What does the Commissioner for International Trade in Medicine do?

1 A workshop of the company was originally full of staff, and wanted to recruit a few backup personnel to build a talent echelon. The workshop director is a new employee, and repeatedly communicates with the personnel needed in each position, which is equivalent to creating jobs and staffing. Recruited four people for him in succession. One day, there was a serious shortage of staff in the workshop, which led to the urgent goods not being loaded on the car. It turned out that 1 people's feet were scratched that week, and 1 people were scratched by the personal forklift of the workshop director. On that day, the team leader had a normal day off, and the workshop director also asked for personal leave for an employee who got along well with him! However, the newly hired workshop director does not train at all. Although I have repeatedly stressed the need for training, newcomers can't do the job. This is in trouble. The boss directly called the workshop director and gave him a good scolding. The workshop director actually said that I had told the human resources department to recruit people, but they just didn't recruit people. When the boss heard this, he was furious, scolded me for my bad work on the spot and told me to pack up and leave! I looked directly into the eyes of the workshop director, and he avoided my eyes! Although my boss apologized to me later, this incident taught me a deep lesson.

The marketing department wants to recruit a marketing supervisor, who requires an English major of Grade 8, major in international trade, bachelor degree or above, and has more than three years of full-time foreign trade work experience, with a salary of only 2K yuan! The administration department wants to recruit a legal specialist, who requires a legal major, a lawyer's qualification certificate and more than 2 years' experience in company law or large company industry. He can travel for a long time, and his salary is only 2.5K! And its work content is only 1/3, which is related to the law. At other times, it is to get a license and run errands! At that time, I went to recruit foolishly and searched a lot. As a result, I interviewed a lot, but I didn't get it. I was also accused of poor recruitment.

Blast furnace should recruit more than 10 positions within one month, and 29 professional and technical personnel, all of whom need more than 5 years of work experience, with average salary. In a place like Xinjiang, this is simply impossible. Unless the intermediary and headhunter are started, the company will not give this budget. The point is, when I tried my best to screen, search, communicate, interview by phone and discuss salary and benefits, I ended up in the branch office, not sure when to start. I should pause until the stove is on. God, talent is a commodity in the supermarket. Will it always wait for you? In addition, the existing temporary capture resource library has been used, where can I get it separately? Then no one will turn on the stove. Put the blame on the human resources department. Predictably, the human resources department will die and lose tens of thousands of dollars every day! Fine for not opening the furnace150,000!

Protective measures:

1 When submitting the recruitment plan, be sure to communicate with the department head, get approval, and record the communication results. At the same time, you must dynamically grasp the production and operation of the demand unit to prevent passivity.

The recruitment work must be carried out on paper, including the submission of the recruitment plan, the specific requirements of the recruiter, and the use of channels for publishing information (channel analysis, channel selection plan, cost, and channel utility analysis of third-party data testimony-a strong reason to support your choice of this channel. ), candidates who accept the search should cross records, communication memos and written interview comprehensive conclusions. The key is to submit the public records of the above statements, such as OA. Only in this way can we firmly grasp the initiative, especially when dealing with the third situation.

Record the feedback from applicants and negative opinions from demanders' departments, as well as market salary report and regional analysis. These are recruitment measures and important evidence to protect yourself. In this way, if you don't recruit the right people, your responsibility will be reduced.