what are the recommendations to improve the shortcomings in recruitment of blue sea commerce investment and service company limited

In the fourth part, I would like to suggest some recommendations to improvethe recruitment of Blue Sea Commerce Investment and Service Company Limited... However, after probation period

After 15 week period of internship in Blue Sea Commerce Investment andService Company Limited, I had many opportunities to get acquainted with realwork Moreover, I can study much knowledge helping me complete my thesis.Firstly, I would like to thank MBA Dinh Thi Lan Huong guiding me with allher heart during my doing thesis process At once, I would like to thank themanagers and staffs in Blue Sea Company who made the good conditions for me oninternship period and helped me complete my report Although trying my best, myreport still has some shortcomings because of my limited knowledge Thus, I hopethat the teachers, managers and staffs in Blue Sea Company will contribute theideas to improve my report

Sincerely thanks!

TABLE OF CONTENTS

ACKNOWLEDGEMENT 0

EXECUTIVE SUMMARY 4

INTRODUCTION 1

MAIN CHAPTERS 2

CHAPTER I: INTRODUCTION 2

I COMPANY BACKGROUND 2

1 General information of the company 2

1.1 The name of company 2

1.2 Head office 2

1.3 Core of business 2

1.4 The formation and development process of the company 2

1.5 The organizational system 3

2 Current Personnel and dismissal situation in Sales Department 5

2.1 Personnel in Business Department from 2006 to 2009 5

2.2 Dismissal in Business Department from 2006 to 2009 6

II RESEARCH QUESTIONS AND SCOPE OF THE RESEARCH 7

III METHODOLOGY 7

CHAPTER II: THE THEORETICAL FRAMEWORK OF RECRUITMENT.8 I MAIN CONCEPTIONS 8

1 Recruitment 8

2 Enlistment 8

3 Selection 8

4 The relationship between enlistment and selection 8

II THE FACTORS EFFECT ON RECRUITMENT 8

1 External factors 9

1.1 Labor market 9

1.2 Dynamic of rivals 9

1.3 The law and Government 9

2 Internal factors 9

2.1 Financial situation of firm 9

2.2 Human policy 9

2.3 Prestige of Company 9

2.4 Advertisement and social relationship 9

IV RECRUITMENT PROCESS 10

1 Enlistment 10

1.1 Establishing the strategy of enlistment 10

1.1.1 Establishing enlistment plan 10

1.1.2 Defining the source and method 10

1.1.3 Defining the place and time for enlistment 11

1.2 Looking for candidates 12

1.3 Evaluating enlistment process 12

2 Selection 12

2.1 Screening candidates’ profiles 12

2.2 Preliminary interviewing 12

2.3 Testing in Recruitment 12

2.4 Using interview method in recruitment 13

2.5 Physical checking 13

2.6 Interviewing by the manager 13

2.7 Verifying the obtained information 13

2.8 Being on Probation period 13

2.9 Making recruitment decision and finishing recruitment process 13

CHAPTER III: ANALYSIS AND FINDINGS 14

I SHORTCOMINGS OF ENLISTMENT AND REASONS 15

1 Enlistment attracted so many unqualified candidates 15

2 Reasons for shortcoming 15

2.1 Unclear job description and job requirement in advertisement 15

2.2 Unclear recruitment advertisement 16

II SHORTCOMINGS OF SELECTION AND REASONS 17

1 Shortcomings of selection 17

1.1 Recruitment interview could not attract the candidates from other companies 17

1.2 There are many unqualified candidates recruited 17

2 Reasons for shortcomings 18

2.1 Lack of staff responsible for recruitment 18

2.2 Unreasonable time for interview 18

2.3 Unreasonable recruitment method 19

2.3.1 No written examination, no test 19

2.3.2 Ineffective recruitment interview 19

2.3.3 No working assessment 21

2.4 False information from candidates 21

2.5 No candidates’ information verification 22

CHAPTER IV: RECOMMENDATIONS 23

1 More complement staffs responsible for recruitment 23

2 Arranging the suitable time for examinations or interviews 23

3 Building clear job description, job requirement and attractive recruitment advertisement 24

5 Improving interview 27

6 Verifying the information of candidates 28

CONCLUSION 30 APPENDIX

REFERENCE

as the methodology are explained in the first part

The second part is the theoretical framework of recruitment To makeeverybody easy to understand the contents, I would like to present the conceptsrelating the recruitment and the recruitment process

