Medlander HRD Shao Qian in interview with Moka, HR SaaS provider:  Cultivation of high-potential talents in enterprises, starting from “added value”

February 21, 2022- Recently, Moka, HR SaaS provider, interviewed Shao Qian, HRD of Medlander, to understand how Medlander made excellent job in recruitment and talent training. Here are dialogue highlights.

Moka: At Medlander, what kind of "talents" can be called "core talents" that we focus on?

Shao Qian: The first is the professionals on the R&D side. Due to technical barriers in this industry, Medlander itself pays heavily in R&D investment. Talent training on the R&D department is very important. We continue to promote the product strategy leadership strategy, and the premise of achieving this leadership is to achieve leadership in the entire R&D technology field, not just a small step ahead.

The second is medical talents. As a company in the field of medical devices, Medlander must ensure that the delivered products are safe and valuable. Only safe and effective products can truly give customers the ultimate healthy experience.

The third is marketing talent. Due to the rapid development of enterprises, our demand for marketing talents is relatively large, and the contribution of such talents cannot be ignored.

Moka: How does Medlander ensure the healthy talent acquisition, in the period of fierce recruitment competition?

Shao Qian: In the talent acquisition process, we believe it is very important to pre-training talents. That’s why the company began to carry out in-depth cooperation with major universities and realized large-scale strategic campus recruitment.

We found that the key to excellent campus recruitment is through word of mouth. So last year our campus recruitment theme was "Mai Xiangyou's Speedy Future", and we proposed the Spark Plan of "Customized Growth, and Customized Promotion". A sense of achievement". It is planned that through this school recruitment practice, Medlander will become a model case of the most daring young people.

In addition to campus recruitment, social recruitment is also important. Medlander's recruitment team pays attention to "advancement" and is good at using tools and methods. It does telemapping in advance, completes the talent map, and starts to make recruitment plans before the business department needs it. Therefore, in terms of role positioning, our recruitment team is more like a "headhunter", which will actively search for more high-quality talents and establish contacts with candidates in advance.

Moka: Why did Medlander introduce an intelligent recruitment management system?

Shao Qian: My biggest impression of intelligent recruitment system is that it enables real-time access to internal recruiting funnel data. From the very beginning of receiving the resume, to the arrival rate of the first invitation, the arrival rate of the second invitation, the one-sided pass rate, the second-sided pass rate, the offer rate and other data can be obtained in the recruitment funnel.

I have always believed that without digital support, it is impossible to analyze the current bottlenecks and shortcomings, and it is impossible to summarize whether my work is instructive. So, using recruitment data to guide recruitment, I think this is the biggest change after using the system now.