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Recruitment process outsourcing (RPO) shores up staffing needs

It is estimated that 85 percent of all U.S. companies outsource some of their human resources functions, most notably those dealing with employee recruitment, called recruitment process outsourcing (RPO).

Can human resources outsourcing (HRO) and its more specialized technique of recruitment process outsourcing (RPO) be of use here in Gwinnett? Absolutely. Experts say it’s the way of the future, and if you’re not on board with it now, you should be.

HR outsourcing allows companies to focus on their particular areas of expertise and their bottom line while relying on HRO specialists to take care of some or all of the functions of the company’s HR needs, without the necessity of having an on-site HR staff within the company.

Employee benefits, hiring, training, administration, payroll and even total on-boarding of new hires can be monitored by HROs. Business owners need no longer worry about open enrollment periods or benefits paperwork when they have off-site specialists to do this job for them. Employees need only call an 800 number or visit the appropriate HRO Web site to answer questions they may have. While this may be tough to get used to at first, most employees grow to love the service.

One of the fastest-growing sectors of HRO is recruitment process outsourcing (RPO), where specifically only the hiring and other recruitment processes for a company are outsourced to an RPO specialist. What makes RPO different from an executive recruitment firm? A few key functions:

First, typically (but not always) RPO recruiting is for a temporary (long or short-term) job situation. Basically, it’s a “pay as you go” service, thereby allowing for cost benefits to the employer. In a seasonal business, for example, RPO can obtain the qualified talent you need for the time you need it.

Next, RPO is a measurable, or scalable, process. An updated version of employee leasing, an RPO specialist acts as a partner in the growth of a company’s bottom line. All recruiting, training and paperwork for the company’s RPO hires are handled off-site by the RPO provider. The RPO model is methodologically modeled to be scalable. In the event of a sudden need for talent, say a company is launching a new product, or a company is opening a new division, or the company performs seasonally, the formula for talent created by the RPO specialist is scalable to all potential hires of the client’s company. Fifty qualified people can be hired as easily as five, all in a remarkably quick time table. RPO providers have talent from which they can draw in a short amount of time. Speed is of the essence.

Naturally, RPO rules out C-level or Board-level hires, and even most executive hires as well. Again, the HR function of recruiting, or an RPO solution, is an extension of the company for which it is being utilized, handling administrative tasks and on-boarding. As you can see, this is not the same as an executive recruitment agency, although some recruiters are currently implementing RPO models themselves.

Bear in mind, RPO is not for broken companies. It cannot act in the manner of glue or tape to mend a cracked system. Since the hires are technically under the employ of the HR outsourcer, their loyalty lies with the person who signs their paycheck and this is not you. Sometimes it may be best to call in a business consultant or even an executive recruiter and see whether a new permanent position needs to be created within your company. Generally, however, with the economy running hot, businesses are staffing up. RPO may be your answer if your employee needs are of an urgent, perhaps temporary or seasonal, mid-level nature.

Operation Manager

Company introduction:
A global leader in vehicle system solutions are endeavour to do the service for the construction, agricultural, industrial, marine and specialty industries. The client is the one who set the standard in design and quality across the globe. Their research and development is dynamic and far-reaching, our engineering precise, our creativity unlimited. They are growing, penetrating emerging markets, and constantly in pursuit of innovation that will improve, shape, and define the future of the global vehicle industry. With the development of their manufactory site in Shanghai, they are looking for talents to join their company.

Responsibilities:
1.Responsible for all aspects of the Shanghai Manufacturing Operation through the functional managers including:
2.The safe day to day running of the manufacturing operation including scheduling production, procurement of parts and materials and the assembly and dispatch of finished goods.
3.The application and management of continuous improvement techniques to ensure the achievement of product quality targets ensuring that the business achieves the planned growth in factory size and production volumes. It is envisaged that turnover will be trebled within the next 24 to 36 months.
4.The development and growth of an Engineering Design & Development section to support and sustain the anticipated business growth in this sector.
5.The effective control of all costs involved in the processes of the Shanghai Operation, the objective being to establish challenging targets and then exceed them.
6.The recruitment, training and development of employees into approved budgeted positions, ensuring that employees receive ongoing training and feedback on performance so that they have the skills and knowledge to complete their tasks safely, timely and to the quality standard required.
7.The production of statistical analysis and managerial reports reflecting the Key Performance Indicators of the business.
8.The job holder will be considered a key member of the Senior Executive Team in Shanghai and will be expected to contribute to the development of the overall business plan.

