FOREIGN TRADE UNIVERSITY FALCUTY OF BUSINESS ENGLISH INTERNSHIP REPORT RECRUITMENT PROCEDURE AT JOINT STOCK COMMERCIAL BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM BIDV - NINH BINH
Reasons for choosing the topic
Human Resources is a crucial asset for businesses, especially in today's competitive economic landscape Organizations that possess highly qualified personnel with innovative ideas are better positioned for success and growth.
The Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV) was awarded the title of Best Retail Bank in Vietnam 2021 by The Asian Banker magazine during a virtual ceremony on April 8, 2021 As Vietnam rises as a significant player in the Asia-Pacific retail banking sector, BIDV is committed to expanding its business across various dimensions To achieve these ambitious goals, the bank recognizes the necessity of a skilled workforce equipped with strong professional qualifications and the capability to thrive in an international environment.
The recruitment process at BIDV has historically yielded positive outcomes for workforce growth and retention However, to align with the company's objectives and address the rising competition for banking talent, it is essential to enhance the evaluation and improvement of hiring performance Therefore, the author has undertaken a report on the recruitment procedures at the Joint Stock Commercial Bank.
Investment and Development of Vietnam (BIDV) - Ninh Binh Branch " to have an actual recruitment process overview.
Purposes of the report
This report evaluates the recruitment process at BIDV Ninh Binh, beginning with a review of theoretical articles on recruitment procedures The assessment focuses on the effectiveness of the recruitment activities conducted by the organization.
BIDV Ninh Binh is shown by making a comparison between the theory and BIDV Ninh Binh s present situation.
The author aims to provide valuable insights for the development of BIDV Ninh Binh by offering practical recommendations to improve its recruitment process These suggestions are designed to help BIDV Ninh Binh optimize its hiring system, ensuring the right candidates are selected efficiently and cost-effectively.
Scope of research
Due to the limitation of the internship period, this report will only focus on the recruitment procedure of BIDV Ninh Binh.
Research methodology
The report utilized secondary data collected from textbooks and various departments within BIDV Ninh Binh Additionally, supporting evidence for the report's arguments was obtained through desk research on scholarly websites and articles focused on human resource management and the recruitment process.
Report structure
Except for the table of contents, acknowledgements, list of tables and figures, introduction, conclusion and reference, this report covers three chapters
Chapter 1: An overview of BIDV Vietnam - Ninh Binh Branch
Chapter 2: Recruitment Procedure at BIDV Vietnam - Ninh Binh Branch
Chapter I offers a comprehensive overview of BIDV Ninh Binh, detailing its formation, development, mission, vision, core values, and organizational structure, along with insights from my internship activities Chapter II presents the theoretical framework of human resource recruitment, outlines the actual recruitment procedures at BIDV Ninh Binh, and discusses the strengths and limitations of these processes Finally, Chapter III provides recommendations based on an analysis of the organization's current situation.
AN OVERVIEW OF BIDV VIETNAM - NINH BINH BRANCH
Introduction of BIDV
The Bank for Investment and Development of Vietnam (BIDV), established for 64 years, ranks among the top three largest banks in the country by total assets, as reported in the Vietnam Country Report 2021 BIDV takes pride in its commitment to community responsibility and fostering a professional, friendly working environment for its employees.
BIDV has received numerous accolades from leading international financial institutions for its exceptional business performance The bank is ranked among the Top 500 most valuable banking brands globally by Brand Finance and has been recognized as the Best Retail Bank in Vietnam for four consecutive years by The Asian Banker.
IT awards (BIDV, 2021) Since 2009, BIDV has ranked first amongst Vietnamese commercial banks in terms of readiness for IT application and development in the Vietnam
ICT Index of Vietnam Ministry of Information and Communications and Vietnam Association for Information Processing (Vietnam ICT Index, 2021)
Headquarters: Hoan Kiem, Hanoi, Vietnam
Key people: L Ng c L m, CEO; Phan c T Chairman
Products: Transaction accounts, Insurance stock brokerage, Investment bank, Asset- based lending, Consumer finance, Trade, International payments, Foreign exchange
Number of employees: 23,200 full time equivalent
Website: www.bidv.com.vn
1.1.3 Mission, vision and core values
BIDV, one of Vietnam's oldest Joint-stock Commercial banks, has experienced significant growth since 2010, driven by a strategic transformation program in collaboration with a top global consulting firm The bank's vision is to emerge as the leading banking group in Vietnam, emphasizing quality, efficiency, and reputation This vision is supported by a dual strategy focused on aggressive organic growth, particularly among personal and SME customers, while also targeting large businesses and consumer credit opportunities To achieve these goals, BIDV is strengthening its organizational foundation, human resources, technology, and operations Central to this strategy is a corporate culture built on six core values: Customer Orientation, Innovation, Professionalism, Social Responsibility, Quality, and Trustworthiness.
