Staffing Interview

To get a better understanding of the real activities and responsibilities of a Staffing Professional, I contacted and interviewed Mr. Weicheng Sun, the HR Recruiter of Nanjing DIAN Medical Laboratory which is the affiliate of Zhejiang DIAN Diagnostics Co., Ltd, China (hereafter referred to as DIAN). I choose this organization as my study subject because I worked as an HR Generalist there for one year. I'm very familiar with the staff, facility, organization structure, policies and procedures. More importantly, one of my job duties in DIAN was assisting with recruitment, including posting recruiting ads, pre-screening resumes, informing candidates and arranging interviews. I greatly appreciate Sun's support for my interview and study. I emailed Sun the invitation letter and interview synopsis in advance. Then we conducted the interview through Skype.

Introduction

Nanjing DIAN Medical Laboratory was founded in 2007 to be an independent third-party medical diagnostic service institution with the diagnostic service outsourcing as its core business with over 350 full-time employees. The Human Resource Department of DIAN is composed of 6 positions, one HR Manager who is reported to Vice-President directly and five HR Generalists who are responsible for general duties, labor relation, recruitment, compensation&benefits and training respectively.

As the HR Recruiter, Sun's major job duties are around executing staffing plans, beginning with screening applicants and interviewing potential hires, followed by making selection, conducting reference checks and negotiating contracts, cultivating relationships with industry professionals, and networking with college placement officers. As Sun said: daily recruiting work were little and repeated, however people who truly love this job still got satisfaction form knowing and evaluating so many different kinds of applicants every day.

Interview Results

I structured my 15 interview questions basically following all topics form our Staffing course and my concerns about daily challenges, staffing trends, and the difference of staffing activities between China and United States.

 Staffing Plan

Annual Staffing Plan is always developed at the end of last year. Management allocates a labor cost budget based on the previous year sales performance and profits for HR Department. HR Manager consults and negotiates with every employing departments to draft staffing objectives which require the establishment for quantitative and qualitative targets according to the forecasting of workload and workforce availabilities. Sun needs to allocate specific recruiting objectives and activities into every months according to seasonal characteristics in the labor market. Also, Sun needs to update DIAN Job Description Booklet before every recruitment season. He modifies the