Requirements:
1.Bachelor degree majored in Mechanical, Engineering or relevant, and MBA is preferred;
2.At least 8 to 10 years of manufacturing experience including minimum 5 years in managerial position in foreign manufacturing company;
3.Professional leadership, teamwork and good communication skills;
4.Strong analytical, organizational and planning skill required;
5.have a strong financial awareness, will be computer literate with experience in Microsoft Word, Excel and Powerpoint and well developed presentation skills.
6.An awareness of the Technical requirements of Construction /Agricultural / Truck seating will be a distinct advantage.
7.Good command of English both spoken and written;
8.Strong leadership and inter-personal skills with ability to work through all levels of organization, internal and external.
9.Be able to work under pressure, self-motivated and have positive attitude as well as good team spirit.
10.Strong sense of responsibility, highly initiative and flexible, mature, independent, good interpersonal and communication skills

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_00sh@dacare.com’

Ten Job Hunting Myths

The job market is improving. A recent study from the National Association of Colleges and Employers found that employers plan to hire 13% more new college grads this year than last year ¡ª with business, engineering and computer fields taking top priority.

That¡¯s good news if you or someone you know is preparing to make the move from library stacks to a corporate cubicle. But it doesn¡¯t mean the perfect job will just fall in your lap. And misconceptions about job hunting, the working world and the entry-level employee¡¯s role can easily bog down a young professional¡¯s progress.

Improve your chances of finding your dream job. Don¡¯t get sucked into these ten common job-hunting myths:

1 | Finding a job after college will be quick and easy

Although the job market for this year¡¯s college grads looks rosier than last year, don¡¯t expect the job offers to come rolling in. Finding work may be a cinch for a select few, but for the vast majority, it will still take serious effort.

The length of your hunt will depend on a variety of factors, including:

* The job market

* Your location

* Your qualifications

* The amount of time you dedicate to your search

* Your interviewing skills

* The types of resources you use to find job openings

If it takes a while, don¡¯t get discouraged. The average job search lasts four months, according to outplacement firm Challenger, Gray and Christmas. To make ends meet in the meantime, you may have to take a less glamorous (and lower-paying) gig. A few of my friends have worked in call centers, flipped burgers or cleaned toilets for a couple months after graduation ¡ª just until they landed a job where they could use their degree.

2 | The Internet is the best place to look for a job

¡°One of the most prevalent misconceptions in job hunting is that job hunting on the Web is some magic elixir that will result in employers lining up to interview you,¡± says Randall Hansen, associate professor of marketing at Stetson University and publisher of Quintessential Careers.

While the Internet should probably make up one component of your search, says Hansen, it shouldn¡¯t be your only strategy. Only about 15% to 20% of all job openings are ever publicly advertised in any medium, and only about 5% of job seekers end up getting jobs through ads, Hansen says.

How does everyone else do it? Word of mouth.

¡°Networking is by far the most effective job-search tool you can use,¡± Hansen says. When you¡¯re first starting out, you probably don¡¯t know many people in your field that can help in your job hunt, so this can present a challenge. But there are plenty of ways beginners can plug into the grapevine:

* Check out the resources offered by your college alumni association.

* Join a professional organization or club.

* Subscribe to a trade magazine.

* Consider getting an internship.

* Find online discussion groups for your industry though groups.google.com.

* Set up informational interviews with experts in your field

* Keep in touch with college acquaintances in your major, especially those who may have graduated before you.

The Internet may not be a total bust ¡ª I found my first job out of college through an online journalism job board. But taking the time to weave a web of professional contacts could create more opportunities for you now and enhance your career options down the road.

Learn how to use the Web productively in your job hunt.

3 | I¡¯ll make at least $40,000 at my first job out of college

WHAT¡¯S YOUR DEGREE WORTH?