BIDV's successful transition has established a robust strategy, enhancing its image, service quality, and professionalism This has led to increased customer trust, evidenced by a growing number of new clients and capital mobilization Furthermore, BIDV is emerging as a top choice for talent in the banking and finance sector This focus on attracting skilled professionals is a vital component of BIDV's strategy to become one of Vietnam's top five joint-stock commercial banks and a leader in retail banking by 2021 The bank's vision and strategic initiatives are essential in fulfilling its mission to deliver modern and superior financial services.
- banking services to customers; bring the best values to shareholders; create a professional and friendly working environment, career development opportunities and benefits for all employees
In its 2020 annual report, BIDV highlighted stable business performance, successfully meeting all targets set by the Annual General Meeting (AGM) The bank focused on maintaining business continuity and safety, while also preserving and enhancing state capital BIDV fulfilled its obligations to the state budget and safeguarded the interests of its shareholders and employees Additionally, the bank demonstrated social responsibility by proactively reducing its income to support businesses and individuals affected by natural disasters and the pandemic.
As of 2020, BIDV, the largest commercial bank in Vietnam by assets, reported total assets of VND1,516,686 billion, reflecting a 1.8% increase since 2019 The bank's deposits reached VND1,402,248 billion, with a notable 9.1% rise in deposits from organizations and individuals, accounting for 11% of the banking sector's total BIDV's service income rose by 19.6% to VND7,219 billion, despite a challenging business environment The consolidated profit before tax was VND9,026 billion, exceeding the State Bank of Vietnam's target but lower than in 2019 due to proactive income reductions exceeding VND6,400 billion for debt restructuring and support for businesses affected by Covid-19 The bank maintained compliance with safety ratios and contributed VND6,437 billion to the State budget in 2020, totaling nearly VND27,900 billion over five years, making it one of Vietnam's largest taxpayers By the end of 2020, BIDV's market capitalization reached VND193,000 billion, ranking fifth on Vietnam's stock market, with shares closing at VND47,900, a 56% increase from the market low in March 2020.
Introduction about BIDV Ninh Binh branch
1.2.1 Development history of BIDV Ninh Binh
Established in 1976, the Ha Nam Ninh Construction Bank branch has played a vital role in collaborating with local communities to restore and develop economic infrastructures in the region The bank has been instrumental in providing funding for various sectors, including industrial, agricultural, and transportation projects, with a particular focus on supporting essential initiatives that benefit the province.
From 1981 to 1990, Ha Nam Ninh Investment and Construction Bank successfully navigated challenges, refined its professional mechanisms, and established itself as a key player in the banking sector During this transformative period, the bank evolved into one of the country's leading specialized banks, providing direct loans to businesses and gradually transitioning into a commercial bank aligned with market mechanisms.
On November 26, 1990, the Ha Nam Ninh Investment and Construction Bank was restructured into the Ha Nam Ninh Investment and Development Bank branch, focusing on supporting economic growth and financing projects and commercial activities for businesses Throughout this transition, the bank introduced innovative credit products and services, diversified its operations, integrated commercial banking functions, and utilized various capital mobilization strategies to enhance its self-financing capabilities for development.
On April 1, 1992, the Bank for Investment and Development of Ninh Binh Branch was established as an independent entity, separating from the Ha Nam Ninh Bank for Investment and Development, following the Governor of the State Bank of Vietnam's Decision No 27/QD-NH9 This separation coincided with the re-establishment of Ninh Binh province, allowing the bank to operate under a new model tailored to the province's needs During this transformative period, the bank prioritized the enhancement of its banking information technology system and focused on human resource development by recruiting highly qualified and experienced staff.
