Factors affecting the effectiveness in the recruitment of recruiters at mobile world group 2022

i HO CHI MINH CITY OF BANKING UNIVERSITY NGUYEN THI THAO NGUYEN GRADUATION THESIS FACTORS AFFECTING THE EFFECTIVENESS IN THE RECRUITMENT OF RECRUITERS AT MOBILE WORLD GROUP MAJOR BUSINESS ADMINISTRATI.

HO CHI MINH CITY OF BANKING UNIVERSITY

NGUYEN THI THAO NGUYEN

GRADUATION THESIS FACTORS AFFECTING THE EFFECTIVENESS IN THE RECRUITMENT

OF RECRUITERS AT MOBILE WORLD GROUP

MAJOR: BUSINESS ADMINISTRATION

Academic advisor: Tran Ngoc Thien Thy, Ph.D

Ho Chi Minh City, June 2022 THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING

HO CHI MINH CITY OF BANKING UNIVERSITY

NGUYEN THI THAO NGUYEN

GRADUATION THESIS FACTORS AFFECTING THE EFFECTIVENESS IN THE RECRUITMENT

OF RECRUITERS AT MOBILE WORLD GROUP

MAJOR: BUSINESS ADMINISTRATION

Academic advisor: Tran Ngoc Thien Thy, Ph.D

Ho Chi Minh City, June 2022 THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING

DECLARATION

I honestly declare that this graduation thesis entitled “Factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group” is the final result of my original research work under the guidance of PhD Tran Ngoc Thien Thy, my academic advisor

This thesis has never been submitted for a master's degree at any anywhere else before This thesis is the author's own research and the results of the research are trustworthy The thesis does not consist of any previously published content or content made by others except forcitations which are fully cited in the thesis

Ho Chi Minh City, June 2022

Nguyen Thi Thao Nguyen

ACKNOWLEDGEMENT

First of all, I would like to express my special thanks to my academic advisor, PhD Tran Ngoc Thien Thy Thank you for always supporting me whenever I need your help

Sedconly, I would like to sincerely thank to my parents, who always take care and encourage me during the time doing this thesis I will never forget the love you gave me!

Last but not least, I want to say thanks to my friend, Thien Nhan, who has appeared

at the hardest time to help me

TABLE OF CONTENTS

LIST OF ABBREVIATIONS 4

LIST OF TABLES 4

TABLE OF CONTENTS 5

Chapter 1: INTRODUCTION 8

1.1 Reason for choosing 8

1.2 Research Objective 9

1.2.1 General Objective 9

1.2.2 Specific Objectives 9

1.3 Research Question 9

1.4 Research subject and scope 10

1.4.1 Research subject 10

1.4.2 Research scope 10

1.5 The Research Methodology 10

1.6 Research Contributions 11

1.6.1 Theoretical contributions 11

1.6.2 Practical contributions 11

1.7 Thesis structure 12

Chapter 2: LITERATURE REVIEW 14

2.1 Definition 14

2.1.1 Recruitment 14

2.1.2 The recruiter 14

2.1.3 The effectiveness in recruitment 15

2.2 MWG 15

2.3 Literature review 16

Hypothesis 1 The ability to Candidates Source affects the effectiveness in the recruitment of recruiters positively 21