The third part is the finding and analysis In this part, I concentrate onstudying the shortcomings of recruitment and the reasons for these shortcomings.These shortcomings may be one of the main reasons causing the mass dismissal ofstaffs in Business Department of company

In the fourth part, I would like to suggest some recommendations to improvethe recruitment of Blue Sea Commerce Investment and Service Company Limited

Introduction of research topic

Human resource is one of the most important factors making success for eachorganization It is an important source, decides if organization will be successful ornot Recruitment is necessary for each organization to have a firm foundation forprosperous and unshakeable development because through recruitment,organization can find out, use and develop qualified candidates for their purposes.Nowadays, many organizations recognize the importance of recruitment so they areconcentrating on improving and enhancing this activity My research will studyrecruitment in Blue Sea Commerce Investment and Service Company Limited

Rationales

Dismissal is the urgent problem of many organizations in general and theBusiness Department of Blue Sea Commerce Investment and Service CompanyLimited in particular There are many reasons causing the dismissal The dismissalmay spring from the company or from the staffs However, after probation period inBlue Sea Commerce Investment and Service Company Limited, I consider that theineffective recruitment maybe one of the main reasons causing the dismissal in thiscompany Most of staffs dismissed can not satisfy the requirement of work In otherwords, they are unsuitable and unqualified staffs The question was raised whythese people can be recruited if they are unsuitable and unqualified The answer isthe recruitment of Blue Sea has many shortcomings Thus, my report concentrates

on studying the recruitment of Blue Sea Company to show the shortcomings andsuggest some recommendation to solve this problem

MAIN CHAPTERS

CHAPTER I

INTRODUCTION

I COMPANY BACKGROUND

1 General information of the company

1.1 The name of company

- The trade name: Blue Sea Commerce Investment and Service Company Limited

- Abbreviation name: BLUE SEA CIS CO., LTD

1.4 The formation and development process of the company

The starting point of Blue Sea Commerce Investment and Service CompanyLimited was from Market Developing Department of Song Hong Import-Export andConstruction Join Stock Company at No 245 Tam Trinh, Hoang Mai district, Hanoi City It wasbuilt in October, 2005 with 3 employees, and traded in only product named sterilized householdclothes At this time, consumption distribution system is very limited Products were

also used by two ways: Wholesale trade for supermarkets, retail stores and retail forcustomers but turnover is very low.

While the resources were cut down, the members in the department,especially the head of department had many good ideas and daring business plans

So until January, 2006, Market Developing Department of Song Hong Import-Exportand Construction Join Stock Company were separated to set up Blue Sea CommerceInvestment and Service Company Limited- the exclusive distributor of Nonan So far, thecompany has two head offices: No 1 office in Ho Dac Di, Dong Da District, Hanoicity and Binh Thanh District, Ho Chi Minh City, with 116 agents in 34 provincesand big cities

1.5 The organizational system

They use the combined management method (online and function) to suit withthe features of company This way of management can take the advantages andovercome the disadvantages of the both methods Thus, the management system isalso arranged stably, scientifically and suitably

The organization map

To be at the top of the company, Director is an official representative forcompany, and responsible for all the activities of company through DeputyDirectors in Hanoi and Head of Brand in Ho Chi Minh City such as: Organizingmanagement system, building strategy, communicating, negotiating and signingcontracts with partners, ect Deputy of Directors and Head of Brand support theDirector in their fields Besides, Deputy of Director also gets blame for contactingwith the clients and the parent company in South Korea and the factory in China,managing and selecting the agencies, ect Especially, recruitment is one of DeputyDirector’s responsibilities

2 Current Personnel and dismissal situation in Sales Department

Marketing department

Sales department

Quality management department

Receptionist and sales department

Import-export department

Receptionist and sales department

Quality management department

DirectorDeputy Director

2.1 Personnel in Business Department from 2006 to 2009

Over four developing years, the number of employees in Business Departmenthas increased rapidly and occupied a great number in comparison with totalcompany’s employees and plays a very important role in the company’s business.The following table shows that the number of people in Business Department hadonly two people over total of 13 people and occupied 15.38% in the first years thatthe company established In 2007, the rate of employees in Business Departmentand total company’s employees which was 8/30 nearly occupied 26.67% Becausethe company’s business has increased rapidly so this rate has increased more rapidly

in 2008 and especially in 2009, the number of employees in Business Departmenthas increased to 66 personnel over total of 160 personnel of the company, occupied41.25% Blue Sea Company has a lot of departments but number of employees inBusiness Department has occupied nearly a half of total company’s employees now.This shows that the role of staffs in Business Department is very important