BIDV Ninh Binh Branch is a relatively large branch compared with other commercial bank branches operating in Ninhbinh The organizational structure of the branch is as follows:
Figure 1.2 The organizational structure of BIDV Ninh Binh
(Source: BIDV Ninh Binh Branch Structure 2021)
The Board of Directors oversees the daily operations of the commercial bank, ensuring effective management of its professional activities The organization is structured into five key departments: customer relations management, risk management, operations, and internal management, each comprising sub-units led by managers and staffed by approximately 7-10 employees.
The Customer Relations Management Department focuses on fostering and enhancing customer relationships, while the Risk Management Department primarily handles credit management and advises on policies to improve credit quality The Operations Department manages loans and guarantees in accordance with BIDV and branch regulations The Internal Management Department comprises three sub-departments: the Information Technology Department, which oversees technical duties and maintenance of IT systems; the Financial Accounting Department, responsible for data collection and business planning; and the Human Resources Department, which supports the Director in personnel and human resource development initiatives at the branch.
Internship activities
From June to August 2021, the author completed a five-week internship as a human resources intern at the BIDV Ninh Binh branch The primary responsibilities included maintaining employee records and updating information in relevant software systems Additionally, the author supported recruitment efforts by posting job advertisements, coordinating interview schedules, and sending out job offers Weekly reports were prepared for the manager to summarize the activities Proficiency in Word, Excel, PowerPoint, and email was essential for these tasks Despite the internship's brief duration, the author gained valuable insights into HR management and increased confidence in pursuing a future career in the field.
RECRUITMENT PROCEDURE AT JOINT STOCK COMMERCIAL
Theoretical basis of recruiting human resources
Recruitment is the strategic process of attracting and engaging potential candidates to apply for job openings within a company It involves identifying and selecting the right individuals for specific roles, ensuring a good fit between the candidate and the position Effective recruitment is essential for organizational success, as it directly impacts the quality of the workforce.
Recruitment is the process of identifying and attracting potential applicants for current or future job vacancies within an organization, serving as a vital link between job seekers and employers According to Edwin B Flippo (1984), it involves encouraging qualified individuals to apply for positions that align with job descriptions and specifications Mondy & Martocchio (2016) emphasize that effective recruitment aims to attract a sufficient number of applicants with acceptable credentials in a timely manner Dale Yoder describes recruitment as discovering manpower sources to meet staffing needs and implementing strategies to attract a capable workforce Ultimately, recruitment encompasses organizational practices designed to identify and engage potential employees, influencing their decision to accept job offers, with distinct goals that are most effectively pursued separately (Noe et al., 2016).
From the commencement to the end, there are numerous steps to the recruiting process Figure 2.1 depicts the recruitment process in great detail
Figure 2.1: Stages in recruitment process
Researchers have identified three key stages in the recruitment process The first stage involves defining job requirements through the creation of a detailed job description and comprehensive job specifications In the next stage, Human Resource Development (HRD) focuses on attracting potential candidates via effective job advertising Finally, HRD selects the most suitable candidates by evaluating their performance in job interviews and their scores on ability tests.
The Human Resource Department (HRD) is currently focused on two key tasks in stage 1 As outlined by Kapur (2020), a job description encompasses all activities, responsibilities, equipment usage, working conditions, and potential occupational hazards associated with a position Dessler (2020) identifies essential components of a job description, including job identification, summary, responsibilities, performance standards, and working conditions Al-Marwai and Subramaniam (2009) emphasize the importance of job descriptions in streamlining the recruitment process, making it easier to find, interview, and hire the right candidates Furthermore, job descriptions clarify company expectations, helping employees understand what is required to succeed in their roles.
A job specification outlines the necessary skills and qualifications for a position, including educational background, competencies, experience, and essential soft skills such as communication, decision-making, time management, and conflict resolution (Kapur, 2020) As noted by Dessler (2020), it builds upon the job description by detailing the human traits and experiences needed for effective job performance This document not only guides the hiring process by identifying the ideal candidate but also highlights key attributes such as adaptability, enthusiasm, emotional maturity, a positive attitude, self-motivation, achievement orientation, and a commitment to helping others The job specification can either be integrated into the job description or presented as a standalone document.
The HRD plays a crucial role in crafting effective job advertisements, as highlighted by Walker and Hinojosa (2013), which indicate that early recruitment ads significantly influence job seekers' perceptions of an organization Given that candidates often rely on limited interactions with company representatives, the impact of recruitment advertising is especially pronounced during the initial stages of the hiring process (Barber, 1998) Consequently, job postings frequently serve as one of the primary sources of information for candidates evaluating potential employers, as noted by Feldman et al.
