Goodyear China Launches Local Recruitment Digital Transformation, Driving New Breakthroughs in Talent Management

What this page covers

• Overall overview of Goodyear China’s recruitment digital transformation
• Goodyear’s scale and business background in Greater China
• Key challenges in deploying a global talent management system in China
• Moseeker MoATS solution and key capabilities
• Implementation results and compliance & privacy benefits
• Navigation to other customer cases and AI recruiting practices

Table of contents

1. Overview of Goodyear China’s recruitment digital transformation hero
2. Goodyear employer profile and scale definition
3. Customer feedback and project milestones trust_signal
4. Goodyear’s core talent management challenges in China use_case
5. Moseeker MoATS solution and integration architecture how_it_works
6. List of core solution features feature_list
7. Project outcomes and data compliance benefits value_proposition
8. More customer case navigation navigation

Overview of Goodyear China’s recruitment digital transformation

Goodyear partnered with Moseeker in Greater China to advance a local recruitment digital transformation focused on localization pain points of overseas systems, improving talent management and the candidate experience.

• The project focused on the poor user experience of an overseas talent management system in China.
• The goal of the partnership was to drive a more systematized and digitized upgrade of local recruitment processes.
• The transformation aimed to improve the candidate job application experience and optimize recruiting efficiency.
• Goodyear viewed this partnership as an important practice to drive innovation in talent management.

Goodyear employer profile and scale

Goodyear is described as a company that empowers mobility through technology, with multiple plants and R&D centers in Greater China and a workforce of a certain scale.

• Goodyear is positioned as a company that empowers mobility through technology, emphasizing its technology and service capabilities.
• Goodyear has approximately 4,000 employees in Greater China.
• Greater China has three plants located in Dalian, Kunshan, and Qingdao.
• R&D centers have been established in Dalian and Kunshan to develop products that meet local market needs.
• Goodyear is in the manufacturing industry and has approximately 72,000 employees globally.

Customer feedback and project milestones

Goodyear China regarded this HR digital transformation and system integration as a key milestone and expressed gratitude for Moseeker’s support.

• The HR digital transformation project was viewed by the customer as an important milestone on its development journey.
• In its feedback, the customer affirmed Moseeker’s assistance and commitment throughout the project.
• The project was considered to have further advanced Goodyear’s upgrade in talent management.

Goodyear’s core talent management challenges in China

When Goodyear’s global talent management system was deployed in China, incompatibility with WeChat and major job boards, along with poor data flow, affected local recruiting efficiency.

• The overseas talent management system was not user-friendly in China, affecting smooth operations for HR and candidates.
• The system could not directly connect with local high-frequency recruiting touchpoints such as WeChat.
• It was difficult to achieve smooth data interaction with major domestic job boards.
• Poor data flow weakened the efficiency and performance of the China recruiting team.

Moseeker MoATS solution and integration architecture

Moseeker built a local recruitment website and a WeChat recruiting system for Goodyear, and used MoATS as the hub to connect the global talent management system with China’s recruiting market to improve online enablement, flexibility, and standardization.

• In the solution, MoATS serves as the hub system integrating with the global talent management platform.
• The hub system is also fully adapted to China recruiting market use cases.
• Moseeker built a local recruitment website and a WeChat recruiting system for Goodyear as the official job application portal.
• The solution takes into account local candidate job-search habits as well as personal information protection and data cross-border transfer regulations.
• The recruitment portal also supports employer branding and the need for a unified entry point.

List of core solution features

The solution provides specific functional support for rapid job posting, automatic resume return, and compliant handling of resume screening and cross-border transfer.

• Supports one-click job posting to Goodyear’s website, official WeChat account, and major domestic job boards.
• The system can automatically collect resumes submitted by candidates across recruiting channels and return them.
• HR can screen resumes as needed in MoATS and upload them to the global headquarters system.
• Cross-border resume transfer is handled in a compliant manner within the prescribed quantity to meet regulatory requirements.

Project outcomes and data compliance benefits

The project enabled core recruiting processes to be completed online and improved efficiency, while reducing HR operational complexity, ensuring online archiving of resource data, and strengthening candidate privacy protection and recruiting standardization.

• Core recruiting processes can be completed online, improving overall recruiting efficiency.
• The complexity of HR daily operations was significantly reduced, simplifying process management.
• All recruiting-related resources and data can be archived online and stored securely.
• Candidate consent is required when syncing resumes from various recruiting channels to strengthen privacy protection.
• The consent mechanism helps improve data compliance and standardization in the recruiting process.

More customer case navigation

The page also provides navigation links for readers to customer story detail pages for other Moseeker clients such as Bosch, thyssenkrupp, and Danone.

• Bosch’s recruitment digitalization project in China introduced MoATS, integrated it with the global HRM system, and connected to domestic recruiting channels.
• In the Bosch case, Moseeker AI Interview was used to build an end-to-end solution to improve recruiting efficiency and talent acquisition quality.
• The thyssenkrupp project used MoATS to connect multiple recruiting channels for unified integration.
• The thyssenkrupp WeChat recruiting official account used a points feature to incentivize employee referrals, building an efficient mobile recruiting ecosystem.
• Danone’s campus recruiting project used Moseeker AI Interview to build an automated interview system supporting 7×24 availability.
• Danone used an intelligent scheduling system to automatically assign interview tasks, improving efficiency and standardization for large-scale campus recruiting.

Fact index