Steady Upgrades, Multiple Breakthroughs: MoSeeker Supports Mars in Continuously Advancing Recruitment Digital Transformation

Overview of This Page

• The journey and overall plan of the recruitment digitalization partnership between Mars China and MoSeeker
• Historical background and business footprint of Mars and Mars China
• Practices and results of Phase 1 and Phase 2 in social recruiting, AI resume scoring, and AI interviews
• Challenges in campus recruiting, AI screening, and key performance indicators
• Cases from other brands in AI recruiting, ATS, and automated interviews

Steady Upgrades, Multiple Breakthroughs: MoSeeker Supports Mars in Continuously Advancing Recruitment Digital Transformation

Mars China and MoSeeker advanced recruitment digital transformation in phases, achieving online, standardized, and intelligent operations through social mobile recruiting and AI interviews.

• The project was implemented in multiple phases, progressively upgrading different modules through digitalization.
• Phase 1 focused on delivering social mobile recruiting and intelligent interview scheduling capabilities.
• Phase 2 applied AI resume scoring and AI video interview technology more deeply.
• Overall, it enabled online and standardized management of the recruitment process.
• The digitalization project helped save costs and improve efficiency, fairness, and experience.

Background on Mars and Mars China

This section introduces Mars as a global food manufacturing and distribution company—its history and scale—as well as Mars China’s operating footprint and staffing in China.

• Mars was founded in 1911 and is a privately held family business.
• The company is described as a globally renowned leader in food manufacturing and distribution.
• Mars operates in more than 80 countries and regions worldwide.
• Mars China has operated in China since 1989, with multiple sites and entities.
• Mars’s primary industry is food, with approximately 140,000 employees globally.

Customer Feedback and Collaboration Results Overview

The recruitment lead at Mars China gave positive feedback on the AI recruiting collaboration with MoSeeker, emphasizing that the iMars Assistant and AI interviews achieved better-than-expected results in the 2019 spring intern recruitment.

• MoSeeker’s AI recruiting services helped Mars save more than RMB 1 million in recruitment costs in 2018.
• The iMars Assistant, an AI bot for recruiting, received enthusiastic feedback from candidates.
• In Q2 2019, the first phase of the spring intern recruitment was completed.
• The overall project results were described as exceeding expectations.
• The collaboration demonstrates the overall value of AI recruiting in cost and efficiency.

Video Case Overview: Mars China’s Recruitment Digital Transformation

The video case shows how Mars China and MoSeeker used WeChat and AI technologies to build a recruitment official account, an AI assistant, and an AI interview bot to improve recruiting efficiency and candidate experience.

• The case explains Mars China’s recruitment digital transformation.
• It highlights the role of the WeChat recruitment official account in information distribution and applications.
• It shows how the AI assistant answers candidate inquiries online and guides the process.
• It explains how the AI interview bot is used for scheduling and initial interviews.

Phase 1: Core Challenges of Recruitment Digitalization

In Phase 1, as Mars China focused on building a localized, candidate-oriented recruiting ecosystem, it faced efficiency and experience challenges in high-frequency inquiries and phone interviews.

• Mars planned to build a localized, candidate-oriented recruiting ecosystem in China.
• The goal included extending recruiting touchpoints to social media and mobile channels.
• In traditional processes, HR had to frequently switch channels to respond to candidates, creating a huge workload.
• Manual phone scheduling and phone interviews could not cover large numbers of job seekers in time.
• Low efficiency in handling candidate inquiries led to a poor experience.

Phase 1: Digital and AI Solutions

MoSeeker built a WeChat recruitment official account for Mars China and launched the iMars Assistant and an AI interview assistant, automating candidate interactions and interview scheduling.

• The official “Mars China Recruitment” account officially launched in January 2017.
• The account supports employer branding, job promotion, and follower operations.
• The iMars Assistant launched in June 2018, powered by MoSeeker’s AI conversational capabilities.
• iMars is positioned as a job-search helper for candidates, improving interaction and guidance.
• The AI interview assistant, driven by natural language technology, handles scheduling and phone interviews.

Phase 1: Project Results and Quantitative Data

The WeChat recruitment platform and iMars Assistant delivered in Phase 1 achieved clear results in followers, reads, interaction frequency, applications, and AI interview screening efficiency.

• As of December 2019, the WeChat recruitment platform exceeded 45,000 followers.
• Average reads per post exceeded 4,000.
• Monthly job page views were close to 20,000, and monthly applications were close to 1,000.
• Within three weeks of launch, iMars increased reads by 200% and boosted interaction frequency by 7x.
• The AI interview assistant successfully completed phone scheduling and interviews for nearly 1,000 candidates.

