NATIONAL ECONOMIC UNIVERSITYBUSINESS SCHOOL DOAN THAO MY IMPROVING RECRUITMENT AND SELECTION PROCESS AT LANGUAGE LINK VIETNAM, MY DINH BRANCH Bachelor of Business Administration in Engli
THEORETICAL BACKGROUND ON RECRUITMENT
The fundament of Recruitment and Selection in Human Resources Management
1.1.1 The definition of Recruitment and Selection
Steve Wynn, CEO of Wynn Resorts Limited has once stated out that:
Human Resources isn’t just a function; it’s the essential driving force behind our business success Effective Human Resources Management involves building and implementing strategies that maximize employee potential, ensuring that individual skills and abilities align with organizational objectives By balancing the benefits of each employee with the overall goals of the organization, HR plays a critical role in fostering a productive and harmonious work environment that promotes growth and achievement.
Effective personnel management requires associating staff with the organization in key positions to ensure ongoing and future business success Human resource management should be approached systematically, with recruitment, promotion, training, and staff appraisal grounded in scientific methods These HR functions must align with organizational strategies, business plans, personnel policies, and environmental conditions to support overall administrative functions and organizational growth.
Human resource management is a fundamental function of the management process, as personnel are the most vital asset of any organization Effective HR practices focus on selecting and arranging qualified and capable individuals suited for specific roles within the organizational system Ensuring the right people occupy the right positions is a top responsibility of the Board of Management (BOM), highlighting the critical role of human resources in business success.
The foundation of a business is always a strong team of qualified and professional individuals Therefore, “recruitment is a prerequisite to be able to build a good foundation for businesses”.
Effective recruitment is vital for business success, as it involves selecting the right individuals who align with the company’s long-term goals, ensuring a suitable and capable workforce According to Lawrence Bossidy, “nothing we do is more important than hiring and developing people,” emphasizing that people are the key to organizational success, not just strategies Small businesses often rely on line managers or HR teams for recruitment, while larger companies may outsource these processes to specialized HR service providers Implementing a strategic and well-invested hiring plan builds a strong human resource foundation, supporting business growth and enabling the successful execution of company strategies.
Selecting the right employees is a crucial step in the recruitment process, involving identifying candidates who meet the specific job requirements The basis for selection is determined by the job description and the skills needed for the position, guiding HR managers to make effective hiring decisions A well-structured selection process ensures organizations acquire personnel with the right skills, supporting future growth and strategic objectives Implementing appropriate selection steps, utilizing accurate information collection methods, and evaluating candidates scientifically are essential for achieving optimal hiring outcomes, reducing costs, and minimizing risks in job performance.
1.1.2 The distinction between Recruitment and Selection
Recruitment and selection are both crucial components of the staffing process, though they are often misunderstood as the same While recruitment involves attracting a broad pool of candidates to apply for a job, selection focuses on identifying the most suitable candidate from among those applicants Understanding the key differences between these stages ensures effective workforce planning and enhances organizational performance.
Recruitment involves developing effective strategies to attract a growing pool of candidates, while selection is the process of identifying the most suitable individual for the position within the organization Together, these processes ensure that companies attract qualified applicants and choose the best fit to support their goals and growth.
Secondly, the use of recruitment goes before the choice process. Meanwhile, the use of selection is finished by making a job offer to the chosen by giving an arrangement letter
The recruitment process serves as a vital connection between employers seeking new talent and individuals searching for job opportunities Meanwhile, the selection process involves assessing the behavior, attitude, and performance of at least two parties to ensure a good fit Together, these stages are essential for effective workforce planning and organizational success.
To ensure a successful recruitment process, it is essential to align the organization’s needs with the candidates' requirements Selecting suitable staff enables managers to complete tasks efficiently and effectively Coordinating these factors leads to better workforce performance and organizational success.
1.1.3 The important of recruitment and selection
“Recruitment is the investing in people” Good recruitment gives businesses a workforce suitable for jobs and vacancies, and bring huge benefits for organization.
Improving the efficiency of work, the company’s reputation by recruiting personnel is an activity that directly affects the quality of human resources of enterprises.
At the same time, it also saves the cost of training human resources if the organization can select the brightest candidates.
Hiring passionate individuals committed to the profession ensures long-term employee retention, reducing the need for frequent recruitment This stability helps businesses avoid the time and resources spent on onboarding new employees and facilitates smoother cultural integration Long-term employees contribute to a cohesive workplace environment and sustained company growth, making talent retention a key strategic priority.
