Completing the recruitment process of headhunt vietnam company

HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH-QUALITY TRAINING THESIS COMPLETING THE RECRUITMENT PROCESS OF HEADHUNT VIETNAM COMPANY TRAN THI HAI YEN Student ID: 19124043 Major: INDUSTRIAL MANAGEMENT Advisor: LE THI KIM KHANG, MBA Ho Chi Minh City, May 2023 HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH-QUALITY TRAINING THESIS COMPLETING THE RECRUITMENT PROCESS OF HEADHUNT VIETNAM COMPANY TRAN THI HAI YEN Student ID: 19124043 Major: INDUSTRIAL MANAGEMENT Advisor: LE THI KIM KHANG, MBA Ho Chi Minh City, May 2023 GUARANTEE My graduation thesis, which I wrote myself, is titled "COMPLETING THE RECRUITMENT PROCESS OF HEADHUNT VIETNAM COMPANY" and is based on my practical experience, an actual survey conducted at the company, and company documentation associated with my training major I thus state that this research project is original to me and hasn't been plagiarized from other papers addressing the same subject I fully accept responsibility for the data I've provided in my thesis HCMC, /…/……… Yen Tran Thi Hai Yen COMMENTS OF ADVISOR ………………………………………………………………………………….…… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… HCMC, /…/…… Advisor COMMENTS OF REVIEWER ………………………………………………………………………………….…… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… HCMC, /…/…… Reviewer ACKNOWLEDGEMENTS First, I want to express my gratitude to Headhunt Vietnam, my family, lecturers and friends who helped me immensely with my graduation report I could effectively complete my thesis because of that direction and committed assistance I would like to thank the instructor, Ms Le Thi Kim Khang She actively took the time to orient and direct my thesis I was able to finish my report with her instruction Thank Headhunt Vietnam company for providing the data to help me complete this thesis I want to express my gratitude to my family and close friends for their moral support and words of encouragement Thank you to everyone who supported me during my thesis work With limited time and skills, my Thesis undoubtedly contains many things that could be improved I hope the lectures can provide ideas to enhance my Thesis Finally, I wish everyone, including Ms Kim Khang and family and friends, good health, happiness, and great work success Best Regards! HCMC, /…/2023 Student name Yen Tran Thi Hai Yen Page LIST OF ABBREVIATION Abbreviation Explanation HHVN Headhunt Vietnam HR Human Resource RC Recruitment Consultant BD Business Development CV Curriculum vitae PA Personal Assistant KPI Key Performance Indicator Page LIST OF TABLE Table 1.1: Total of Employees from 2021-2023 18 Table 1.2: Labor structure by gender of employees from 2021-2023 20 Table 3.1 Number of candidates recruited into the company in the period 2020-2022 51 Table 3.2: Job descriptions for HR Admin Intern and RC 52 Table 3.3: Results of Internal Recruitment from 2020-2022 56 Table 3.4: Results of Outside Recruitment from 2020 - 2022 59 Table 3.5: The number of recruitment for the period of 2020 - 2022 60 Table 3.6: Recruitment results of the company for the period 2020-2022 62 Table 3.7: Cost of recruiting from 2020 to 2022 65 Page LIST OF FIGURE Fig 1.1: Logo of Company Fig 1.2: The Structure of Company Fig 1.3: The Career Path Fig 1.4: The Recruitment service process Fig 2.1:The 10-step process of recruiting personnel according to ISO standards Page 12 15 17 24 35 TABLE OF CONTENT ACKNOWLEDGEMENTS LIST OF ABBREVIATION LIST OF TABLE LIST OF FIGURE TABLE OF CONTENT INTRODUCTION TO THE THESIS Rationale Objective Scope and object Research methodology Structure of report CHAPTER 1: INTRODUCTION TO HEADHUNT VIETNAM 1.1 Introduction to Headhunt Vietnam 1.1.1 Information of Headhunt Vietnam 1.1.2 Headhunt Vietnam Overview 1.1.3 Vision mission and values of the company 1.1.3.1 Vision 1.1.3.2 Mission 1.1.3.3 Values 1.1.4 The structure of Headhunt Vietnam 1.1.5 Headhunt Vietnam Career Path 1.1.6 Labor characteristics of the Company 1.1.6.1 Total Employees structure 1.1.6.2 Labor structure by gender 1.2 Characteristics of production and business activities 1.2.1 Company's field of business 1.2.2 Services of Headhunt Vietnam 1.2.3 Recruitment service process 1.3 Headhunt Vietnam work culture 1.3.1 Work culture 1.3.2 Company activities 2.1 Related Definition 2.1.1 Definition of human resources 2.1.2 Definition of human resource recruitment 2.1.3 Definition of recruiting 2.1.4 Definition of human resource selection 2.2 Recruitment Principle Page 5 8 9 10 11 11 11 11 13 13 13 13 15 17 18 18 20 21 21 22 23 25 25 27 28 28 28 28 28 29 included in a few other costs incurred during the interview process and onboard preparation costs for some positions being recruited Not too many companies have the ability to adjust recruitment costs reasonably, causing waste to the company's financial resources For a company doing human resources services, the