Personnel in Business Department and Company from 2006 to 2009

(Source: Accounting department of Blue Sea Commerce Investment and Service

Company Limited from 2006 to 2009)

(people)

Staffs in Business Department Staffs in Company

2.2 Dismissal in Business Department from 2006 to 2009

Although the number of the staffs in Business Department has increasedrapidly but in four years, especially in 2008 and 2009, the personnel in BusinessDepartment had had many changes Here are the specific evidences:

Personnel changes in the Business Department from 2006-2009

(Source: Accounting department of Blue Sea Commerce Investment and Service

Company Limited from 2006 to 2009)

Unit: person

These figures show the number of employees recruited and the number ofemployees being out of labor contract is very big, although the BusinessDepartment has not many employees In 2006 the number of staffs being out ofcontract was only 1 person; in there no staff was dismissed; however the number ofstaffs being dismissed increased to 4 people in 2008 Due to this, the number ofemployees recruited also increased In addition, the business expansion also causedthe increase in the number of recruiting new employees Until 2009, the number ofemployees in Business Department increased to 74 people However, the number ofemployees being dismissed still increased rapidly to 13 people, 4.3 times comparedwith 2007 and 3.25 times compared with 2008 The difference between the number

of employees recruited and the number of employees being out of labor contract is

as many as the number of employees increased each year

II RESEARCH QUESTIONS AND SCOPE OF THE RESEARCH

There are many reasons causing the dismissal, however, recruitment maybeone of the main reasons Because of the limited time, my report only concentrates

on the shortcomings of recruitment - one of the main reasons causing the dismissal

in Business Department of company The research questions of my report are:

- What are the shortcomings in recruitment of Blue Sea CommerceInvestment and Service Company Limited?

- What are the recommendations to improve the shortcomings inrecruitment of Blue Sea Commerce Investment and Service Company Limited?

III METHODOLOGY

The data colleted was from the primary source and secondary source Firstly, theprimary source consists of the data from interviewing employees in BusinessDepartment and Deputy Director who is responsible for recruitment Interviewingmethod was carried out on 20 staffs in Business Department, including 3 in total 8managers and 17 in total 58 salesmen Besides, interviewing method was also used

to interview Deputy Director In addition, primary source also includes the datarelating to recruitment collected from Blue Sea Commerce Investment and ServiceCompany Limited The secondary source includes the data from syllabus which areabout human resources management After having the necessary data, I applied theanalytical method and statistic method to find out the meaning of the numbercollected Through the data gathered and analyzed from primary source andsecondary source, I found out the dismissal in Business Department of company andthe main reason causing this problem From that, I suggested somerecommendations to solve this problem

CHAPTER II THE THEORETICAL FRAMEWORK OF RECRUITMENT

4 The relationship between enlistment and selection

Enlistment and selection have a close relationship Output of enlistment is the input

of selection Enlistment process has much effect on selection process Good enlistmentwill help business to attract a lot of qualified candidates As a result, it will make goodconditions for selections Selections will be effective if the candidates are enough to beselected and verified human quality It means that business will have more choices Onthe other hand, the rate of candidates selected depends on the number of people need to

be enlisted

On other hands, enlistment and selection have effect on recruitment Becauseeffective enlistment can attract many candidates for selection and effective selection willmake the good conditions for recruitment

II THE FACTORS EFFECT ON RECRUITMENT

According to Phan The Vu (2009), these factors are divided into 2 groups:External factors and internal factors

1 External factors

1.1 Labor market

Local labor market and the ability of market in supplying the candidates forspecial jobs or high qualified candidates also effects on the supply of candidates forfirms and the kind of labor which the firm is using or needs use in the future

1.2 Dynamic of rivals

When the rivals are expanding business, lacking the qualified employees, orrecruiting the employees…Both of them have bad effect on the human resources thecompany owns

1.3 The law and Government

Investment law, labor law, law of minimum wages, welfare programs forlabors, maximum working hour for employees or policies of local government, ectwill be the elements helping candidates to recognize the remuneration structure ofthe firm for themselves These will motivate them to apply for these positions

2 Internal factors

2.1 Financial situation of firm

Financial situation of firm has effect on expense for enlistment, psychology ofcandidates, ect Although most of organizations aware of reciprocal relationshipbetween salary and the employees’ contribution for firm, in fact, there are manyorganizations facing difficulties in finance or they are not able to pay high salary fortheir staffs These companies will be very difficult in attracting qualified labor inmarket

