Indutry: Finance, Insurance
Region: Greater China
Project timeline: 2018 -Now
Metropolitan Life Insurance Company, known as MetLife, is one of the leading forerunners in the financial industry. The massive and diverse business portfolio, from traditional insurance to annuities, employee benefits, and asset management, helping its individual and institutional customers. Founded in 1868, such a well-established company keeps creating the best-service and expands its business footprints deeply embedded in more than 40 markets globally. However, with this rapid expansion unprecedentedly, especially in the Greater China Region, it is unavoidable to face some consequent talent recruiting management issues.
MetLife has launched Reshaping MetLife’s Recruitment project in 2011 to further facilitate their recruitment process in the Great China region.
The rapid development of digitalization has dominated the industry service. That being said, manual work in the HR industry has knowingly been highly time-consuming and inefficient. Consequently, countless unpredictable factors were impacting employee’s efficiency and productivity due to repetitive, disconnected and heavy procedures.
In early 2011, MetLife had a series of hiring difficulties that led to crippling recruiting performances due to the outdated systems and a complex internal hierarchy. Simultaneously, both these tangible and intangible disadvantages directly influenced the HR department
Headcount approval process was managed offline, the cross-department communication and cooperation was time-consuming and inefficient.
Repetitive manual work required for the job posting on local job boards (e.g. 51Job, Zhaopin).
HQ had neither clarity nor visibility on recruiters’ KPIs
Lack of a centralized and internal talent pool for recruiters to manage and reuse their talent resources.
The resolution for Metlife was to completely reshape their recruitment structure, from an old-school manual process to an automatic stage, adapting to the era of digitalization. Stepping out of the long-lasting hiring approach to the innovated path requires courage and tenacity, even for a well-established company. Nonetheless, standing out from the comfort zone was not meaningless and achieved extraordinary outcomes. And has certainly contributed to build the foundation for winning this 2020 Talent Acquisition Best Practice Award.
In order to solve the everlasting problems, the goal for this project aims at the following aspects:
Implemented in 14 China Entities (Local Offices) , empowering more than 20 HR users and 150 Hiring Managers
The 2020 Talent Management Best Practice Awards Ceremony was held at the Ritz-Carlton, Shanghai, which aims at promoting the development and transformation of talent management. The ceremony was hosted by representatives from aTalent, Cornerstone OnDemand, Saba, HRFlag, and emLyon Business School.
The 2020 Talent Acquisition Best Practice Award recognizes the winning companies’ outstanding performance in the recruitment process. In the fierce competition for talents, enterprises need to adjust their talent recruitment strategies based on the era’s evolution. The award was announced and presented by Mr. Kevin Xia, Vice President of aTalent.