experience, as well as the relationships and sources of candidates, is a great advantage for them, thus helping them to save a lot of costs in the recruitment process 3.6 Factors affecting recruitment 3.6.1 Objective factors a) Economic factors The period 2020-2022 is the period most heavily affected by the Covid-19 pandemic The economy was hit hard, leading to employees losing their jobs and companies being very limited in recruiting new employees Therefore, the recruitment scale of Headhunt Vietnam does not have a high increase b) Labor market Currently, Ho Chi Minh City has the leading labor market in the country, with a large concentration of qualified labor resources to participate in production to increase the economy The labor market is extremely abundant with labor resources, which is a great advantage for Headhunt Vietnam to be able to recruit qualified and talented personnel c) Law Recruitment at Headhunt Vietnam Company is influenced by national and international legal factors related to labor management and employment and especially human resource recruitment The business has consistently actively assimilated and promptly updated legal information for flexible applications in hiring human resources at the business d) Competitor High competition for human resources with companies in the same industry and companies in the same geographical area Page 66 3.6.2 Subjective factors a) Company's face Candidates frequently consider the standing and reputation of the organization when submitting applications for jobs The candidate will be more interested if the business has a good reputation and has worked with well-known clients Due to the company's 11 years of expertise in the headhunting industry and the volume of material about the company that has been posted online, Headhunt Vietnam has a solid reputation HHVN has many large domestic and foreign customers as well as a fixed group of customers which is also a big plus in the mindset of candidates This increases the ability to select the right human resources for the position to be recruited b) Geographical location The office is in a convenient position in the heart of Ho Chi Minh City, more precisely in District With the city center location, it is a great advantage for the movement of workers Convenient and modern environment, focusing a lot of utility services to fully satisfy employees c) Salary HHVN Company determines the salary according to each position, job, and department and according to the working capacity of individuals The company guarantees to pay the employees' salaries satisfactorily and on time Bonus salary is paid by the company for employees with good work results, along with corresponding benefits For the holidays, there are bonuses for employees within the financial capacity of the company in order to encourage the employee's work ethic to create good results for the company d) Work environment The company has a comfortable working environment, with support if employees need to work from home The office is spacious and modern, with supported utilities available at the office Page 67 3.7 General assessment of the recruitment process at the Headhunt Vietnam Pros: The company has many advantages in recruitment, including: Recruitment method With the advantage of being a recruitment service company, the company's human resource recruitment is very flexible, rich with multi-channels and responds well to recruitment and selection work In addition, the company also uses both internal and external recruitment methods, increasing the choice of resources for the company as well as saving costs for recruitment The company has built and planned a very clear and professional recruitment process, helping recruitment staff to directly determine the scope of recruitment and suitable human resources for each position Maximize savings on recruitment costs and avoid waste, in addition to locating candidates to be recruited accurately For each level position, HHVN has well built different recruitment processes; with highlevel positions, the process will be difficult and require more careful selection and evaluation Most of the employees in the company are resource consultants, the level must be from university or higher, and interns must be students who are studying in their 3rd or 4th year at the university Thanks to the appropriate recruitment process proposed by the company have greatly assisted the recruitment staff in recruiting the right and talented candidates for the most needed positions Receive and screen CVs All received CV processes are used via email, so it is highly convenient, and the information is quick Candidates not take time to go to the office to apply The company has experience as well as good CV screening skills, an advantage because of a human resource service company Interview work Page 68 For the intern position: According to the comments of the candidates