2.4.2 Seniority 21

2.4.3 Motivation 22

2.4.4 Company process 23

Chapter 3: METHODOLOGIES 26

3.1 Research process 26

3.1.1 Steps of the research process 26

3.1.2 Research methodology and data 26

3.2 Formal research 28

3.3 Survey questionnaire 28

3.4 Data collection 29

3.5 Modified the scale of factors influencing recruitment effectiveness 30

3.6 Statistic process 30

3.7 Cronbach’s Alpha Reliability Coefficient 30

3.8 EFA factor analysis 31

3.9 Regression analysis and ANOVA test 32

3.10 Linear regression model 32

Chapter 4: RESEARCH RESULTS 34

4.1 Sample description 34

4.2 Descriptive statistical analysis 34

4.3 Descriptive Statistics for quantitative variables 36

4.4 Evaluating the reliability of the scale 40

4.5 Exploratory Factor Analysis (EFA) 44

4.5.1 Exploratory Factor Analysis for independent variables 44

4.5.2 Result of exploratory factor analysis (EFA) the second time 46

4.5.3 Exploratory Factor Analysis for dependent variables 48

4.6 Correlation analysis between the independent and dependent variables50 4.7 Result of linear regression analysis 51

4.8 Result of Independent Samples Test 53

4.8.1 Result of Independent Samples Test of Gender 53

4.8.2 Result of Independent Samples Test of Age 54

4.8.3 Result of Independent Samples Test of Level of Education 55

4.8.4 Result of Independent Samples Test of Area 56

Chapter 5: CONCLUSION AND RECOMMENDATION 59

5.1 Conclusion 59

5.2 Theoretical Implications 60

5.3 Limitation and Future research 61

REFERENCES 63

Chapter 1: INTRODUCTION 1.1 Reason for choosing

Human resources are indispensable for any organization, and it plays a vital role in determining the success or failure of the organization In the current trend of increasingly fierce competition, critical human resources in both quantity and quality, both physically and intellectually, is a leading competitive advantage to help businesses survive, stand and develop in the market Therefore, companies have gradually completed the recruitment work to achieve the above goal Human resource recruitment has significant implications for the quality of labour of later parts of the company An exemplary implementation of human resource recruitment will reduce the time and cost of training later, which is the first condition to improve the quality and ability to integrate, ensuring stable human resources

Recruiters are the company's representatives in recruitment activities They are one

of the factors that determine the success of this activity Employers with high levels

of expertise, good skills, broad knowledge, professional working style, and ethical manners will leave a good impression on the candidate And it is that impression that increases the credibility of candidates for the employer and the business itself, building a strong employer brand On the contrary, in the absence of that, stories of employers not sending e-mails of job results to candidates, misbehaviour during interviews, or interviews like an inch of the multi-level organization are tarnishing their company's image daily

During the internship at Mobile World Group, the author herself realized that the recruitment of human resources is an inevitable requirement and plays a very important role The company also has a clear and specific route process, clearly defining the responsibilities, functions, and tasks of employees in the human resources department and taking steps in accordance with the process and obtaining certain results However, previous forms of recruitment quality management often depended on the team leader's comments according to certain monthly results,

which will also be somewhat emotional On the other hand, each recruitment officer will have different personality characteristics as well as selection perspectives, they will have different knowledge and experience backgrounds to feel, comment on and select candidates It is essential to study factors related to recruitment and find solutions to improve the effectiveness of recruitment to achieve the company's development-oriented goals in the next phase So, the author would like to choose

the topic "Factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group" as her graduation course

1.2 Research Objective

1.2.1 General Objective

Investigating factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group So, to achieve this objective, this thesis will attempt to accomplish some detail obdetailedes below:

1.2.2 Specific Objectives

- Identify factors that affect the effectiveness in the recruitment of recruiters at

Mobile World Group

- Measure the affect of factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group through surveys

- Proposed administrative implications to improve the quality of recruiters at Mobile World Group

1.3 Research Question

The following research questions were determined for this study

RQ1: What factors affect the effectiveness in the recruitment of recruiters at Mobile World Group?

RQ2: How do these factors affect the effectiveness in the recruitment of recruiters at Mobile World Group?

RQ3: What policy implications should be implemented to increase the effectiveness

in the recruitment of recruiters at Mobile World Group?

1.4 Research subject and scope

1.4.1 Research subject

The goal of this study is to find out factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group

1.4.2 Research scope

 Scope of space: The sample of the research was conducted within Mobile

World Group and only focus on the supermarket recruiter

 Scope of time: The thesis researches the most recent 2.5 months period,

from the end of March 2022 to May 2022

1.5 The Research Methodology

This thesis is carried out by combining qualitative research methods and quantitative research methods There search process is conducted in two stages: preliminary research and formal research

Qualitative research: Based on materials collected from domestic and abroad

through media such as magazines, books, online resources, previous studies using a combination of keywords linked to human resource management, HRM, in Google Scholar, Science Direct, Ebsco, and Semantic Scholar (e.g., recruitment efficiency),

