Completing the recruitment process of headhunt vietnam company

Page 6 2.2.1 Principles of recruitment according to practical needs 292.2.2 Principles of selecting the right person to meet the requirements of the 2.2.3 Principles of publicity, transp

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HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND

EDUCATION FACULTY FOR HIGH-QUALITY TRAINING

THESIS

COMPLETING THE RECRUITMENT PROCESS OF

HEADHUNT VIETNAM COMPANY TRAN THI HAI YEN

Student ID: 19124043

Major: INDUSTRIAL MANAGEMENT

Advisor: LE THI KIM KHANG, MBA

Ho Chi Minh City, May 2023

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HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND

EDUCATION FACULTY FOR HIGH-QUALITY TRAINING

THESIS

COMPLETING THE RECRUITMENT PROCESS OF

HEADHUNT VIETNAM COMPANY

TRAN THI HAI YEN

Student ID: 19124043

Major: INDUSTRIAL MANAGEMENT

Advisor: LE THI KIM KHANG, MBA

Ho Chi Minh City, May 2023

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GUARANTEE

My graduation thesis, which I wrote myself, is titled "COMPLETING THE

RECRUITMENT PROCESS OF HEADHUNT VIETNAM COMPANY" and is based on my practical experience, an actual survey conducted at the company, and company documentation associated with my training major

I thus state that this research project is original to me and hasn't been plagiarized from other papers addressing the same subject I fully accept responsibility for the data I've provided in my thesis

HCMC, /…/………

Yen Tran Thi Hai Yen

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COMMENTS OF ADVISOR

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COMMENTS OF REVIEWER

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ACKNOWLEDGEMENTS

First, I want to express my gratitude to Headhunt Vietnam, my family, lecturers and friends who helped me immensely with my graduation report I could effectively complete my thesis because of that direction and committed assistance

I would like to thank the instructor, Ms Le Thi Kim Khang She actively took the time

to orient and direct my thesis I was able to finish my report with her instruction

Thank Headhunt Vietnam company for providing the data to help me complete this thesis

I want to express my gratitude to my family and close friends for their moral support and words of encouragement Thank you to everyone who supported me during my thesis work

With limited time and skills, my Thesis undoubtedly contains many things that could be improved I hope the lectures can provide ideas to enhance my Thesis

Finally, I wish everyone, including Ms Kim Khang and family and friends, good health, happiness, and great work success

Best Regards!

HCMC, /…/2023

Student name Yen Tran Thi Hai Yen

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LIST OF TABLE

Table 1.2: Labor structure by gender of employees from 2021-2023 20Table 3.1 Number of candidates recruited into the company in the period 2020-2022 51Table 3.2: Job descriptions for HR Admin Intern and RC 52Table 3.3: Results of Internal Recruitment from 2020-2022 56Table 3.4: Results of Outside Recruitment from 2020 - 2022 59Table 3.5: The number of recruitment for the period of 2020 - 2022 60Table 3.6: Recruitment results of the company for the period 2020-2022 62

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LIST OF FIGURE

Fig 2.1:The 10-step process of recruiting personnel according to ISO standards 35

CHAPTER 1: INTRODUCTION TO HEADHUNT VIETNAM 11

1.2 Characteristics of production and business activities 21

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2.2.1 Principles of recruitment according to practical needs 292.2.2 Principles of selecting the right person to meet the requirements of the

2.2.3 Principles of publicity, transparency, objectivity and lawfulness 30

2.2.5 Principles of flexibility in the recruitment process 32

2.3.1 Sources of recruiting personnel inside the company 32

2.4.11 Summarize and evaluate the recruitment process 40

2.5.2.2 Competition for labor from other organizations 44

CHAPTER 3: REALITY OF RECRUITMENT AND SELECTION AT

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CHAPTER 4: SOLUTIONS TO IMPROVE THE EFFECTIVENESS OF

RECRUITMENT AND SELECTION AT HEADHUNT VIETNAM 72

4.1.2 The Company's recruitment plan for the year 734.2 Solutions to improve the effectiveness of recruitment and selection at