Chemical engineering: $53,659

Computer engineering: $51,523

Electrical engineering: $51,113

Computer science: $51,042

Mechanical engineering: $50,806

Information science: $43,741

Civil engineering: $43,159

Accounting: $43,050

Economics/finance: $40,719

Nursing: $38,788

Business administration: $38,357

Marketing: $37,519

Political science: $32,296*

English: $31,113*

Elementary education: $30,364

History: $30,344*

Biology/life sciences: $29,629*

Liberal arts (as a group): $29,060

Psychology: $28,230*

Source: National Association of Colleges and Employers, Winter 2005 Salary Survey

* NACE Fall 2004 Salary Survey (2005 numbers unavailable)

As graduation nears, you¡¯re probably fantasizing about the wads of money you¡¯ll make as a member of the working world ¡ª and how you¡¯ll spend your new-found cash. As such, you¡¯ll be happy to hear that according to the NACE, 2004/05 grads can expect higher starting salaries than last year¡¯s. There¡¯s nothing wrong with a little planning, but make sure your expectations are in line with reality.

Starting salaries for several fields featured in the NACE study averaged less than $40,000 (see box to the right). The most lucrative majors were in engineering and computer fields, running in the neighborhood of $50,000. But popular degrees such as business administration, English and marketing fell solidly below $40,000. Psychology, liberal arts and biology grads averaged less than $30,000 to start.

Although your degree and skills impact your salary, your location matters too. For example, an entry-level public relations specialist in Dallas typically makes about $40,000. But in Los Angeles, the median salary runs $4,000 higher, according to Salary.com, which surveys employers about the wages they actually pay their workers. Check out our salary calculator to learn what your job¡¯s going rate is in your neighborhood. You can select ¡°Entry Level¡± as the job category, or choose among 67 other fields to compare beginners¡¯ salaries in your field with positions you might qualify for in the future. You may have to start lower on the salary scale than you planned, and work your way up as you gain more experience.

And remember, just because you earn a certain amount doesn¡¯t mean that¡¯s what you¡¯ll take home. For example, a $40,000 annual salary is reduced to about $30,800 after federal, social security and medicare taxes are taken out. That¡¯s not counting state taxes and any money you might have withheld from your paycheck for benefits. Use the paycheck calculator from PaycheckCity.com to estimate your future take-home pay.

4 | There¡¯s no room for negotiation with an entry-level salary

With some jobs, this may very well be true. But most employers leave some wiggle room in their offers to new employees, even those that are fresh out of school. The bottom line: You won¡¯t know unless you ask.

Bargaining over a job offer shows your potential employer that you are discriminating about where you work. But that doesn¡¯t mean the sky is the limit. Let¡¯s face it, you have minimal ¡ª if any ¡ª real-world experience. And a prestigious alma mater doesn¡¯t entitle you to more pay. Employers care more about what you can do for them. Use our salary calculator to find out what your job is worth, and then negotiate around that figure, highlighting your unique skills and talents that you¡¯ll bring to the position. And don¡¯t say that your salary requirements are a deal breaker unless you mean it.

But even if there isn¡¯t any room for an increase in salary, consider negotiating your benefits such as vacation time, work hours, signing bonuses, starting date, relocation benefits, etc. Many college grads get so excited just to receive an offer that they accept the terms outright. But you don¡¯t want to find yourself a week later wondering if you could have gotten a better deal.

5 | The person who gets hired is the one who can do the job best

If you¡¯ve got the skills, you¡¯re a shoo-in. Right?

Not so, says Hansen. More often than not, it comes down to interviewing skills and your rapport with your interviewers. Your qualifications, education and experience will usually get you an interview, but then ¡°you need to prove why you are the best person to fill the job.¡±

Make a good first impression by showing up on time and looking clean and professional. Act confident but not cocky. Use concrete examples to illustrate your qualifications. Maintain eye contact and relax. For more pointers on how to master your presentation, check out the job interviewing resource center from Quintessential Careers. You¡¯ll find databases of interview questions, including one tailored specifically for recent college grads.

Before leaving the interview, make sure you find out how to follow up, says Carole Martin, interview coach and author of Boost Your Interview IQ. For example, she suggests asking your interviewer: ¡°I¡¯d like to stay in touch and follow up with you in a week or two to see how the process is going and where I stand. How do you prefer that I communicate with you ¡ª e-mail or phone?¡± You¡¯ll want to show your continuing interest in the job without becoming a pest.

