Easily Processing 5,000 Candidates A Month With 90% Accuracy
How PT Shimano Batam transformed their recruitment to dramatically increase candidate capacity and hire quality.
Before
After
About Shimano
PT Shimano Batam was established in 1991 with their headquarters (Shimano, Inc.) in Osaka, Japan. Shimano is a world-renowned leader in the production of cycling components, fishing gear, and rowing equipment.
PT Shimano Batam operates 2 manufacturing plants in Batam, Indonesia, producing bicycle components and fishing rods respectively. Their vision is to promote a new cycling and fishing culture by offering “Captivating Products” to consumers.
To achieve this vision, Shimano sought to transform their recruitment and assessment process for the Operator positions in both factories and increase the quality of hires.
The Challenge
stacking on my desk.
For Shimano, serving the South East Asian market demands a large volume of manpower. Besides that, the emphasis on high quality products requires high quality operators, engineers, and production specialists.
The task to recruit high quality talent quickly and in large numbers fell upon Mr. Hendy Hadiyanto, Human Resources Development Specialist, and his team. It proved to be a challenge for Shimano’s recruitment process at the time.
Mr. Hadiyanto recounted tall piles of CVs on his desk every week. His inbox was so full of applications that he couldn’t receive any more emails. The lack of organized sourcing caused unnecessary frustrations for the team: applications are lost in the mess, candidates are called up twice or thrice accidentally.
It used to take up to 7 days to process a single candidate: waiting for the application via post, manually typing into Excel, phoning up candidates, cross-checking schedules, booking rooms for tests, etc.
The tests themselves were limited to basic TPA (Academic Potential Test) and basic mathematics, which we found from research to have poor correlation with actual job performance.
The limited scope of Shimano’s previous sourcing methods meant that the recruitment team could only reach around 1,000 potential candidates from nearby areas; much too localized and lacking in variety.
The Solution
Having identified the challenges above, Shimano collaborated with Dreamtalent to revolutionize their recruitment and assessment process using the right solution for their needs.
The Screening pipeline shortened and simplified the entire recruitment process for Shimano, from stacks of CVs to just a few clicks online:
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Shimano shares a link or QR code to candidates
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Candidates take the psychometric screening test online and upload their CV
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The team looks at the candidates on top of the list with the highest Fit Score
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The team sets interviews and Dreamtalent automatically sends emails to candidates
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Hire
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