Through the recruitment of new employees, the HR experts evaluate that this is a rejuvenation of the workforce for businesses, bringing new winds, new ideas for the company.
Experts estimate that failed recruitment can cost a company between three to six times the employee's annual salary, highlighting the significant financial impact of poor hiring decisions Conversely, successful recruitment is crucial for retaining valuable talent and reducing substantial costs associated with onboarding and turnover Therefore, selecting the right candidates is essential for minimizing expenses and ensuring long-term business growth.
Effective selection additionally makes a gigantic advantage for association Without a core group of value and powerful individuals, it is impossible for a business to stand separated or to form a brand.
Effective employment procedures focus on selecting candidates who align with the long-term success of the business, rather than rushing to fill vacancies with family members or acquaintances who may not meet all requirements Investing time and resources in hiring committed individuals ensures sustainable growth and enhances the overall lifespan of a business Prioritizing quality hires over quick fixes is essential for building a strong, dedicated team that contributes to long-term organizational achievement.
In any businesses the workers are the most critical and important resource. Without them there exist no businesses on the planet that could keep on working effectively and successfully
Understanding the importance of selecting the right candidates is crucial for business success Hiring individuals with the best characteristics enhances overall performance and productivity Making informed decisions during the hiring process saves valuable time and prevents unnecessary expenditure of financial resources Investing in thorough candidate assessments ensures you find the right fit, reducing costly hiring mistakes Ultimately, targeted recruitment strategies lead to a more efficient and effective workforce, driving long-term business growth.
To find the ideal candidate, it’s essential to involve a reliable hiring manager who understands the company's needs Collaborating with the hiring manager and relevant officials ensures that staffing decisions are well-informed and tailored to the business's requirements Clear communication about job requirements helps in making better, more effective hiring choices.
Choosing the wrong candidate during the hiring process can lead to significant challenges that hinder business growth Poor employee performance can negatively impact team morale, reduce sales, and result in unnecessary expenses for the company Making the right hiring decisions is crucial for maintaining a productive and profitable work environment.
Recruiting and Selecting Process
The recruitment process is a crucial first step in building a strong and valuable talent base for your organization It involves a systematic approach that starts with sourcing suitable candidates, followed by organizing and conducting interviews, and ultimately selecting the most qualified competitors Implementing an efficient recruitment strategy ensures you attract top talent and set the foundation for long-term success.
Step 1: Planning for recruitment procedure
Recruitment planning is the crucial first step in the hiring process, involving a thorough assessment of vacant positions This phase includes defining job descriptions, analyzing workforce needs, and identifying the necessary experience, skills, and qualifications required for each role Effective recruitment planning ensures a targeted and efficient hiring process, aligning organizational goals with candidate capabilities.
An effective recruitment plan is essential for attracting qualified and experienced candidates who can meet the organization's goals By implementing a well-structured strategy, companies can identify and engage potential applicants who possess the necessary skills and capabilities to fulfill their responsibilities successfully Ensuring the recruitment process targets suitable candidates helps organizations build a talented workforce aligned with their objectives.
The first step in the recruitment plan is identifying the job opening, which begins with the HR Department receiving a recruitment request from different branches of the organization This request includes key details such as the number of positions to be filled, the specific roles and responsibilities, and the required capabilities and experience needed for candidates.
When a hiring opportunity arises, it is essential for the sourcing director to determine the specific needs of the position, such as whether it is permanent or temporary, full-time or part-time Assessing these parameters before initiating the recruitment process ensures the right talent is targeted effectively Proper identification, planning, and evaluation enable organizations to utilize appropriate resources, resulting in an efficient and successful recruitment strategy.
Job analysis is a systematic process of identifying and evaluating the duties, responsibilities, necessary skills, and work environment associated with a specific position This process helps organizations understand what tasks are involved and the qualifications required for employees to perform their roles effectively Conducting a thorough job analysis is essential for accurate recruitment, training, and employee development, ensuring that job responsibilities align with organizational goals By clarifying job requirements and expectations, companies can improve workforce planning and enhance overall productivity.
Employment investigation helps in understanding what errands are vital and how to perform them Its motivation is to build up and record the activity relatedness of work methods, for example, choice, preparing, pay, and execution evaluation o The accompanying advances are vital in breaking down a vocation o Recording and gathering work data o Precision in checking the activity data o Producing set of working responsibilities dependent on the data o Deciding the aptitudes, information and abilities, which are required for the activity o The prompt results job analysis are sets of job descriptions and job specifications.