I looked for items that were published Epidemiological papers have been eliminated The articles analyzed in this paper are all listed in the references section The study has also collected data with group discussion techniques from experienced staffs in Mobile World Group to adjust and supplement the factors affecting recruitment efficiency that should be included in the research model From there, the author will build a survey questionnaire related to the topic After building the survey questionnaire, the author will select a sample and survey recruiters at Mobile World Group The qualitative research method is conducted to test the

theoretical model to suit the research context, supplement and modify the scale

accordingly

Quantitative research: This is the method used mainly to help the author assess

the impact of the factors affecting the effectiveness in the recruitment of recruiters

at Mobile World Group The study uses primary data to analyze the survey by using Google Forms The survey sample was selected according to the convenient and stratified sampling method The author enters data into Excel software and conducts data filtering The 5 level Linkert scale is used to measure the variables Then, the collected data will be processed by the statistical software SPSS 20 Cronbach's Alpha coefficient tests the reliability of the scale via Cronbach's Alpha coefficient Then the unsuitable variables will be eliminated The scale will be accepted when the Cronbach Alpha coefficient is satisfactory-using the EFA exploratory factor analysis method to evaluate the convergent and discriminant value of the scale Next, the author will test the model, do regression analysis and test the hypothesis Finally, T-Test and ANOVA was performed to compare different factors affecting recruitment effectiveness such as gender, age, working time

1.6 Research Contributions

1.6.1 Theoretical contributions

This study rationalizes and investigates the truth of how recruiters' interaction aspects impact recruitment success To be more specific, these findings help clarify the elements that might affect the effectiveness of recruiting recruiters and information sharing is a crucial platform for businesses to improve and develop the recruitment activities carried out

1.6.2 Practical contributions

The research results show that the scales used to measure the effectiveness in the recruitment and the level of impact of each factor in improving the effectiveness in the recruitment This research has valuable implications for both theory and

practice, as it offers several solutions or methods which may maintain or develop the job performance of recruiters

Chapter 2: Literature Review

State some concepts used in the study In addition, it also mentioned the factors affecting the effectiveness in the recruitment of recruiters and analyzed each factor

to evaluate the impact on effectiveness in the recruitment

Chapter 3: Methodologies

Chapter 3 focuses on presenting research methods including research design, research process, research samples, data processing methods, and scale construction

Chapter 4: Research results

This chapter gives the results of running the research model, discussing, analyzing, and evaluating the obtained result

Chapter 5: Conclusion and Recommendation

Re-systemize the entire results of the research process and propose solutions to improve the research This thesis should create a basis for others to continue to explore and develop while showing some limitations of the research and proposing further research directions

Summary of Chapter 1

In chapter one, the author has introduced the topic and the necessity of the paper Determine research objectives, research questions, subject, and the scope of research In addition, verify the research method, meaning, and contribution of the study

Chapter 2: LITERATURE REVIEW 2.1 Definition

2.1.1 Recruitment

There are different definitions of recruitment: “Recruitment is a process of discovering the sources of human resources to meet the requirements of the staffing schedule and employing effective measures for attracting that human resources in adequate numbers to facilitate effective selection of an efficient workforce” (Yoder

D , 1958) (Herriot, P ,1989) contributed to the following explanation: The goal of recruiting and selection is to match potential candidates' strengths and preferences

to the demands and rewards of a specific position (Flippo E , 1984) viewed it as a positive process: It is a method of identifying and recruiting positive people and motivating and encouraging them to apply for positions within a company It is frequently beneficial because it allows people to use it for employment to boost the

"hiring ratio" or the number of applicants On the other hand, the selection is damaging because it rejects many applicants, leaving just the finest to hire

In short, recruitment is the process of finding the right candidates for employees and encouraging them to work in the organization Therefore, recruitment involves identifying the sources of personnel, evaluating the various resources available and stimulate potential candidates to apply to find the right candidate for the right job

No organization can work without recruiting new people now and then, and it is a never-ending process

2.1.2 The recruiter

Based on the definition of recruitment, the recruiter may be defined as a person who brings the right people to the right position at the right time to perform organizational activities

There are 2 types of recruiters, external recruiters and internal recruiters

When a company does external recruiting, they may use a headhunter to facilitate the search, contact, and hiring process External recruitment sources must be sought from outside the organization A concern's external sources are those that are not related to it However, it takes a lot of time and money Employment at the factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labour contractors, and recommendations are all external sources of recruitment

It is a type of internal recruitment within a company or organization The three primary internal sources are transfers, promotions, and reemployment of ex-employees Employees can be invited and appointed to fill openings in the company through the reemployment of ex-employees, one of the internal recruiting sources Ex-employees have also been known to submit unsolicited applications

