Completing the recruitment process of ags accounting co , ltd

During the integration process, more and more attention is paid to the question of people in the company, how to effectively use this labor resource while maintaining and developing huma

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HO CHI MINH UNIVERSITY OF TECHNOLOGY AND EDUCATION

FACULTY FOR HIGH - QUALITY TRAINING

THESIS

COMPLETING THE RECRUITMENT PROCESS OF

Student Name: PHUNG NGOC TRAM

Student ID: 19124039

Major: INDUSTRIAL MANAGEMENT

Advisor: LE THI KIM KHANG MBA

Ho Chi Minh City, May 2023

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HO CHI MINH UNIVERSITY OF TECHNOLOGY AND EDUCATION

FACULTY FOR HIGH - QUALITY TRAINING

THESIS

COMPLETING THE RECRUITMENT PROCESS OF

Student Name: PHUNG NGOC TRAM

Student ID: 19124039

Major: INDUSTRIAL MANAGEMENT

Advisor: LE THI KIM KHANG MBA

Ho Chi Minh City, May 2023

3

COMMENTS OF ADVISOR

HCMC, 02/05/2023

Advisor

4

COMMENTS OF REVIEWER

HCMC, 02/05/2023

Reviewer

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ACKNOWLEDGEMENTS

Firstly, I would like to thank all the lecturers of Ho Chi Minh University of Technology and Education during my past four years of study Thanks lecturers for helping me cultivate and practice the knowledge, skills, and qualities to prepare for the next step in my life journey

In particular, I would like to express my gratitude to Le Thi Kim Khang MBA She laid down my thesis topic and guided me through the entire process of writing my thesis comprehensively and clearly

My thesis developed on the topic of “ Completing the recruitment process of AGS Accounting Co., Ltd” Ho Chi Minh City University of Technology and Education has lent me their support and assistance during the course of my studies

In addition, Thanks to the Board of Directors of AGS Accounting Co., Ltd and all staff of the HR department for creating favorable circumstances and providing me with data and practical experience to complete this report

Due to the lack of knowledge, experience and limited research time, the thesis cannot avoid errors I look forward to receiving lecturer comments and suggestions to improve this thesis

Finally, by signing below, I confirm that I created the thesis; the data and results presented in the report are sincere

