RECRUITMENT PROCESS PNJ NGUYEN THE VUONG 205080611

RECRUITMENT REQUIREMENTS VOTES I GENERAL REQUIREMENTS Department Business Development Staff Education Level High school diploma English level Position Financial staff, Pawn clerk The time needed for s.

RECRUITMENT REQUIREMENTS VOTES I- GENERAL REQUIREMENTS

Level:

High school diploma

English level:

Position: Financial staff, Pawn

clerk

The time needed for staff:

1/3/2022

Reasons for Recruitment: Shortage of

human resources, new additions for several positions to develop the financial segment

SEX:  Male  Female Age: From 21 to

28

Quantity: 02

Employees

Appearance:  Need  Relative  Unnecessary

Marital status:  Single  Married

Working Experience: Check the amount of experience needed to perform the

job 1 year of experience in the position of Business Development Officer, Sales

Account Executive, or similar positions

Specialties:

DESCRIPTION OF BASIC WORK:

The main tasks of the Financial Business Development staff include:

• Implement customer development programs in the Pawn segment, develop store sales

• Performing services of Inspection, Purchasing of diamonds, branded handbags

• Steps to finish a customer's mortgage transaction: Receiving inspection items (with assistance tools) -> Product pricing -> Consulting and persuasion -> Welcoming the customer -> Support in contracting -> Assist consumers with interest payments, redemptions, and

customer care

• Conduct transactions with customers at the main transaction office and neighboring transaction points

• Any other duties that may be assigned from time to time

• Contact and attend relevant meetings and seminars with other necessary functional departments in the enterprise to perform tasks, support and develop the business organization, perform well the role of an Employee Business development

• Meeting with customers, the Head of Design is the person who works with customers to help them realize their ideas, advise and explain to them about design-related issues

II- SKILL REQUIREMENTS

1/ Lanaguage Skills:

+ English: Level A  Level B  Level C  Unnecessary 

+ Others: _

2/ Computer Skills:

Word, Powerpoint, Excel

Proficient in Internet search engines

Others:

3/ Planning:

Weekly, Yearly, Monthly, Quarterly, Over yearly

4/ Creative:

Create improvements in the field of

operations

Create improvements in the field of

department

Create new styles/models of product

Create new products

Initiate new ideas of business, management

type

5/ Comprehensive:

Understand clearly orders, instructions of working

Understand clearly working plans of group or dept

Understand, update the information of working

6/ Ability to solve the problem:

Solve the work quickly, accurately

Solve the work carefully, in detailed

Solve the work in the time-limit

7/ Ability to make a decision:

Ability to make a decision that can impact the results of sec/company

8/ Ability to persuade:

Need to persuade other members in group/sec

Need to persuade amount of fastidious

customers

9/ Ability to lead:

Lead one group Lead one Dept./Sec

III- HEALTH AND SAFETY

Physical fitness for working

No nearsightedness

IV- COMMUNICATION

Necessary to communicate outside Need to communicate with many people in the company Need to communicate with local and foreign customers Need to contact with media

Need to have good consulting, care, and persuasion skills

* Notes:

- Fill directly on the form

- Choose and cross in correlative boxes

Date month year 20

Head of department/department

RECRUITMENT PLAN

 • Based on actual job arising needs:

 • According to the recruitment process of the company, the Department/Department/Unit:

……… requests to recruit the following positions unexpectedly:

 GOAL: The goal of PNJ Company is to build and maintain the PNJ brand as one of

the leading brands of Vietnam's jewelry industry, participating in the world market

Simultaneously expand and develop synchronously other areas of activity in which the Company has advantages Create a stable, long-term, and solid development foundation

Maximize profits, ensure the legitimate interests of employees, and fulfill obligations to the State.

Department Quantity

Brief Job Description Candidate Criteria

Wage expected

Proposing staff for professional interviews and selection

TIME HUMAN RESOURCES NEEDED

Reasons for Recruitment

1 Business

development

staff

02 Business

development staff plays the role of working with the product development team

to build products/services that best meet customer needs.

Convince customers to use products/services, build the trust of customers with businesses

8,000,000 -15,000,000 VNĐ (hard salary from 8 million + bonus)

The department recruits people with expertise and technical relevance to the job.