(2006), key aspects to a job advertisement are company information, job information (the job itself) and work context information
In the final stage of the recruiting process, as illustrated in figure 2.1, conducting job interviews and ability tests is crucial These interviews are often dynamic and sensitive, necessitating effective management to ensure candidates are evaluated fairly and without bias throughout the entire process.
(Odekum, 2015) According to Wiersma (2016), a job interview is divided into four phases
Stage 1 begins with eye-to-eye contact between interviewers and applicants and terminates with a handshake When the interviewer offers coffee or exchanges niceties like "So, did you have any problem locating the place?", stage 2 begins It allows both parties time to become used to one other Stage 3 is commonly referred to as the interview During this period, the academic-practitioner divide is at its widest Although Stage 3 is critical, it is only one of four stages, and selection judgments are made during the interview Finally, at the conclusion of the interview, interviewers ask prospective seekers whether they have any questions regarding the firm or position Interviews might be face to face, written, oral, technical, practical, or group interviews, according to Prasad et al., (2019) Following the interview, the hiring process will commence, with the most qualified candidates being chosen This procedure includes both making an offer to a candidate and the applicant accepting the offer When an applicant declines a job offer, the company should look into the reasons behind the rejection
Ability tests, as categorized by Kluemper et al (2014), include General Mental Ability (GMA), Emotional Intelligence (EI), and Extraversion GMA has been a key tool in distinguishing between job applicants and predicting their future work performance across various occupational fields, with its effectiveness increasing from 15% in unskilled jobs to nearly 53% in complex roles (Hunter et al., 2006) Emotional Intelligence is also significant, as it is likely to influence interview performance by enabling candidates to project a positive image (Kluemper et al., 2014) This connection is further supported by socioanalytic theory, which suggests that visibility, a trait associated with emotional intelligence, plays a crucial role in behavioral interviews, facilitating the evaluation of reputation-related personality traits.
Extraversion significantly influences job interviews, as extraverted individuals tend to display more energy and enthusiasm compared to their introverted counterparts This heightened level of engagement often translates to a stronger interest in the position and greater motivation, fostering a positive impression with interviewers Additionally, extraverts are characterized by traits such as friendliness and talkativeness, which contribute to more detailed and extensive responses during behavioral questioning.
Recruitment procedure at BIDV Ninh Binh
BIDV Ninh Binh's recruitment process consists of eight essential steps, beginning with the collection of hiring needs information from all divisions to establish recruitment objectives Concurrently, the human resources department formulates strategies to achieve these core objectives The second step involves various recruitment activities, including CV screening, interviews, job offers, and trial periods.
Figure 2.2: Recruitment Process of Human Resources Department in BIDV
(Source: BIDV Human Resources Management Plan, BIDV Ninh Binh, 2021)
In BIDV Ninh Binh, the recruitment process in has six key phases which will be mentioned in the following parts
At BIDV, the Human Resource Department (HRD) collaborates with all functional divisions to streamline the recruitment process, acknowledging the challenges and time commitment involved This collective approach emphasizes the importance of teamwork in attracting and selecting the right talent for the organization.
The HRD assesses the company's recruitment needs to create a strategic recruitment plan that effectively attracts talent and meets organizational goals This process begins with evaluating the significance of the needs across all departments.
Before issuing a formal recruitment request, the management board must accurately assess the enterprise's hiring needs, determining how many employees are required and whether a recruitment solution is necessary These needs can stem from various factors, such as replacing departed staff or increasing workforce capacity during peak production times.
The HRD will assess departmental needs to analyze and determine the optimal human resources structure, focusing on both the quantity and quality of employees required to meet the demands of each position and department within the company for effective recruitment decisions.
The next step in the recruitment process is to clearly define the job description and requirements for applicants at BIDV As with any organization, BIDV must establish specific and relevant recruitment criteria tailored to its industry This involves creating a detailed plan for each position, focusing on three main assessment categories: professional competence, academic qualifications, and communication skills For example, candidates applying for officer or manager roles at BIDV are preferred if they possess at least five years of experience in finance and banking or hold a college degree in Finance Additionally, having a minimum of three years of experience in a promoted position is advantageous Essential skills such as effective communication, negotiation, persuasion, scenario analysis, situation management, and decision-making are also key requirements for prospective employees.