6 | A well-designed r¨¦sum¨¦ will boost my chances of getting noticed

A snazzy resume may actually be a hindrance. Most employers accept resumes via email, but many won¡¯t open resume attachments either out of laziness or fear of contracting a computer virus. Your chance of getting noticed: zilch.

The solution: Create two copies of your r¨¦sum¨¦. The first one should be a simple version you can paste into the body of an e-mail ¡ª sans formatting. That means no fancy fonts, bolds, italics, underlines or special characters. Keep each line under 65 characters and replace bullets with plain old asterisks, says Kim Isaacs, director of ResumePower.com. (See a sample.) The second resume should be nicely formatted for you to carry in-hand to your interview. For more tips on how to get your r¨¦sum¨¦ noticed, see Polish Your R¨¦sum¨¦.

7 | What I think of an employer doesn¡¯t matter as much as what s/he thinks of me

Of course you¡¯re eager to impress. But in your zeal to get hired, don¡¯t forget that the employer must pass your screening too. Many first-time job hunters overlook this key point until it¡¯s too late. Think about this: There are 168 hours in a week. If you spend 40 of those at work, that means you¡¯ll pass one-quarter of your week there. You better make sure you like the place.

Find out about boss¡¯s management style, the company¡¯s stability and any company problems. Ask about the challenges specific to your position, what a typical day will be like and opportunities for growth and advancement in the company.

Some employers may introduce you to your potential co-workers either on the initial or secondary interview. Chat with them about the work environment, and what they like and don¡¯t like about their jobs. If you haven¡¯t had that opportunity before the company makes you an offer for hire, ask for the contact info of a couple of people you would be working with and give them a call or send them an e-mail before accepting the job. It is important to impress the employer, but it¡¯s equally important that you¡¯re impressed with the job.

8 | If I plaster the Web with my r¨¦sum¨¦, I¡¯ll receive more interviews

Let¡¯s face it ¡ª the sheer volume of r¨¦sum¨¦s on the massive job boards like Monster.com, HotJobs.com and CareerBuilder.com make it virtually impossible to get an employer¡¯s attention. In fact, job hunters such as yourself post thousands of new r¨¦sum¨¦s each day.

And sending out your r¨¦sum¨¦ en masse to every employer you can think of isn¡¯t a much better approach. On average, a company interviews only one person per 245 r¨¦sum¨¦s it receives. You need to be more proactive in your job search and tighten your focus if you expect to get results.

Tailor your r¨¦sum¨¦ and cover letter to target each job you apply for and follow-up your r¨¦sum¨¦ with personal contact.

And you can still use the Internet in other ways to hone in on more promising prospects:

* Check out job boards that cater to your specific field. You can find a list of industry-specific job sites at Quintessential Careers or the Riley Guide sites. Or check out local job boards on Craigslist.org.

* Research a prospective employer. Before applying for (and especially before going to an interview), you should spend some time on the employer¡¯s Web site. Make sure you understand the company and see if you can envision yourself working there. At WetFeet.com, you can also get company profiles for thousands of firms.

* Network. One of the best ways to jump-start your career is to talk with people in your field to get career advice and find job openings by word-of-mouth. Search for an online discussion group through Google or Yahoo!.

9 | If a company isn¡¯t currently hiring, I can¡¯t get an interview

One of the most powerful job-hunting tools is an informational interview. You can arrange an informal interview with people working in your field to learn more about working in the industry, get expert career advice and, most importantly, build a network of contacts in your field.

A friend of mine in college was interested in working in the insurance industry, and he¡¯d heard good things about an employer in the area. It wasn¡¯t hiring at the moment, but he set up an interview with one of its executives to talk generally about a career in the industry. He took a copy of his resume with him, and the exec offered to keep it on file should an opening arise. Two weeks later, he was called in for an interview for an opening that the firm hadn¡¯t even advertised yet. And he got the job.

Not all informational interviews will result in a job offer, but they¡¯re time well spent. It may not pay off immediately, but later in your career, you may reap the benefits of the contacts you made and advice you received.

10 | If I don¡¯t know what I want to do after graduation, I should go to graduate school

An advanced degree could be the ticket to a new career or a stepping stone to faster advancement in your current job. But if you¡¯re using it just to buy time because you can¡¯t make a decision, it could be a complete waste of time, energy and money. Grad school should be used as a means to a well-researched end.

