MPS Hiring Analysis

The Future of Analog IC Technology®

MPS Hiring AnalysisMPS Hiring Analysis

Prepared By: Amy Huang

Date: Nov. 2013


What have we done in 20131

Hiring channel analysisHiring channel analysis2

New employees analysis3

What will we do in 20144

ContentContent


What We’ve Done in 2013What We’ve Done in 2013

Social Recruiting

1. We totally closed 133 social positions2. The average PCL is 58.4 days.

Campus Recruiting

1. 82% finished 2014 campus recruiting in CD/XI’AN/Mianyang. （ Total 22 openings)

2. We total delivered 24 offers and 18 students accept them

2013 Campus Recruitment Status

S/N Position Plan Hiring Offered Declined Accepted Complete Rate

1 DE 3 3 3 100%

2 FA 5 5 1 4 80%

3 PE 2 4 2 2 100%

4 YE 2 2 2 100%

5 TE 6 6 1 5 83%

6 IC Layout 2 2 　 2 100%

7 FAE 2 2 　 0 0%

Total 22 24 3 18 82%


Major Hiring ChannelMajor Hiring Channel

Vendor

51Job

Zhaopin

ChinaHR

Website:Website: Headhunter:Headhunter:

Vendor

Passion

Vastsea

Alliance

• We are trying to develop various recruiting channels to find right person for the right position, including local website, headhunter, campus recruitment and other channels, such as internal referral;

• MPS do not use labor agency for direct labor hiring as strict legal requirements and abundant human resources.

Campus Recruitment:Campus Recruitment:

University

UESTC

SWJTU

Xi’an Jiaotong University

Others:Others:

Channel

Company Adv.

Internal Referral

Job Fair

Summary：Summary：


Hiring Channel AnalysisHiring Channel Analysis

• We closed 155 vacancies in last year.

• Average PCL is 58.40 days

(from PR Approval Date to On-board Date)

• Company Adv. is an effective channel for operator level recruiting

• 51Job ranked at the 1st effective channel among all but Zhaopin helps little



1. According to above chart, MPS is growing at a rate of 11.43% during 2013. 2. From Chart 1, March,April and June are the high entry rate period. 3. From Chart 2, Feb and Aug are the high Turnover period.4. According to the termination reasons, we built a suitable work environment and have the annual

salary adjustment according to the IC marketing data once a year.

Analysis by Entry Rate and Turnover RateAnalysis by Entry Rate and Turnover Rate



New Employees AnalysisNew Employees Analysis

Chart 11. Production is always the highest hiring department.2. Campus recruitment mostly used for engineer hiring.

Chart 21. MPS has 53% male and 47% female, that means

MPS do not have gender discrimination.

Chart 31. Most of operators are high school and vocational

secondary school degree.2. Associate are the technician of production or engineer

department.3. All of the engineers are Master and Bachelor degree.



Employer BrandEmployer Brand


1. 85.53% new employees are come from Sichuan province.2. 14.47% are come form other provinces, like Chongqing, Henan and Shanxi.

New Comers’ back Ground AnalysisNew Comers’ back Ground Analysis



Headcount Analysis by DepartmentHeadcount Analysis by Department

1. Production Line hired 98 new comers and had 70 termination in 2013. Production

department increased by the rate of 8.7%.

2. Engineer department total has 48 new comers and had 6 termination in 2013. The increase

rate is 18.9%.

3. Office part hired 14 new comers and had 10 termination. The increase rate is 6.6%.

4. The Engineer Assistant has 8 new comers and 3 termination. The increase rate is 8.2%.Mark: Increase Rate=(New Comer- Termination)/ total headcount in the beginning of 2013



What We Will Do in 2014What We Will Do in 2014

1. 90% finish the 2014 recruitment.

2. Analysis the hiring status, including channel choosing and interview status. And

improve the defects parts.

3. Finish the survey about the hiring satisfaction.

4. Organize more activities with the UESTC to publicize MPS.

5. Following up all the candidates who met the hiring requirements but did not attend

the face to face interview.

6. Improve the hiring managers and HR’s interview skill.

7. Optimize the hiring record.

Documents

MPS Hiring Analysis