Job description is an essential report, which is clear in nature and contains the last statement of the job analysis This depiction is vital for an effective recruitment process
A comprehensive job description outlines the scope of employment, including specific duties and the job's position within the organization It provides valuable insight for employers and employees by clarifying role expectations and responsibilities This information helps ensure that both parties understand what is required to successfully fulfill the job duties Clear job descriptions are essential for effective hiring, role clarity, and organizational planning.
A comprehensive job description is essential for fulfilling key procedures such as ordering and positioning roles, onboarding and orienting new assets, managing advancements and transfers, outlining clear career paths, and planning the future development of work standards This ensures that organizational processes are efficient, transparent, and aligned with strategic goals, ultimately enhancing employee growth and operational success.
A comprehensive job description provides essential information about the position, including the job title, organizational role, and location It outlines the main responsibilities and duties associated with the occupation, offering a clear synopsis of the job The description details the required equipment, materials, and machinery involved, along with the supervision processes in place Additionally, it highlights working conditions and any relevant health considerations, ensuring a thorough understanding of the role for both employers and employees.
Job specifications focus on identifying the key qualifications and qualities needed in a candidate, aiding HR in selecting the right applicant The process begins with creating a comprehensive list of all positions within the organization and its departments The next step involves developing detailed descriptions for each job, including responsibilities, required skills, and experience, to ensure accurate and targeted hiring.
This data about each employment in an association is as per the following: o Physical particulars o Mental particulars o Physical highlights o Passionate specifications o Social specifications
A job specification report gives data on the accompanying components o Capability o Experiences o Training and development o Abilities requirements o Work obligations o Emotional qualities o Intention of career
Job evaluation is a similar procedure of synthesizing, surveying, and deciding the relative esteem/worth of a job in connection to the other jobs in an association
Job evaluation is essential for determining fair compensation by analyzing and identifying the appropriate pay for different job roles Key strategies involved in this process include job review, job classification, and job positioning, all of which contribute to establishing equitable wage structures Ultimately, job evaluation provides the foundation for developing effective pay and salary arrangements within an organization.
Step 2: Develope strategy for recruitment
The recruitment strategy is the second step of the hiring process, involving the development of a structured system for attracting and selecting candidates After finalizing detailed job descriptions and specifications, the next crucial phase is choosing the appropriate recruitment methods to identify the best talent for the organization Implementing an effective recruitment system ensures a streamlined approach to attracting qualified candidates and meeting organizational staffing needs.
While setting up a recruitment methodology, the HR group considers the accompanying focuses: o Make or purchase representatives o Kinds of recruitment o Geographical area o Recruitment sources
Improving your recruitment strategy is a lengthy process, but implementing the right techniques is essential to attract top-quality candidates Key steps in developing an effective recruitment plan include establishing a dedicated recruitment team, aligning your recruitment efforts with your overall HR strategy, collecting relevant industry and candidate data, analyzing this information to identify trends and needs, and finally, designing a tailored recruitment strategy to meet your organizational goals.
Step 3: Searching for the right candidates
Seeking is the recruitment process where assets are sourced based on job demand After developing a recruitment strategy, the seeking of applicants begins, which involves two key stages: source actuation, where recruitment starts once the line director confirms vacancies, and selling, where the organization selects media channels to reach potential candidates The seeking process fundamentally aims to attract suitable job seekers to the available opportunities Sources used in recruitment are broadly classified into two categories, ensuring an effective approach to sourcing candidates.
Internal Sources and External Sources
Internal sources of recruitment relate to contracting workers inside the association via: o Advancements o Exchanges o Previous Employees o Inner Advertisements (Job posting in company’s groups) o Worker Referrals o Past Applicants
External sources of recruitment relate to contracting workers outside the association via: o Coordinate Recruitment o Business Exchanges o Business Agencies o Advertisements o Proficient Associations o Grounds Recruitment o Word of mouth
Screening begins after consummation of the way toward sourcing the applicants Screening is the way toward separating the individuals for further selection process
Screening is a basic piece of recruitment process that helps in expelling inadequate or superfluous applicants, which were gotten through sourcing The screening procedure of recruitment comprises of three stages:
Reviewing of Curriculum Vitae and Cover Letters
Evaluate Recruiting and Selecting Process
A crowded lounge area and numerous online applications do not reliably indicate a successful recruitment process To effectively evaluate your hiring efforts, it's essential to use both qualitative and quantitative metrics that identify areas of strength and opportunities for improvement Key evaluation criteria include assessing the efficiency of the hiring process and analyzing employee turnover rates to ensure you are attracting and retaining the best candidates.