Peter Vogt, president of Career Planning Resources suggests asking yourself the question: ¡°Are you going to graduate school for a purposeful reason or are you falling into grad school to get away from other things?¡± It¡¯s an awfully big investment, so you better make sure it¡¯s what you really want for yourself.

If you¡¯re finding yourself tempted the wrong reasons, get a job instead. Breaking out of the routine of school for a while could help you gain greater perspective about your skills, interests and career goals. Besides, you can always go back to school later. For more information on whether grad school is for you, see The Back to School Decision.

China to be the biggest energy producer

¨C China is working hard to improve its energy efficiency, and it is planning to expand the energy market scale to 10 trillion yuan before 2020. It is estimated that China will overtake USA in 2 years to become the biggest energy producer in the world.

Though China is well on the way to developing more energy resources, and the country does have a great potential in this field, it will still be wise for it to use energy in a sustainable way.

Besides fossil energy development, great achievements have also been made in developing clean energies like windpower, hydropower and solarpower.

Environmental protection will pose a great challenge, too, as even rapid growth of energy industry in the country should never harm eco-environment.

China will stick to the open-market policy in the future, which will bring mutual benefit to both China and the world.

Currently, a law on renewable energies is under being in preparation, and specific regulations on the development of clean energies will be made, too, to ensure energy security.

10 Reasons Why You’re Not Getting Interviews

Robert Half International

No matter how strong your skills or experience are, you won’t land a new job without first securing an interview with a prospective employer. Job seekers often consider this step of the hiring process the most difficult — and perplexing. After all, how many times have you considered your qualifications ideal for an open position only to never hear from the hiring manager about the r¨¦sum¨¦ and cover letter you submitted?

If you’re looking for an edge, make sure you’re not falling into these common traps:

1. You only focus on the Googles of the world.
Companies that continually grab headlines and are highly recognizable can be exciting places to work. But so are many companies you’ve never heard of. Keep in mind that organizations that are household names often receive thousands of r¨¦sum¨¦s for each opening. Consider exploring opportunities with small and midsize companies. They make up the vast majority of businesses in the United States and sometimes have trouble locating qualified candidates. If Google is your dream employer, don’t give up the good fight, but also keep your eyes and ears open to other opportunities.

2. You don’t follow directions.
Each company has a different procedure it asks applicants to follow for submitting employment applications. Some ask that you use a form on their Web sites while others prefer traditional phone calls or faxes. Make sure you understand what the prospective employer seeks by carefully reading the job listing. Then, follow the directions to the letter. If you don’t, your application may never reach the hiring manager.

3. You need to revamp your r¨¦sum¨¦.
Sending out the same cover letter and r¨¦sum¨¦ to all companies isn’t likely to capture the attention of prospective employers. Hiring managers want to know why you’re a good match for their specific business needs. So take the time to research employers and customize your job search materials by explaining why you’re interested in a particular position and how you could make a contribution to the company.

4. Your cover letter isn’t enticing.
Think of your cover letter as an appetizer that convinces the hiring manager your r¨¦sum¨¦, the main course, is worth sampling. The best cover letters take select details from the r¨¦sum¨¦ and expand upon them, explaining in depth how your talents and experience can benefit the prospective employer.

5. You don’t reference keywords.
Companies that receive a high volume of r¨¦sum¨¦s often use scanning software that looks for certain keywords to determine which candidates to call for interviews. More often than not, keywords come directly from the job description. Terms such as “Microsoft Office,” “accounts payable and receivable” and “Cisco Certified Network Administrator” are examples. As much as possible, ensure your r¨¦sum¨¦ and cover letter contain keywords.

6. Your application materials aren’t perfect.
Submitting an application that contains typos and grammatical goofs is perhaps the quickest way to foil your chances of securing an interview. In fact, 84 percent of executives polled in a recent survey by our company said it takes just one or two errors to remove a candidate from consideration. The reason: These types of mistakes show a lack of professionalism and attention to detail. Make sure to carefully proofread your r¨¦sum¨¦ prior to submitting it and ask a friend or family member to do the same.