Human Resources Manager

31/3/2022 Shortage of

human resources, new additions for several positions to develop the financial segment

RECRUITMENT ANNOUNCEMENT I/ Job Posting Information

1 Recruitment and Selection form

- Communication through social networks.

- Post on job boards.

- Post ads in newspapers, distribute leaflets.

2 Proposing staff for professional interviews and selection

- The department recruits people with expertise and technical relevance

to the job

- Human Resources Manager

3 Information about the position posted

Job Title: Business development staff

Job description: • Implement customer development programs in the Pawn

segment, develop store sales

• Performing services of Inspection, Purchasing of diamonds, branded

handbags

• Steps to finish a customer's mortgage transaction: Receiving inspection items (with assistance tools) -> Product pricing -> Consulting and persuasion -> Welcoming the customer -> Support in contracting -> Assist consumers with interest payments, redemptions, and customer care

Job Requirements: - Proficient in communication skills, negotiation and persuasion skills, analytical and judgment skills, and skills in understanding customer psychology

- Proficient in office tools

- Work experience as a Business Development Officer, Sales Manager or similar position

4 Remuneration

Benefits enjoyed:

• Study and Trial for 2 months, get 100% solid salary

• Income: 8-15 million (hard salary from 7 million + bonus)

• Trained from scratch in finance, customer service, jewelry, other essential soft skills

• Have a clear career development path

• Environment: built on the value of Trust - Dedication - Friendly Young, dynamic, friendly colleagues

• Social insurance, health insurance, 13th-month salary, Year-end bonus, Team-Building activities, and weekly and monthly activities

Work Benefits :

• When going to work, uniforms are provided

• Complete training is required before becoming an official employee

• Request a leave of absence from your employer

• If you are an excellent employee, you will receive a travel bonus

5 Document requirements that workers need when applying for a job.

1 Application form (uploaded on job introduction websites, company website to recruit)

2 CV

3 Autobiographical curriculum vitae certified by the local (Resume is a summary

of the personal information of the person making the resume: name, address, phone number, family information, etc.) family, degrees, etc.)

4 High school diploma (university diploma if available)

5.Portrait photo (3x4 or 4x6)

6 The company's "candidate declaration" has a photo on it

7 Candidates have a lot of time unemployed or candidates switch jobs too much Application deadline:…15/3/2022-20/3/2022… (As soon as you apply)

II/ Screening candidate profiles

Classify records into 2 groups:

 The application does not meet the capacity requirements of the applied title: type.

• Emails with unclear content, disrespect, no subject, abbreviation

• Eliminate CVs that do not have a high school diploma

• Eliminate CVs that do not know how to use computer software

• Emails that are not serious

• The application does not clearly state the position applied for, the presentation is not clear, the content contains many errors, has many spelling errors,

 The profile meets the capacity requirements of the candidate title:

• Experience: over one year

• Education: Graduated from high school

• Hard skills: Know how to use basic office computers

• Soft skills: Good communication, consulting, care, and persuasion skills

- Emails and CVs that have been pre-screened It is necessary to send a

confirmation email that you have received the candidate's email and CV Thank you candidates for applying, Congratulations and see you on March 20, 2022

III/ Prepare for a face-to-face interview

• Contact to confirm information and recruitment notice via email, phone number:

• Interview time

• Interview location

• Notes when going to the interview

• Requirements to include in a job application form

1 Interview steps:

- Pre-qualification exam: applied in case there are too many

applications or for titles that need to be tested on aptitude, foreign language, and appearance For example, management positions must have a separate exam on presentation foreign language level Or

business function, there will be an IQ test

- Professional exam: applied to the titles that the job description requires

that require a professional exam

- Interview: Required for all positions For the position of economic

manager: will be interviewed by the director of the human resources department In turn, the candidates will be interviewed

2 Preliminary interviews: - Direct recruitment

- - Interview according to the panel interview model according to the

questionnaire

- Questionnaire will be asked, candidates:

QUESTION

- Would you like to introduce yourself to the recruitment board?

- Why are you applying for this position in our company?

- What do you know about our PNJ?

- What do you expect from our company PNJ?

- What is your expected salary at PNJ?

- What are your strengths and weaknesses?