Conduct a skill assessment of your recruiting staff to ensure they are well-versed in traditional selection strategies and leverage technology effectively Evaluate their expertise by reviewing their achievements, knowledge base, and success rates, such as the number of candidates placed or job requisitions filled within a specific timeframe Additionally, consider their years of experience, as this is a key indicator of proficiency, given that organizations tend to retain high-performing recruiters over less effective ones.
Understanding an organization’s cost-per-hire (CPH) is essential for effective recruitment budgeting, as it reflects the total expense involved in filling a vacant position CPH includes staff time spent on sourcing candidates, creating job postings, conducting initial screenings and interviews, and coordinating applicant meetings with hiring managers Additionally, post-offer expenses such as reference checks, background investigations, pre-employment medical tests, and business assessments contribute to the overall hiring costs Monitoring CPH helps organizations optimize their recruitment processes and improve cost efficiency.
Assess whether the organization is overspending on the recruitment process by comparing actual costs to the benchmark of cost per hire (CPH) Combine the standard CPH with planned expenses for worker compensation and benefits to gain a comprehensive view of HR expenditures While focusing on maximizing the HR budget during cost selection, it might seem like an oversimplified approach to evaluating the effectiveness of recruitment and selection processes However, if the organization’s recruitment costs significantly exceed established benchmarks, it could indicate inefficiencies or areas needing improvement in talent acquisition strategies.
HR to reallocate cash for training process and other workforce expenses to selecting, there could be an issue with inordinate expenses to hire new candidates.
Employee turnover incurs significant costs, including wages for temporary workers filling in during recruitment, training expenses for new hires, and productivity losses during vacancy periods Combining these costs into a single measure provides a comprehensive view of the true expenses associated with recruiting and onboarding new employees Understanding these comprehensive costs enables businesses to better manage workforce stability and optimize their recruitment strategies for long-term success.
During the application process, it is essential to analyze candidate sources to identify the most effective channels for attracting quality applicants Many application frameworks ask candidates how they discovered the job opportunity, providing valuable insights into recruitment sources such as employee referrals, social networks, organization websites, and job fairs Tracking the number of candidates from each source allows HR professionals to determine which channels are most successful in attracting suitable candidates, optimizing future recruitment strategies.
Conduct surveys with HR Managers to gain insights into the effectiveness of the recruitment and selection process Gather employee sentiment reviews to evaluate the success of the organization’s internal advancement and exchange procedures, ensuring employees have positive perceptions of the internal hiring process Analyze feedback from exit interviews, especially from employees leaving within their first 30 to 90 days, to assess whether job opportunities were communicated honestly and accurately during recruitment, ultimately improving talent acquisition strategies.
ANALYZING PRESENT RECRUITING AND SELECTING
Overview of LANGUAGE LINK VIETNAM
Founded in London in 1975, Language Link's mission is to make English accessible to all as a pathway to success, higher education, and career development.
The company has always played a significant role as an active participant in many developments such as teaching, testing and evaluation with a special focus on Teaching Excellence.
Language Link was a longstanding member of the Association of Specialize English Language Schools and is today accredited by the British Council and English UK.
Language Link specializes in the building of English language teaching programmes They also provide training solutions for schools, colleges and students of all ages all over the world
From 1975 to 1990, Language Link established five schools in Central London, serving approximately 8,000 students annually These schools welcomed students from 56 different nationalities, allowing us to gain valuable insights into regional and ethnic learning challenges and develop tailored solutions.
Nowadays, they have established school partnerships in the UK, Europe,Russia, Vietnam, China, Uzbekistan, Kazakhstan and Malaysia.
Language Link’s pathway represents 40 years of international experience running Teaching Centres and teaching English across the world.
Language Link is reowned for it priceless belongings They are proud of education and effort to bring standard to customers.
LLV is dedicated to prioritizing their customers and clients by collaborating closely with them to clearly understand training objectives and develop tailored programs They are committed to ensuring that all training goals are achieved or surpassed, demonstrating their focus on delivering exceptional results and fostering client satisfaction.
They encourage the teachers to look for and develop innovative and creative ways to approach their teaching This approach differentiates teachers and course deliveries from other education organizations.
As a 100-per-cent foreign company, they provide education services to ISO: 9001-2000 standards.