4.2.3 Improve the professional qualifications of recruitment staff 74

of an organization's human resources is directly affected by recruitment activities, which

is an input factor in the human resource selection process Recruitment procedures have

an essential role in creating a company's personnel who will be well-qualified In addition, hiring the right candidate for the right job will help employees reach their full potential to contribute significantly to the company's growth

Headhunt Vietnam is a company specializing in recruitment services For Headhunt Vietnam, the end of 2022 is a big step; the company expanded its office area and opened

a new office in October 2022 to develop and expand the company size and receive more large-scale projects Because of that, the company needs to increase the number of employees and interns to meet its human resource needs, so recruiting human resources

is currently a top priority No matter how good a company is, it is difficult to stand firm

in the market without a quality and effective workforce, especially in the competitive recruitment service market

Therefore, the recruitment work of Headhunt Vietnam is now the most important, both

as the foundation of the company's development and as proof of the company's position

in the market Besides, an excellent human resource team gives the company many advantages, both helping the company receive and complete many large projects, significantly increasing the company's income and bringing the company's reputation—the company on the market The company's human resources are the core, the key to the company's development and strength

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If the company wants talented human resources, recruitment selections are essential, so

it is necessary to focus on the recruitment process to bring the best results

Optimizing the recruitment process requires employers to be sensitive, have a reasonable and creative recruitment policy, hire the right people, etc., to maximize the potential of human resources and save costs The recruitment must bring good results to serve the company's development goals

Based on the above, the thesis topic, "Completing the Recruitment Process of Headhunt Vietnam Company", was conducted by me

The thesis assessed and pointed out the strengths and limitations of the recruitment process after analyzing the current human resources and recruitment practices of Headhunt Vietnam The thesis offers suggestions and solutions to support the recruitment process of enterprises

3 Scope and object

Scope: Headhunt Vietnam company ( Recruitment process from 2020-2022)

Object: The recruitment process at Headhunt Vietnam

4 Research methodology

This thesis used the following research methods:

● Analytical investigation methods: Methods of investigation and analysis used in writing the thesis The information collected during the internship at the company and during the thesis work was analyzed in detail

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● Statistical methods: The information and data in the thesis were listed in chronological and spatial order, making it easy to capture and track information To find out the advantages and disadvantages of the company's recruitment process

● The method of comparison and synthesis: The thesis used the comparative method between years of data to compare and analyze the recruitment process and results Besides, I applied the method of synthesizing collected information and from the learned knowledge to support researching, analyzing and evaluating the advantages and disadvantages in the recruitment process of HHVN From there, I had some recommended solutions to help the company find a solution to optimize the recruitment process

● Documentary research methods: The method used to study documents related to the recruitment process to find the optimal solution for the company's recruitment process

5 Structure of report

Chapter 1: Introduction To Headhunt Vietnam

Chapter 2: Theoretical Overview Of Recruitment Of Human Resources

Chapter 3: Reality Of Recruitment And Selection At Headhunt Vietnam

Chapter 4: Solution To Complete The Recruitment Process Of Headhunt Vietnam Conclusion

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CHAPTER 1: INTRODUCTION TO HEADHUNT VIETNAM

1.1 Introduction to Headhunt Vietnam

1.1.1 Information of Headhunt Vietnam

Name of Company: VIETNAM RECRUITMENT COMPANY LIMITED (Headhunt

1.1.2 Headhunt Vietnam Overview

Headhunt Vietnam is a human resource consulting company established in 2011 by Mr Hoang Van Nam - currently the founder and general director of the company The company has an office located in Ho Chi Minh City, Vietnam As a private company, from the beginning, the company was just a small office with less than ten employees However, after ten years of appearing in the market, they now have a sure foothold in the recruitment agency market in Vietnam From 2011 to now, although it has gone through many changes, with the vision and strategy of the company's leadership, Headhunt Vietnam has become a human resource partner for many customers worldwide Currently, the company has expanded the market in Vietnam and has customers in West Asia and Southeast Asia Most recently, the company has a branch

in Germany, aiming to attack the market Europe in the future

Their assets from 2011 to 2022 include 10% domestic business expansion, and 90% of their clients are foreign corporations They have established a corporate mission to uphold strong core principles reflecting their continued capacity-building philosophy

To be able to develop to this day is a clear demonstration of the capacity of Headhunt