(DeVaro, J., & Morita, H, 2013) have proposed a new theory to explain employer decisions to promote managers internally versus recruiting them externally It shows that internal promotion increases relative to external recruitment

2.1.3 The effectiveness in recruitment

“Effectiveness are concerned with output, sales, quality, creation of value added, innovation, cost reduction It measures the degree to which a business achieves its goals or the way outputs interact with the economic and social environment” - (Bartuševičienė, I., & Šakalytė, E, 2013) Typically, an organization's success is determined by its policy aims or how it achieves its objectives (Zheng, 2010) (Meyer, J P., & Herscovitch, L, 2001) looked at how organizational commitment affected organizational effectiveness Therefore, effectiveness in recruitment can be understood as achieving the set recruitment goals in terms of quantity, quality and time of recruitment

2.2 MWG

Recruitment is a process that include some steps:

- Step 1: The Area Manager creates requirements based e on actual situation

- Step 2: The Regional Sales Manager confirm these requirements and then they will be showed public on website vieclam.thegioididong.com This is one of many ways to reach the candidate Hanging banners on the street, noticing stickers on the wall in stores,… are also other ones

- Step 3: Candidates apply for the desired job, each person can register multiple profiles with different positions

- Step 4: Recruiters filter candidate profiles and schedule interviews

- Step 5: Recruiters organize an interview (online or offline depending on the situation) and select the right people according to certain criteria

- Step 6: Match each profile with the suitable requirements that are created in step 1 and create an employee user for him or her

At MWG, the effective recruiter completes recruitment requirements quickly and selects the right person for the store to operate well

2.3 Literature review

Recently, there have been many different studies on human resource recruitment in other regions and units in all businesses This proves that human resource recruitment is getting more and more attention, becoming a hot topic in human resource management forums and famous magazines and included in the research work-scientific research at the ministerial level, national level or in the doctoral thesis

Srithongrung,

Arwiphawee

The causal relationships among transformational

leadership has both direct and indirect effects on

leadership, organizational commitment, and employee

effectiveness

employee effectiveness

Hoang Thi Hanh Các yếu tố ảnh

hưởng đến hiệu quả làm việc nhóm của nhân viên khối văn phòng

affecting "team performance of office workers in

Ho Chi Minh City": Trust;

Commitment, and responsibility of team members; Care about the results

Mehrabani, Shadi

Ebrahimi, and

Maziar Shajari

Relationship between Employee Empowerment and Employee

Effectiveness

research is on introducing and testing a model to show the

relationship between employee empowerment and employee

effectiveness Four factors presenting empowerment

including serving others, coaching others, mentoring others and

monitoring others

as employee

Furthermore, employee effectiveness outcomes are introduced by employee’s satisfaction and employee’s performance regarding their extra efforts

Teo, Teck Choon,

and Kim Cheng

Patrick Low

The impact of goal setting on

employee effectiveness to improve

organisation effectiveness:

Empirical study of

a high-tech company in Singapore

study provided substantial evidences that supported the underlying thesis of this business

research that goal setting has an impact of employee effectiveness and

will lead to improved organisational effectiveness Mackay, Michael

M., Joseph A

Allen, and Ronald

S Landis

Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: A meta-analytic path analysis

engagement offers moderate

incremental validity in the prediction of employee effectiveness over-and-above the individual job attitudes of job satisfaction, job involvement, and organizational commitment

After studying the theory on four levels, the scope gradually expands:

(1) Research on “Effectiveness of the recruiter”

(2) Research on “Work effectiveness of employees working in departments/

industries/ fields with similarities with the recruiter”

(3) Research on “Work effectiveness of employees in general”

(4) Research on employee effectiveness

Most related studies almost exclusively refer to employee effectiveness in economics, finance, banking, healthcare, etc Employee effectiveness has a relationship with the organization's activities, ability, leadership ability of leaders, and work motivation of each employee Moreover, previous contributions have often focused on the factors that make up the "Organizational effectiveness": (Muscalu, 2015) indicating that recruitment source identification is an essential step

in the recruitment process of an organization The candidate search process often has to be done by recruiters themselves, and we have not yet measured whether identifying this candidate source contributes to the effectiveness of recruiters The doctoral thesis (Le Thi My Linh, 2009) mentions the implementation of the policy

to attract good workers, the recruitment must be gradual, follow the recruitment process correctly, and it is necessary to have a group of senior management take turns thoroughly interview candidates Each author's thesis has different writing styles, but they are all aimed at improving the effectiveness of recruitment in organizations in general Each article has a different scope of research on the content

