ENGLISH     Introduction   I have been working in a transnational company , with a track record of more than 20 years in the market .   My country 's subsidiary has almost 5,000 employees with three business units : Operations , Customer   Service and Finance Shared Services . I work for the Human Resources department as a Talent   Acquisition Partner , where the monthly hiring volume is more than 100 people every two weeks .     Challenge    In the Finance Shared Services Unit , high volume of staff is hired , one of the positions that is most   contracted from Collector 's . This role is in high demand in the market , it is already key for all companies   that sell services or products and are responsible for collecting the money that customers owe to the   company .     During the last year , 18 of these positions were opened , of which 8 new hires resigned before the end of   the first year , raising the level of attrition , increasing the Budget for training of new hires and generating a   high level of stress and pressure on the part of the Hiring Manager on the recruitment team to replace the   places to be as possible .     Selection   I selected the Mind Mapping tool to do this exercise . As we know it is a tool that sees the possible   connections between various thoughts and using visual tools .     A set of activities is carried out to develop the client 's needs for each moment , and the points of contact   between him and the company . I considered this ideal tool in this case , since it allows meticulous   monitoring of all the elements and tools that interact with the client ( hiring manager ) during the   recruitment , selection and retention of personnel , identifying the touch points to be analyzed and   improved .     The tool was defined in this way by Tony Buzan , and I also relied on his book " El libro de los mapas   mentales ” April 2017 , to develop this homework .       Application    In applying the tool , I divided the mind map into the actors and processes involved as follows :     • The manager : validates the need to hire new staff focused on the forecast vs the Budget assigned for   hiring , based on these numbers , requests the talent Acquisition team to hire the vacant positions .     • Talent Acquisition : publish vacancies , filter the best candidates that have applied and carry out the entire   recruitment and selection process .     • During the selection process : each candidate is validated through specific recruitment tests and   interviews for topics such as : experience , motivation to accept the position , salary claim and expectations   for future growth , among other soft and technical skills .     • Benefits offered to the candidate : during this process , the candidate is made to see how solid the   company is , that we can give it job stability , competitive salary ( 50th percentile ) , excellent benefits   ( medical and life insurance , annual bonus , doctor on site , free transportation or parking space , subsidized 

 food and growth possibilities ) . The person hired goes through an onboarding and training process already   established in a solid department of more than 60 people .     • Points of contact in the process :    1 . Recruitment / Hiring Manager    2 . Hiring Manager / Traing team    3 . Hiring Manager / Team     • Points of friction and most frequent problems in the process :    1 . More than 50 % of the applicants do not meet the profile required by the position    2 . 26 % of the pre - selected candidates do not pass the selection processes    3 . 5 % of candidates do not accept the offer    4 . 44.4 % of the people hired resign before reaching the company for one year    5 . Hiring and Training each new employee costs the company $ 5000     Insight   An in - depth interview with the hiring manager was applied . A statistical analysis will be performed to   obtain more data . Data was requested from the training and finance department to validate the costs of   hiring and training each new employee .     It is necessary to maintain a balance between desertion , training budget and the professional career of the   employees , to achieve this it is proposed to create an internship program ( recent graduates with little work   experience ) where employees can be trained by the company and thus offer you a professional career   internally .     Approach    During a second exercise , the challenge will be to do this same employee - focused mapping as my   customer and understand from their perspective as a collector what could change / be done better by the   company ,   starting from their experience as a candidate during the hiring process , following onborarding ,   training , leadership style and learning and development opportunities . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: ENGLISH     Introduction   I have been working in a transnational company , with a track record of more than 20 years in the market .   My country 's subsidiary has almost 5,000 employees with three business units : Operations , Customer   Service and Finance Shared Services . I work for the Human Resources department as a Talent   Acquisition Partner , where the monthly hiring volume is more than 100 people every two weeks .     Challenge    In the Finance Shared Services Unit , high volume of staff is hired , one of the positions that is most   contracted from Collector 's . This role is in high demand in the market , it is already key for all companies   that sell services or products and are responsible for collecting the money that customers owe to the   company .     During the last year , 18 of these positions were opened , of which 8 new hires resigned before the end of   the first year , raising the level of attrition , increasing the Budget for training of new hires and generating a   high level of stress and pressure on the part of the Hiring Manager on the recruitment team to replace the   places to be as possible .     Selection   I selected the Mind Mapping tool to do this exercise . As we know it is a tool that sees the possible   connections between various thoughts and using visual tools .     A set of activities is carried out to develop the client 's needs for each moment , and the points of contact   between him and the company . I considered this ideal tool in this case , since it allows meticulous   monitoring of all the elements and tools that interact with the client ( hiring manager ) during the   recruitment , selection and retention of personnel , identifying the touch points to be analyzed and   improved .     The tool was defined in this way by Tony Buzan , and I also relied on his book " El libro de los mapas   mentales ” April 2017 , to develop this homework .       Application    In applying the tool , I divided the mind map into the actors and processes involved as follows :     • The manager : validates the need to hire new staff focused on the forecast vs the Budget assigned for   hiring , based on these numbers , requests the talent Acquisition team to hire the vacant positions .     • Talent Acquisition : publish vacancies , filter the best candidates that have applied and carry out the entire   recruitment and selection process .     • During the selection process : each candidate is validated through specific recruitment tests and   interviews for topics such as : experience , motivation to accept the position , salary claim and expectations   for future growth , among other soft and technical skills .     • Benefits offered to the candidate : during this process , the candidate is made to see how solid the   company is , that we can give it job stability , competitive salary ( 50th percentile ) , excellent benefits   ( medical and life insurance , annual bonus , doctor on site , free transportation or parking space , subsidized 

 food and growth possibilities ) . The person hired goes through an onboarding and training process already   established in a solid department of more than 60 people .     • Points of contact in the process :    1 . Recruitment / Hiring Manager    2 . Hiring Manager / Traing team    3 . Hiring Manager / Team     • Points of friction and most frequent problems in the process :    1 . More than 50 % of the applicants do not meet the profile required by the position    2 . 26 % of the pre - selected candidates do not pass the selection processes    3 . 5 % of candidates do not accept the offer    4 . 44.4 % of the people hired resign before reaching the company for one year    5 . Hiring and Training each new employee costs the company $ 5000     Insight   An in - depth interview with the hiring manager was applied . A statistical analysis will be performed to   obtain more data . Data was requested from the training and finance department to validate the costs of   hiring and training each new employee .     It is necessary to maintain a balance between desertion , training budget and the professional career of the   employees , to achieve this it is proposed to create an internship program ( recent graduates with little work   experience ) where employees can be trained by the company and thus offer you a professional career   internally .     Approach    During a second exercise , the challenge will be to do this same employee - focused mapping as my   customer and understand from their perspective as a collector what could change / be done better by the   company ,   starting from their experience as a candidate during the hiring process , following onborarding ,   training , leadership style and learning and development opportunities .
### Output: 