As well as assisting their client companies in finding the right candidate for each position, Headhunt Vietnam also acts as a mentor to over a million job seekers by offering advice on how to prepare for the job and ensuring the efficiency of their recruitment process

Fig 1.1: Logo of Company

Source: Headhunt Vietnam’s website

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Logo definition: Headhunt is represented by the two Hs Two human figures represent customers and candidates The intermediary between a customer and a candidate is a headhunter Blue represents confidence in the service, and the circle depicts the world

1.1.3 Vision mission and values of the company

1.1.3.1 Vision

Headhunt Vietnam will be viewed as a genuine and trustworthy business partner, integrating local market expertise with high standards and quality worldwide to offer its clients bespoke human resources excellence

To help the HR departments of businesses in Vietnam, Singapore, and the US through their knowledge and services and to offer over 1 million job hopefuls realistic employment chances

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consultants, grasping market trends and skills in finding candidates that meet partners' requirements

● Integrity: Honesty is necessary for any company or individual who wants to survive

in the market for a long time Headhunt Vietnam commits that the company's services are transparent in the working process and respectful and honest with partners All activities of the company comply with the provisions of Vietnamese and international laws

● Passion for success commitment: Intending to become the best recruitment consulting service provider in Vietnam, we put results and quality, as well as customer satisfaction, first Commit to successful service and carry out insurance for cases arising by Headhunt Vietnam

● Speed: Commitment Besides the quality of service that Headhunt Vietnam brings, there is also a commitment to speed The most prestigious, quality and fastest possible high-level candidate search service Support customers to find suitable candidates as soon as possible to fill management positions promptly

● The most valuable resource in any organization is talent: We appreciate talented people in the organization, always trying to create the best environment for the company's staff to have the opportunity to develop and show their talents—their force Talent is always appreciated in our company

● Global norms and experiences from local practice: As a Headhunt company with many years of experience, we have a network of candidates worldwide, meeting global standards We always keep up with the trends of the world

● The method for approaching candidates and your insights: With a professional candidate search process, Headhunt Vietnam finds candidates that match the client's requirements

● Three-day search guarantee

● A 10-year veteran professional service provider: With more than ten years of experience in the headhunting field, we are the best choice for you to trust and entrust

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1.1.4 The structure of Headhunt Vietnam

Fig 1.2: The Structure of Company

Source: PA Team

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The duties of each component of the organizational structure are as follows:

● The General Director/CEO is the company's legal representative and is responsible for creating the agenda and calling and presiding over meetings The General Director, sometimes known as the CEO, can make decisions on the company's behalf regarding matters about its goals and interests He also oversees all business operations for the company, creates business plans, sets up the management structure, and is accountable for all business operations and hiring new employees

● Freelance teams support the company's administrative tasks: IT, Finance, and Payroll service staff

● ESS Team: The team hiring new employees has most of its members within the organization

○ Back Office team: Including headhunters seeking people to handle office administration

○ Manufacturing team: Including headhunters for manufacturing, engineering, and production positions

○ Commercial team: Including headhunters seeking prospects to run advertising, sales, services, and agencies

● Team BD & Research: Responsible for business development, this group conducts market research to identify problems and offer solutions to help the organization find new partners and clients

● PA team: Also known as the HR team

○ Office Manager cum PA: Manage the administrative functions of the office As the direct manager of facilities, personal employment contract data, employees' lives, etc Along with helping the CEO with corporate management duties Accountable for hiring new employees for the business

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○ Personal Assistant: The individual who assists the CEO with business management concerns, organization management, and customer relations, accountable for hiring new employees for the business

1.1.5 Headhunt Vietnam Career Path

Fig 1.3: The Career Path

Source: PA Team

The figure shows a career development chart at Headhunt Vietnam The lowest is the Intern position, and the highest is the Director position If following the career path of Headhunt Vietnam, the starting position is the Intern position For the intern position, the company only accepts candidates currently studying at colleges and universities, not those who have graduated This position will typically last for three months; if the intern

The position of Recruitment Consultant I requires candidates to have a university degree

or higher, which requires the necessary skills to become a recruitment consultant; in addition, English is a mandatory skill when working at Headhunt Vietnam After RCI, staff will be remote to the RCII position For the Senior RC position, employees must have sufficient years of experience working at Headhunt Vietnam and running enough revenue KPIs for the company Next, they will be remote to the Client Partner position and follow the next career path to the Associate Director and Director positions

