Internship report homesmart international joint stock company

Register for recruitment support package in March of recruitmentwebsites...17 3.. SWOT analysis  The senior management team has more than 10 years of experience  The Government has con

I would to express our thanks to the director of Homesmart – Ms Vu ThanhVan for sharing me necessary information, providing me with advice and creatinggood conditions for me to complete the project.

Finally, I would like to show my gratitude to my friends and everyone whohelp me to complete this topic

TABLE OF CONTENTS

ACKNOWLEDGEMENTS 1

LIST OF TABLE 4

LIST OF FIGURES 4

LIST OF ACRONYMS 4

CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND PROJECT 5

I Introduction HomeSmart International Joint Stock Company 5

1 Vision: 5

2 General introduction: 5

3 Mission: 5

4 Core value: 6

5 HR organizational structure: 6

6 Main activities: 6

7 SWOT analysis 7

II Introduction of internship 7

1 Origin of work placement 7

2 Planning of work placement 8

CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT 9

I Research about current of recruitment process of Homesmart 9

1 Recruitment process: 9

2 Sources of recruitment: 10

3 Recruitment cost: 11

II Propose solutions: 11

1 Limitations of recruitment: 11

2 Propose solutions to deal with limitations of recruitment: 12

III Implement the solution 14

1 Design the job flyer: 14

2 Register for recruitment support package in March of recruitment

websites 17

3 “Friendly colleagues” program: 19

4 Case study: 20

CHAPTER 3 – ASSESSMENT 22

I Difficulties and solutions 22

II Experience gained: 22

III Conclusion 23

LIST OF TABLE

Table 1: SWOT of Homesmart

Table 2: Planning of work placement

Table 3: A plan of "Friendly colleagues" program

CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND

 CEO: Ms VU Thanh Van

 Address: 19th Floor, Artex Building, 172 Ngoc Khanh Street, Ba Dinh District, Hanoi

 Field of operations: Real estate consultancy, real estate management, realestate brokerage

3 Mission:

 For customers: respect, listening, providing quality value products at competitive prices

 For partners: To promote the spirit of cooperation and development; Commitment to become "Partner No 1" of partners; Always increase theinvestment value attractive and sustainable.

 For staff: Building a professional, dynamic, creative and human workingenvironment; Facilitate high income and equal opportunity for all

employees

4 Core value:

Homesmart's leaders and employees are united and determined to build a businessculture of the Company under the motto:

"Creativity, Initiative, Efficiency and Humanities"

Creativity to always make the smartest solution for customers.

Take the initiative to look beyond to minimize risk.

Efficient to always bring the right choice to the needs of customers quickly Humanity is always placing customers as the focus, listening and

understanding the mind of the customer before and after the completion of thesale

5 HR organizational structure:

Figure 1: Organizational structure of HomeSmart International Joint Stock Company

(Source: Homesmart JSC)

6 Main activities:

 Marketing real estate: Consulting, promotion, management of real estate;trading floor, brokerage, valuation, auction real estate.

 Real estate investment consultancy: project planning, project

management; real estate consulting services

 Search and distribution of real estate: Along with many other big and small projects nationwide, Homesmart has been successfully distributed and always received trust from customers and investors

7 SWOT analysis

 The senior management team has

more than 10 years of experience

 The Government has continuous

policy to support the real estate

market:

 The number of foreigners seeking

to buy real estate in Vietnam is

increasing

 There are many competitors

 The appearance of modern industry4.0 will gradually take over most

of the work of the working population

 Lack of experience in recruiting experienced staff

II Introduction of internship

1 Origin of work placement

 Objective reasons:

 New project: Starting in May 2018, the company is preparing todistribute the Kosmo West Lake, Sunshine Center và VinhomesWest Point projects Therefore, the company needs to recruitmore staff to support upcoming projects

 Real estate market: In 2017, according to the report of BusinessRegistration Department, Ministry of Planning and Investment,there are 5,065 new real estate company On average, 14 realestate company were established Therefore, in 2018, the realestate market will be fiercer competition.