HCMC, 02/05/2023

Tram

Phung Ngoc Tram

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LIST OF TABLE

Table 3.1 Number of resigning candidates on 2022 36

Table 3.2 Scale, Structure & Quality of AGS Employees 38

Table 3.3 Recruitment demand by gender 43

Table 3.4 Recruitment demand by level 44

Table 3.5 Recruitment demand by working ages 44

Table 3.6 Recruitment CV Sources for the last three years 47

Table 3.7 Number of candidates pass the screen CV 54

Table 3.8 Average score of the entrance test 57

Table 3.9 Recruitment expenses of AGS Firm 62

Table 3.10 Recruitment results of AGS in the last 3 years 63

Table 3.11 Recruitment results & recruitment needs 65

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LIST OF FIGURE

Figure 1.1 Logo of AGS Accounting Co., Ltd 13

Figure 1.2 Organization form of AGS Co., Ltd 14

Figure 1.3 The organizational structure of management 15

Figure 1.4 The organizational structure of Accountancy 16

Figure 2.1 Sample of original recruitment process 23

Figure 3.1 Number of employees chart of AGS Accounting Co., Ltd 35

Figure 3.1 Recruitment & Selection Process of AGS firm 42

Figure 3.2 Total CV in 2020 of AGS Accounting firm 47

Figure 3.3 Total CV in 2021 of AGS Accounting firm 48

Figure 3.4 Total CV in 2022 of AGS Accounting firm 48

Figure 3.5 How to calculate cost per hire 62

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TABLE OF CONTENT

COMMENTS OF ADVISOR 3

COMMENTS OF REVIEWER 4

ACKNOWLEDGEMENTS 1

LIST OF ABBREVIATION 2

LIST OF TABLE 3

LIST OF FIGURE 4

INTRODUCTION TO THE REPORT 9

1 Rationale 9

2 Objective 10

3 Scope and object 10

3.1 Scope 10

3.2 Objective 10

4 Research methodology 10

5 Structure of report 11

CHAPTER 1: INTRODUCTION TO THE AGS CO., LTD 12

1.1 Introduction to AGS Co., Ltd 12

1.1.1 Overview 12

1.1.2 Vision, Mission & Core value of AGS Co., Ltd 13

1.1.3 Direction and business strategy in the coming period 13

1.1.4 Organization Structure 14

1.1.4.1 Organizational form of AGS Accounting firm 15

1.1.4.2 Organization of Accountancy of AGS.Co., Ltd: 16

1.2 Business field of AGS Co., Ltd 17

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1.2.1 Accounting Services 17

1.2.2 Capital raising consulting 18

1.2.3 Accounting - other tax consulting 18

1.2.4 Tax Services 18

1.2.5 Capital raising consulting 18

CHAPTER 2: THEORETICAL BASIS FOR RECRUITMENT & EMPLOYEE ENGAGEMENT IN THE ORGANIZATION 20

2.1 Overview of recruitment process 20

2.1.1 Definition of recruitment 20

2.1.2 The role of the human resource recruitment 20

2.1.3 Principle of recruiting human resources 21

2.2 Recruitment process 22

2.3 Recruitment sources 27

2.3.1 Internal sources 27

2.3.2 External sources 28

2.4 Factors affecting the recruitment process 29

2.4.1 Internals factors 29

2.4.2 External factors 30

2.5 Recruitment expenses 31

CHAPTER 3: REALITY OF RECRUITMENT AND SELECTION AT AGS ACCOUNTING CO., LTD 35

3.1 Characteristics of human resources at the company 35

3.1.1 Labor & Structure of AGS firm: 38

3.2 The Recruitment process at AGS 41

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3.2.1 Build a Recruitment Plan 42

3.2.2 Make a recruitment request form 43

3.2.3 Recruitment preparation 45

3.2.4 Search and attract candidate profiles 46

3.2.4.1 Internal Source 49

3.2.4.2 External Source 50

3.2.5 Selection Process 52

3.2.5.1 Screen CV 53

3.2.5.2 Take a test of skills and expertise 56

3.2.6 HR Interview 57

3.2.7 Hiring decisions 59

3.2.8 Recruitment expenses 62

3.2.9 Results of the recruitment process 63

3.3 Evaluate the effectiveness of recruitment activities of AGS 66

3.3.1 Pros 66

3.3.2 Cons 67

3.4 Main causes of limitations in recruitment 68

CHAPTER 4: SOLUTIONS TO COMPLETE THE RECRUITMENT AND SELECTION PROCESS AT AGS ACCOUNTING CO., LTD 70

4.1 Recruitment direction of the company 70

4.2 Solution to develop the recruitment process of AGS 71

4.2.1 Improve the quality of recruitment advertisements on both internal and external source 71

4.2.3 Conduct a selection interview professionally and change intern position interview format 71

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4.2.3.1 Change the intern position form of interview 72

4.2.3.2 About interview questions 72

4.2.4 Check the information provided by the candidate 75

4.3 Other solutions 76

CONCLUSION 78

REFERENCES 79

APPENDIX 80

1 Job posting on Social media 80

2 Interview invitation format: 80

3 Offer letter form of Auditing Intern 81

A good human resource base is critical to a business's survival and ability to thrive before that situation arises Without human hands and intelligence, material factors like machinery, equipment, raw materials, and finance will become useless It is impossible

to separate the human factor from the success of an enterprise Human resource management must be a top priority for businesses Even in the economic field, people remain the central factor: People have created an economy designed to serve people During the integration process, more and more attention is paid to the question of people

in the company, how to effectively use this labor resource while maintaining and developing human resources Since then, employees are considered a precious capital

of companies

Human resources are regarded as one of the most critical factors influencing an enterprise's success While an Organization or Company may have cutting-edge technology, high-quality services, and comprehensive infrastructure, it will be challenging for that business or Organization to survive for a long time and establish a competitive advantage because humans are the key differentiator between businesses and Organizations

AGS is an Accounting services company The company has more than ten years of experience in the service sector Therefore, the company has always emphasized the importance of human resource recruitment to ensure that the company attracts talented individuals with extensive experience and a deep understanding of the accounting field

