An integrated digital platform breaks down “silos”; a bespoke onboarding experience wins hearts and minds, co-creating a new aesthetic for recruitment

Overview of what this page covers

• Business background and scale of the multinational luxury group
• Key challenges and pain points in the existing HR and system architecture
• Integrated digital platform solution and key feature design
• End-to-end path for the “bespoke” automated onboarding experience
• How the curated talent pool is built and the tagging system
• Project outcomes in efficiency, risk, employer branding, and more
• Navigation to more related digitalization cases at other companies

Table of contents

1. An integrated digital platform breaks down “silos”; a bespoke onboarding experience wins hearts and minds, co-creating a new aesthetic for recruitment hero
2. Employer profile definition
3. Core challenges use_case
4. Solution overview product_overview
5. Building an integrated digital management platform how_it_works
6. Key features of the integrated platform feature_list
7. Shaping a bespoke onboarding experience how_it_works
8. Building a curated talent pool how_it_works
9. Project results value_proposition
10. More case navigation navigation

An integrated digital platform breaks down “silos”; a bespoke onboarding experience wins hearts and minds, co-creating a new aesthetic for recruitment

This case study introduces how MoSeeker built an integrated digital management platform, a bespoke onboarding experience, and a curated talent pool for a multinational luxury group to address challenges in recruitment and onboarding digitalization and talent pipeline development.

• The solution targets the multinational luxury group’s needs for digital upgrades in recruitment and onboarding.
• The integrated digital management platform consolidates recruitment, offers, and onboarding processes.
• The bespoke onboarding experience is designed around new employees’ year-long workplace transition.
• The curated talent pool supports the accumulation and reuse of high-quality candidates.

Employer profile

The employer in this case is a multinational luxury group whose business spans multiple categories of premium products. Its employees come from many countries, and its operations cover multiple countries and regions. Overall, it is a mid-to-large player in the retail and luxury industry.

• The group’s business covers categories such as jewelry, high-end watches, accessories and writing instruments, and premium leather goods.
• Employees come from more than 134 countries.
• Operations span 36 countries and regions.
• Industry positioning: retail and luxury.
• The group has approximately 4,000 employees.

Core challenges

The group faced multiple pain points in its existing HR systems and processes, including fragmented systems, data fragmentation, insufficient new-hire guidance, difficulty in talent search and pipeline building, and data compliance risks.

• Recruitment, offers, and onboarding were split across multiple systems, forming a “siloed” architecture.
• Chaotic document versions and offline operations led to fragmented data and difficulty in monitoring.
• The first year after onboarding is critical; the first 30 days are seen as the “golden period for retention.”
• Insufficient onboarding guidance can increase attrition, reduce performance, and raise compliance risks.
• Talent search relied on external channels, making match quality and efficiency hard to guarantee.
• Existing systems struggled to meet China PIPL and CBDT compliance requirements.

Solution overview

MoSeeker’s overall solution for the group focuses on three pillars—an integrated digital management platform, an automated onboarding experience, and a curated talent pool—forming a digital capability framework that spans the full recruitment and employment lifecycle.

• Build a three-in-one integrated digital management platform.
• Design a fully automated, end-to-end onboarding experience journey.
• Create a centrally managed curated talent pool for candidates.
• The three solution pillars work together to address system fragmentation and talent pipeline issues.

Building an integrated digital management platform

Based on a three-in-one platform, MoSeeker integrated recruitment, offers, and onboarding processes and connected with the group’s global HRM system. Through steps such as requirements research, development configuration, testing, and training, the team completed data migration and feature optimization.

• The platform launched with end-to-end integration of recruitment, offers, and onboarding.
• It covers key touchpoints from employer branding promotion through onboarding.
• HR can complete online work, collaboration, and management on a single platform.
• Implementation included phases such as requirements research, development configuration, SIT, and UAT.
• Data was migrated losslessly from the legacy system, along with customization of a series of distinctive features.

Key features of the integrated platform

Through document standardization, seamless integration with SAP SuccessFactors, and employee self-service certificate issuance, the new platform reduces process complexity, improves efficiency, and strengthens data compliance.

• Document standardization unifies recruitment and related document templates.
• The number of contract templates was reduced from over a hundred to a small set of standard templates.
• The platform integrates with SAP SuccessFactors to synchronize key information.
• Self-service certificate issuance enables employees to obtain multiple types of certificates online.
• These key features speed up processing while reducing HR workload.

Shaping a bespoke onboarding experience

The automated onboarding solution is built around a long-cycle journey before, during, and after onboarding. Through standardized guidance chains, multi-role collaboration, branded touchpoints, and intelligent monitoring, it delivers a bespoke, emotionally resonant onboarding experience for new employees.

• The onboarding experience covers three stages: pre-onboarding, onboarding, and post-onboarding.
• The service period can extend from several days before onboarding to about one year after onboarding.
• Key information pushes help new employees complete necessary tasks and deepen understanding.
• A customized onboarding guidance chain automatically triggers actions at different milestones.
• A multi-role collaboration mechanism brings in roles such as HR, business managers, mentors, and buddies.
• Branded touchpoints use multimedia content to strengthen employer brand messaging.
• An intelligent monitoring dashboard shows real-time completion of new-hire milestones.

Building a curated talent pool

MoSeeker helped the group build a curated talent pool for unified management of candidate resumes. With overview metrics, multi-dimensional distribution, trend analysis, and a tagging system, it supports high-quality talent screening and accumulation.

• The curated talent pool centrally stores and manages candidate resume information.
• The overview page displays metrics such as total talent volume, new additions, and activity.
• Multi-dimensional distribution covers dimensions such as region, experience, education, and major.
• New talent can be counted by criteria such as time added or talent pool.
• A refined talent tagging system aligns with luxury industry and group business characteristics.

Project results

Through the integrated digital management platform, automated onboarding experience, and curated talent pool, the project achieved comprehensive results in improving operational efficiency, reducing management and compliance risks, strengthening employer branding, and ensuring talent supply.

• The digital platform raised the level of recruitment process digitalization and enabled deep system integration.
• Business processes and operations were simplified, significantly improving operational efficiency.
• Management costs and legal/compliance risks were effectively controlled and reduced.
• Long-term onboarding guidance strengthened new employees’ sense of belonging and identification.
• The curated talent pool shortened hiring cycles and ensured talent supply to support business growth.

More case navigation

The page also guides readers to MoSeeker’s recruitment digitalization upgrade cases at companies such as ALDI, McDonald’s, and Unilever, covering practices like mobile social recruiting, intelligent customer service, and multi-channel integration.

• The ALDI case focuses on a mobile social recruiting solution and talent pool development.
• The upgrade helped improve recruitment operations efficiency and stabilize the talent pipeline.
• The McDonald’s case built a recruitment and employee referral system based on a WeChat Official Account.
• McDonald’s deployed a 24/7 online AI bot to provide guidance and consultation.
• The Unilever case centers on campus recruitment channels and integration between the ATS and internal systems.

Fact index