7. You don’t know who to send your r¨¦sum¨¦ to.
Though it’s fine to start your cover letter with the generic salutation “To Whom It May Concern,” hiring managers pay special attention to applications that are addressed directly to them. If the job advertisement doesn’t include the hiring manager’s name, call the company and speak to the receptionist or a member of the person’s department. More often than not, you can obtain the information fairly easily if you’re candid about your reason for wanting it.

8. You don’t have an ‘in’ with the company.
Using the name of a common contact to make the connection between you and the hiring manager is by far the best way to ensure your cover letter and r¨¦sum¨¦ get optimal attention. So, keep in touch with members of your professional network; you never know who has a contact at the company you hope to work for.

9. You don’t follow up.
One way to improve the odds a hiring manager gives consideration to your r¨¦sum¨¦ is to follow up with him or her. According to a survey by our company, 86 percent of executives said job seekers should contact a hiring manager within two weeks of sending a r¨¦sum¨¦ and cover letter. Often a brief phone call or e-mail reasserting your interest in the position and strong qualifications is enough.

10. You’re not as qualified as you think.
The bottom line may be that you’re simply not as perfect for the job as you think. Before submitting your r¨¦sum¨¦, take a close look at the job description and compare your skills and experience with those required for the position. If a job calls for five years of retail management experience, and you have only two, you might not be as qualified as other applicants. While sometimes it’s possible to make up for skills gaps if you excel in other areas, hiring managers frequently have specific criteria in mind, and they use it to determine whom they call for interviews.

By avoiding common pitfalls, you can improve your chances of landing a job interview. Often something small — fixing a typo, for example — makes all the difference.

10 Hot Jobs for 2007

CareerBuilder.com

As the world continues to advance and change technologically, we are living longer, retiring later and pursuing higher education at a higher rate than generations before us, and the employment market is changing right alongside us.

According to the Bureau of Labor Statistics, technology is just one of the few factors in determining what’s going to be the next great gig out there. Demographic shifts, legislative changes, business trends and consumer behavior also factor into what’s going to be the next big thing and what’s going to be history.

Here are some of today’s jobs that are on the cutting edge:

1. Radiation Therapist
What they do: Work with radiation oncologists to administer treatment as prescribed and supervised by the doctor. They also maintain records and check the operations of the radiology equipment.

What you need: An associate or bachelor’s degree in radiology and certification under the American Registry of Radiologic Technologists. Licensing may also be required.

2. Nurse Paralegal
What they do: Similar to LNCs, they are hired to assist law firms, government agencies and insurance companies with expertise on medical-related cases. Unlike LNCs, nurse paralegals have a stronger focus on the legal relations to medicine.

What you need: A bachelor’s or advanced degree in nursing or another health-related field and certification.

3. Genetic Counselor
What they do: Assist families who have members with birth defects and other genetic disorders, and also aid in educational and administrative roles related to genetic counseling and inherited health issues.

What you need: A bachelor’s degree concentrating on biology/biosciences, psychology, genetics or nursing and a master’s degree in genetic counseling. The American Board of Genetic Counseling and the American Board of Medical Genetics offer certification.

4. Legal Nurse Consultant
What they do: Perform an analysis of medical information as related to law. They conduct legal research, interview expert witnesses and assist with legal paperwork and processes.

What you need: An RN license. Formal training as a legal nurse consultant (LNC) is not required, but helpful.

5. Art Therapist
What they do: Treat physical, mental and emotional disabilities through art expression.

What you need: A master’s degree in art therapy with completed curriculum under the American Art Therapy Association’s educational standards. To be a registered art therapist, 1,000 hours of direct client contact must be reached after graduation.

6. Computer Forensic Expert
What they do: Use computer investigation and analysis to determine legal evidence. They uncover deleted information and can help the legal system track down people attempting to cover their illegal actions, such as hackers and inside traders.

What you need: A wide range of computer hardware and software experience, as well as an associate or bachelor’s degree in computer forensics, computer science or another related field.

7. Medical Illustrator
What they do: Create images that visually communicate bioscientific and medical discoveries. They also act as consultants, advisers, administrators and educators in biological science communications.

What you need: A bachelor’s degree with a major in art and a minor in biological sciences or vice versa; a portfolio of artwork demonstrating competence. A majority of medical illustrators have master’s degrees in medical illustration.