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for reasons such as improving the efficiency of the organization company's business activities Nevertheless, after obtaining experience and working at the company for a certain period, it has become apparent that the actual recruitment work still faces many difficulties and has yet to be promoted as effectively as what was initially planned and set out to do

Realizing the importance of human resources affecting the economy of the country and AGS Accounting Co., Ltd, after a period of study and research, I decided to choose

the topic "Completing the recruitment process of AGS Accounting Co., Ltd" may

partly help the company's recruitment activities get better

- Observe the actual situation in conjunction with direct discussion with the person

in charge of management, summarize the specific work in which they are involved, analyze, and make their comments

- Chapter 1: Introduction about AGS Accounting Co., Ltd

- Chapter 2: Theoretical basis for recruitment and employee engagement in the organization

- Chapter 3: Reality of recruitment and selection at AGS Accounting Co., Ltd

- Chapter 4: Solutions to completing the recruitment process of AGS Accounting Co., Ltd

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CHAPTER 1: INTRODUCTION TO THE AGS CO., LTD

1.1 Introduction to AGS Co., Ltd

1.1.1 Overview

AGS Accounting Co., Ltd, established on September 30, 2012, is a professional Accounting Services company operating in the accounting field, providing accounting and tax consulting services to businesses in many sectors such as manufacturing, trade, and services

Until now, 99% of the Company's customers are Japanese-invested enterprises in Vietnam Due to the increasing demand for accounting services from customers, the Company has established a branch in Hanoi (March 2018) and is planning to establish

a branch in Da Nang

Full name: AGS ACCOUNTING COMPANY LIMITED

Transaction name: AGS ACCOUNTING CO., LTD

Legal representative: Mai Thi Dung

Tax code: 0311960475

Phone number: 028 6681 7361

Address: 12th Floor, Harbor View Tower, 35 Nguyen Hue, Ben Nghe Ward, District 1,

Ho Chi Minh City

Line of business: Accounting, auditing, and tax consulting activities

License date: September 10, 2012

Website: http://ags-vn.com/en/

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Figure 1.1 Logo of AGS Accounting Co., Ltd

Source: HRM Department

1.1.2 Vision, Mission & Core value of AGS Co., Ltd

Vision: "Becoming the No 1 Japanese consulting company in Vietnam"

Mission: "Successful business in Vietnam."

Core Values:

- Satisfying customers, improving customer satisfaction about our service quality company, creating loyal customers of AGS

- Regularly improve the ability to complete basic tasks well

- Improve working skills, operating speed "Speed Up."

- Standardizing all work and making a Manual is the first step

- Need to be professional in being able to output content periodically

- Create a group with the slogan "One for All, All for One."

- Achieve achievement goals

1.1.3 Direction and business strategy in the coming period

- The Company always aims to be professional, reliable, and objective, protecting customers' legal rights and business secrets to the fullest extent

- Towards becoming a provider of high-quality professional accounting and

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consulting services in Vietnam

- Approach and understand the requirements of each customer to provide the appropriate solution to provide services to save maximum customer costs

- Improve the quality of translation and constantly improve the training of highly qualified staff to meet customers' best

- Improve the Company's service quality satisfaction, and create loyal customers

1.1.4 Organization Structure

Figure 1.2 Organization form of AGS Co., Ltd

Source: HRM Department

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1.1.4.1 Organizational form of AGS Accounting firm

Figure 1.3 The organizational structure of management

Source: HRM Department

 Director: Responsible for managing the entire work of the Company

 Deputy Director: supporting the Director, responsible for managing the

Company's employees

 General Department: organizes the personnel apparatus, assigns work in the

Company, and develops strategies for human resource development Planning to purchase equipment and stationery for the Company Develop regulations and perform clerical work, archive and manage legal documents

 Accounting department: building an accounting system for businesses, meeting

customers' needs Manage input and output costs of the Company; contract payment, salary settlement, bonus, maternity, and insurance Update and capture tax laws and new tax policies Capture the Company's financial situation, report

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on the financial situation to the leadership when required, and consult the leadership in the decision-making process