1.1.6 Labor characteristics of the Company

1.1.6.1 Total Employees structure

Table 1.1: Total of Employees from 2021-2023

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From 2020-2021, 4 more people will be added, bringing the total number of employees

of the whole company to 67 people These are two years with many fluctuations in the market due to the impact of the Covid-19 pandemic, leading to many changes in personnel Nevertheless, with business conditions in the years 2020-2021, the company can only keep the human figure at a stable level The summary results show that the number of human resources working at the company from 2020-2021 has mostly stayed the same By 2022, the number of employees will increase to 73 people By 2022 the company has stabilized in business, and the company's personnel tends to increase, showing that the company tends to prosper and develop more

In 2020-2022, the company's human resources tended to increase, and in 2022 the number of employees at the company increased sharply compared to the previous two years, which is a good sign If the company grows and develops, the human resource can also increase

In today's labor market, human resources are increasingly abundant, especially young human resources Young human resources with high qualifications and expertise are good human resources that the company is looking to recruit

90% of Headhunt Vietnam's workforce had bachelor's degrees; employees must have graduate-level credentials to hold official positions A bachelor's degree is required for positions from Recruitment Consultant to Director The remaining 10% of the workforce comprises trainees, interns, final-year students, or graduates awaiting their degrees No college or bachelor's diploma is required for Intern, Trainee or Associate positions As

a result, 100% of the employees for all positions at Headhunt Vietnam have graduated from high school and have university knowledge or above in their background, with 90% of them having graduated from university The remaining 10% do not

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1.1.6.2 Labor structure by gender

Table 1.2: Labor structure by gender of employees from 2021-2023

up to 42 people account for 67% By 2021, the company's number of employees would

be increased by four people, of which two were male employees, and two were female employees; the proportion of female employees in the company is still three times higher than that of male employees In 2022, the company had 24 male and 49 female employees, accounting for 67% of the total employees According to the above results,

it is clear that the number of female employees accounts for a very high percentage of the total workforce at the company

Headhunt Vietnam Company provides recruitment consulting, high-level human resource search and other human resource services The jobs in the company require skilful communication; employees have to contact daily with partners, customers and candidates through many channels, be it face-to-face or through email, phone, etc chat Therefore, the skill in communication, softness and persuasion is a significant skill factor Besides, you also need skills to search for candidates, check CVs, or do

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paperwork related to insurance, payroll etc Most jobs tend to be more suitable for women; this is also why the number of female employees in the company is always higher than the number of male employees

1.2 Characteristics of production and business activities

1.2.1 Company's field of business

Headhunter service: A headhunter is a company that specializes in finding high-level employees on clients' demand When customers need to hire staff for a particular role, they might approach a headhunter for recruiting services Following orders, they will seek and offer the most qualified people to meet the needs of the client The issue of human resources is always a cause of worry in each enterprise, given that the labor market's demand for senior individuals is becoming more diverse The senior personnel have a significant impact on how the business grows

In order to help businesses swiftly and effectively address the need for top-tier human resources, the headhunting service was created However, each company offers a different service package at a different cost Businesses can significantly reduce their expenditures and time searching for talent by selecting the correct recruitment package According to recruitment experts, headhunter services on the market today are divided into three different segments:

Mass Recruitment

The talent-hunting firm receives orders via this form from companies with the necessary number of candidates in terms of quality and quantity It will be simpler for the headhunter to finish the task when businesses place huge orders because they will only need the applicant to have a little experience or skills The headhunter will screen and assess prospects using the available data source to choose qualified ones It takes this process three to five days

Contingency Search

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Contingency Search is a form where headhunter firms identify candidates who meet the company's needs and are only paid when the candidate and the company reach an agreement With this method, the company benefits since the headhunter will put forth extra time and effort to finish the work as quickly as possible because they are only paid when they discover a candidate

Businesses can pick this method of hiring individuals for any role, from mid-level and high-level applicants to candidates with specialized skills Due to the high level of experience and skill required for these positions, headhunters must also have experience and solid industry knowledge to perform the function effectively

