Thailand: A Retail Business Improves Candidate Quality with a Centralized RPO and Strategic Outreach
Outreach To ensure process consistency, the team created a centralized point of contact and a governance structure that would apply to all recruiting efforts.
A large, multi-brand retail business in Thailand needed a large number of temporary workers who could quickly integrate into the company culture to respond to seasonal and demand fluctuations. However, with more than 100 branches across the country, the company faced a significant challenge associated with consistency in recruitment, hiring and training quality. Adding to the challenge, the company also required a centralized function that could be run from the company’s headquarters in Bangkok, alongside decentralized efforts to support the company’s 60 branches in the provinces. With its permanent employees, the company faced challenges that are common across the industry including high turnover and lengthy time-to-fill for open roles. Issues associated with consistency across branches and centralized recruiting also impacted the company’s efforts to fill permanent openings as well. The company needed an RPO solution run by a team capable of addressing its wide-ranging challenges.
Solution ManpowerGroup Solutions recognized the need for a strategy led by a recruitment team that functions as an integrated part of the client’s organization.This includes centralized tracking and reporting of recruitment activity across all functional areas of delivery and regions. The team also designed a recruiting platform that operates under an umbrella brand with all of the company’s brands lined up underneath it. This allows the team to leverage and strengthen the parent company’s brand positioning as an employer of choice.
The solution is supported by a large team of 8 centralized staff (1 manager, 6 coordinators and 1 administrator), along with 28 onsite team members and 28 recruiters. These professionals manage a candidate pool that includes more than 15,000 applications per year among those who pass pre-screening. Placements average 600/month with an emphasis on three seasonal waves.
Results The strategically aligned recruitment and hiring process across the company’s 108 stores has generated a range of quantifiable results including:
• Reduced turnover among temporary staff by 43% (from 7 percent to 4 percent per month)
• Reduced cost per hire of contract staff for in-store positions by 20%
• Increased the part-time headcount who successfully complete the four-month probation period.
• Daily placements that meet or exceed the established KPI of an 85% fill rate / month
• A centralized system has created a controllable and predictable cost structure
• Headcount targets are consistently achieved, including sourcing, recruiting and hiring temporary staff that equal 20 percent of the total staff headcount