However, "Effectiveness of the recruiter" is a specific topic, rarely found on research forums or has not been researched in-depth, while recruiters are people who directly create recruitment activities Analysing the results of factors affecting the effectiveness of recruiters is a necessity Moreover, at MWG, there has not been any research on the recruitment effectiveness of recruiters To further improve the effectiveness in recruitment work at the company, the author chooses the issue

"Factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group" to research and write her graduation thesis

2.4 The hypothesis of the proposed research model

2.4.1 The ability to Candidates Source

In the recruitment process, the first thing to do is to find candidates to apply for the positions that the organization is recruiting Usually, a few organizations with a

particular brand and reputation in the market will have a more diverse source of candidates Some other businesses take a lot of time to find the right candidate, i.e., recruiters need to spend a lot of time searching for candidates through social networks and websites

The competition for candidates among "hunters" in the market is fierce because everyone wants to find better candidates for their company Each recruiter needs to pay attention to selecting sources to find the right people, such as job fairs and job postings in newspapers, while informal sources are those that use friends and relatives, such as referrals (Saks, A M., & Ashforth, B E, 1997)

Based on this linkage, the higher the probability of finding a candidate, the better the effectiveness in the recruitment I thus propose a hypothesis:

Hypothesis 1 The ability to Candidates Source affects the effectiveness in the recruitment of recruiters positively

2.4.2 Seniority

The use of seniority factors to evaluate job performance is increasingly recognized,

in most organizations, senior workers receive higher wages than their juniors There

is ample evidence that wages tend to rise with seniority in the firm in both union and nonunion settings (according to papper of Chih-Yung Tsai, Ming-Tzong Wang

& Hsiao-Ting Tseng, 2016) However, the work of (Medoff and Abraham 1980, 1981) challenged the inherent theory that man has established They find little support for the notion that a worker's job experience reflects productivity

(Arthur E Blakemore and Dennis L Hoffman, 1989) shows that recruitment requires an understanding of legal regulations such as insurance policies, labour laws, etc Recruiters with many years of experience will be familiar with it More subject to these regulations Therefore, seniority will affect the effectiveness of the recruiter positively Besides, assessing individual personality and behaviour is also

an essential factor in helping recruiting staff choose the right person for the organization's requirements Recruitment staff with seniority will often accumulate

more experience and skills, from which the ability to evaluate to be better Therefore, increasing seniority means that the effectiveness of the recruiter also increases

I thus propose a hypothesis:

Hypothesis 2 Seniority affects the effectiveness in the recruitment of recruiters

positively

2.4.3 Motivation

(Karami, A., Dolatabadi, HR, & Rajaeepour, S., 2013) employee motivation does not have a positive and significant effect on employee performance with 95% confidence While, results of (Kuwas and Dissuic's study (2009) suggested that internal motivation has a positive and significant effect on job performance Also,

(Grant, (2008) stated that motivation has a substantial impact on employees' productivity performance Also (Marco Fanharin et al , (2005) stated that perceiving characteristics of total compensation system (reward) has a direct and positive effect on internal motivation This shows that motivation can influence effectiveness or not

However, some previous studies have applied Maslow to motivational research With significant influences by Maslow’s hierarchy of needs, (Malone and Lepper,

(1987) have integrated a large amount of motivational research into a summary of several ways the leadership of organizations can design environments that are self motivating “Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid Needs lower down in the hierarchy must be satisfied before individuals can attend to needs higher up From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem and selfactualization.” (McLeod, S (2007)

Figure 1 Maslow hierarchy of needs model

Therefore, in this thesis, the author uses Maslow to study the relationship between motivation and the effectiveness of recruiters The higher the recruiter in Maslow's hierarchy of needs, the more effective it is in the recruitment Based on this information, I formulate the following hypothesis:

Hypothesis 3 Motivation affects the effectiveness in the recruitment of recruiters

positively

2.4.4 Company process

More and more companies set up a systematic, professional working process Most large companies often have a transparent process In contrast, small companies often work spontaneously or only set up the method according to the boss's agreement on a specific project or a particular time