2.2 Human policy

The enterprises applying the policy in which they only promote internalemployees will limit the amount of candidates for important positions It will causedifficulties in finding good candidates for works

2.4 Advertisement and social relationship

Advertisement is a way to built brand names and prestige of organizations.Besides, it helps candidates know that companies are recruiting Thus it will attractmore applicants In addition, social relationships also play an important part inrecruitment It helps employers have more opportunities to approach candidates bymany ways

IV RECRUITMENT PROCESS

According to Nguyen Van Diem and Nguyen Ngoc Quan (2007), recruitment

process consists of enlistment process and selection process

1 Enlistment

To save the expense of recruitment, most firms does not often recruit instantly,they always consider other solutions to look for temporary employees such as:Increase working hour, hire employees from other companies… After carrying outthese solutions, the demand of recruitment is not satisfied, firm has to enlist Tomake enlistment effective, business must consider carefully if they should useinternal or external human resources for each position

1.1 Establishing the strategy of enlistment

Organizations recruit when they want to expand their scale, strengthenbusiness or replace the staffs being out of labor contract, ect The managers needconsider the demand exactly, define how many employees should be recruited foreach position, each department The content of the strategy consists of:

1.1.1 Establishing enlistment plan

Human Resources Department is responsible for all activities of recruitment.They will analyze the positions which need to be recruited, place, time and therequirements for candidates such as qualification, experience, health, personality…These contents will be presented in job description and job requirement whichhuman resources department has to prepare before announcing recruitment

1.1.2 Defining the source and method

a Internal sources:

It consists of internal staffs of firm Firm attracts internal sources by manyways such as: Recruiting staffs of firm for positions need to be recruited, promoting,appointing …

* Advantages: It is the first source, preferential choice of employers when theyneed recruit These candidates are the people familiar with working environment inthe company so they can save time to get used to work They understand the goal offirm so they will adapt very easily to work and find out the ways to achieve thisgoal In comparison with external source, it has many other advantages such as: Thestaffs were tested the loyalty, honesty, responsibility so there will be fewer staffswhich are dismissed or resign than candidates from external sources Besides, thisway will motivate staffs because it emphasizes achievement of staffs

* Disadvantages: Promoting or selecting staffs in the firm for new positionsoften causes psychological conflict between staffs, internal contradiction It can notchange quality of firm if organization has medium and small scale Because in thiscase, employees of firm are very limited, enlistment and selection will be moreconstrained If the firm wants to use this source effectively, they have to have apromoting policy, developmental program for long term…It will save expense forrecruitment.

* The methods of enlistment

- Announcing enlistment on the whole system, publish a news item ofrecruitment on bulletin-board, send email for all of staffs

- Consulting ideals and introduction of staffs

- Exploiting archives

b External sources

External sources include the people who are not the employees of thesecompany, submit the applications such as the people being looking for the job orresigning, being unemployed, working in other organizations, ect

* Advantages: External sources consist of the people who have new thought,which will make good opportunities for them to contribute their ideas, find out themore positive upward for firm because they are from external environment, theywill have more objective view Besides, they can make comparison between theorganization and rivals, business and partners more accurately

* Disadvantages: Because these employees are from external sources, it will

be very difficult for them to adapt themselves to working environment immediately

So firm will waste time and money on orientation or training… On the other hand,

it will cause disappointment for internal employees

* The methods of enlistment

- Through the introduction of staffs, social relationship, or job agencies, ect

- Advertising on mass communication: Internet, newspaper, TV or radio…This method is applied by most employers

- Inviting students on internship to work in company

1.1.3 Defining the place and time for enlistment

Enterprise needs determine the labor market in which there are many suitablecandidates for them For example, when needing the qualified candidates; theyshould concentrate on the labor market in the big town or city On the other hand,when needing unskilled labor, the company should find in the labor market in

countryside where there are so many unskilled workers The plan about time forenlistment must be based on the goal of the organization built before.