- Tell us about your experience at your previous company and why you left?

- What are your career goals in the next 5 years?

- If you are selected to PNJ, what will you do to bring value to the business?

- Do you have any questions for us?

End of prequalification interview: - At the end of the prequalification interview,

send an email to thank the candidates for coming to the interview

3 For candidates who pass the pre-qualification round, an appointment notice will be sent to the next interview

- Consider whether the information collected from the candidate is

consistent with:

• The company's working environment

• Bring value to the company

• Understand the core value that the position applies for

4 Exam and interview

- Depending on the position, there will be direct professional interviews

or tests (IQ, DISC, general knowledge, Microsoft word skills test

(basic), Microsoft Excel (basic, advanced), professional and

interviews)

5 Create exam questions

Responsibility for making exam questions and answers:

For the IQ test and general knowledge, Microsoft word (basic), Microsoft Excel (basic, advanced): Human Resources Department is responsible for preparing exam questions and answers

For the professional test: The Head of the Department/Department/Department requesting recruitment is responsible for preparing exam questions and answers and returning them to the Human Resources Department

The requirements on the exam paper specify the number of points that meet the requirements of the test as a basis for marking the exam

6 Examination

Organization of the entrance exam:

PNJ shall base on the list of dossiers that meet the capacity requirements of the applied title to organize an entrance exam

Mark the test:

For professional tests: Management staff of the Department/Department of expertise

For IQ test, general knowledge, Word/ Excel (basic, advanced): PNJ marks

PNJ collects exam results, makes a list of candidates for interview according to, and sends a soft copy of this list to the Department/Department/Unit that requests the recruitment

7 Organize professional interviews

After a maximum of 03 days from the date of receiving the soft copy of the list of interviewees from PNJ, the recruitment department/department/unit must review and respond to PNJ to select the application profile of candidates participating in the entrance exam, interview, and expected interview time

- Questionnaire will be asked, candidates:

QUESTION

What do you know about the 4P marketing model?

What do you think about overtime?

If your boss is wrong, what will you do?

Tell about an experience when there was a conflict between you and a peer and how it was resolved in the end?

Tell me about a time when you had to work under pressure and how did you handle it?

How to make a good impression on customers and then, when is the most important time?

How do you get people to understand what you mean when you have to explain your expertise to other departments?

How would you feel if you were rejected in this interview?

How do you scientifically organize your work while still meeting all your top priorities?

What do you usually do to drive the team's motivation and morale?

8 Report on recruitment results

- After the recruitment report is approved by the Board of Directors, the

Administrative Department must post the list of successful candidates at the main gate of the company and the meeting date to guide the recruitment procedure

- Unsuccessful candidates can also make their list and announce it 3 days later The Administrative Department does not need to send notices to unsatisfactory candidates

9 Sign a probationary contract

When the candidate comes to sign the contract, the Recruitment Specialist is responsible for:

Explain the terms of the contract, answer questions (if any) and guide the candidate

to sign the Members' Council and related agreements

IV/ After recruiting

Welcome new employee: Introducing new staff:

Responsibilities for introducing new personnel are specified as follows:

With the new staff are positions from Head of Department/Department or higher and personnel directly managed by the General Director: Human Resources City for personnel at the Office

With new personnel are the remaining positions: Recruitment specialist is responsible for the introduction

Referral form: face-to-face and/or via social media

The superior directly managing the new employee must appoint a person responsible for guiding, training, and mentoring the new employee during the training/trial process

Handing overworking equipment and tools: when the employee comes to take over the job, the Head of the Department/Department/Unit is responsible for coordinating with relevant departments to carry out the procedures for handing over assets to the new employee: equipment information technology, equipment, working tools, office

products, uniforms… according to the law.

New employee training process.

• The store manager is responsible for helping trainees grasp the work, instructing sales skills, goods management skills, and goods inspection skills If any unit is irresponsible in guiding students, the Administrative Department will report it to the Board of Directors for handling

• During the training period, under the guidance of the Head of the unit, the trainees must grasp the work themselves to prepare to move to the probationary stage

• During the training period, the trainees are not allowed to manage the company's assets, and at the same time are not responsible if there is an incident of property loss at the unit where the trainees are apprenticed

COMPLETE RECRUITMENT