PVM Builds a New Recruitment Engine, Closely Connecting Global and Local China Operations

Overview of What This Page Covers

• PVM’s overall approach and goals for building a localized recruitment engine in China
• Company profile and PVM’s business and recruitment scale in China
• Localization and experience challenges when deploying global HCM in China
• Qianxun ATS localized solution and how it integrates with global HCM
• Results achieved after go-live in process digitization and cross-department collaboration
• Overview of other customer cases and further reading paths
• Case summary of AI recruiting and interviewing at Mars, Danone, and Carlsberg

PVM Builds a New Recruitment Engine, Closely Connecting Global and Local China Operations

In China, PVM built a localized recruitment management system based on Qianxun ATS and deeply integrated it with its global HCM to address “localization mismatch” and improve recruitment efficiency.

• PVM deployed a localized recruitment platform in China based on Qianxun ATS.
• The new system established deep data integration with PVM’s global HCM platform.
• The project aimed to resolve the “localization mismatch” of the global system in China.
• The localized recruitment engine was designed to systematically improve recruitment efficiency and experience.

Employer Profile

This section introduces basic information about PVM, including its industry, global and China business footprint, well-known brands, and its employee and recruitment scale.

• PVM operates in the food industry, focusing on confectionery and chewing gum.
• PVM is one of the world’s largest producers and sellers of confectionery and chewing gum.
• Its products are sold in more than 150 countries worldwide.
• PVM has a large global workforce and a sizable team in China.
• PVM hires several hundred people each year in China.

Key Challenges

This section explains the localization issues PVM encountered when deploying a unified global HCM in China, including channel integration, candidate experience, and reliance on offline processes.

• Due to differences in ecosystem, operating model, and regulation, the global HCM experienced “localization mismatch” in China.
• Both HR users and candidates had a poor user experience.
• The system could not connect to major domestic job boards or publish and sync jobs via WeChat.
• Candidates experienced slow loading of recruitment pages, affecting the job-seeking experience and employer brand.
• Recruitment in China long relied on offline and manual processes, resulting in slow and inefficient operations.

Solution

This section describes how Qianxun built a localized recruitment management system for PVM based on its ATS, and integrated it with the global HCM, recruitment channels, Offer and Onboarding processes, and data compliance solutions.

• Qianxun ATS served as the foundational platform to build a localized recruitment management system for PVM.
• The new system is deeply integrated with PVM’s global HCM, enabling data flow and collaboration.
• The system connects with domestic job boards and WeChat to sync job postings and collect resumes.
• Offer and Onboarding processes are linked within the system to support cross-department collaboration.
• A compliance solution for channel resume data was designed to ensure lawful information processing and cross-border transfer.
• An English version is provided to facilitate use by international partners such as overseas headhunters.

Project Outcomes

This section summarizes the results after the localized recruitment system went live, including end-to-end online management, the share of processes digitized, cross-department collaboration, and support for overseas headhunters.

• HR can manage all recruitment stages end-to-end online in the system, including job posting.
• At least 75% of offline recruitment processes were migrated to the online system.
• As a middle platform, the system enables close multi-department collaboration and smooth data flow.
• Offer and Onboarding-related work is handled more efficiently in a centralized way.
• An English system is provided to support overseas headhunters, enabling alignment with global recruitment.
• The system meets compliance requirements under China’s personal information protection policies and regulations.

More Case Studies at a Glance

This section guides readers to explore more Qianxun customer cases, including Mars, Danone, and Carlsberg’s practices in recruitment and AI interviewing.

• The Mars campus recruitment case focuses on large-scale online applications and optimization of the initial interview process.
• The Danone case demonstrates automated use of an AI interview system in campus recruitment.
• The Carlsberg case presents a closed-loop AI interview process from application to assessment.
• Readers can follow the relevant links to view detailed introductions to each case.

Mars Large-Scale Campus Recruitment Interview Case Overview

This section briefly introduces a case in which Mars partnered with Qianxun to build an automated and intelligent recruitment workflow for large-scale campus hiring, optimizing the online application and initial interview cycle and reducing operating costs.

• Qianxun’s solution supports Mars’s large-scale campus recruitment projects each year.
• The system helps handle online applications and initial interviews for tens of thousands of candidates.
• Automation and intelligent design shorten the online application and initial interview cycle.
• The overall solution aims to reduce the operating costs of campus recruitment.

Danone Campus Recruitment AI Interview Case Overview

This section outlines Danone’s use of Qianxun’s AI interview system in campus recruitment, enabling 24/7 on-demand interviews and intelligent scheduling to reduce manual intervention.

• Qianxun built an AI interview system for Danone’s campus recruitment.
• The system supports 24/7 on-demand interviews, improving scheduling flexibility.
• Intelligent scheduling automatically assigns interview tasks, reducing manual intervention.
• The system can scientifically assess candidate competencies across multiple dimensions.

Carlsberg Interview Process Automation Case Overview

This section describes how Carlsberg used Qianxun’s automated AI interview system to connect steps from application to invitation and multi-dimensional assessment, achieving an automated closed-loop interview process.

• Qianxun built an automated AI interview system for Carlsberg to optimize the process.
• After candidates apply, interviews can be created immediately and invitations sent automatically.
• The system uses general and role-specific competency models for multi-dimensional assessment.
• Overall, the interview process from application to assessment is managed as an automated closed loop.

Fact Index