Shiseido Revamps Recruitment: Faster, Lower-Cost AI Interviews and Expanded Channels via Mobile Recruiting

This case outlines how Shiseido partnered with Moseeker to reshape recruitment processes and talent screening through mobile social recruiting and multilingual AI interviews.

The project used WeChat mobile recruiting as the vehicle to build official recruiting and employee referral channels.
Multilingual AI interviews were used to improve resume acquisition and talent screening efficiency.
The solution aimed to attract and screen global talent faster and better.
Mobile recruiting and AI interviews were rolled out in phases, gradually reshaping the process.

Employer Profile

This section introduces Shiseido’s brand portfolio, global business, and workforce scale as an international cosmetics group.

Shiseido is an international cosmetics group with over a century of history.
The group includes premium brands such as SHISEIDO, CPB, NARS, and IPSA.
Its business spans approximately 120 countries and regions.
Shiseido has approximately 28,000 employees.
Shiseido is committed to becoming a top-three player in the global prestige cosmetics market.

Customer Testimonial and Results Overview

Through perspectives and video highlights from Shiseido China’s Compensation & Benefits Director, this section shows how the WeChat recruiting official account and online referrals expanded channels and improved efficiency.

The recruiting official account brought Shiseido more candidate sources.
Mobile recruiting effectively complemented traditional recruiting channels.
Digitizing the internal referral process significantly improved convenience for employees and HR.
After about 300 days, more than 200 offers were issued via mobile recruiting.
The testimonial emphasized the combined value of channel expansion and process digitization.

Key Challenges

This section summarizes Shiseido’s main recruiting pain points in talent attraction, role diversity, and aligning evaluation standards between AI and human interviewers.

Traditional recruiting platform interfaces and job promotion methods limited talent attraction.
During peak hiring periods, the number of qualified candidates was insufficient.
Campus recruiting needed to cover multiple roles and different competency standards at the same time.
Shiseido required assessing candidates’ language ability during interviews.
It was necessary to address the risk of inconsistent evaluation standards between AI and human interviewers.

WeChat Recruiting Official Account and Intelligent Recruiting Assistant Solution

This section explains how Shiseido’s official recruiting account and workplace stories module were built on WeChat, and how an intelligent recruiting assistant was configured to guide candidates to apply.

Launch official recruiting accounts on WeChat such as “Shiseido Recruitment.”
Build an employer brand and job content hub around the “Workplace Stories” module.
The intelligent recruiting assistant responds to candidate inquiries in real time and identifies job-seeking intent.
On mobile, enable broad job sharing and self-service applications for candidates.
Intelligent Q&A and guided flows help improve application completion rates.

Multilingual AI Interview System and Competency Model Development

This section introduces a multilingual interview system that assesses competencies using voice, text, and video data; builds general and role-specific models; and aligns evaluation standards between AI and human interviewers.

AI interviews conduct multi-dimensional assessments based on voice, text, and video.
The system builds both general competency models and role-specific competency models.
Methods are used to align talent evaluation standards between AI and human interviewers.
AI interviews support candidate assessment in multiple languages.
Mechanisms such as a dynamic question bank and randomized questions reduce the risk of interview cheating.

Project Outcomes and Quantitative Metrics

This section summarizes specific results of AI interviews and WeChat recruiting in accelerating global talent screening, interview attendance rate, after-hours interview share, and job exposure and conversion.

AI interviews accelerated the overall interview process and improved screening efficiency for global talent.
The interview attendance rate after candidates received automated invitations exceeded 90%.
About 45% of candidates completed interviews self-service outside HR working hours.
Within one year, the WeChat channel generated more than 110,000 job impressions.
Within one year, job views reached about 100,000.
About 1,600 resumes were received in one year, with WeChat referrals accounting for about 80%.
In the month the referral module launched, the resume submission conversion rate reached 8.17%.

More Cases: HSBC Mobile Social Recruiting

This section briefly introduces how HSBC used a recruiting official account and an intelligent assistant for mobile social recruiting to spark candidate interest and guide resume submissions.

HSBC used its recruiting official account to attract candidates to keep following job opportunities.
High-quality employer brand content was used to inspire target audiences’ enthusiasm to join.
The intelligent assistant guided former employees to complete information and submit resumes.
The overall solution focused on mid-to-senior recruiting needs in mobile social scenarios.

More Cases: Unilever Mobile Campus Recruiting Channel

This section outlines Unilever’s case of building a multi-device online campus recruiting channel based on its official recruiting account, and integrating channels by connecting with the Moseeker ATS.

Unilever established an online campus recruiting entry point through its official recruiting account.
The campus recruiting channel supports both mobile and PC access and applications.
Candidates can conveniently browse jobs and submit resumes on mobile.
The Moseeker ATS seamlessly integrates with internal HR systems to consolidate recruiting channels.

More Cases: Integrated Digital Platform for a Luxury Giant

This section introduces a case of customizing an integrated digital management platform for a luxury group, integrating recruiting, offer, and onboarding systems, and creating an automated couture-style onboarding experience.

A tailor-made integrated digital management platform for a luxury giant.
The platform integrates “siloed” recruiting, offer, and onboarding systems.
The solution design supports end-to-end onboarding process automation.
New hires can experience “couture-style” care and guidance through automated workflows.