1.1.4.2 Organization of Accountancy of AGS.Co., Ltd:

Figure 1.4 The organizational structure of Accountancy

Source: HRM Department

 Head of the accounting team: To be responsible to the Board of Directors for

all activities of the accounting department, to urge and supervise the performance

of accountants

 Senior accountant: Support the work of the accounting team leader Directly

guide and support the implementation of professional accountants

 Intermediate accounting specialist: Depending on the requirements of the

client company, professional accountants can provide accounting services such

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as:

- Making tax reports and accounting books

- Recording revenue and expenses and related invoice documents

- Making Personal income tax reports

- Making accounting books, financial statements, and other reports in compliance with the law

- Working with tax authorities regarding tax and accounting work

- Consulting to comply with the law and understand the regulations to get the most significant tax benefits

- Tax settlement service

- Consulting procedures and necessary documents for tax finalization

- Checking and comparing arising documents and reports declared and submitted to tax authorities

- Working and explaining tax finalization data to tax authorities

1.2 Business field of AGS Co., Ltd

1.2.1 Accounting Services

- Accounting entries

- Prepare monthly or annual financial statements

- Translating general accounting books into Japanese

- Legal audit support

- Translating the audit report into Japanese

- Classification of financial statements related to consolidated financials

- Reporting of internal transactions related to the consolidated financial statements

- Introduction to accounting software

- Management accounting (cost management, cost reduction methods)

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1.2.2 Capital raising consulting

Declare corporate income tax (CIT), personal income tax (PIT), or value-added tax (VAT) in the Vietnamese tax system similar to corporate tax, income tax, and Japanese tax consumption

1.2.3 Accounting - other tax consulting

- Advice on short-term loans

- Register for a long-term loan at a state bank

- Conduct business surveys and reviews

- Support to improve internal control

1.2.5 Capital raising consulting

* Advice on short-term loans:

- In addition to advising on capital increase, we also support the establishment of short-term loan contracts, as well as the preparation of quarterly reports to send

to the state bank

- Register for a long-term loan at a state bank

- Register for a long-term loan at a state bank (loan with a repayment term of more than 1 year) In addition, we also assist in the preparation of registration documents and standard loan contracts (Loan Agreement) ) to get the approval

of the state bank of the loan

* Accounting and other tax consulting

an organization tries to source or attract the people from whom it will ultimately select Recruitment strategies include efforts to reach better pools of candidates and to sell the Organization as an employer of choice" (Elearn Limited 2009, p.1)

New employees must be oriented as part of the orientation process, which guides them to become a part of the Organization's culture, for the recruitment process to be considered complete (Nguyen Tuyet Anh, 2021)

 Recruitment is the process of attracting qualified job candidates from the social

and internal workforces Every organization must be capable of attracting a substantial quantity and caliber of labor in order to accomplish its goals

● Manpower selection is the process of evaluating candidates in a variety of ways

based on the job's requirements in order to identify those who meet the set criteria from those attracted to the process The selection is based on the job requirements outlined in the job description and the qualifications of the individual performing the task

Both recruitment and selection processes play a unique role in the recruitment of individuals The significance of selection decisions for business strategy and organizations stems from the fact that a sound selection process enables organizations

to acquire individuals with the necessary skills for future growth A decent selection will also help the organization reduce costs associated with re-selection and retraining, as

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well as prevent job-related risk losses For the selection process to produce excellent results, it is necessary to have appropriate selection steps, accurate information acquisition methods, and a scientific evaluation of information The objective of the selection procedure is to recruit a sufficient number of employees with knowledge, skills, and experience commensurate with the requirements of the job title who can rapidly integrate into the position

2.1.2 The role of the human resource recruitment

The recruitment of human resources is a critical element of human resource management policy in all organizations in general and enterprises in particular since it has a decisive effect on the status of human resources in the Organization In addition, recruitment has a significant meaning for businesses because when the recruitment activity is good, the Organization can put a team of qualified and experienced employees

in place, enabling the Organization to survive and flourish (Nguyen Tuyet Anh, 2021) Through recruiting new human resources, on the one hand, its workforce is rejuvenated, and on the other hand, its average qualifications are raised Thus, recruitment is an investment a "non-physical - investment in people." An exemplary human resource recruitment policy, carefully prepared and strictly conducted with appropriate standards according to a scientific process, will ensure that enterprises choose talented people and will contribute to bringing

