Reducing the Burden on Dual-Role HR to Become 'Like an In-House Recruiter'. Case Study of San-Kou Total Service Published by R09 Co., Ltd.
R09 Co., Ltd., an RPO provider, has released a case study of San-Kou Total Service, a security company. Facing challenges with a 'dual-role' HR manager lacking time for recruitment, R09 provided comprehensive support, including conducting first-round interviews, significantly reducing the burden and preventing missed hiring opportunities.
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R09 Co., Ltd. (Headquarters: Minato-ku, Tokyo, CEO: Ryo Nagai, hereinafter R09), a company supporting corporate recruitment and human resource development, has published a recruitment support case study for San-Kou Total Service Co., Ltd. (Headquarters: Narita, Chiba, CEO: Nobuko Tamae), a facility security company. The company faced a challenge where the recruiter was holding a 'dual-role' and could not allocate sufficient time for recruitment activities. We provided a wide range of support, including outsourcing initial interviews, and received high praise as a 'presence that can be trusted safely like our own in-house recruiter'. The background of the implementation, challenges, specific support details, and changes are introduced in detail.
▼ Full text of the case study article
https://r09.jp/case-study/29678/
▼ What is R09's Recruitment Process Outsourcing (RPO)?
R09's Recruitment Process Outsourcing (RPO) forms optimal teams for the given challenges from among more than 1,500 recruitment professionals, supporting corporate recruitment activities from strategy to execution. We have a track record of supporting over 800 companies, regardless of new graduate or mid-career hiring, including extensive experience supporting major corporations.
▼ R09's Recruitment Outsourcing
https://r09.jp/
▼ Click here for company introduction materials & recruitment outsourcing service 'HR Lite' materials!
https://r09.jp/download-contents/19116/
San-Kou Total Service Co., Ltd.
▼ Challenges prior to implementation
At the company, the person in charge of recruitment also handled other duties. Amidst this, the recruitment activities of proceeding with new graduate and part-time hiring in parallel placed a heavy burden on them.
1. It takes time for each process from job posting to interviews and job offers
Recruitment is not 'finished once the job is posted'; it involves many detailed tasks such as scheduling interviews, communicating with candidates, internal coordination, and inputting evaluations. When handling this as a side job, it was difficult to proceed simultaneously, leading to the problem of not being able to spend enough time on candidates they should actually meet.
2. Delays in initial response after applications lead to missed opportunities
If applications are not responded to immediately, candidates may decide on another company first, or communication may be lost. Speed is crucial in a seller's recruitment market, but this was difficult due to a lack of manpower.
3. Inability to see the big picture of recruitment status due to no ATS implementation
Without an Applicant Tracking System (ATS), it is not clear at a glance 'which candidates are currently waiting for an interview' or 'how many applications have been received'. The only way to grasp the situation was by chasing emails, making it hard to know who had handled what and up to what point, making speeding up status comprehension a challenge.
4. Difficulties due to lack of recruitment know-how, such as media selection and job posting improvement
There are dozens of types of job media today, and expertise is required to know where to post to reach the target audience and how to write to increase applications. It was difficult for a dual-role person in charge to make these judgments alone, leading to problems like 'getting no applications despite spending money'. In addition, because it is the security industry which values safety and trust, there is a hiring culture of wanting to 'meet and judge at least once', and finding time for face-to-face initial interviews was a particularly major challenge.
▼ Support Details
Aiming for both burden reduction for the recruiter and quality improvement, R09 supported them while carefully walking alongside them through processes such as the following:
- Outsourcing of first-round interviews online (aligning on personnel requirements / creating interview sheets / detailed feedback)
- Building a system to connect applications to interviews immediately (sharing available dates and establishing a mechanism where candidates can select interview dates themselves)
- Creation and operation of a progress management spreadsheet (for companies without ATS)
- Progress sharing and status updates through regular bi-monthly meetings
- Daily coordination utilizing Slack
- Proposals for improving job postings / support for improving existing media
- Outsourcing communication and coordination with media representatives
- Proposal to introduce direct recruiting (performance-based reward type)
- Outsourcing of online briefing sessions (separate service)
- Creation of offer messages to be sent to candidates
* Personal information used during interviews is shared only within the minimum scope necessary to perform the duties and is handled strictly. For details, please check our basic information security policy.
