As a new round of industrial revolution accelerates and new business model emerges, we support you in your talent placement and business development with a package of talent services. It empowers you to gain a competitive edge in the global talent acquisition and enhances your organizational effectiveness.
Career International has developed vertical recruitment platforms specialized in the niche fields of big health, retail and digital technology. Leveraging full-matrix online products, the job portals provide a suite of services including job ad release, online communication with candidate, high exposure via channels, smart job-talent matching, etc. that cater to various needs of employers. With high coverage, wide accessibility, and real-time effect, the platforms can bring together top candidates effectively in related areas.
We focus on talent career development and management with in-depth insights into the talent market. With a toolkit of personality assessment, resume diagnosis, interview coach and career planning, we guide talent to tap into their strengths, identify the best career path, improve cognition and mindset, and finally achieve breakthrough in the workplace.
Career International 2022 Q3 Report: Leveraging the Strengths of Specialization, Digitization and Internationalization, Achieving Steady Business Growth despite Challenges
Career International 2022 Semi-Annual Report: Revenue and Net Profit Increase from Online and Offline Business Synergy
Recruitment Process Outsourcing
Career International pioneered the RPO service model in China in 2005 and created an industry benchmark and service standards. We provide end-to-end, partial, or completely customized RPO solutions for corporate recruit needs. We can develop your recruitment strategy, optimize your recruitment system and process, upgrade your talent pool, increase your recruitment channels, and enhance your employer brand. Our full-process channel management can help enterprises build a robust talent supply chain and achieve their business objectives.
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.
Target Management System
Understand client needs
Clarify the project process
Set rational goals
Process Control System
Utilize internal and external channels
Improve recruitment process
Monitor recruitment progress
Data Management System
Adopt recruitment systems
Analyze recruitment performance
Evaluation and Optimization System
Advise on project optimization
Evaluate client and candidate VOC
Train recruiter and interviewer
Leading candidate sourcing center in Asia
We boast a team of 300+ specialized sourcing consultants and handle 500+ large multinational and domestic recruitment projects annually. With strong partnership with leading service providers in consulting, channels, tools, and other niche recruitment domains, we can meet the diverse needs of our clients.
Collaboration between onsite consultants and sourcing consultants
We have established a “front-end & back-end service model”, where our on-site consultants and sourcing consultants work together to fulfill client needs and push the project forward. At present, we have more than 150 on-site consultants with strong industry experience and specializations in niche fields.
Integration of multiple recruitment channels
Our independently developed ATS system can manage various channels including the internal recruitment team, headhunter and other talent agencies, internal referral, website, and active applicants, based on different business scenarios, and generates recruitment efficiency assessment reports.
Enhance employer brand
By leveraging the built-in advantages of our RPO solution for employer brand promotion and its full-process and channel-based management, we can conduct consistent employer branding communication throughout the recruitment process, whether it be agency recruitment, campus recruitment, etc.
More added-value services
We provide clients with insights into the local talent market, with information about compensation, perks, industry trends, etc. We also empower an increasing number of Chinese firms with our expertise accumulated through our cooperation with large multinational companies and established brands over the years.
Over 3,000 employees in 100+ global offices offering talent services to our customers
Preferred partner of nearly 6,600 clients inlucding MNCs, fast-growing Chinese firms, state-owned enterprises, government agencies and NPOs
Our SaaS and platforms linked more than 25,000 firms, and operated 142,000+ positions in the last year
Recommended nearly 20,000 mid to senior-level managerial and technical candidates to clients, and assigned temporary workers to about 369,000 jobs
Career International Talent Trends & Salary Guide 2023
Launched in the 11st consecutive year by Career International, the survey covers 18 hot industries and job functions, 63 niche areas, and 3,600+ mid-to-senior level management and specialized positions. Also, it includes insights into 7 most promising and dynamic city clusters and 3 overseas markets. Based on the data of 1000,000+ candidates in our talent pool and opinions of 70-plus veteran consultants, the report sheds light on the new trends of talent market across different sectors with specialism and hands-on experience.
Career International Released 2023 Talent Trends and Salary Guide
Launched in the 11st consecutive year by Career International, the survey covers 18 hot industries and job functions, 63 niche areas, and 3,600+ mid-to-senior level management and specialized position
02-20 09:47 Salary Guide Market Insights