Retained Search

Businesses searching for senior employees in management positions should use Retained Search services Businesses frequently set high standards for experience and knowledge in these orders Therefore, the compensation received by the headhunter after finishing the contract is rather considerable

Businesses must pay a portion of headhunter services upfront due to the high recruitment standards that call for candidates with experience, high skill, or specific expertise The headhunter must also promise to locate the ideal applicant by the specifications at a specific time The next headhunter service charge will be paid when a candidate is found, and the business will take care of the remaining obligations upon hiring a candidate

1.2.2 Services of Headhunt Vietnam

Outplacement service

Employee career transition assistance enhances the client company's reputation

The main activity of the company is recruitment consulting The company receives requests from customers looking for candidates for senior positions From the information received from customers, the company will search for candidates that match the criteria, make contact and provide candidate information for customers to choose to enter the interview round

1.2.3 Recruitment service process

The deployment of the recruitment service is a complex, multi-step procedure with numerous distinct yet interconnected processes

After contacting the customer, the company and the customer agree on a service contract; Headhunt Vietnam will receive detailed information about the location that the customer is looking for to conduct research and search for applications according to the following procedure:

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Fig 1.4: The Recruitment service process

Source: HHVN

Explanation with a diagram:

Step 1: After receiving the customer's order, the company will receive the necessary

information from the customer for the position they wish to apply for HHVN gets information from clients, listens to their requests, and gives them hiring planning advice

Step 2: Create a recruitment strategy During this stage, the HHVN will base its plan on

the qualifications and details of the position the client seeks Confirm the search area, search strategy, and candidate source before limiting the candidate search scope

Step 3: Candidate sourcing and market analysis: This crucial phase considerably affects

the success of the applicant search Conducting market research and identifying candidates who meet the client's needs is vital

Step 4: Interview & Evaluation: After identifying applicants with suitable profiles,

HHVN will contact them for a brief conversation to learn more about their current circumstances and the position they are applying for Consultations and candidate quality development

Step 5: Interview and assess the suitability of candidates

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Step 6: Interview the company's HR and the candidate offered by HHVN Customers

evaluate the quality of candidates

Step 7: Negotiate the job offer

Step 8: Follow up on the candidate's job acceptance process and support

This step is the basic process when Headhunt Vietnam conducts a candidate search after signing a contract with a client Exceptional cases of alteration following the consumer's needs may occasionally occur, although only sometimes Generally speaking, fees and warranties in customer contracts vary based on the terms of the negotiations between the two parties

1.3 Headhunt Vietnam work culture

"Business culture" refers to the beliefs and methods of a corporation and its personnel Work culture is clear from how employees engage with one another, the principles they uphold, and the choices they make

The work environment, company missions, leadership style, values, work ethic, expectations, and goals are just a few examples of the various components of an organization's culture

Company culture can be cultivated with clarity and purpose or result from the accumulation of decisions made over time With a strong work culture, employees understand expected outcomes and behaviors and behave accordingly

1.3.1 Work culture

Company culture indicates the working style, development orientation, activities, and organization of personnel at that company Building a company culture is also very necessary; a friendly and comfortable environment can help employees develop to their fullest potential and capacity to bring about the best results in the company Company culture is also the key to keeping employees working and accompanying the company,

a significant factor in attracting human resources A company with a healthy,

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professional and friendly culture will attract many candidates, not only that but also strengthen the morale of the company's employees Headhunt Vietnam's team of directors and personnel builds a flexible, comfortable and democratic working environment for the company, prioritizing the development of talents In particular, the company gives priority to recruiting talented young employees

With the slogan "Friendly office, work hard, play hard" at Headhunt Vietnam, the workplace has very relaxed restrictions that prioritize employees Support employees as much as you can, make them feel at home, and give them a place to work where they may reach their full potential

● Monday through Friday, 8:30 AM to 5:30 PM, 8:30 AM to noon, and 1:30 PM to 5:30 PM

● Employees can register to work from home and have flexible working hours

● The weekly report meeting will take place every Monday

● The office is enjoyable, and the working environment is quite comfortable

● Primarily individual job; work in the team little Teams and individuals compete, but there is little pressure because the teams' primary responsibilities differ slightly

