Assignment 2: Job Description

 Human Resource Specialist

Last Summer, I came back to China and got an internship at Stryker (Suzhou) Medical Technology Co Ltd as a human resource specialist. Stryker is an orthopedic medical technology company and headquartered in Michigan, Suzhou Stryker is one of 14 of their global manufacturing and research bases. The company needs many operators and engineers in the skilled use of precision instruments during the production of orthopedic surgery parts.

Whenever someone mentions human resources, most people think it's a job of recruiting. While, in the traditional concept, the HR (human resource) department plays a behind the scenes role in a company because it doesn’t produce economic benefits directly.  So, recruiting the appropriate staff to meet the company's business future development is one of the most important tasks of the Human Resources Specialist. In addition to recruiting, HR Specialists also need to be responsible for new employee training, payroll management and employee performance management etc. My focus is on the recruitment due to the short-term internship, and the rest of the time will do some internal administrative work.  

There are three categories I need to take responsibilities as an HR Specialist which are:  

· Setting recruiting plan with departments
· Screening resumes 
· Arrange an interview by call and on-site

Setting recruiting plan with departments

Stryker's fiscal year begins in the October months of each year and ends in September of the next year. So, HR will work with every department (such as sales, supply chain, manufacturing and quality assurance department) to set the recruitment plan in the beginning of October. For example, the manufacturing department needs two engineers and eight operators in the next financial year. After we confirm the plan with the director of manufacturing, we report the quota to the Stryker Asia Pacific headquarters for approval. During this period, we started looking for external resources—headhunting, online job site, or internal recommendation to help us complete the upcoming recruitment plan.

Screening resumes

When our declaration is approved by Stryker Asia Pacific headquarters, we start recruiting. First, I will post the recruitment information online, then receive the resumes from the mailbox, or from the headhunter. Finally, I am responsible for selecting eligible applicants according to the basic requirements of the employing department, such as educational background, language skills, professional skills etc.

Arrange an interview by call and on-site

After the screening of the resume, I will call candidates for a first-round telephone interview. In this step, I'm going to ask the candidate about the Gallup personality test which the company provided in order to initially examine whether the applicant fits Stryker's corporate culture. This is a very interesting interview process, but I think it is not fair.

Before the interview

After the telephone interview, the HR department will be screening the resumes again and arrange on-site interviews. I email the candidates noted and detail the information:
 -Interview time 
- Company’s Address 
-Position 
-Another consideration (Tell the interviewer about the estimate total interview time, relative personal material need to carry) 
I then send candidates' resumes to the interviewer for preview.

During the interview

In the first round of interviews, my supervisor and I will have a brief conversation with the interviewee, informing the interviewee them of the about our interview process of the interview. In this step, my responsibility is as follows:

- Ask the interviewee to fill in the information
- Introducing the interview process 
- Describing the company benefits, such as free breakfast and lunch provided, paid vacation days etc.

Frankly speaking, during the interview, I have met some arrogant interviewers. They show their impatience maybe they believed I am young and inexperienced and do not know about engineering. But, when the engineer come to interview them, they will show their polite and take every question seriously that engineers ask them. In general, for such an interviewer would not be hired unless he or she is indeed a rare talent.

After the interview

In this step, I email the interviewee to tell them the exact time of the results of the first round of interviews. If they passed, we will arrange next round on site interview with senior staff; if they failed, we terminate the interview and would not give notice anymore.