8. Veterinary Physical Therapist
What they do: Focus on animal treatment and rehabilitation methods, including hydrotherapy, swimming, exercise and massage.

What you need: Certification training is offered to licensed veterinarians, veterinary technicians and physical therapists. Some certification programs require written exams, and follow-up case reports, independent studies and take-home exams are also available.

9. Animal Defense Lawyer
What they do: Handle cases dealing with animals in cases ranging from custody in divorce cases to veterinary malpractice. While laws suggest that animals are regarded as “property,” owners who are battling for the custody often regard their pets at a higher standard.

What you need: The educational degrees and requirements for a major in law, a Juris Doctorate, and a concentration and clinical work in animal law.

10. Animal Assisted Therapist
What they do: Study and identify behavioral patterns in animals and apply techniques to improve mental, social and physical issues within humans through animal/human companionship.

What you need: A bachelor’s of science degree in psychology, social work, physical therapy, nursing or education. Additional training and certification in Animal Assisted Therapy (AAT) is a big plus. AAT program concentrations can include elderly care, social work, education and other specialties.

Building and installation engineer

Company:
a top European furniture manufacturing company

Job general description
Skilled professional individual, with good building and installations technical knowledge and organizational abilities.

Position is responsabile for:
1.To follow the building construction process of an industrial plant,
2.To organize utilities and machines installation,
3.To eventually generate sketches or small designs to propose practical solutions, both for civil and M&E issues
4.To give advice to his superior regarding technical problems, schedule, safety, and quality of works being developed.
5.To control works advancement and payment claims
6.To help testing & commissioning installations
7.To cooperate technically with Purchasing Department when buying related materials.
8.To generate reports

Education:
Civil or mechanical engineer. Candidates without university degree, but compensating with long practical experience can also be considered

Age:
Minimum 35 years old .

Language
Fluent Mandarin and English (or in alternative Italian).

Previous professional experience:
1.10 years on the floor industrial constructions experience.
2.Arriving from engineering consultancy or industrial plant construction companies.

Requested skills:
1.Technical experience in industrial plants construction and start up
2.Cinese building standards knowledge
3.Gestional and administrative capabilities.
4.Updated with current building and installations costs in Shanghai area.
5.ACAD knowledge
6.Office suite advanced user
7.Good team worker

Functional conections:
Reporting to company¡¯s Project manager
Relationship with : related suppliers, production director and production colleagues

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_eng035sh@dacare.com’

HR Manager

Company Introduction:
A leading European Bank

Major Responsibilities
1.Clearly understand the strategic goals and challenge for company
2.Build a projection of expertise and resources needed to support the development of the company within the area in consistency with the growth target and strategies
3.Propose to evolutions in the organization structure to support target growth
4.Put in place and maintain the HR processes to support the development
5.Recruit, train, and develop human resources in consistency with company core values
6.Manage the HR department with the following missions:
(1)Make and update the human resource regulations and policies to be compliant with national and local laws and according to company principles
(2) In charge of the administrative work and co-ordination with concerned authorities
7.Update and monitor on compensation and benefit system in order to keep it motivating for the employees while optimized for the company
8.Be responsible for the availability of organization charts as well as of job descriptions
9.Be responsible of the performance appraisal process
10.Develop a ¡°customer first¡± approach for all positions at HR department
11.Manage the payroll team members to assure accurate and timely calculation for payroll, etc

Requirement:
Education: Bachelor degree or above in HRM, Law, Psychology

Knowledge: Familiar with Chinese Labour Law and relevant regulations and statutes

Skills/Ability: Good communication skills, Proactive and PC skills. Good English language, both written and spoken, a great team player
Qualifications/Certificate: At least 10 years of relevant experience and 5 years of manager level in a foreign invested manufactory, candidates from banking industry would be highly appreciated.