Building a systematic workflow sometimes encounters unexpected problems For example, if you go wrong with one step in the process, it will lead to many other efforts, and mistakes will need to be corrected manually

For recruitment, work according to a process that helps control the flow of suitable candidates from input, prepare for interviews until results are released, and receive the job and beyond A transparent, detailed, straightforward recruitment process, constantly updated and adjusted to suit the environment, will contribute to the effectiveness of the recruitment Recruiters work systematically, professionally and quickly

Based on this information, I formulate the following hypothesis:

Hypothesis 4 Company process affects the effectiveness in the recruitment of

recruiters positively

Figure 2 Proposed conceptual model

The effectiveness in the recruitment of recruiters

Summary of chapter 2

In chapter 2, the author has introduced theoretical foundations, some concepts of recruitment effectiveness were used in the study Besides, the author also has an overview of the research of this topic, starting from the basic theories and previous empirical research models The proposed research model is formed with 04 factors that will impact in recruitment effectiveness of recruiters in Mobile World Group

In chapter 3, the author will present the research methodology and give the direction

of analyzing research results to serve as a foundation for solving research

objectives

Chapter 3: METHODOLOGIES

This chapter presents a research process, designs a questionnaire, sample and data collection and survey to verify research hypotheses, explains variables, calculates and determines the expected sign of variables, identifies research data, evaluates the concepts to assess the conceptual scale of research models, offers a research model analysis method to serve as a basis for analyzing and evaluating the presented research objectives a research model

3.1 Research process

3.1.1 Steps of the research process

This research topic is done through a research process consisting of 12 steps The core of the research is to determine the problem, object, scope, and time of the research related to the factors affecting recruitment effectiveness and address the research objectives

Building research assumptions give research hypotheses for each independent variable and establishing a research model based on those hypotheses, presented in detail in Chapter 2

Collecting data based on variables in the research model: Asking for direct opinions

of instructors and team leader Completing the official interview questionnaire, inadequate questionnaires will be removed, and this questionnaire will be sent to each recruiter to collect research data Only successful observations will be analyzed

Based on the research results, this topic offers suggestions for solutions discussing and implications about each element to improve recruitment effectiveness in the organization

3.1.2 Research methodology and data

This research topic is run on the basis of subjective examination strategies and quantitative exploration techniques

Preliminary research: From the research objectives, the general thesis theoretical basis (recruitment effectiveness theory, research concept, and previous studies) are relevant On that basis, build a theoretical framework, model of recruitment effectiveness Observed variables measure the scale of concepts research is formed, scale design and preliminary interview questionnaire built, the factors that can affect recruitment effectiveness are identified The scale of research concepts in this stage is called the draft scale 1 From there, an official questionnaire was formed to conduct a direct survey of recruiters in Mobile World Group

Research data is done by direct survey method when survey subjects accept to participate This study entered and cleaned the data; only the questionnaires with sufficient information and appropriate were included in the analysis Some analytical techniques performed in this study are descriptive statistics of employee's characteristics, factors in research models, mark tests, and assessment of correlation between independent variables in the research model, then, perform regression to test the significance of the overall model, the suitability of all-inclusive the significance level of each factor in the research model

The descriptive statistical analysis and multivariate regression analysis are examples

of quantitative analysis approaches

Descriptive statistical analysis: Descriptive statistics of fundamental features of gathered data, such as gender, age, years of experience, recruitment area, job satisfaction, motivation, interactive working in organization, time for work, feeling important or not satisfied with company's working process Regression using many variables: The dependent variable is recruitment effectiveness, while the independent variables are the factors that influence effective recruitment

This study employs primary data sources interviewed directly from recruitment staff

in Mobile World Group order for the research outcomes to reflect the elements impacting recruitment effectiveness accurately (Hairetal, (1998) suggests that the

sample size is consistent with the EFA analysis method; the number of observations must be at least 45 times for one observed variable (N ≥ 5*M)

Furthermore, (Tabachnick and Fidell, (1996) suggested that the formula should ensure the sample size: N ≥ 8M+50 (N: sample size, M are several independent variables of the model)

According to (Nguyen Thuan, (2015), the minimum sample size for multivariate regression analysis is calculated using the formula: n ≥ 50+8*m; Meanwhile: n: is the selected number of elements (sample size); m: is the number of independent variables