participating in the interview, they all agree that the recruitment staff is happy, friendly, and enthusiastic with the candidates The interview process took place quickly, about 15-20 minutes, on time Save time for both candidates and recruiters For staff positions in the company, there is a round of direct interviews with the general director, showing that the board of directors is very careful in selecting human resources for the company Candidates can directly discuss with the direct manager of the company and learn about the management culture as well as the expectations for the position that the company expects the candidate to meet in the most detail Cons: Besides the advantages that the company has in the recruitment process, there are still many other points that need to be noted: Recruitment has not been focused and has not built an image of the company in the eyes of the candidates, as well as the workplace loses its competitiveness in human resources if it only focuses on recruiting human resources by recruiting employees Post job postings simply Failing to make an impression on potential candidates is less attractive than other companies competing for human resources It is necessary to review and compare with the recruitment requirements of the departments, to go through the human resources department of the company, and to review the human resource plan at the department as well as the company It is necessary to have a clear plan to avoid mass recruitment, shortage or excess of human resources that harm the company as well as waste the company's financial costs Many candidates send emails forgetting to attach their CVs, wasting time for recruiters The emails attached to the CV are easily lost if the employer does not check the mail carefully The email to receive the application is the personal email of the recruitment staff, which leads to easy confusion with other work emails, and it is easy to lose the CV of potential candidates Page 69 Recruitment staff cannot regulate the recruitment atmosphere, creating a tense atmosphere, making candidates feel uncomfortable, and making it difficult to share their experiences and skills Too much trust in the candidate's CV and no comparison leads to putting the candidate who does not meet the recruitment requirements in the interview round, wasting recruitment costs 3.8 Causes of limitations in recruitment work of HHVN company The human resources department is mainly young employees who not have much experience in recruiting personnel It can be said that experience is a very important factor in the process of interviewing and evaluating candidates With a team of experienced personnel, when participating in an interview, they will know how to ask questions to help candidates freely share their experiences and working views as possible For Headhunt Vietnam, the average age of personnel in the company is quite young, including the human resources department Therefore, it is inevitable that the lack of experience in the interview process as well as manipulation in the recruitment process The recruitment team evaluates the candidates unbiasedly Recruitment staff are too stereotyped about recruitment criteria and lack the flexibility to choose the right candidate for the position to be recruited The company does not focus on recruitment communication, and there is no consistency in recruitment forms, leading to an unprofessional image of the company The company's recruitment images have the same position, but there are posts with different designs, different styles, and a lack of professional uniformity Due to the lack of regulations on presentation, color and specific content, the company's recruitment posts are not consistent The job postings posted by any recruitment staff will be in charge of the post image of that employee, causing a situation where each job posting is unique Not really focusing on building recruitment image, difficult to attract candidates The company's not too focused on the image is also a disadvantage in competing in attracting Page 70 human resources Headhunt Vietnam company is still very weak in promoting company image as well as company culture; the company also has introductory posts, but these are not taken care of In today's digital age, besides service quality, media image is an indispensable part, helping the company to be more known in the market, both getting more interested customers and attracting more customers Good manpower Not knowing how to exploit and use the image is a huge disadvantage for the company in the process of attracting good human resources The company does not have a team specializing in designing recruitment announcements; the capacity of the current recruitment announcement team is still limited The current recruitment announcement team is recruitment staff, not professionals and lacks skills in creating attractive job