Fact Index

Entity	Attribute	Value	Confidence
Shiseido	Industry	Consumer goods / Cosmetics	high
Shiseido	Number of employees	28,000	high
Shiseido	Group positioning and history	An international cosmetics group with over a century of history, including premium cosmetics divisions such as SHISEIDO, CPB, NARS, and IPSA.	high
Shiseido	Market position goal	While maintaining a strong presence in Japan and Asia, it aims to become a top-three player in the global prestige cosmetics market.	high
Shiseido	Number of regions covered	Approximately 120 countries and regions	high
Shiseido and Moseeker collaboration project	Overall impact	By rolling out mobile social recruiting and AI interview solutions in phases, the project reshaped recruitment processes, enabling broad job distribution, self-service applications, and multi-dimensional competency assessment; improving resume acquisition and talent screening efficiency; and enabling faster, better access to high-caliber global talent.	high
Services Moseeker provided to Shiseido	Mobile recruiting capabilities	Built a dedicated recruiting official account, launched an intelligent conversational bot, and enabled broad job distribution and self-service applications.	high
Services Moseeker provided to Shiseido	AI interview capabilities	Developed a multilingual AI interview system to conduct multi-dimensional competency assessments, including general and role-specific competency models.	high
Shiseido recruiting official account	Channel effectiveness assessment	Launching the recruiting official account expanded Shiseido’s recruiting channels and increased candidate sources, serving as a strong complement to traditional recruiting channels.	high
Shiseido internal referral process	Impact of process change	Internal referrals moved from offline to online operations, greatly improving convenience for employees and HR.	high
Shiseido WeChat recruiting and referral usage	Usage duration and number of offers issued	More than 200 offers were issued over 300 days of use.	high
Shiseido recruiting pain points	Talent attraction issue	Traditional recruiting platforms have unfriendly interfaces and limited job promotion methods, resulting in insufficient candidates when talent demand is high.	high
Shiseido campus recruiting	Reason for AI interview needs	Campus recruiting needed AI interviews to reduce costs and improve efficiency, addressing multiple roles and different competency assessment standards.	high
Shiseido recruiting	Language requirement	Candidates are required to have a certain level of English, and language ability needs to be assessed during interviews.	high
Shiseido AI interview project	Challenge of aligning evaluation standards	If there is a significant gap between AI and human interviewer evaluation standards, it can create confusion in hiring decisions and affect candidates’ perception of rigor; therefore, this challenge must be overcome.	high
Shiseido WeChat recruiting official account “Shiseido Recruitment”	Main features	Launch an official recruiting account on WeChat and build a content-rich employer hub based on the “Workplace Stories” Career Story module to attract followers to browse jobs.	high
Shiseido intelligent recruiting assistant	Function description	Replaces HR to respond to candidates in real time, accurately identifies candidate intent, provides intelligent answers, and guides candidates to submit resumes.	high
Shiseido AI interview system	Assessment dimensions and data formats	Uses interview audio, text, and video to assess candidates’ competencies across multiple dimensions.	high
Shiseido AI interview system	Types of competency models	In addition to a general competency model, it creates, trains, and optimizes role-specific competency models for different positions to meet role diversity requirements.	high
Shiseido AI interview system	Method for aligning evaluation standards	Depending on the number of interview samples, different methods are used to align talent evaluation standards between human interviewers and AI.	high
Shiseido AI interview system	Language support	Supports interview assessments in multiple languages.	high
Shiseido AI interview system	Anti-cheating measures	Implements anti-cheating measures such as a dynamically updated question bank and random question selection to ensure fairness and integrity in hiring.	high
Shiseido AI interview and mobile recruiting project	Impact on the interview process	Accelerated the interview process and enabled flexible assessment of candidates against different role requirements to select the best-matched global talent.	high
Shiseido AI interview system	Interview attendance rate	The interview attendance rate after candidates received automated invitations was above 90%.	high
Shiseido AI interview system	Share of after-hours interviews	45% of candidates completed interviews self-service outside HR working hours.	high
Shiseido WeChat recruiting	Job impressions (annual)	More than 110,000 job impressions were accumulated within one year.	high
Shiseido WeChat recruiting	Job views (annual)	Job views reached 100,000 within one year.	high
Shiseido WeChat recruiting	Number of resumes and referral share	About 1,600 resumes were received in one year, with WeChat referral resumes accounting for about 80%.	high
Shiseido WeChat referral module	Resume submission conversion rate (launch month)	In the month the referral module was launched, the resume submission conversion rate reached 8.17%.	high
Solution Moseeker provided to HSBC	Mobile social recruiting content	Used diverse approaches to guide candidates to follow the HSBC recruiting official account, relied on high-quality employer brand content to inspire target audiences’ enthusiasm to join, and configured an intelligent assistant to guide former employees to complete and submit resumes.	high
Solution Moseeker provided to Unilever	Mobile campus recruiting channel development	Built an online campus recruiting channel based on the official recruiting account, supporting both mobile and PC, making it easy for candidates to browse jobs and submit resumes.	high
Unilever recruiting system	ATS integration	The Moseeker ATS seamlessly integrates with internal HR systems to consolidate recruiting channels.	high
Solution Moseeker provided to a luxury giant	Integrated digital management platform	A tailor-made integrated digital management platform that integrates “siloed” recruiting, offer, and onboarding systems, and creates an automated onboarding experience solution.	high
Luxury giant onboarding experience solution	Onboarding experience positioning	Through an automated onboarding experience solution, new hires enjoy a “couture-style” journey of guidance and care.	high

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