▼ Effects after implementation and evaluation of support (From the person in charge of recruitment)
- We truly consider them as 'our own in-house recruiters'
When we asked them to handle initial interviews, they carefully understood the questions we conveyed in advance and the ideal candidate profile we were looking for, and responded accordingly. Even if a candidate is not a fit, they...
▼ Full text of the case study article
https://r09.jp/case-study/29678/
▼ What is R09's Recruitment Process Outsourcing (RPO)?
R09's Recruitment Process Outsourcing (RPO) forms optimal teams for the given challenges from among more than 1,500 recruitment professionals, supporting corporate recruitment activities from strategy to execution. We have a track record of supporting over 800 companies, regardless of new graduate or mid-career hiring, including extensive experience supporting major corporations.
▼ R09's Recruitment Outsourcing
https://r09.jp/
▼ Click here for company introduction materials & recruitment outsourcing service 'HR Lite' materials!
https://r09.jp/download-contents/19116/
San-Kou Total Service Co., Ltd.
▼ Challenges prior to implementation
At the company, the person in charge of recruitment also handled other duties. Amidst this, the recruitment activities of proceeding with new graduate and part-time hiring in parallel placed a heavy burden on them.
1. It takes time for each process from job posting to interviews and job offers
Recruitment is not 'finished once the job is posted'; it involves many detailed tasks such as scheduling interviews, communicating with candidates, internal coordination, and inputting evaluations. When handling this as a side job, it was difficult to proceed simultaneously, leading to the problem of not being able to spend enough time on candidates they should actually meet.
2. Delays in initial response after applications lead to missed opportunities
If applications are not responded to immediately, candidates may decide on another company first, or communication may be lost. Speed is crucial in a seller's recruitment market, but this was difficult due to a lack of manpower.
3. Inability to see the big picture of recruitment status due to no ATS implementation
Without an Applicant Tracking System (ATS), it is not clear at a glance 'which candidates are currently waiting for an interview' or 'how many applications have been received'. The only way to grasp the situation was by chasing emails, making it hard to know who had handled what and up to what point, making speeding up status comprehension a challenge.
4. Difficulties due to lack of recruitment know-how, such as media selection and job posting improvement
There are dozens of types of job media today, and expertise is required to know where to post to reach the target audience and how to write to increase applications. It was difficult for a dual-role person in charge to make these judgments alone, leading to problems like 'getting no applications despite spending money'. In addition, because it is the security industry which values safety and trust, there is a hiring culture of wanting to 'meet and judge at least once', and finding time for face-to-face initial interviews was a particularly major challenge.
▼ Support Details
Aiming for both burden reduction for the recruiter and quality improvement, R09 supported them while carefully walking alongside them through processes such as the following:
- Outsourcing of first-round interviews online (aligning on personnel requirements / creating interview sheets / detailed feedback)
- Building a system to connect applications to interviews immediately (sharing available dates and establishing a mechanism where candidates can select interview dates themselves)
- Creation and operation of a progress management spreadsheet (for companies without ATS)
- Progress sharing and status updates through regular bi-monthly meetings
- Daily coordination utilizing Slack
- Proposals for improving job postings / support for improving existing media
- Outsourcing communication and coordination with media representatives
- Proposal to introduce direct recruiting (performance-based reward type)
- Outsourcing of online briefing sessions (separate service)
- Creation of offer messages to be sent to candidates
* Personal information used during interviews is shared only within the minimum scope necessary to perform the duties and is handled strictly. For details, please check our basic information security policy.
▼ Effects after implementation and evaluation of support (From the person in charge of recruitment)
- We truly consider them as 'our own in-house recruiters'
When we asked them to handle initial interviews, they carefully understood the questions we conveyed in advance and the ideal candidate profile we were looking for, and responded accordingly. Even if a candidate is not a fit, they...