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The hiring process was outdated and heavily relater to paperwork, phone screening and manual assessment. The challenge now for the organization is to successfully hire 800 employees from 250,000 applicants within 4 to 6 months. Uniliver is regarded as a top player in consumer products market. The brand name Uniliver can be found in more than 190 countries globally. The high technology era requires rapid changing to adapt with dynamic demand from the market. Therefore, Uniliver needs to refresh its talent acquisition strategy to attract talented candidates all over the work, delegating to build a competent millennial workforce. According to Ms. Melissa Gee Kee, Strategy Director to CHRO and Global HR4HR Director, the firm expects that 60 percent of their global workforce will be Millennial in the next two years. With this orientation. Their recruitment strategy need to build an engaging relationship with the young generation through innovative high technology. The transformation began with a highly selective programme call Future Leader. The programme aim at fresh university graduate, who have related experiences or potential to be Uniliver management trainee In order to execute the talent acquisition plan, Uniliver team has partnered with a wide range of solutions to crate a full package mobile phone recruitment process including Hire Vue to entail an engaging and digital candidate experience. State of the art interview will be featured through recorded online video, with the back of high-tech interview assessment technology. The strategic department has to also ensure that their digital process has a very human feel, not an awkward robotic environment. In the end, the result should be more effective at choosing the right candidate than in-person interview. Through the new assessment based on high technology, artificial intelligent was able to cover 80% of the candidate section process, collecting all sources of data from facial expressions, body language and keywords. The machine also calculates the statistics about of successful likelihood of a candidate at Uniliver. The process also requires constant two-way feedback between recruiters and candidates at each stage whether the applicants are qualified for the positions or not. The IT team of Uniliver has worked hard to make the system deployable in over 53 countries, speaking different types of language. They managed to gain over 80% candidate feedback as positive. The process has been regarded as a useful tool to save over 50,000 hours. It is also calculated that the Uniliver team has save over 1 million pounds in 1 year. The campaign has been acknowledged as one of the most effective recruitment campaign, resulting in the larges number and variation of hires. In the past, recruitment was a very manual process, requiring Personal, face-to-face or voice-tovoice interactions. Most of the organizational recruitment budget is spent on displaying ad job in local print newspaper or career fair. However, while technology is playing more and more important role in the recruitment process, the human aspect still be the key factor to determine the outcome of any recruitment campaign. At Faro Recruitment Vietnam, we offer a full package service, guiding you through the best technology in recruitment, while enhancing the insight and knowledge of your company's HR team. Therefore, we will help you to balance between technology and human elements in order to carry out a successful recruitment campaign. Based on the case discuss the following questions: 1. Summarize the scenario ( 6 Marks) 2. Identify The Challenges face by Unilever ( 3 Marks ) 3. Explain the strategies Unilever used to over come them. ( 3 Marks) 4. What were the positive and negative points regarding the strategy adopted by Uniliver.? 3 Marks )