1.2 Looking for candidates

There are many different ways for enterprises to find out the candidates suchas: Through relationships, advertisement, job fair, ect

1.3 Evaluating enlistment process

After enlistment process, the organizations need evaluate their enlistmentprocess to improve this work better When evaluating, organizations needconcentrate on the contents and the cost for enlistment

2 Selection

Selection is an important step of recruitment Good selection helps managersmake right decisions in recruitment, to find out the suitable and qualifiedcandidates Selection process consists of 9 steps

2.1 Screening candidates’ profiles

The candidates’ profiles supply the information about qualifications,professional skills, working experience…The information from these profiles willhelp reject unsuitable candidates After that, company classifies the unaccepteddocuments and accepted documents or preferential documents…

2.2 Preliminary interviewing

This step often lasts about 5- 10 minutes The interviewers should not putpressure on candidates, make interview so comfortable, friendly and natural Todecide if they are accepted or not, the interviewer should raise the questions to testtheir information supplied in documents

2.3 Testing in Recruitment

Using the aptitude test in recruitment process has advantages of detecting theability of potential candidates and predicting the business’ achievements in thefuture When using test as a method to evaluate candidates, recruiters shouldconsider the honesty in candidates’ answers However interviewer should not causeexcessive stress in the test The multiple choice questions in the test should restrict

to affect privacy candidates’ issues Besides, the recruiters should notice to theaccuracy of the test’s data when using to estimate and forecast future

There are some kinds of multiple choice tests used in recruitment processbelow: The test based on achievement, the skill test, the test to check personality,the test to evaluate candidates’ honesty and the medical test, ect

2.4 Using interview method in recruitment

Recruiters should screen thorough candidates’ profiles firstly and set upquestions will be used in the interview, bases on the job description, job requirementand the obtained results of the previous test candidates did In addition, recruitersshould make a relaxed atmosphere and have respect for candidates, recruiters alsoshould ask them short, opened questions directly for the purpose of interview

There are some of popular interview methods: Patterned interview, situationinterview, targeted interview, interview on stress situation, interview with recruitersgroup/ council, ect

2.5 Physical checking

Physical checking helps organization arrange the suitable work for staff/officials, based on their state of physical

2.6 Interviewing by the manager

This step aimed to check the candidate’s ability again by the direct leader; italso gives a chance for candidates and future leader to understand each other better

In addition, this step will decrease the difference of opinion between the recruitersand the direct managers

2.7 Verifying the obtained information

Checking the obtained information is a basic step to make recruitmentdecision At the present, many companies become more cautious in this stage, theycan call or contact the office or the school/ university candidates have been worked

or studied and gotten the certificates… to verify information’ s candidates in order

to avoid false information

2.8 Being on Probation period

In this stage, the organizations must pay attention to probation limited period,depends on the work and the labor contract Candidates for this period will beintroduced the work processes, working environment, colleagues, especially thoseadverse factors or hazard can occur at work

2.9 Making recruitment decision and finishing recruitment process

This is the most important stage of the recruitment process, based on theinformation and results collected from all the previous steps to make the finaldecision, in order to select the most appropriate candidates, who provide the mosteffective results for the upcoming business In this stage, officers in humanresources department will act as an advisor for superior chief and direct managers ofrecruiting department in order to support them to make the best decision In the caseorganization accepts candidates into work, employees and business representativewill sign the contract and probation period

CHAPTER III ANALYSIS AND FINDINGS

With the data collected from Blue Sea Commerce Investment and ServiceCompany Limited after fifteen week internship and the information frominterviewing 20 staffs in Business Department and Deputy Director of company, Ifound out that the recruitment of company has many shortcomings However, therecruitment of the company has many achievements such as:

- The enlistment method is very modern and advanced By announcing therecruitment on the mass communications such as internet, newspaper, television,radio and social relations, ect, the enlistment has attracted many candidates.Especially, announcing the recruitment on internet is one of the most effective ways

to enlist many candidates Because the candidates for salesmen are young peopleand nowadays, internet has become very popular for them According to theinterview, there are 50% of staffs being interviewed knew the recruitmentadvertisement of company through internet It proves that internet is an effectivetool for recruitment and using internet to announce the recruitment makes muchmore effective than using other mass communications such as: Television, radio,newspapers, ect

- The recruitment interview of company is evaluated very friendly andcomfortable by 11 in total 20 staffs being interviewed, accounts for 55% Nobodybeing interviewed thinks the recruitment interview of the company is stress andunfriendly The friendly and close interview makes interviewees’ psychology morecomfortable to show all their abilities

- Through interviewing the Deputy Director and 20 staffs in BusinessDepartment, I can see that the probation period of company is very flexible.According to the rules of the company, probation period for new employees is fromone to two months, but this time can be changed depending on workingperformance of new employees When being interviewed about the probationperiod, I collected many different answers There are 4 in total 20 salesmen beinginterviewed had 1-2week probations On the other hand, there are 9 in total 20salesmen had 6-8 week probations It demonstrates that the probation period of thecompany for salespeople is very flexible This makes the staffs integrate quickerand have high commitment with the company