In this study, where the number of independent variables in the model is 4, the minimum study sample size is n = 50+8*4 = 82 (items)

Nevertheless, to get a sample of 82, with 172 questionnaires sent directly to recruiters in Mobile World Group, the author filtered the data and selected 108 qualified votes Therefore, the author considers choosing 108 observations that are collected for research purposes

3.2 Formal research

This study's primary purpose is to acquire data in order to evaluate the creator's suggested model's hypotheses The research took place in Ho Chi Minh at Mobile World Group from March to April of 2022

3.3 Survey questionnaire

The purpose of the review poll is to collect information on each of the factors being considered Overview surveys are conducted by conducting in-depth interviews with ten individuals to update the question's phrasing so that surveyors in this company may easily comprehend and apply the sentences The information about four factors that influence under studies' investigation outcomes is gathered using items that pre-owned a five-point Likert scale (Likert, 1932) with five various levels, including going from 1 (unequivocally deviate) to 5 (firmly concur), used to

measure the level of agreement of the subject with statements representing specific observed variables in the thesis

The primary section of the survey, which gets into particular details, is the overview poll Its purpose is to determine the members' attitudes on those factors that may impact their examination outcomes Candidate source, Seniority, Motivation, Company process are the four aspects that make up the model that would explain four crucial issues under the circumstances

The study survey expresses in Vietnamese and English so people would fully understand those terms without any problem It does not require the complete name, telephone number, or email, under the studies number to secure individual data

3.4 Data collection

Data collecting methods are an essential element of study design; There are various data collection methods to pick from, each with its own set of benefits and drawbacks (Sekaran and Bougie, 2010) The process of data collecting is the most crucial phase in the research (Sugiyono, 2013) Field research is used to acquire data for this study, and questionnaire distribution is used The questionnaire is one

of the most effective data gathering tools; it may be handed out in person, sent to the respondent, or delivered online (Sekaran and Bougie, 2010) According to Babbie (The Practice of Social Research, 2010), "Quantitative strategies underscore target estimation and the factual or numerical examination of information gathered through surveys, polls, and overviews or by controlling prior measurable information utilizing computational methods The data was gathered through a survey, which included several applications for an online questionnaire

In this thesis, the author collects data via email and contacts via LINE (the internal application used by MWG employees) by sending the link to an online survey

questionnaire on the Google Form platform

3.5 Modified the scale of factors influencing recruitment effectiveness

Although, the examination on components influencing recruitment effectiveness results has been directed in past researches Nonetheless, the scale may not been tirely appropriate to the actual situation at Mobile World Group Consequently, in this pilot research, the creator will modify the portions in the components that influence the recruitment effectiveness

3.6 Statistic process

Every survey is coded and put into the Statistical Package for the Social Sciences (SPSS) version 20 based on data collection Because of the accuracy of the information section and for missing information or out of reach reactions, the frequencies produced by SPSS are tested for invalid data (data with missing information due to the subject's omission of survey contents, the subject chooses one answer for many survey contents, meaning less data) The data is statistically based on the research sample's characteristics, such as gender, age, income, seniority, and work position, using descriptive statistics (Descriptive Statistics)

3.7 Cronbach’s Alpha Reliability Coefficient

This method allows an analysis to find out which items should be kept and which items should be omitted from the items to be checked (Hoang Trong and Chu Nguyen Mong Ngoc, 2008) or, inother words, the Alpha Coefficients of Cronbach are determined to evaluate each factor's inner uniformity to help eliminate variables observations and scales are not appropriate These are the value levels of Cronbach's Alpha:

If Cronbach's Alpha lies between 0.6 to 0.7, it means the scale can be accepted utilized is new or new to the respondents in the research context (Hoang Trong and Chu Nguyen Mong Ngoc, 2008)

If Cronbach's Alpha lies between 0.7 to 0.8, which is reliable, it means the scale is quite good and promised (Peterson, 1994)

From 0.8 - 0.9 -high confidence, over 0.9 -very reliable high, it means the scale is highly excellent

Vice versa, the creator will keep the scale if the all-out factor correlation is under 0.4 yet the Cronbach's Alpha is higher than or equivalent 0.7 To satisfy observed variables, observed variables with a correlation coefficient of total variables (corrected item-total correlation) of less than 0.3 will be disqualified The criteria scale is selected when Cronbach's Alpha coefficient is higher than 0.6 (Nunnally & Bernsteri, 1994; Slater, 1994) Overall, in theory, the higher the Cronbach's Alpha coefficient, the better (the more reliable the scale is)