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr076sh@dacare.com’

Supply Quality Engineer

Company Introduction:
A top foreign Medical System Company

Job Description
The main focus of the role will be to provide technical management of vendors based in China and supplying the company’s operations worldwide.
The role will be focused on Mechanical Engineering aspects of vendor relations, and will involve providing guidance to vendors on the company’s technical requirement; ensuring vendor quality meets those requirements and supplying advice and feedback about Chinese vendors to the company’s purchasing officers and engineers.
The successful candidate will carry out the following activities:
1.Work with the company’s Purchasing and Engineering staff in China and worldwide to ensure delivery of high-quality, low-cost components and assemblies in a timely manner;
2.Identify potential vendors that meet the company’s needs. This will involve assessing technical, commercial and regulatory suitability of these vendors, although with an emphasis on the technical aspects;
3.Carry out or participate in formal Supplier Audits;
4.Arrange for Quality Control of parts as required by the company’s Quality System. This will include: Ensuring that suppliers conduct their own inspection; Arranging for local, third-party inspection of trial batches from new suppliers.
5.Manage relations with vendors for on-going production, such as expediting line-stops or quality problems.

Qualifications:
Degree Qualifications in either Manufacturing (Industrial) or Mechanical Engineering are expected. Master Degree of Mechanical Engineering is preferred.

Candidates should have significant experience in manufacturing, preferably with the following features:
1.low-volume, high-mix environment
2.high-technology products ( electronics, optics, etc)
3.High-technology products like analytical instrument or medical instrument

A broad knowledge of manufacturing techniques applicable to the company’s products will be needed. These include (but are not limited to):
1.Sheet metal
2.Machining (turning, milling, grinding)
3.Injection-moulding
4.Casting (pressure and gravity die-casting, sand-casting and investment casting)
5.Optical glassware

The successful candidate will be able to work with considerable autonomy and exercise mature professional judgments in both technical and commercial matters, particularly in technical matters.

Excellent skills in the following areas will be essential:
1.Team work
2.Communication, both written and verbal in English

A reasonable level of IT skill would be expected (familiarity with e-mail, word processing and spreadsheets). Furthermore, some level of CAD (computer-aided design) skills would be required (familiarity with at least one package and ability to learn others)

Skills on AutoCAD, ProE, Solidworks are required.

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_mn111sh@dacare.com’

IT Manager

Company Introduction:
A Top semiconductor Company

JOB PURPOSE
Manages aspects of functional area of Information Technology within a department. Responsible for the area’s strategic, organizational and operational plans, and integration with IT systems and services delivery to internal business partners.

DESCRIPTION OF DUTIES (TO INDICATE ALL TASKS PERFORMED)
1.Functiond provide the technical leadership of strategic programs, planning, design and definition of networked cn as a member of the IT management team within a department.
2.Responsible for budget planning, management, and performance of a sectional group organization within a department in IT.
3.Communicate with corporate team aomputer system and develop technology roadmap in IT operation area.
4.Responsible for management, and performance of a functional group within a department in IT.
5.Design, develop, review and test operations processes and instructions including disaster recovery systems to make sure compliance with corporate standard and requirement.
6.Evaluate and control service quality and cost of external service provider
7.Develop and maintains strong functional capabilities and skills with IT through employee development and external sourcing.
8.Provide leadership in stimulating the development and implementation of IT systems capabilities and services.
9.Provide general license management and contract management support to continue cost down the operation cost.
10.Work with customers to ensure a good understanding of business requirements. Maps business requirements to systems capabilities; designs and deploys supportable systems infrastructures to meet those requirements.
11.Define, modify IT SOP/SPEC to align with corporate or external standard.

SUPERVISION RECEIVED
IT Director

SUPERVISION EXERCISED
Provide leadership to Supervisor/engineer/engineer assistance/technician in all or part of IT operation group

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
7 years above of good knowledge in Windows/Unix/VAX/database area are required. Requires good interpersonal skills, demonstrated analytical and communication skills, and expertise in interfacing with internal business partners. In addition, requires experience in dealing with large scale information systems projects and service delivery. Contemporary IT technical knowledge preferred.

QUALIFICATIONS
A computer science bachelor’s degree or above and 5-7 years IT system administrate experience are required.

DIMENSIONS (IN TERMS OF HEADCOUNT, BUDGET AND DECISION MAKING)

Manage around 10 Ex / non-Ex IT technical staff.

PLANNING
1.Manpower planning.
2.Budget and forecast planning.
3.Strategic planning

* Please send us your complete resume (both in Chinese or in English) to: ‘topjob_it080sh@dacare.com’