Language Link is moving forward in a stable and steady manner, and the company takes good care of its colleagues, customers and partners.
Language Link always encourages staff to study and work together effectively as a team They listen to and value the ideas and opinions of others.
Accredited by Cambridge University for its teacher training programmes
Accredited by the British Council for facility and academic quality in the UK
Achieved the Golden Dragon Prize for the Best Training Quality from theVietnam Economic Times and Vietnam Foreign Investment Department for 100 percent foreign capital enterprises in Vietnam
One of the top 10 popular brands in Vietnam in education and training, as voted by clients in a survey conducted by AC Nielsen.
Achieved a certificate awarded by the Prime Minister in 2009 in Education and Training Development.
2.1.2 Basic information of Language Link Vietnam
Founded in 1996, Language Link Vietnam is a proud member of the International Language Link Group and was among the first international organizations to offer English courses tailored for local speakers in Vietnam Over the past 20 years, the company has continuously grown into a leading institution dedicated to teaching English nationwide.
Language Link Vietnam is comprised of 4 main business segments: Language Link Academic (Public schools), Schools Link, Corporate Link, and Language Link Overseas Study
At Language Link Academic, public schools offer a diverse range of English courses tailored for all age groups and objectives, from young children and teenagers to college students and working adults We provide effective learning pathways through high-quality instruction designed to meet everyone's needs, regardless of their background or language goals With a commitment to global standards, exceptional customer service, and expert consultancy, Language Link is the ideal destination for comprehensive English education and personalized support.
Schools Link, part of Language Link’s innovative English education program in Vietnam, employs over 75 experienced outside English teachers to educate more than 15,000 students across 10 regions in Hanoi Our program consistently receives high praise from students and parents, with 99% of students reporting they enjoy their English lessons through Schools Link Additionally, 98% of parents observe significant improvements in their children's English skills thanks to our focused and effectively designed curriculum.
At the secondary level, students reveal the equivalent: 94% appreciate learning
English in the program, and 99% said that their teachers approach them with deference in the classroom.
Corporate Link specializes in designing and delivering comprehensive English and soft skills training programs for local and international businesses, government agencies, and non-profit organizations LLV's expert instructors empower managers and staff to communicate more effectively in the global marketplace by focusing on essential soft skills and English language proficiency These tailored training programs enhance workplace communication, increase productivity, and support organizational growth in the competitive, modern business environment.
Language Link Overseas Study (LLVOS) is a global education network partnering with secondary schools, colleges, and private schools across the UK, USA, Canada, Australia, New Zealand, Singapore, and Malaysia Students enrolled through LLVOS will improve their English skills, receive personalized college application guidance at no extra cost, and gained insights into international academic environments, application strategies, and procedures Additionally, LLVOS helps students develop essential soft skills such as essay writing, CV preparation, and visa interview techniques, preparing them comprehensively for their educational journey abroad.
With 40 years of global experience and 20 years of experience understand Vietnamese students, Language Link enhances the quality of training, helps students form successful development of English proficiency – that is, to communicate well in normal life days, both good use in learning and examination environments, working in domestic and international Language Link Vietnam also performs its mission by improving the quality of English teachers – including Language Link teachers and Vietnamese teachers through participating in teacher training in the framework of the Foreign Project National Language
In 2020, the Ministry of Education and Training recognized Language Link as a leading organization in promoting comprehensive English learning across Vietnamese schools The company has played a pivotal role by collaborating closely with the Department of Education to enhance language education standards nationwide Through these strategic partnerships, Language Link continues to strengthen English language skills among students, contributing to Vietnam's educational development and international integration.
Training organizes the English, Primary and High School Olympic exams for the past 13 years, attracting tens of thousands of students to participate.
Language Link is dedicated to enhancing the quality of its teaching and customer service to become Vietnam’s leading English education organization We offer comprehensive English courses tailored to meet the diverse needs of all learners, ensuring an effective and personalized learning experience Our commitment is to provide high-quality language training through a strategic and learner-focused approach, establishing us as the top choice for English education in Vietnam.
2.1.3 History of Language Link Vietnam
2.1.4 Organization structure of Language Link Vietnam
Figure 4 Organizational structure of Language Link Vietnam
2.1.5 Introduction to Language Link Vietnam, My Dinh branch
Language Link My Dinh is one of the four public schools in the Language Link system, strategically relocated from LLV Tran Quoc Hoan to benefit from its advantageous new site Spanning 1,000 square meters, the modern facility features nine well-equipped classrooms that attract numerous parents and students eager to experience quality language education This move underscores the school's commitment to providing a conducive learning environment with advanced facilities.