Besides the achievements gotten, the recruitment of Blue Sea Company isstill has some shortcomings

I SHORTCOMINGS OF ENLISTMENT AND REASONS

1 Enlistment attracted so many unqualified candidates

According to interviewing Deputy Director of company, after announcingrecruitment for salesmen position on mass communications, company has facedwith the congestion of applications Normally, company receives from 20 to 50applications but only recruits from 3 to 6 candidates for each recruitmentadvertisement In fact, in enlistment process, company tries to attract as manycandidates as possible It will have good influence on recruitment However,according to Deputy Director, there are from 40 to 60% of total candidates beingconsidered unsuitable and unqualified through screening their profiles For example,company requires that the candidates for salesmen position must have high schooldiploma but there are a lot of candidates without high school diploma still apply forthis position Moreover, Deputy Director says that there are from 50 to 60% of totalcandidates being interviewed have not enough necessary skill and knowledge aboutbusiness

Unqualified candidates being enlisted wastes so much time of DeputyDirector and money of company on screening the profiles and interviewing.Moreover, a big number of unqualified candidates being enlisted also have a badinfluence on the psychology of interviewer during interviewing

2 Reasons for shortcoming

2.1 Unclear job description and job requirement in advertisement

According to interviewing 20 staffs in Business Department, there are 11 intotal 20 interviewees (accounts for 55%) think that the job description and jobrequirement of company is spare, unclear and unattractive

Job description ad job requirement are carried out in the company, but thecontent of job description and requirement only go deep into division of work andresponsibilities Firstly, this is a factor having affected on the quality of enlistment

of the company Then it will have bad influence on recruitment Clear jobdescription consists of the tasks, responsibilities, working condition and otherrelated Clear job requirement includes the requirement for the candidates aboutknowledge, skills, experience or the specific requirements When the applicantswant to apply for any job, they have to learn about the description and requirement

of this job to see that they are qualified enough and suitable for this job or not It

can be said that job description and requirement is one of criterions for theapplicants to decide that they will apply for this job or not Unclear job descriptionand job requirement make the applicants not catch the characteristics and therequirement of the job Job description and job requirement of company have beenimplemented but they still do not satisfy the requirements of recruitment In fact, thecompany has also explained in general, has not explained the specific works have to

be done, the duties and responsibilities for positions need to be recruited and therequirements for the job Therefore, there are many candidates applying for the jobs

do not have enough standards and aptitudes We can see the sparseness in thecompany’s job description and job requirement In fact, this is an important step tocut down the candidates who are not suitable, or do not have enough qualifications

In addition, it also helps to decrease the number of profiles which do not haveenough standards Moreover, in some cases the job description and job requirementsare not in time for the position are being recruited It also has bad effect onenlistment

2.2 Unclear recruitment advertisement

When putting any information about recruitment on the mass communication

such as radio, newspapers, internet, ect, employer has to prepare an recruitmentadvertisement which helps candidates understand the main characteristics, orrequirements of the job High attractive recruitment advertisement will make thepositive impacts on attracting candidates But in fact, the employer of the Blue SeaCompany has not cared about the advertisement Recruitment advertisement is stillspare and does not have enough necessary information In total 20 staffsinterviewed, there are 14 people (accounts for 70%) say that the recruitmentadvertisement is not clear and attractive

Unclear recruitment advertisement is one of the reasons causing the bignumber of unqualified and unsuitable candidates being enlisted This is an example

of recruitment information for salesman position of the company:

Our company needs to recruit 10 sales staffs Experienced candidates will be prioritized (People without experience will be trained)

Interests: Being enjoyed the bonus policies and the attractive commissions, the social and health insurance

Address: Blue Sea Investment and Commercial Services company ltd, co

No 1 Ho Dac Di, Nam Dong Ward, Dong Da district, Hanoi city

Contact: (844) 35334315/16 to be interview schedule

Profile: Job application, CV, the copy of ID card

1 person (accounts for 5%) working at other companies This data shows that theselection of the companies was not good at attracting candidates who are working inother companies

1.2 There are many unqualified candidates recruited

The dismissal is an urgent problem of Business Department According tothe data collected from the company and interviewing the Deputy Director, there aremany reasons causing dismissal such as: Break the discipline, cheat or bad behaviorwith clients, ect However, most of salesmen were dismissed because they could notsatisfy the requirement of job In total 20 staffs dismissed from 2007 to 2009, thereare 13 staffs dismissed because they could not satisfy the job requirement Onothers words, they are unqualified salesmen However, the question needs to be