On the contrary, if conducted arbitrarily, without seriousness and standards, not only will it not bring any benefits, but sometimes it is also the center of disunity and division; internal affairs, division of the unit, and even to the point of having to fire this person and then have to hire a new person To pursue this goal, enterprises need definite plans and strategies for recruiting their employees with appropriate qualifications to implement these plans and strategies

2.1.3 Principle of recruiting human resources

An effective recruitment process cannot be without the following basic principles:

 First, recruitment according to practical needs: This need must be reflected in the

 Thirdly, recruiting talent through entrance exams is essential for many businesses Recruitment through examination should be widely applied because recruitment aims to improve the staff's quality in all aspects

 Fourthly, recruitment must have clear conditions and criteria: Along with clear recruitment information, a strict reward and punishment regime must be announced very specifically before recruitment

However, a correct and appropriate recruitment regulation will help businesses improve the efficiency of the recruitment process Only in this way can we gather a team

of talented and virtuous employees who are constantly screened, supplemented, and strengthened to cope with increasingly complex challenges in the marketplace

2.2 Recruitment process

Suppose an organization wants to do well with recruitment In that case, they must first have a scientific recruitment process to screen out the most suitable candidates according to the job requirements for successful recruitment Each business can build its recruitment process under the characteristics of its company

However, the recruitment process of enterprises usually has the following basic steps:

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Figure 2.1 Sample of original recruitment process

Source: From internet website

* Planning for recruitment

Recruitment planning is one of the most essential steps in the recruitment process Organizations need to determine how many employees need to be recruited, how many positions need to be filled, and what standards need to be set for each position that needs to be filled (through job descriptions and job standards)

 Recruitment according to the annual plan: Depending on the annual policy, goals, and business plan, the enterprise will make a plan to recruit employees for each year

 Recruitment when there is an abnormal change: when an organization or an enterprise has an abnormal personnel change, such as a worker suddenly resigns without being able to notify the Organization in advance, or when the Organization receives contracts or projects that existing human resources cannot meet the needs and nature of the work, so it must recruit additional personnel to supplement

* Recruitment preparation:

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This is the first step and the most crucial part that determines the effectiveness of the recruitment process The more specific, detailed, and scientific the preparation is, the more effective and easy the next steps will be It can be said that the recruitment preparation step is a "lever" to create momentum for the remaining steps Employers must carefully prepare for the most minor things, such as: How long to plan to recruit, the requirements for candidates, and what content is needed in the recruitment notice The job description is also an equally important part Job description about the position, the job's requirements, the candidate's rights and obligations, and the working conditions, from which the candidate will self-assess whether he or she meets those requirements Employers must set requirements for candidates, such as requirements on capacity, qualifications, expertise, professional attitude, and health In addition, it is necessary to develop a detailed report on the salary and welfare regime of the candidates This is a fundamental criterion to attract candidates to apply

* Recruitment announcement

The employer should make a job announcement as soon as the preparations for the recruitment process are complete so that the candidates are aware of the recruitment process This announcement must be concise, but the above primary content must be conveyed to the candidate best

Recruitment announcements can be made in many ways, which can be announced on the company's main page, on social networks, in groups, forums, or through newspapers and television channels Selecting the most popular means for recruitment announcements to reach the candidates is necessary However, it is also necessary to plan the cost of recruitment in parallel

* Conduct profile selection

After the recruitment announcement, there will be many profiles of the candidates submitted to the human resources department The recruiter needs to receive all these applications to avoid omitting or prioritizing the records of those who are related However, not all resumes are suitable for the job requirements, not to mention there will

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be many candidates who keep their eyes closed even though the job position is not suitable

There are some factors to observe when selecting a resume; employers should choose

a certain number of records based on the requirements of the job set out and the candidate's profile concerning qualifications, qualifications, and health This requires employers always to be transparent and fair

