Sean Choi, the Director of HR Strategy and Planning at CJ Corporation, was invited to LinkedIn Talent Connect 2022, a global HR conference held in Los Angeles where professionals, influencers and leaders from world’s top organizations gather to discuss the future of work and talent. This invite-only senior leadership event gives individuals the chance to talk about the challenges they are facing today and prepare for changes to work and organizational culture.
Sean joined as the very first speaker from Korea and sat down with Atul Harkisanka, Head of Growth Markets at LinkedIn, to discuss CJ’s continuous efforts to make digital transformation in its hiring process and why it is a crucial step for the company.
Q. CJ developed a customized recruiting platform by collaborating with LinkedIn last year. What made you make this major decision and why with LinkedIn?
A: In CJ, we understand hiring top talent is the starting point for HR and the core of corporate innovation. CJ consistently looks for areas of improvement to dramatically upgrade our hiring quality and ask how we can support our leaders to make an optimal recruiting decision.
To upgrade our operational efficiency and ultimately pursue excellent talent acquisition, the first step was to develop an integrated digital platform which would enable smoother operation, improved stakeholder management and more positive candidate experience.
In today’s context, it is almost impossible to hire without LinkedIn. LinkedIn is favored among job seekers as they can conveniently apply without going through the hassle of creating their own resumes. CJ and LinkedIn started collaborating from the development of the CJ-customized digital hiring solutions called CJ TAS(Talent Acquisition System). Now with the system, we have digital access to an increased pool of candidates, ten times larger as compared to the non-TAS era.
Q: You probably need to work hard to change management. Are there any difficulties due to the change in the way of working?
A: It is indeed difficult to improve the needs or satisfaction of the stakeholders involved in the recruitment with the system alone. That is why we’ve also had to strengthen the capabilities of recruiters, interviewers and the hiring manager to recruit better talent.
One of our efforts is using the interviewer certification system, in which everyone should undergo mandatory training prior to having the interview in order to better understand what they should ask, how to show respect to candidates and input the results of their interviews.
Q: Digital and People analytics is a hot topic – can you walk us through how CJ is implementing that system?
A: We are now able to answer lots of questions that had been invisible in the past through the tremendous data generated by CJ TAS. The eight-factor framework* allows us to have better visibility on our recruitment engine, including talent supply & demand, channel effectiveness, evaluation & selection, offer competitiveness, onboarding, time to hire and recruiters’ capabilities.
“Thanks to CJ TAS, the talent recruiting process is smoother and more efficient.”
Q: How much is CJ TAS being used in CJ?
A: Currently, all experienced hire recruitment within the group is operated by CJ TAS. About 650 job openings are in operation every day and 90 new candidates apply to CJ every day.
CJ Recruitment Division is continuing its efforts to change its recruitment practices, ways of working and ways of thinking, as well as striving to make the recruitment process more visible and efficient. With such effort, CJ aims to accelerate its global market expansion, make CJ more known to the best talents around the world and continue to offer healthy, joyful and convenient experiences and lifestyles to global consumers.
