HRBC enables detailed KPI management
■3 Points of Recommendation
①Enables detailed KPI management
②Realize work efficiency and productivity improvement
③Fields and content can flexibly be customized based on the business flow
As a Japanese Recruitment Agency, Reeracoen group has achieved rapid growth by entering Asia market.
In order to expand their scale, they introduced HRBC system to solve the issues they noticed while managing their business. Significant efficiency and productivity improvements were realized by KPI management and automation of complicated tasks. “We think that we could maximize performance of HRBC quite well”, commented Mr. Shima and Mr. Kawata. We interviewed them to inquire more about how they utilize HRBC.
――Please tell us about your business.
Mr. Shima
In 2011, we expanded throughout Asia, starting with Singapore, and have achieved 21 bases in 10 countries in the last 6 years. We have Japanese staff stationed at all locations, and we offer human resource solutions to our clients who are mainly Japanese companies. In addition, by localizing our services, we are able to provide human resource services tailored to meet the needs of each country. Our mission is not only to strengthen the corporate organizations, but it is our hope that such companies and job seekers can contribute to the global society.
――How did you come to the decision to implement HRBC?
Mr. Shima
In September 2012, we established Thailand-based Reeracoen Recruitment. Until then, we had problems that the resume could not be centrally managed, and it was not possible to know what process was attached to each of them. Therefore, as we expanded our overseas bases, we implemented HRBC to introduce a highly scalable system that can be customized flexibly according to the required items.
――What outcome did you notice by the implementation of HRBC?
Mr. Shima
The ability to perform detailed KPI management with the report function has enabled more efficient operations and improved productivity. Specifically, we can track to see that the Recruitment Advisers (RA) are able to follow customers or interview situations? Career Advisers (CA) uses the system to see what kind of process a job seeker is in, or where they are stuck, what kind of job and company tends to successfully hire personnel and uses it to determine the success yield. In addition, the utilization rate and progress status for each JD (job description) can be exported into a report form, and that is shared into Google spreadsheet daily or weekly. Leaders make decisions based on the shared data.
――How are the sales figures and the number of consultants expanding?
Mr. Kawata
Sales have grown more than 20% every year since I took up the position in 2014, and the number of consultants has increased to about three times, now we have approximately 90 members.
The time for KPI management reduced by 1/10 by report function
――What kind of KPI does your company set?
Mr. Kawata
The most important things for us, from the candidate’s side is; “How many candidates we could provide an opportunity of an interview for” and on the client’s side is; “How many jobs we could arrange an interview for”. Based on these two pillars, we design detailed indicators and set other KPI and monitor for better service.
――What functions do you find particularly useful while using HRBC?
Mr. Kawata
I feel that the report function is extremely useful. We identify issues and verify the facts and take measures against them based on the report function. There is a feature that allows you to quickly determine if such measures work or not. It is extremely easy to use and efficient, requiring only 30 minutes for the administrative tasks that previously took 5 hours, making it easier to secure private time.
I feel that HRBC is very flexible overall. With the ability to customize major and minor items, we are able to realize organized business operations or create new approach initiatives in a short span; thanks to HRBC.
――Are there any other functions that are well utilized
Mr. Kawata
The CV-Parsing function. 90% of our resumes are in English, 70% of which are imported using CV-Parsing. It reduces the time and effort of data entry, and I feel that productivity has improved.
――Do you have any request or improvements HRBC can make?
Mr. Shima
It would be great if we could use different colors to separate information about candidates and clients. For example, our job offers are ranked as S or A, and it would be useful to see at a glance (using different colors) when a consultant looks at the list.
Mr. Kawata
We regularly monitor the results, focusing on the items mentioned above. When we assess our yields, we use the exported data from the report function and other tools are used in combination, it will be great if all the monitoring can be completed by using HRBC only. The current method takes some time and may cause mistakes. However, I feel that HRBC is overall great as a system.
――Thank you very much. Lastly, please tell us about your future business development.
Mr. Shima
80% of our clients are Japanese companies. As the number of Japanese-affiliated companies are limited, we will expand to develop a relationship with foreign-affiliated companies in the future and aim to expand our business scale. 70% of job seekers are from head-hunting. We would like to strengthen the company's brand power and web marketing abilities and increase the number of job seekers through inbound.
Reeracoen Recruitment Co., Ltd.
https://www.reeracoen.co.th/en
Overseas brand of Neo Career Co., Ltd., a major human resources service company in Japan. Based on the results in the recruitment industry in Japan, they have developed a range of human resource services in 21 locations throughout 10 countries in Asia, supporting the recruitment of many job seekers and companies’human resource requirements.
Address: 801 8th Floor, Mercury Tower, 540 Ploenchit Road, Lumphini, Pathum Wan, Bangkok 10330
Tel: (+66)02-253-9800