* Preliminary interview

After filtering the resumes, the recruiters schedule interviews and contact the selected candidates This step helps the employer to review and re-evaluate that the candidate's information in the profile is correct and will be another step to removing inappropriate profiles Preliminary interviews usually only last 5-10 minutes to eliminate unqualified candidates immediately

* Testing and quizzing

The aim is to select suitable candidates with the company's expectations Tests and quizzes are often used to assess candidates for their basic knowledge and ability to practice The multiple-choice test assesses candidates for unique abilities, such as memory and knowledge related to the assigned work These tests and quizzes will help employers assess the right qualifications and the candidate's actual expertise It is possible to test IQ, foreign languages, and specialized knowledge to find excellent candidates

* Selection interview

This interview is used to learn and evaluate candidates on many aspects, such as experience, qualifications, personal characteristics, and qualities suitable for the job At this step, the employer will re-evaluate whether the candidate's qualifications suit the job In this process, the employer will ask questions to exploit the candidates' capacity, potential, and skills In addition, the candidates will be provided with information about the working regime, salary, benefits, and job requirements, and the candidate will decide whether to work with the company

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* Probationary decisions:

The candidates will be admitted into the probationary period following the selection and interview of the most qualified candidates This is a challenging time with many opportunities for candidates to demonstrate their abilities Before making a final decision, employers carefully observe the candidate's probationary period

* Hiring decisions

The employer decides whether to hire a candidate following the conclusion of the recruitment process, or whether the candidate realizes he is suited for the position and work environment When officially hired, they will become employees of the company The final step is for both parties to sign the contract In addition, it is now the employer's responsibility to respond to the new employee's inquiries regarding the most fundamental information regarding the employee

* Evaluate the recruitment process

Once the recruitment process is done, it is necessary to re-evaluate the recruitment process to determine the effectiveness of the recruitment process When conducting analysis and evaluation, enterprises should pay attention to collecting the following data:

 Cost of recruitment activities, cost to recruit a worker This cost includes advertising activities, hiring services, and posting information

 The number of new employees who quit or the number of people who were recruited do not work at the enterprise: New employees leave the job may be due

to the employee voluntarily quitting or at the request of the enterprise The higher the number of new employees leaving the job, the lower the efficiency of the recruitment process and vice versa This number indicates the success or failure

of the recruitment

 Retraining costs: When recruiting and new employees are starting work, there are requirements that the new employees cannot meet due to inexperience or unfamiliarity with the new working environment If the cost of retraining is low, the new employee's performance is high, then compared with the recruitment

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cost, the recruitment efficiency will be high and vice versa

 Performance results: The job performance evaluation tells us whether the employee has completed the assigned tasks, thereby telling us how suitable the new employee is for the job This evaluation shows the efficiency or quality of the recruitment work and indicates whether the Organization has the people for the right jobs If the job performance is high, then the recruitment efficiency is high, and vice versa In order to evaluate performance, the Organization must prepare performance reviews and conduct the evaluation

Analyzing the effectiveness of different recruitment sources (advertisements, employee referrals)) is advisable Each source of selection will often have a different outcome regarding candidate success and recruitment costs per employee These analyses will help enterprises to make related policies and measures to improve the efficiency of recruitment activities in the future

* Training personnel after recruitment

Training, fostering, and developing human resources will ensure that the enterprise's human resources can adapt and closely follow the evolution and development of science, technology, and technology, ensuring the enterprise has a strong workforce Good workers accomplish business goals, especially in the current period when the world is gradually transitioning to a new and more powerful production method than before, and the economy has done business

For a long-term goal, it must adapt to the changing business environment and meet the demands of competitors By training and developing human resources, we will be able to increase skills and improve skills This work will also improve the relationship between superiors and subordinates, eliminate ignorance, disputes, and conflict among people, create an atmosphere of social solidarity, and strive for development

2.3 Recruitment sources

2.3.1 Internal sources

● Recruitment through referral: People can ask employees in the company to introduce relatives and friends with skills that match the requirements of the position recruited This is an excellent recruitment source and has the potential

to find candidates quickly

● Contact ex-employees: Sometimes, a business may contact a few former employees After reviewing the achievements of several employees who have worked at the company and selecting candidates with excellent performance Please get back to them and express their desire to return to work or perhaps ask them to fill the position until a new employee is hired