● The employees' food needs are served by a pantry area stocked with breakfast and lunch appliances, including a refrigerator, microwave, and kettle

● Eat in the workplace

● For staff to take naps during breaks, there are mats available

● Employees with birthdays in the month of the month receive birthday celebrations

● Every year, there will be a meeting to discuss the company's policies and the target for the following year

Company culture Headhunt Vietnam can be seen through working time, working environment, and activities taking place at the company The company has a similar environment to all other office companies Because the company works in human resources, it could be more dynamic Flexible about working time and flexible within the framework Highly democratic when employees can say what they are unsatisfied

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with within meetings and about policies at the end of the year The internal event activities in the company could be more professional and methodical because it is a private company

1.3.2 Company activities

The company organizes a trip for employees every year

The company has a tradition of having charity trips at the end of the year

Since Headhunt Vietnam is a privately held business run by its owner, there are seldom any set daily events or holidays The company's HR department will primarily handle holidays, and several modest events cheer up employees yearly

The company also organizes happy hour sessions every week; this event allows the whole company to exchange and chat with each other The small party includes fruit cakes, fruit, and soft drinks like an afternoon snack The happy hour party is also how the company wants to create a relaxing atmosphere for employees after a working week

In a few months, the company will organize evening parties for the whole company to celebrate successful big projects or parties to welcome new employees, which is also a way to connect employees in the company, forming a team work effectively

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CHAPTER 2: THEORETICAL OVERVIEW OF RECRUITMENT OF HUMAN

RESOURCES 2.1 Related Definition

2.1.1 Definition of human resources

Human resources of an organization or company is the ability to work, develop the economy, and build an organization to fulfill the goals set by the company, from all the employees involved in the business activities

All specific individuals are involved in the labor process, including their physical and mental factors

2.1.2 Definition of human resource recruitment

Recruitment attracts willing and able employees to work in an enterprise from many different sources, stemming from the need to expand, supplement, or replace other solutions that cannot respond

Recruitment can be defined as the process of quickly and effectively locating qualified applicants from within or outside the organization to fill open positions

It is necessary to clearly define recruitment objectives and measures to achieve this goal

and evaluate recruitment results

2.1.4 Definition of human resource selection

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The selection process assesses the candidate's capacity to select the most suitable candidates for the recruitment needs of enterprises The selection process is based on the candidate's personality capacity factors to decide which candidate is suitable for the job and which position the business is recruiting

The selection decision will give organizations qualified resources for future growth, which is crucial for business strategy and organizations

A successful hiring procedure will also assist the company in lowering the costs associated with retraining, re-selection, and job-related dangers

2.2 Recruitment Principle

2.2.1 Principles of recruitment according to practical needs

From the company's practical needs, the company has vacancies that need to find human resources

According to the organization's plan, research and recommendations in each department directly employing the company's employees determine the organization's recruitment needs to decide the quantity, quality and time of recruitment

To correctly identify the practical needs of the organization, job analysis and job placement should be carried out seriously in the departments

Recruitment that does not follow practical needs will prevent businesses and organizations from facing difficulties such as excess or shortage of human resources, waste of money and property for businesses, and ineffectiveness guaranteed Recruitment needs to follow the company's actual situation of human resources

It is necessary to refer to the proposals and recruitment needs through the human resource management department of the company or enterprise

Recruitment needs to be based on the actual recommendations of the departments using human resources because these are the departments that understand the situation of excess or shortage of human resources in their departments

2.2.2 Principles of selecting the right person to meet the requirements of the task

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and job position

Recruiting human resources must be suitable for the job to be recruited, suitable for the working part, meeting the job requirements and recruiting the correct number of requirements Selected employees must have the right expertise and skills for the job, avoiding unselective recruitment that leads to employees needing to be able to undertake their tasks due to lack of knowledge, affecting their employees' performance and the company's development

Need to fit the company culture: Company culture is a very important factor that strongly influences the attraction of potential candidates Candidates must fit into the company culture to stick with the company for a long time and feel comfortable with the working environment so that work efficiency and productivity can have positive results

Suitable for the human resource team in the company: Newly recruited human resources need to have the right personality with the human resources of the department being recruited This factor is significant in teamwork later on

