The need to revolutionize rigid traditional employment practices

At present, many large organizations aim to become more agile, which requires a more flexible organizational structure, employment practices, and talent placement. The traditional employment model can no longer meet the new business strategy and development needs.

Inability to maintain talent acquisition and management quality in different scenarios

New projects and seasonal business demand generate temporary positions that need to be filled promptly while matching the competency levels; businesses in a rapid growth phase require a large talent pool; temporary substitutes are needed for staff on maternity/paternity leave or for those who are on long-term leave due to illness; inefficient traditional human resources management and repetitive administration tasks reduce efficiency.

High employment costs and management risks

An in-house recruitment team along with the investments in personnel management, training, accommodation, etc., pushes up labor costs, while employee turnover, labor disputes, work-related injury or any other accidents may increase risks for enterprises including risk of economic loss, administrative penalty, or even civil/criminal liability, and affect the enterprise’s normal operations.