BIDV seeks candidates for specialist positions who possess a college diploma or higher in a relevant field, with preference given to those knowledgeable in State bank laws and credit Applicants must demonstrate proficiency in reading specialist English texts or hold an IELTS certificate with a minimum Reading score of 6.0 Strong communication skills and the ability to collaborate effectively with others are essential Additionally, qualities such as honesty, enthusiasm, diligence, attention to detail, and the ability to work under pressure are highly valued.
The labor and wage department compiles recruitment plans from each branch and submits them to the General Manager for approval Once the Board of Directors approves the plans, the General Manager announces them publicly to all branches.
After planning by creating job decription, the company must publicly announce via two sources: internal and external These sources are depicted in the figure 2.3 below
Figure 2.3 BIDV s Recr itment So rces
(Source: BIDV Human Resources Management Plan, BIDV Ninh Binh, 2021)
BIDV Ninh Binh primarily relies on internal recruitment for management roles, focusing on job rotation, transfers, and promotions This approach utilizes individuals who are currently employed, as well as retired or former employees, ensuring a pool of familiar and experienced candidates.
BIDV leverages internal recruitment to enhance employee career advancement opportunities, fostering personal growth and development By promoting position rotation, the company demonstrates its commitment to professional development, offering meaningful learning experiences that boost employee satisfaction and retention This approach allows employees to explore new roles within the organization without seeking external opportunities, often prioritizing them over outside candidates Additionally, internal candidates possess existing knowledge of the company and insights into the roles they apply for, enabling quicker adaptation Ultimately, sourcing talent internally is a cost-effective and time-efficient strategy compared to external recruitment.
BIDV, one of Vietnam's leading banks, recognizes the need to diversify its recruitment strategies beyond internal sources, particularly for entry-level and specialized positions To attract a wider talent pool, BIDV Ninh Binh utilizes various external recruitment channels, including advertisements, recruiting firms, job portals like Vietnamwork.com, TopCV.com, and Ybox.vn, as well as social media platforms such as LinkedIn, Facebook, and Instagram.
HRD will review and screen job applications promptly after the job advertisement is posted It is essential for HRDs to verify CVs quickly and request additional information or missing documents from candidates as necessary Throughout the recruitment process, a shortlist of qualified resumes will be compiled and pre-evaluated to streamline candidate selection.
The HR manager initiates the search for candidates possessing the skills and talents outlined in the recruitment plan Individuals with valid profiles, professional qualifications, and relevant experience will be assessed and shortlisted for the subsequent interview phase, in alignment with the job requirements.
Following an initial assessment of applications, HRD will select candidates based on the recruitment plan's requirements and compile their aggregate scores Candidates will be categorized into groups according to their skills, achievements, and personality traits Applications that do not meet the minimum criteria will be rejected In cases where candidates have similar scores, preference will be given to the applicant with more experience Qualified candidates will be informed by HRD about the upcoming tests, which include IT, English, and IQ assessments.
Candidates who fulfill the job requirements and successfully pass the BIDV screening will progress to the interview stage Human Resources will reach out to these candidates directly via email and phone to schedule and invite them for the interview.
Evaluation of recruitment procedure at BI12DV Ninh Binh
BIDV's recruiting procedure does not follow the steps of Haruna & Hippolyte
In their 2017 study, Haruna & Hippolyte highlighted key strengths and weaknesses in the recruiting process, emphasizing the importance of completing all phases to meet company requirements The author draws on this analysis, along with current data observed at BIDV Ninh Binh, to provide a comprehensive overview of the recruitment practices in place.
The recruitment plan is developed in alignment with the business strategy, considering annual personnel fluctuations and departmental needs, enabling the recruitment committee to establish clear assessment criteria for enhanced efficiency A well-defined recruitment plan not only streamlines the hiring process but also minimizes the risk of hiring unsuitable candidates, thereby reducing potential human resource challenges.
BIDV's HRD excels in providing job seekers with comprehensive information through detailed job descriptions and specifications By thoroughly examining each position, HRD creates customized job descriptions that outline specific features, criteria, and benefits unique to each role This approach minimizes the risk of inadvertent hiring and reduces human resource challenges A well-defined job description simplifies the process of identifying, interviewing, and hiring the right candidate Moreover, these descriptions clearly communicate the company's expectations, helping employees understand what is required to succeed in their roles.