2.3.2 External sources

Suppose employers want to evaluate candidates in the most detailed and effective manner In that case, they must clearly define in detail the requirements required for the position they are recruiting for so that they can evaluate them most effectively:

● Recruiting through advertising: Advertising channels will often bring in many applicants Businesses can advertise recruitment through newspapers, magazines, and social networking sites (Facebook, Instagram, Youtube)

● Recruiting through university seminars: This is a widespread way for businesses

to recruit many students to work for the company The Organization will send people directly to participate in a seminar at the school and then post the job advertisement Thereby, it not only helps to create a creative workforce, but the

● Recruitment through reviewing job sites: There are many recruitment sites such

as Vietnamwork, TopCV, Careerlink, and job street The Organization may contact these people again for employment advice

● Recruitment by outsourcing: Recruitment-related services are multiplying with the rapidly growing labor market Enterprises can learn and select a few parties

to cooperate with them to recruit for themselves

2.4 Factors affecting the recruitment process

2.4.1 Internals factors

* Brand of the business

The brand of a business is affirmed through its image and prestige This is also a factor that helps workers apply for jobs in a business Because when the employer has a good name in the market, human resource management policies are also concerned Thanks to this, businesses will have more choices of candidates that are most suitable for them

* Manpower planning

Human resource planning is the assessment and determination of the current needs of

an enterprise in terms of the number of personnel; it is the basis for the recruitment process at a company

* Recruitment policy

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An enterprise, when recruiting, has its regulations These regulations such whether the source of recruitment is internal or external, online posting, university, or only to career centers For a newly established small business, recruitment is as simple as recruiting from friends and acquaintances

For mid-sized to large businesses, there will be an entire recruitment process However, whether recruiting is simple or following a complicated process, enterprises must comply with the provisions of the Labor Code

Human resource recruitment aims to attract and recruit talented and capable people suitable for the position recruited in the company For this work to take place well, enterprises need a detailed job description of the position to be recruited and the salary and remuneration regime outlined to attract candidates to apply

* Organizational culture

A business that wants to operate well must manage its human resources most reasonably There can be no factionalism; the attitude of superiors towards subordinates

is not good, and employees do not work seriously These are the factors that contribute

to the creation of corporate culture Therefore, for a business to operate effectively, it needs to improve its corporate culture

2.4.2 External factors

* Political economy factors

When a country's political economy becomes stable, has good development conditions, and people's lives are improved and enhanced spiritually and materially, it will become an advantage for businesses to do business—effective, quality recruitment

* Sociocultural factors

Social culture is a factor that significantly affects the human resource activities of an enterprise When this factor is well promoted, the quality of recruitment into the enterprise is also high

* Labor market

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The labor market is the supply and demand for labor When demand is more significant than supply, recruitment will be difficult because of the competition to recruit talented people between businesses and vice versa At the same time, human resource quality also dramatically affects enterprises' development

2.5 Recruitment expenses

Figure 2.2 Basic recruitment expenses in the recruitment process

Source: From internet website

* Expenses for the recruitment department

One of the main tasks of the HR department is recruitment Typically, recruiters receive a fixed monthly salary, and recruitment is part of the total responsibilities they have to undertake If recruitment does not achieve the desired effect, businesses will have to spend more to attract personnel, increasing recruitment costs On the contrary,

if the recruitment department works with high efficiency, the efficiency is achieved as expected, this cost will be significantly reduced

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On the other hand, if the personnel in charge of recruitment can grasp market trends and use appropriate support tools, it will improve recruitment efficiency at the lowest cost This is a fixed cost that businesses need to be aware of

* Expenses for media, job posting

Besides free job posting sites, if the Organization wants to improve its chances of reaching many candidates, businesses must research several paid recruitment channels

to shorten recruitment time

Some recruitment websites that businesses can refer to are:

 Website: TopCV, Vietnamworks, CareerBuilder

 Paper newspapers, online newspapers

 Flyers, banners, recruitment notice boards

 Recruitment advertising on social networks (Facebook, Zalo)