3.8 EFA factor analysis

After removing the variables that do not ensure reliability through Cronbach's Alpha analysis, the exploratory factor analysis method (EFA) is mainly used to determine the convergent and discriminant values and, at the same time, to scrutinize distinguishing variable gatherings in a group of the examination variables and decide if factors could be assembled to make fewer fundamental components defining required variable sets This is useful for research and is used to find relationships between variables

To determine the appropriateness when using EFA, people often use Bartlett's test and KMO:

- Bartlett's test: This was a statistical quantity used to consider the hypothesis that variables, whether or not, correlated in total (Trong and Ngoc, 2008) Bartlett's test

is statistically significant when Sig.<0.05 This proves that the observed variables are correlated with each other in the population and a statistically significant correlation between the independent and dependent variables

- KMO test: Is an index used to compare the magnitude of the correlation coefficient between the measured variables with the magnitude of their partial correlation coefficients (Nguyen Dinh Tho, 2013) The larger the KMO coefficient,

the better because the greater the common share between the variables To use EFA, the KMO coefficient must reach a value of 0.5 or more (KMO >= 0.5)

The method of factor extraction Principal components with Varimax rotation stops when extracting factors with Eigenvalue (representing the variable part explained

by each factor) greater than one or equal to one The technique for separating the coefficient is the strategy for factor extraction The scale is acknowledged when the absolute fluctuation deviation is more noteworthy than or equivalent to half

3.9 Regression analysis and ANOVA test

The difference between the variables is evaluated using ANOVA; ANOVA analysis reveals that the F value has Sig significance

If Sig.<0.05, the regression model is consistent with the collected data, and the included variables are statistically significant with 95% confidence

If Sig.<0.05, We may reason that there would be a statistically enormous the difference among the 02 means

If Sig.>0.05, we may reason that there would not be a statistically enormous the difference among the 02 means

If the case of Sig is less than 0.05, the theory of consistency changes among the variable worth gatherings has been breached

3.10 Linear regression model

The research model takes the form of a regression equation with four independent variables and one dependent variable (effectiveness in the recruitment), as follows:

E=B0+B1*CS+ B2*S+ß3*M+ B4*CP +e

Note:

E: The effectiveness in the recruitment of recruiters at Mobile World Group

CS: Candidates Source

Chapter 4: RESEARCH RESULTS

The primary goal of this chapter was to provide the results of a form questionnaire survey conducted by the company As previously said, the author will run data that the author has gathered, provide the findings and evaluate the figures after running the data collected from the survey using SPSS software, which includes: Descriptive statistics of samples and research variables; Evaluation of the scale through Cronbach's Alpha coefficient and exploratory factor analysis EFA; Correlation analysis and hypothesis-testing through multiple regression analysis Finally, the regression result will indicate the outcomes of testing the scale and whether or not four hypotheses may have a significant impact on the analysis model

in Chapter 2 and how the various levels of which may cause the problem

4.2 Descriptive statistical analysis

Table 4.1: Descriptive statistics for relevant variables

The results in Table show that the group of employees with a post-secondary level

of education accounts for 4.6% (5 recruiters) The group “undergraduate” accounts

for 91.7% (99 recruiters) The last group, which is “postgraduate”, accounts for 3.7% (4 recruiters) as was mentioned in the survey

Of the variable showing area, data shows a relatively uneven spread, depending on the store weight of each business unit The graph indicates 23.2% (25 recruiters) of employees recruit supermarket chain Thegioididong.com/DienmayXANH 30.6% (33 recruiters) of supermarket chain BachhoaXANH, this is the area with the highest percentage The group “AVA” accounts for 5.6% (6 recruiters) The "Tan Tam" group appeared 17 times, accounting for 15.7% The "An Khang" group appeared 14 times, accounting for 13.0% Group of Toan Tin - BHX Online indicates 10.2% (11 recruiters) The last area is also the area with the least amount

of recruiters with 1.7% (2 recruiters)

4.3 Descriptive Statistics for quantitative variables

Table 4.2: Descriptive statistics for the Evaluation Factors variable