 Opponents: The company faces strong competition fromcompetitors such as CENLAND, New Age, VHS, To maintainthe target as well as prestige, Homesmart needs to innovate anddevelop ceaselessly in the quality of its personnel

 Subjective reasons:

 The Labor Force: The shortage of personnel are the biggestthreats to the company due to intense competition among realestate companies The positions of employees that the company isrecruiting are: Project Support Staff, Sales Staff, Marketing Staff

 The instability of the staff is one of the difficulties that thecompany is facing

Therefore, it was my intention to help the Company improve the currentrecruitment process through the following topic: “Improving recruitment at homesmartinternational joint stock company”

2 Planning of work placement

Period Date of start and

complete

Missions

1 22/02 – 28/02 Collect and analyze information and data

2 01/03 – 11/03 Research the situation of company

4

05/03 – 30/04

 Post recruitment information

 Filter candidates' profiles

 Call directly to the candidate

6 20/04 Organizing “friendly colleagues’’ program

8 01/05 – 15/05 Complete the project and report

CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT

I Research about current of recruitment process of Homesmart.

of time for the parts

 Limitations:

 The recruitment process of the company still lacks recruitment planning.

 It does not take time as well as other costs incurred

 Directly receive the candidate's profile

 Limitations:

 Not much attention because brand new is not well known

2.2 Social networks: group facebook

 Advantages:

 Low cost

 Simple, fast and easy way to track: just a Facebook account; Postdirectly to the group and fanpage recruitment

 The number of people using the facebook network is large

 Marketing channel of the company image in the candidate's eyes:Corporate fanpage is used to build employer brand andrelationship with potential candidates

Currently, Homesmart is using 15 sites recruiting: tìm việc nhanh, việc tốt nhất,

việc làm 24h, topcv, mywork, indeed,…

 Advantages:

 Simple, easy-to-use posting tools

 High volume of CVs and high traffic

 Limitations:

 Cost of recruitment is high from 2 to 3 million VND

 Have not communicated with the company

 Doubts about the quality of recruiting sites

3 Recruitment cost:

Most accounts of Homesmart are recruiting for a free account Each recruitmentwebsite, the company registered 3 free accounts Therefore, the company does notcharge in using the recruiting website

 Advantages:

 No fees but still get many CV (3CV / web / day)

 Limitations:

 It takes time to switch between accounts

 Easy to cause confusion

 Duplicate CV

II Propose solutions:

1 Limitations of recruitment:

After researching the recruitment process of the company, I was directly involved

in the recruitment process I realized the company faced some limitations inrecruitment as follows:

 The company has not exploited the internal recruiting sources but spent alot of time recruiting through the media

 15 recruitment website which Homesmart registered, only 4 sites workbest and many CV output.

 The company does not invest in recruiting costs but mainly uses the freeaccount

 The company does not focus on building and communicating companyimage Applicants can only find company information through therecruitment website

 Job flyer does not appeal to people looking, too many words

 Posts on facebook and the recruitment sites are drifting and do not yieldresults

2 Propose solutions to deal with limitations of recruitment:

2.1 Design the job flyer:

Homesmart should change the original job flyer template by designing a newjob flyer template The original job flyer has too many words, unattractive and noteffective in recruiting

So, I suggested to the Human Resources Department that I would design newjob flyer and apply them to the posting on facebook and company website

2.2 Register for recruitment support package in March of recruitment websites:During my direct participation in recruitment activities, I realized that thecompany's job postings were in the 20-30 pages, and only three times a day on the firstpage Therefore, candidates can not receive company recruitment notice earlier thanthe other notice on the first page In other words, this is the mechanism employed bythe recruitment sites for free accounts To address this situation, I made a proposal forbuying and using support packages from recruitment websites.

2.3 Job Fair:

The Job Fair is an opportunity for the company to directly meet a large number

of senior year college students The Job Fair is a regular event organized by agencies and universities Job Fair is usually held in the form of a fair, where employers will have the space to display materials as well as promote their brand University students will come to employers to find out about the company's working environment

 As far as my research, on April 15 - 2018, Career Expo will be held at the National Economics University with the participation of 8000 students in the third and fourth years of the economic sectors , marketing, human resources, information technology, etc

 On April 21, the Job Fair will be held at the Hanoi Industrial University with the participation of 10,000 students

This is a good opportunity for the company to recruit and promote the brand at the same time

2.4 “Friendly colleagues” program:

First, this is a program that will show the culture of the company Based on this program, company employees will know the company is hiring positions to introduce friends, friends, to work On the other hand, new recruits are also involved in this program, this is a form of corporate image advertising

Second, this is an introductory reward program Whenever a staff introduces a good candidate, they will be rewarded with some bonus

 If the candidate receives a job offer, the reward will be increased

 If the candidate passes the test and starts working for the company, the reward will be higher

This will add motivation for staff should only introduce the best candidates to attend interviews at Homesmart.