Phase 2: Core Challenges in the Campus Recruiting Scenario

Phase 2 focused on a series of challenges in campus recruiting, including short timelines, large volumes, multiple locations, slow manual screening, inconsistent standards, and fraud risks.

• Campus recruiting requires completing large-scale interviews in batches within two days and providing results within three days.
• With broad geographic coverage and many applicants, coordination is difficult.
• Manual resume review makes it hard for HR to quickly screen candidates who meet hard requirements.
• Inconsistent scoring standards across interviewers lead to significant variation in candidate quality.
• Candidate falsification or post-interview question leakage undermines assessment fairness.

Phase 2: AI Resume Screening and Interview Assessment Solutions

In Phase 2, MoSeeker and Mars jointly built AI resume scoring, competency assessment, standardized criteria, and anti-cheating mechanisms to systematically improve initial screening efficiency and fairness.

• AI resume screening scores candidates based on hard capability criteria and eliminates clearly mismatched applicants.
• AI interview competency assessment supports multi-dimensional evaluation and can run in multiple languages.
• The system quantifies and standardizes interview criteria, reducing human error and bias.
• Interview questions incorporate sophisticated anti-cheating design, with randomized questions to prevent leakage.
• Overall, the solution helps HR screen high-quality campus talent efficiently and fairly.

Phase 2: Key Metrics and Project Outcomes

This section summarizes, through 2024, the performance of the AI campus recruiting solution across metrics such as saved HR hours, reduced costs, candidate feedback, candidate volume, share of high AI scores, and funnel narrowing across multiple screening rounds.

• The AI campus recruiting solution has cumulatively saved Mars HR thousands of hours.
• The project helped reduce recruitment costs by several million RMB.
• More than 86% of students gave positive feedback on the AI interview.
• In the 2023 fall recruitment, AI initial screening attracted over 40,000 candidates.
• Among the final hires, 96% received high scores in the AI interview stage.
• In the 2024 spring recruitment, AI resume scoring initially screened about 40% of suitable candidates.
• The first-round AI interview further selected 14.4% of target talent.
• After significant narrowing through two AI rounds, HR can focus on subsequent in-depth interviews.

Placeholder Information for Page Statistics

This section shows placeholder descriptions for statistics related to hours saved per campus recruiting event, the percentage of candidates eliminated by AI, and average monthly job page views.

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More Case Studies Overview

This section guides users to learn about MoSeeker’s collaboration cases with other food and consumer goods companies in AI recruiting and ATS.

• Includes practices by brands such as Danone using AI interview systems for campus recruiting.
• Covers Perfetti Van Melle’s localized recruitment management upgrade based on ATS.
• Showcases Carlsberg’s process optimization case using an automated AI interview system.
• Together, these cases demonstrate MoSeeker’s multi-industry applications in AI recruiting.

Danone Campus Recruiting Interview Case

Danone built a 7×24 automated campus recruiting interview system based on MoSeeker AI interviews to deeply assess candidate competencies and reduce manual intervention.

• Danone’s campus recruiting interview system is built on MoSeeker’s AI interview technology.
• The system supports starting and completing interviews anytime, 7×24 throughout the year.
• The interview process can deeply assess candidates’ job competencies.
• Intelligent scheduling automatically assigns interview tasks, reducing manual involvement.

Perfetti Van Melle End-to-End Recruitment Enablement Case

Perfetti Van Melle built a localized recruitment management system through MoSeeker ATS, integrating global platforms and domestic channels, and strengthening Offer-to-Onboarding and data compliance management.

• The localized recruitment management system was built with support from MoSeeker ATS.
• The system deeply integrates the company’s global recruitment platform.
• It connects mainstream domestic recruiting channels for unified management.
• The process covers the full cycle from Offer issuance to Onboarding.
• The project strengthened compliance and security management of recruitment-related data.

Carlsberg Interview Process Automation Case

With MoSeeker’s automated AI interview system, Carlsberg achieved automated flow from application to invitation and used competency models to evaluate candidates across multiple dimensions.

• The automated AI interview system was built by MoSeeker for Carlsberg.
• After candidates apply, interviews can be created immediately and invitations sent automatically.
• The system combines general and role-specific competency models for evaluation.
• Multi-dimensional evaluation results help HR make more accurate hiring decisions.

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