LLC Avtoalyans, the company is a member of the Group of Companies Autologic company for more than 20 years on the market of spare parts for cars (American, Japanese, Korean). The company includes foreign offices: UAE, South Korea, USA, China, retail stores in Moscow, the division for the wholesale distribution of auto parts for foreign cars in Russia, more than 13 branches in Russia, warehouses. 1. Search, selection and adaptation of employees in a profit - contributing departments- purchasing, marketing, sales. - (executives, middle management, mass recruitment). Working with more than 10 vacancies at the same time. Vacancies: purchasing Managers, purchasing Directors, product/brand managers, analysts in the marketing Department, Internet marketers, professionals turnover, managers in wholesale and retail sales of auto parts, branch Directors and group leaders of the branches, sales branches across the Russian Federation, Directors of retail stores.2. Interaction with the top management of the company to approve the job offer employees.3. Search international employees in countries (China, India, UAE, South Korea, USA) - the use of specialized foreign sites, as well as work with social networks! 4.Search and selection of staff (mass recruitment - storekeepers, drivers, middle managers, administrative staff)5. The process of certification for employees of the retail network6. Participation in all projects of the HR Department

Reason for leaving: change segment of the market of the companyRecruitment middle and top management (search, selection, evaluation, presentation to management, the collection of recommendations timing of return to workPersonnel adaptation and enter into the corporate culture. Recruitment for regional branches (more than 20)Maintenance of 20 vacancies monthlyPerforming quarterly KPI recruitment involved in the formation of these indicatorsSelf-management of all staffing issues business structures. Monitoring of market competition and labour market. Active the use of unconventional methods like social networks and professional communities, compilation of "legends". Reporting on closed positions head of Department and sales Director. Participation in the formation of personnel reserve, both external and internal. Participation in other projects of HR serviceList of vacancies: procurement (Director of logistics, purchasing managers, assistants managers), sales (coordinators, assistants, managers, sales managers, Moscow, regional managers of all regions of the Russian Federation, territory managers, sales Director (Moscow, regions), marketing managers, product managers, assistant product managers, brand managers, technical Department - (engineers, designers, foremen) are fully backing the office, heads of departments, START UP, GR. The sales staff for the branch network etc more ready to talk in person.

Search and selection of staff (mass recruitment, secondary, higher level). Mass selection of the commercial Department (sales representatives, sales managers, supervisors), employees of the call center, Secretary - receptionist. The use of Internet resources . Media. Independent search (of the professional community and the social. network) and collaboration with Executive agencies closing the top positions, as well as recruiting agencies for the closure of middle managers. Work with 20-30 jobs vacancies. Search and recruitment for non-core assets (crop production, milk production). Search Expats on top of profile positions. Regional selection – advice and assistance to regional Trade Houses and units in closing positions.2. Personnel assessment – conducting structured interviews and competency interview candidates with a detailed presentation and a detailed story about the company's corporate culture, a discussion of the conditions and the further presentation of successful candidates to the head of HR, heads of Departments and top management of the company. Billing job offers and discussion of the final terms and conditions of employment. 3. The process of adaptation of the personnel – Control of the passage of the adaptation period. Preventive conversations with "newbies" on the subject of their satisfaction with the company and how they evaluate its work over the period of a month , two, three. The same preventive conversations with the heads of departments. The successful solution of difficult or conflict situations in the period of adaptation between line staff managers and senior managers. Enter "beginners" in the corporate culture of the company.4. Monitoring of the labour market – monitoring of the market boards for Moscow, the Moscow region and the regions on the basis of Internet resources, media, and competitors ' market and FMCG sector in General.6. HR projects – "Young professionals".