The capacity factors of new employees need to be suitable and meet the requirements

of the position that the company is recruiting for; it is imperative to ensure that the right person is in the right place following the needs of the job

Suitability is not too strict about having a professional degree, but suitability here needs

to be flexible, which can mean that the person being recruited can do the job being recruited as long as it is suitable for the job

2.2.3 Principles of publicity, transparency, objectivity and lawfulness

The recruitment company or organization needs to publicize recruitment information, conditions, time and place of the recruitment organization

Publicize information about employment, requirements, salary, remuneration, and promotion regime

All applicants have equal access to recruitment information

Employers must adhere to several requirements in our nation's Labour Code, including regulations governing employees, their rights and responsibilities, and their ability to hire new employees, power of the employer, rules governing labor contracts, rules governing labor subleasing, rules governing salaries, rules governing working hours, rules governing female employees

Recruiters must regularly update information on labor laws and carefully study and understand relevant regulations

Human resource recruitment is one of the activities that must comply with the legislation

in any organization or business

Human resource recruitment is one of the activities that must comply with the legislation

in any organization or business

This principle aims to prevent unfair factors in recruitment among candidates, evaluating candidates emotionally and forcing the recruitment process to comply with labor laws

2.2.4 Principles of ensuring competitiveness

In recruitment, competition is indispensable, which is essential in helping employers choose the brightest candidate

To ensure competitiveness, employers must formulate reasonable questions and be confidential

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Methods can be applied to create competition in the recruitment process and create contests between candidates with a combination of expertise and skills, through which

it is possible to preliminary assess the candidate's qualities

2.2.5 Principles of flexibility in the recruitment process

Flexibility in the hiring process does not mean loosening hiring standards

Flexibility is to improvise depending on the situation, not too rigid Not too rigid about the degree, the degree cannot reflect the total capacity of the candidate, the employer should be flexible in assessing the candidate's actual ability, avoiding because the candidate does not have a degree that rejects the candidate, then remove potential and suitable candidate for the position

Must have flexibility in evaluating and selecting candidates, giving the organization many potential candidates with suitable qualifications

2.3 Sources of Recruitment in Vietnam

2.3.1 Sources of recruiting personnel inside the company

Internal recruitment is another name for this type of human resource; people are hired directly from within the company, and managers may also nominate or promote them Internal candidates are usually given preference when a business wants to fill a position Advantages of internal recruitment: Helping businesses to make optimal use of current labor resources, creating opportunities for development and promotion for employees, and increasing attachment and loyalty among employees and businesses, creating an atmosphere of emulation and healthy competition to motivate the company's employees Besides saving recruitment costs, reducing risks

Limitations of internal recruitment: Human resources may be limited with few choices,

in addition to being limited in novelty and creativity Recruiting internal human resources causes disturbance to the organizational structure if the recruitment process is not transparent and objective, affecting the psychology of candidates as well as

● Give clear information to employees and let them choose new occupations

● Posts must be visible to ensure everyone knows the management's decision

● The system's hiring procedure must be efficient

2.3.2 Sources of recruitment from outside the enterprise

The primary sources of recruitment are from outside the company, and they include: + Hiring graduates from universities, colleges, and professional or final-year students + Hiring friends and relatives of current employees in the company

+ Hiring former employees in the company

+ Hiring staff from other companies

+ Hiring the unemployed

Advantages of external sources of the enterprise: Abundant and diverse human resources, able to meet the position's recruitment requirements, have many choices It brings businesses a new way of working, which can get breakthroughs

Limitations of recruiting external sources: The recruitment costs are high, training costs, conflicts with company employees, and high risks in recruitment

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A system of training institutions, relationships, job introduction centers, recruiting networks, network building, and job fairs are some of the recruitment channels used to draw in sources from outside the company

- Methods of attracting candidates

+ Via advertising, job counseling centers, and other means

+ Posting job openings at training facilities

+ Attracting students to work as interns

+ Attracting applicants via employee recommendations

+ Through trade organizations

2.4 Recruitment process

Each organization starts this process by determining what kind of talent it needs if it has

a problem or needs more specific knowledge, skills, or competence internally

This procedure begins with the Human Resources Department receiving recruitment requests from various divisions of the organization, which include the following information: