almost every day. It is useful to immediately understand if there is a job description that has not been entered in the system or one that is delayed. I think it would be even better if the data could be visualized, but again, that may stop us from looking at the report. By doing everything by oneself, from downloading data to processing it, you are certain to see the raw data, so it maybe it is fine as it is.
――What kind of expectations or requests do you have for the future?
In the future, our recruitment division will focus on moving forward as an organization as a whole. Therefore, I think the Progress NAVI which is currently on an individual basis, would be more convenient if it could be viewed on a team or division basis. (※) Other than that, I am very satisfied with the matching function and high accuracy of HRBC.
※At the time of coverage. As of January 2019, it is possible to browse by department with the Progress NAVI.
―― Thank you very much. Lastly, please tell us about your company's future vision.
Recently, recruitment officers from hiring companies visit our company and explain their recruitment plan directly to the consultants. By having close contacts with them, we sometimes get requests such as “Please let me know if you come across a good candidate” even if the company is not hiring yet. We would like to build such relationships with more companies.
We will also expand our business in Kansai area to expand our channels. The Osaka Expo in 2025 has been confirmed and a large budget will be set to attract casinos, so we will definitely open business in that direction too. We will develop new businesses rapidly under the principle of “Positions for people who want to be active globally.”
Human Global Talent Co., Ltd.
Established in 1998. Operates a variety of services specialized for bilingual personnel, including Daijob.com, Japan's first Bilingual Job Board. They have provided many positions to Japanese who want to work in a global companies and foreigners who want to be active in Japan. The bilingual human resources database has reached a cumulative total of 540,000 people.
