Traditional recruitment model cannot quickly adapt to a surge in talent demand due to business expansion or transformation

With more companies entering new business fields, expanding into new markets, or transforming their recruitment and management structure, there is a surge in talent demand for several positions that are difficult to be filled in a short time.

Limited recruitment resources, channels, systems, and capacity

Channels: Enterprises using traditional recruitment systems merely rely on internal referral or some hiring portals; Resources: the quality of candidates varies, especially with respect to high-demand talents in professional and technical positions; System: unable to intelligently manage the recruitment process and conduct data-based recruitment result analysis, and lacks novel tools; Capacity: high investment required for developing an in-house recruitment team and capacity, but with limited return on investment.

Lack insights into talent market and expertise in developing a recruitment strategy and system

It is urgent for enterprises to develop an effective recruitment strategy and manage their fluctuating talent demands in accordance with the real needs of the company, the industry, and the entire market, to ensure sustainable business growth.

Weak employer branding

Some enterprises have not developed employer branding awareness in their talent acquisition process. With a weak employer brand and average compensation, it is challenging to recruit high-quality talents in the face of fierce competition.