Depending on the business activities, the choice of platforms will also change to suit the best The more places the HR department post, the more costs the Organization will have to pay, and vice versa Therefore, calculate the expenditure of fees accordingly to avoid causing too much difference between types of fees

* Expenses for screening CV:

The recruitment process must go through many rounds to find the most suitable candidate The recruitment department will take some time to screen candidates In addition to time, receiving many resumes and CVs will cause printing and paperwork costs For indirect phone interviews, businesses will also have to spend money Additional monthly phone charges

Before making an appointment for a face-to-face interview with the right candidate, businesses need a period to review and select a quality CV These CVs are assessed to

be able to meet the recruitment requirements set out partially, and we expect to exchange more information

* Expenses of arranging the candidate's assessment tests

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For either small or medium enterprises, the recruitment process usually only goes through 2-3 rounds The most common recruitment activity is a preliminary phone interview or a face-to-face interview with the candidate, so this cost for businesses is insignificant However, for large corporations and enterprises, personnel recruitment will include more rounds, such as teamwork skills and knowledge tests, to assess a candidate's ability The time for these rounds is short, but there are many costs, such as printing fees, staff fees for managing the assessment session, and venue fees

These assessments usually take 1-2 days and cost money, including the cost of renting the venue, management personnel, electricity and water, papers, and exam questions

* Expenses for scheduling candidate interviews

In order for a candidate's face-to-face interview to go smoothly, the employer will have to pay the following expenses:

 Time costs for recruitment staff and managers

 Cost of waiting room space, electricity, water

 Paper printing

 Transportation costs if the candidate is far away

* Expenses for building the company brand

Finding, recruiting, and recruiting high-quality candidates poses many challenges for all business models This requires organizations to build a standard recruitment process and work culture with reasonable remuneration to attract many candidates

Branding recruitment is a popular method that many businesses invest methodically

This branding process helps businesses spread their culture, image, and mission to candidates Therefore, the cost to achieve this goal is considerable, especially in the context of many businesses competing today

* Cost of training new employees

After the recruitment process, the selected candidates will eventually become time employees and start working This would not be worth mentioning if new

Many businesses often overlook the cost of training new employees However, hidden behind that are countless small payments that are often difficult to account for

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CHAPTER 3: REALITY OF RECRUITMENT AND

SELECTION AT AGS ACCOUNTING CO., LTD

3.1 Characteristics of human resources at the company

Even though the Company currently has 137 candidates as of November 2022, it still needs more human resources Since the accounting and auditing services are so specialized, there are busy seasons and quarters of the year Despite having substantial resources, it is still impossible to mobilize large numbers of resources quickly due to the unique characteristics of these services

Following the Company's culture, the Company's accounting and auditing team has always nurtured and learned continuously over the years Every year, the team of accountants and auditors has supplemented with new accounting knowledge and study for accounting certifications such as ACCA, VCCA, and CPA

Among AGS's professional staff, many well-trained and professional individuals have been recruited from many reputable domestic and foreign universities The Company's personnel has multiplied over the years, which is clearly shown in this chart:

Figure 3.1 Number of employees chart of AGS Accounting Co., Ltd

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Source: HRM Department

The chart shows the Company's employment growth over the years The Company employed 128 people in 2018 (data as of December 2018) Since the nature of the service industry presupposes the recruitment of a significant number of trainees to support during busy periods, the above number of employees must be included in the official personnel data table Full-time employees increased from 128 to 135 between 2018 and

2020

Due to the widespread eruption of the Covid-19 pandemic worldwide, Vietnam is not

an exception regarding the economic impact The number of official coworkers will be reduced to 131 between 2020 and 2021 However, after two years of wreaking havoc on the economy, the pandemic has been controlled In 2022, the total number of full-time employees increased to 137 people

AGS operates under a new structure beginning in 2022, including one general branch and three branches in four distinct provinces The distribution of personnel according to this structure also demonstrates the success of AGS's accounting services to some considerable extent The Company with the most personnel is the accounting firm AGS, accounting for 80% of the workforce, followed by branches in Hanoi, Da Nang, and Vinh

Below is the table showing the number of candidates resigning from AGS in 2022:

Table 3.1 Number of resigning candidates on 2022