Language Link My Dinh, part of Language Link Vietnam, operates under the slogan “Học ở đây Graduate anywhere,” emphasizing comprehensive skill training for students to confidently succeed globally Since commencing operations in June 2018, Language Link My Dinh has quickly gained popularity, attracting a large number of interested students and enrollees seeking quality language education.
LLV My Dinh now has a quantity of 28 classes, which are not a big number but can be counted as an effective one because it is a new school in town.
LLV My Dinh is now running on a system with 5 levels of education, ranging from children to adult.
At the Language Link Academic, the Kindergarten program (Very
The Young Learners program is designed to help native children learn their mother tongue by considering their age characteristics and diverse intelligences It emphasizes learning through physical activities (Total Physical Response, TPR) and rhymes (Phonics), making language acquisition engaging and enjoyable The content includes plentiful, fun physical activities that enable children to naturally and comfortably absorb language, develop thinking skills, and reflect in English This approach fosters effective communication skills in real-life situations Additionally, the Phonics method provides a solid foundation for children to read and write English accurately, supporting their overall language development.
The English for Primary program (Young Learners) at Language Link Academic is designed to help students develop a comprehensive English proficiency, from basic to advanced levels Through diverse and engaging activities, the program fosters children’s awareness and thinking skills while building confidence and a love for English It emphasizes essential academic knowledge such as grammar and vocabulary to enhance all four language skills and achieve high academic results Additionally, the program introduces children to international and national English tests like Olympiad English, TOEFL Primary, and TOEFL Junior, ensuring they are well-prepared for future assessments.
Highlights and Drawbacks of Teaching Assistant
The recruitment and selection process at LLV My Dinh is generally smooth and efficient, demonstrating effective performance throughout Key highlights include a streamlined process that ensures timely and accurate hiring decisions The evaluation methods employed contribute to selecting the most suitable candidates, reflecting the organization's commitment to quality and operational excellence Overall, LLV My Dinh's recruitment system is characterized by its effectiveness and ability to meet organizational staffing needs efficiently.
At LLV My Dinh, our HR Department ensures all candidates receive confirmation emails regardless of the outcome, demonstrating respect and professionalism This dedicated communication reflects Language Link Academic’s commitment to valuing applicants and maintaining transparency throughout the recruitment process As a reputable organization, we provide equal opportunities for everyone interested in joining our team.
LLV My Dinh prides itself on having experienced staff dedicated to ensuring a smooth recruitment and selection process Notably, from 2016 to 2018, the organization experienced zero turnover rates among talent acquisition teams, reflecting their commitment and contributing significantly to the company's ongoing success.
LLV My Dinh efficiently manages their recruitment process by carefully selecting and recruiting Teaching Assistants (TAs) Confirmations are sent to candidates within 3 days of the application closing, ensuring timely communication Final results are communicated within 2 days after thorough review, and probation outcomes are delivered on the last day of the probation period This streamlined timeline enhances operational efficiency, saving time, costs, and resources for the organization.
Job analysis is a vital first step in every recruitment and selection process, as it thoroughly assesses the need for a specific job This process helps in preparing accurate job descriptions and job specifications, clearly outlining the responsibilities of the hiring organization Without a proper job analysis, the information shared with candidates becomes vague and unspecific, leading to confusion and difficulty in attracting suitable applicants.
The TAs are recruited for LLV My Dinh, but the only step that manager in
My Dinh participates in the in-depth interview and the selection decision process Since the recruited TAs will be working at My Dinh Public School, managers are involved not only in interviews and the selection process but also in the preparation of job analysis and other management activities.
At LLV My Dinh, as an English school, it is essential that teaching assistants (TAs) are fluent in English Currently, the selection process lacks specific English assessments to evaluate candidates' language skills effectively Incorporating English tests into the recruitment process will ensure candidates possess both verbal and writing proficiency, enabling them to support teachers across various class levels This approach will improve the quality of assistance provided, ensuring TAs can effectively assist in all age groups beyond just Very Young Learners.
To ensure the recruitment of dedicated candidates capable of supporting your organization in the long term, it is essential to incorporate health checks and medical examinations into the selection process Assessing candidates' physical ability helps verify they meet the required standards and can perform job duties effectively Implementing these health screenings before the probation period is crucial for selecting truly committed and physically capable employees, ultimately promoting a stronger, healthier workforce.