An international entertainment group leverages digital intelligence to consistently complete large-scale frontline hiring

An international entertainment group leverages digital intelligence to consistently complete large-scale frontline hiring

This section summarizes the overall approach: in a large-scale frontline hiring scenario in China, the international entertainment group introduced Qianxun’s digital-intelligence recruiting solution to improve screening and invitation efficiency.

• The company has substantial frontline hiring needs in China every year.
• Qianxun provides a digital-intelligence solution covering the full recruiting process.
• The goal is to improve candidate screening efficiency and interview invitation efficiency.
• The overall project centers on the portal, intelligent assistant, and interview scheduling system.

Employer profile

This section introduces basic information such as the company’s business scope, resort composition, industry category, and employee scale.

• The client operates theme parks and resorts globally.
• It is a large entertainment company with an international footprint.
• Its industry is entertainment.
• Its employee headcount ranges from 1,000 to 5,000.
• In China, it has substantial frontline hiring needs every year.

Key challenges

This section describes the key difficulties in large-scale frontline hiring, including process scheduling, candidate sourcing, communication efficiency, and candidate drop-off.

• The process requires an initial screening first, followed by weekly batch interviews.
• A large number of candidates must be organized for centralized interviews within a short time.
• Current screening efficiency is low, and communication takes a long time.
• HR capacity is limited, making it difficult to communicate one-on-one with every candidate.
• High-intent candidates are at risk of dropping off, so reach needs to be improved.

Solution overview

This section provides an overview of Qianxun’s digital-intelligence recruiting solution for the group, including the recruiting portal, intelligent assistant, online pre-screening and interview scheduling, and employer brand operations modules.

• Build a dedicated recruiting portal to centrally host job information.
• Introduce an AI-driven intelligent recruiting assistant to serve candidates.
• Build an online pre-screening and automated interview scheduling system.
• Operate the official recruiting WeChat account in parallel to strengthen the employer brand.

Building a dedicated recruiting portal

This section explains how a dedicated recruiting portal was built on WeChat for job posting and employer brand promotion, helping candidates conveniently learn about roles and submit resumes.

• Launch a dedicated company recruiting portal on the official WeChat channel.
• Use the portal as the unified official channel for job postings.
• The page hosts employer brand promotion and image presentation.
• Candidates can quickly view job information and apply online.

Customizing an intelligent recruiting assistant

This section introduces the AI conversational intelligent recruiting assistant and its capabilities in reply hosting, search hosting, platform integration, and manual HR takeover.

• The intelligent recruiting assistant provides services based on AI conversational technology.
• The assistant is online 24/7 and chats with candidates in real time.
• It can automatically collect candidate resumes and pass them to HR.
• It includes reply hosting to handle candidate inquiries.
• It performs search hosting based on preset criteria to reach qualified talent.
• It integrates with external recruiting platforms for direct chat with candidates.
• HR can manually take over conversations with candidates when needed.

Creating an interview scheduling and online pre-screening system

This section explains how online Q&A and automated interview scheduling enable self-service pre-screening and recurring scheduling, supporting regular centralized interview arrangements.

• HR can customize pre-screening questions related to the role in the system.
• Candidates complete the questions online to enable self-service pre-screening.
• The system can automatically send interview invitations to eligible candidates.
• Candidates can choose a suitable interview time slot on their own.
• A recurring scheduling mechanism supports periodic batch centralized interviews.

Strengthening the employer brand

This section explains how operating the official recruiting WeChat account and creating content around the EVP leverages the client’s existing brand awareness to enhance employer brand influence.

• Operate the official recruiting WeChat account as a content hub.
• Plan multimedia content themes with the EVP at the core.
• Continuously produce high-quality graphics/text or video materials.
• Leverage the company’s consumer brand awareness to amplify the employer image.

Project results

This section provides key quantified results of the automated interview scheduling system and intelligent recruiting assistant in terms of interview invitations, interview attendance, and resume collection volume.

• The automated interview scheduling system went live in 2022.
• As of 2024, total interview invitations exceeded 70,000.
• As of 2024, cumulative interview attendance was close to 40,000.
• In its first month after launch, the intelligent assistant collected about 15,000 resumes on external platforms.
• The intelligent assistant and automated system significantly improve recruiting efficiency and the candidate experience.

Data visualization titles

This section lists the titles of data displays related to the two-year cumulative number of interview invitations and interview attendance, to help interpret the project’s quantified results.

• A data title showing changes in cumulative interview invitations.
• A data title showing the trend in cumulative interview attendance.

More cases overview

This section introduces Qianxun’s other customer cases, providing readers with additional references for digital-intelligence recruiting practices across scenarios and industries.

• An overview of digital-intelligence recruiting cases across different industries.
• Provides readers with further reading and a perspective for solution comparison.

Shanghai Metro multi-site hiring case

This section briefly introduces a case where Qianxun built a unified external recruiting portal and an ATS-based digital middle platform for Shanghai Metro, enabling headquarters to centrally coordinate and manage recruiting across subsidiaries.

• Build a unified external recruiting portal for the entire group.
• Build a recruiting digital command platform based on the ATS system.
• Headquarters can flexibly allocate recruiting resources and progress.
• Enable centralized management of subsidiaries’ recruiting processes.

Shiseido international recruiting interview case

This section outlines Qianxun’s end-to-end interview process automation solution for Shiseido—from invitations to multi-dimensional evaluation—as well as the use of a standalone recruiting area on WeChat and a conversational bot.

• Use automation tools to cover key nodes across the interview process.
• Automate processing from talent invitations to multi-dimensional evaluation.
• Build a standalone entry to a recruiting area on WeChat.
• Deploy a conversational bot to respond efficiently to candidate inquiries.

Yew Chung Yew Wah global outstanding teacher recruitment case

This section introduces how Qianxun built a highly automated AI interview system for Yew Chung Yew Wah that supports multiple languages, multi-dimensional evaluation, and data compliance requirements, accelerating global high-end teacher recruitment.

• Rebuild a highly automated AI interview system for them.
• The system supports multilingual interview scenarios and usage needs.
• Conduct multi-dimensional assessments of candidates’ capabilities and qualities.
• The solution meets relevant data compliance requirements and standards.
• The overall system is used to accelerate the global recruitment process for high-end teachers.

Fact index