Procedure Related department
Proposing recruitment
needs Department with
recruitment needs
Identifying and
synthesizing recruitment needs
Human resources department
Board of directors
Make a recruitment plan Human resources department
Recruitment Human resources
implementation
department
Department with recruitment needs
New employees’ approval
Board of directors and managers
Department with recruitment needs
7.4.1. Proposing recruitment needs
- Departments notify the need to recruit employees for vacant positions or recently opened positions to the human resources
department.
- Advantages: Identify the initial criteria for the position to be recruited, thereby helping the recruitment department to have an overview of the upcoming recruitment plan.
- Disadvantages: Additional plans are sometimes only
temporary, the recruitment department may not be able to respond in time or the quality of personnel for the position will be not up to pair.
7.4.2. Identifying and synthesizing recruitment needs:
Number of employees to hire: TCH's recruitment demand is huge for store staff positions, averaging 100 to 150 employees per month. Besides, TCH also regularly recruits positions in other departments in the company.
Position to recruit: Including all positions. The most common are still store staffs.
Recruitment cost.
After synthesizing recruitment needs, it will be submitted to the Board of Directors for review and approval through the necessary vacancies in the company.
- Advantages: Provide detailed and specific information about recruitment needs, thereby helping the recruitment department to make appropriate recruitment plans.
- Disadvantages: The source of information must be accurate and complete, otherwise it will adversely affect the recruitment process and results.
7.4.3. Make a recruitment plan:
The Human Resources Department considers recruitment needs and makes a recruitment plan suitable for the positions to be filled:
Make requirements for candidates: cultural qualifications; age;
experience;…
Identify the source of candidates: internal or external.
Determining the time and place of the recruitment work.
Select the form of recruitment: interview; probation;…
- Advantages: Systematize the recruitment process, providing a detailed plan, thereby helping to select the best candidates, most suitable for the position to be recruited. Estimate recruitment costs, recruitment time, and the number of employees to be recruited.
- Disadvantages: It is necessary to have a recruitment plan suitable to the recruitment needs as well as the actual situation of the recruitment market. Otherwise, it will be a waste of time, money as well as affect the quality of input candidates
7.4.4. Recruitment implementation:
Preparation: recruitment board, recruitment standards.
Annoucement: Recruitment notification process.
Recruiting: Recruitment process for candidates.
- Advantages: Deciding on the quality of input records. Direct assessment of candidate quality. Decide up to 90% of hiring new employees.
- Disavantages: Require boardly experiences in recruitment and cooperation with the department with recruitment needs to know which positions need to conduct interviews or tests to identify potential candidates.
7.4.5. New employees’ approval:
Head of Human Resources Department considers and makes the final decision
Sign labour contract, commitment form.
Probationary.
Official working.
- Advantages: Based on their experience and qualifications, the human resources department will have the most accurate and
reasonable assessment of the position to be recruited.
- Disadvantages: The probationary process will take time, through the probationary process, employees may leave the company,
increasing training costs but not bringing any results to the company.
7.4.6. Candidates resources:
Internal recruiment:
- For TCH's business strategy of opening more stores every year, the company always has prepared staff in departments to continuously update plans and deploy operations as soon as possible.
- TCH can transfer employees from within and new positions due to promotion by superiors or employees themselves based on work results and management evaluation.
- Students who are on probation at the company are eligible and wish to work officially at the company.
- Promote qualified employees because with The Coffee House
“Nothing is impossible”.
- Internal recruitment at TCH is always prioritized, especially in the positions of manager, area supervisor, customer care staff. Since employees are familiar with the company's culture as well as the requirements and work order at the coffee shops, it won't require much time to get used to the new job.
- For new positions, the company may not be able to provide timely and complete information such as area manager (for the area where TCH first sets foot), store manager, supervisor.
External recruitment:
Supply in the current labor market is quite abundant. Especially for the F&B industry, the demand for young people, especially students
who want to find a job is sizeable, the number of job applications is increasing (currently doubling), creating a competitive market, fierce job competition. The number of these students is increasing markedly, so this is the least expensive source of candidate selection, but on the contrary, the recruitment efficiency is not high due to the lack of knowledge and experience to work immediately without retraining and adding many necessary professional skills.
Main resources:
Each recruitment source has its certain strengths and weaknesses, no source is all-round good and which is ineffective, the choice of source depends on the company that is looking to recruit for a job position such as position needs, when to recruit, then select the appropriate source. Selecting candidates from outside the organization will recruit more potential and talented candidates into the company. However, this also cause more costs and effort and there may be a situation where the candidate is not loyal to the company or the working attitude is unacceptable.