III Implement the solution

After clearly planning the proposals, HR Department has reviewed and agreed toimplement my proposals below

2.1 Design the job flyer

2.2 Register for recruitment support package in March of recruitment websites 2.4 "Friendly colleagues" program

For the proposal: Job Fair, the company refused to implement the following

reasons:

 Due to the time it took to get info about Job Fair too late and too close tothe date of the event, the company did not prepare the documents

 After contacting Job Fair, I received information about the funding cost

of 6 million This cost double than other businesses first registered

 It takes time and costs to train students

 In addition, the location was not well chosen, so the company decidednot to participate in both Job Fair

Below are the activities undertaken to improve the recruitment of companies.These activities are based on the company's recruitment process along with thesolutions provided in the "Proposed Solution" section As follows:

1 Design the job flyer:

To design the new flyer job, I and the design department of the company jointlyimplemented this proposal The job I received from the Human Resources Departmentwas to support the recruitment of Project Support Staff, Sales Staff, Marketing Staff

So, I included three positions in the same job flyer

 The first step: Prepare the content.

The first thing in any design project that I need to do is to collect the contentand information that should be included in the design

Basic rule: short, concise and easily understandable, not many words

Basic information for job flyer:

 Job vacancies

 Time

 Contact information: email and phone number

 Company address

 Second step: Design

I use Canva software to design job flyer Canva is a great free online designservice, with a wide variety of designs such as posters, Facebook cover designs, socialnetwork posters, and much more

And here is the job flyer I designed myself and got the approval of the HRdepartment to recruit:

This new design is used for posting jobs and inserting recruitment informationinto the Friendly colleagues” program

2 Register for recruitment support package in March of recruitment websites.

After proficiency in the recruitment process at the company, I was given a newtask from Ms.Van - CEO is to set up the price list of the recruitment support package

in March

As requested, I have found information about the recruitment support packagethrough the mail ads of the recruitment page sent wen There are currently four goodrecruiting websites available: tìm việc nhanh, việc làm 24h, Top CV và Mywork.Here is the price list of the recruitment support package in March:

I sent the price list to Human Resources and Ms.Vân - CEO After reviewing and exchanging, the HR department has decided to subscribe to Mywork's one-year profile viewing package The reason why the HR department chose to buy the support package is because:

 Mywork is a reputable site with over 200,000 members continuous access

 Human resources staff to call the candidates directly

 Get discount and high promotion (40%)

The duration of the package is from 15/03/2018 to 15/03/2019 View profile

package has support staff workers of the following:

 Search CV of the candidate on the homepage by job titles, industries and provinces Or I can use advanced search to narrow down the results including: education, desired position, level of experience, foreign language, gender.

 View, save and download full details of candidate:

After HR staff to find out information candidates and compared it with the jobdescription, if appropriate, I would call the candidates to advise on the position thecompany is hiring and invite them to interview at the scheduled time.

 Results achieved:

 Create new recruitment source for the HR department

 Call directly to the candidate to facilitate the staffing staff can screencandidates online from recruitment channel mywork.com

 15 candidates to attend interview after the first 2 weeks of using the profileview package After 1 month using the support package, the HR departmenthas recruited 2 project support staff and 2 marketing staff

3 “Friendly colleagues” program:

At first, I drafted a plan for "Friendly colleagues" program and send to HRDepartment with Mrs Van to review As informed by HR Department, my proposalwas approved and the company decided to hold a meeting to discuss the detailed plan.Below is s a detailed plan for the "Friendly colleagues" program:

Purpose

 Advertising corporate image

 Create a distinct culture of the company

 Create new sources of employment through referrals

 Form of reward for employees by introducing their acquaintance to work

Content

 Summary of one week of activity in the company:

 Event News

 Fun pictures between employees

 Summary reports from departments

 Honor individuals or departments that have outstanding performance in the week

Through the program, the HR department can notify employees

in the company knows the company is recruiting position to introduce friends to attend interview