Most job applicants are familiar with stories about the filters and bots that ruthlessly screen them before any human reviews their application. AI seems to have only exacerbated the problem, creating what some call “human search engine optimization”—a discouraging focus on keywords over qualifications. Fortunately, there’s a better way forward. HR leaders can take steps to prioritize human insight over automation, building stronger, more adaptable teams as a result.
With a decade of HR experience across domestic and international markets, Yunan Weng, Chief Human Resources Officer at Yanwen Express, offers HR leaders practical strategies for sustainable talent acquisition, equitable hiring, and building resilience in their organizations. Her approach, honed through high-growth roles at companies like Born to Learn and major international projects with UPMC China, shows how the HR organization can create impactful, future-ready workforces by moving beyond applicant screening.
Bringing Back Human Insight in Talent Acquisition
While technology can streamline recruitment, Weng stresses the importance of balancing HR tools with intuition and a nuanced understanding of the job market. “We all want to engage with only the most qualified individuals from the start,” she says, “but relying too heavily on automation can mean missing out on promising, new talent. Don’t assume that tech-sector hiring practices can be effective everywhere.”
In her role at Born to Learn, a digital education platform, Weng helped triple the company’s size over three years by developing recruitment pathways focused on careful, hands-on screening. Reflecting on this experience, she offers a structured approach to recruitment, particularly when scaling is a priority:
- Demand analysis:Begin with a comprehensive analysis of the company’s goals, organizational structure, and growth trajectory. “Understanding Born to Learn’s scalability targets was the first step behind determining our recruitment needs,” Weng explains, noting how planning can prevent reactive hiring.
- Targeted recruitment for specialization, hands-on for the rest:High-demand technical roles benefit from data-driven strategies to identify critical skills and certifications. But for other roles, Weng advises, “Take the time to understand applicants while the company is still small. Effort spent early on can build a much stronger foundation for the company.”
- Incentivizing talent:While often treated as a follow-up, competitive salary and benefits packages are essential for attracting skilled professionals and opening up the funnel. Weng’s emphasis on market-informed compensation structures helped Born to Learn become a top choice for talent, earning the company the 2018 Best Employer Award from Lagou.com.
Expanding Access to Global Talent
Broadening recruitment beyond established tech hubs and metro areas can expedite company growth while addressing regional and global workforce disparities. Weng advocates expanding recruitment to reach talent from diverse locations—a strategy informed by her experiences in nationwide and international HR roles.
“Expanding access to new talent pools acts as its own kind of filter,” she explains. “International candidates bring a readiness to work across borders and resilience to different working conditions, which can be an asset in many industries.” At UPMC China, Weng recruited over 200 healthcare professionals from around the world to support the UPMC Wanda International Hospital project, one of the premier general hospitals in China independently operated by a U.S.-based medical center.
For HR leaders seeking to expand access to diverse talent, Weng recommends:
- Global recruitment campaigns:Focus recruitment efforts on reaching professionals worldwide, not just local candidates. Weng’s strategies at UPMC China helped introduce a multinational pool of experts with essential healthcare skills critical to the hospital’s success.
- Flexible work options and contingencies:Offering remote or hybrid work arrangements makes it easier to recruit talent from different regions and time zones. This flexibility proved invaluable during global lockdowns, allowing Weng’s team of critical medical hires to work effectively despite travel restrictions.
- Community partnerships:Collaborating with local schools and training programs builds a sustainable talent pipeline. ” Connecting with local institutions helped us identify competitive candidates early in their careers who were eager to learn and grow,” she notes.
Building Resilience Through Workforce Development
Workforce resilience has become a critical focus in industries like logistics and healthcare, where recent history has shown the ability to adapt to global events quickly is essential. Weng’s HR strategy emphasizes continuous skill development and cross-functional training, helping employees stay prepared for evolving challenges.
“Resilience shouldn’t be reactionary,” she explains. “Implementing resilient practices early on allows teams to adapt smoothly when needed.” This proactive approach has shaped her career, from her work at UPMC China, where she built a cross-cultural team for a major healthcare project, to her current role at Yanwen Express, where she supports a nationwide network for last-mile delivery in the U.S.
Weng’s strategies for fostering workforce resilience include:
- Adopting a global culture:“As remote and distributed teams have become the norm, we need to cultivate an international mindset within any organization.” Her experience managing both U.S.-based and Chinese teams at UPMC China underscored the importance of cross-cultural understanding and adaptable management practices.
- Continuous learning & upskilling:Regular training in emerging technologies keeps employees engaged and prevents skills gaps. “Almost every role involves some level of technology integration,” says Ms. Weng. “Keeping skills current helps employees feel confident rather than discouraged by new developments.”
- Cross-functional training:Encouraging employees to gain experience across departments fosters adaptability and a broader understanding of company goals and processes.
HR’s Role in Shaping the Future Workforce
For Yunan Weng, HR shouldn’t be about gatekeeping. “We provide the building blocks for our companies. We want an adaptable, future-focused workforce that aligns with both the company’s and broader economic goals.” By emphasizing sustainable talent acquisition, access to global talent, and continuous workforce development, Weng and other HR leaders are laying the foundation for long-term success and adaptability, moving beyond the limits of automated applicant screening and filters.