Besides the strengths, it is undeniable that there are still some weaknesses that need to be solved in attracting employees in BIDV
2.3.2.1 Negative review from anoymous users
Recruitment advertising plays a crucial role in the early stages of hiring, as job seekers often gather information from various organizations with limited direct contact (Barber, 1998) Currently, BIDV faces challenges due to negative reviews on several company review sites, where anonymous users have posted harmful comments regarding the company's benefits, management, and past incidents Although these reviews lack verification, they can significantly impact the perceptions and mental state of potential applicants.
2.3.2.2 Recruitment sources and methods are not diversified
Recruiting from internal sources can lead to a lack of objectivity and fairness due to the existing relationships between current staff and candidates On the other hand, utilizing external sources, particularly online channels like websites and social media, offers a cost-effective, time-efficient, and diverse approach to recruitment Despite these advantages, many companies still fail to fully leverage information technology for their hiring processes.
RECOMMENDATIONS
Develop a more defined employer brand and continuously grow company
Employer branding plays a crucial role in the recruitment process, even if it is not formally recognized within the scope of hiring activities BIDV has invested significantly in cultivating its employer brand as a "professional and dynamic environment." Feedback from candidate experience surveys indicates that most candidates perceive these attributes in BIDV's image However, these characteristics are somewhat generic and fail to highlight the unique aspects of BIDV's employer brand.
A recent Vietnamworks report highlights the top five factors that attract employees in the Finance industry: fairness and respect, ethics and integrity, insurances and allowances, professionalism, and sustainable development This insight allows BIDV to refine its employer brand by aligning these factors with its existing strengths and future goals, ultimately creating a more appealing proposition for finance-oriented candidates.
BIDV has faced challenges with negative reviews on company review sites for several years, which, despite lacking verification, can impact potential applicants' perceptions Many of these sites lack professional governance, unlike reputable platforms such as reviewcongty.com, and some even duplicate or plagiarize negative reviews to inflate their content One particularly problematic site has been accused of fraud for offering costly services to delete unfavorable reviews, raising doubts about the authenticity of these platforms Consequently, BIDV has opted to ignore these review sites and concentrate on enhancing its employer brand through positive initiatives Rather than attempting to eliminate negative reviews, which may benefit certain sites, BIDV aims to promote its positive image and engage its employees in brand-building activities, continuing its comprehensive efforts to establish a more defined and favorable company identity.
Diversifying ways of advertising recruitment information
To effectively attract potential candidates, BIDV should enhance its recruitment strategy by leveraging popular online platforms like LinkedIn and Facebook By utilizing targeted ads, the company can ensure that its job postings reach a wider audience quickly and efficiently It is essential for the recruitment content to be visually appealing and well-crafted, with a strong emphasis on promoting BIDV's brand image Additionally, offering competitive salary packages, bonuses, advancement opportunities, and training programs will further entice candidates, enabling them to make informed decisions about their employment prospects with the company.
An effective strategy for advertising recruitment information is to utilize third-party websites specializing in job listings, such as Ybox, Mywork, Timkiemvieclam, and Jobo These platforms boast a large and high-quality user base, allowing companies to purchase advertising spots to attract more applicants Additionally, in urgent situations, companies can acquire CVs and profiles of suitable candidates from headhunting firms, ensuring a steady flow of applications while saving valuable time for HR departments.
The recruitment process is essential for organizations, as it addresses vacancies and sustains workforce stability Effective recruitment is particularly crucial for fast-growing companies like BIDV, which has ambitious development goals However, there has been limited evaluation of recruitment practices within the bank This study aims to assess the recruitment activities at BIDV Ninh Binh.
This study begins with an overview of BIDV and its internship activities, followed by an examination of essential recruitment knowledge to assess current practices The report concludes with recommendations for the company to address its shortcomings and enhance hiring results.
To enhance its recruitment process, BIDV Ninh Binh must establish a clearer employer brand and actively improve its online presence Additionally, diversifying recruitment advertising methods will be crucial Implementing these strategies will support BIDV's growth and expansion, particularly for the Ninh Binh branch in the future.
While the report offers valuable insights and analysis on BIDV's recruitment activities, it acknowledges certain limitations in the author's knowledge, which may have led to errors and omissions The author seeks guidance from the supervisor to enhance the report and gain a deeper understanding of the recruitment process.
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