Optimized Recruitment Plan For Overseas Marketing Personnel Of Wanhui Commercial Vehicle Export Company

Under the leadership of "One Belt and One Road" policy,Wanhui Commercial Vehicle Export Company is actively developing and expanding overseas marketing scale to achieve great progress in key markets.Countries along the Belt and Road have stepped up efforts to improve their domestic infrastructure and supporting facilities to benefit from the economic benefits brought by strategic cooperation.Wanhui Commercial Vehicle Export Company seized the opportunity with the policy to seize the overseas market share of traditional foreign commercial vehicles such as Volvo,Mitsubishi and other brands.Therefore,the company urgently needs to increase the personnel reserve,especially high-quality talents with professional and technical marketing skills to enter the overseas market for brand communication,marketing,channel management and other market activities to promote the development of the company.HR Department found that it was difficult to fulfill the requirement of preliminary plan through current recruitment method,and the general problems of lowmatching such as inadaptability to sales activities,long training cycle and unqualified performance results occurred after these employees were hired.In the recruitment process of overseas marketing personnel,we found that the recruitment demand of this position is not clear,and the personnel requirements are vague.The enterprise is lack of competitiveness declines,and it is difficult to attract talents.Moreover,the unscientific talent assessment mode and the lack of recruitment evaluation system all lead to the low effectiveness of overseas marketing personnel recruitment.The author finds that job analysis and competency model are the basis of all recruitment work by referring to the relevant literature on the application of personpost matching and competency model in recruitment.Only by clarifying the deep needs of position and personnel can realize better matching of them in recruitment.Secondly,by studying the application of Internet thought in recruitment,I found some mobile Internet-based recruitment tools can be used to expand recruitment channels.To follow the trend of social recruitment,Wechat,Weibo and other applications can be used to assist recruitment.Thirdly,through the study of talent evaluation methods,I found that psychological evaluation is an indispensable step in scientific talent selection and the objectivity of talent selection can be increased through the establishment of professional interview team.Finally,through the study and classification of recruitment evaluation indicators,it is suggested to establish an evaluation indicator system in the recruitment evaluation stage which can directly reflect the recruitment process and effect through quantitative and qualitative analysis.Also,to improve the evaluation feedback and improvement mechanism and correct the problems reflected in the evaluation indicators timely are equally important.With the support of the above research contents,this article plans from four aspects to analyze the recruitment process,which is the preparation,the channel,the selection,and the evaluation.Through five methods of job analysis and building competence quality model,promoting the breadth and depth of recruitment channels,scientific talent assessment and recruitment assessment index system and the modified mechanism to optimize the recruitment plan of overseas marketing personnel of Wanhui Commercial Vehicle Export Company.To ensure the smooth implementation of optimization measures within the enterprise,the paper finally puts forward feasible suggestions in three aspects: system,organization,and technology.Hope the optimized plan will help to recruit excellent talents that meet the job requirements and ultimately conform to the strategic development and deployment of the enterprise.