postings, leading to job postings being less accessible to candidates Page 71 CHAPTER 4: SOLUTIONS TO IMPROVE THE EFFECTIVENESS OF RECRUITMENT AND SELECTION AT HEADHUNT VIETNAM 4.1 Company development orientation 4.1.1 General Orientation of the Company Currently, the company operates mainly in the Asia Pacific market with recruitment and search services for senior personnel The goal is to continue developing into a leading recruitment service company Developing the European market to find new potential customers, bringing in more contracts and higher revenue than in recent years Especially becoming a leading company in human resource services in Vietnam and Asia The company needs to restructure and recruit human resources to develop the company This is what any company needs to thrive Recruiting a solid team, sufficient in quantity and quality, with high expertise to help the company grow Human resources not only need to be carefully selected but also need to be trained to develop the necessary expertise and skills; training a strong team needs a solid input foundation, and it is best to hire The right personnel, the right people in the correct positions will help the company's human resources to maximize their functional ability Building a highly qualified recruitment team; recruiting personnel is an essential step in developing the company, building a close relationship between the recruitment department and other departments, and making the best plans Timely personnel planning The recruitment team is the key for the company to build a solid human resource system with many talented people The recruitment team needs to recognize the nature of each job, develop reasonable personnel-building measures, and change recruitment by the human resource status of each department as well as the company's financial situation Besides, it is also essential to see if the candidate's qualities are suitable for the position being recruited or not The above skills need to be focused on training and attention to develop a professional recruitment team and produce quality results Page 72 4.1.2 The Company's recruitment plan for the year By the end of 2022, the company will have completed expanding the office area Therefore, the company intends to expand its size, recruiting more people in 2023 It is expected to recruit more Consultant, Researcher positions and develop a company model to improve competitiveness and position in the human resource service market Completing the company's human resource recruitment is an urgent and essential task that should be noted and prioritized Human resource recruitment must focus on the conditions and characteristics of the company to bring into full play the company's capabilities, take advantage of all opportunities to find and screen suitable candidates and ensure cost savings Human resource recruitment needs to be associated with improving work productivity and efficiency 4.2 Solutions to improve the effectiveness of recruitment and selection at Headhunt Vietnam 4.2.1 Improve recruiting Increase the variety of your recruitment strategies and sources The business may incentivise contributors who advise or recommend potential new hires A current employee or a candidate from outside the company might introduce fresh candidates to the organization to hire the best candidates; it is vital to verify the reference source Enhance the caliber of applicants taking part in recruiting to draw in more qualified, capable, and experienced people who will offer more to the business and give it a boost as it grows 4.2.2 Improve professionalism in the interview The interview will help the employer have a vivid visual view of the candidate; if the interviewer has high skills, the right decision will be made Interviews must be conducted professionally Depending on the vacancy, the interviewing members will be different Page 73 The setting for the interview: Candidates visit to learn more about the business and the working environment and to provide the employer with a complete understanding of themselves A complicated question puts the contestant under pressure Therefore, it's essential to make the interview environment welcoming and allow candidates to demonstrate their skills The following prerequisites must be considered while posing questions: The interview's purpose should be clear, and the questions should be short and to the point so that candidates can ultimately demonstrate their knowledge Regulate the question way so that the applicant does not evade the question Job, prior job experience, organization of the candidate, education level, and outlook on life should be the main topics of interview questions 4.2.3 Improve the professional qualifications of recruitment staff Whether the hiring team does a good job or a lousy job of finding candidates heavily depends on their qualifications Therefore, it is crucial to raise the recruitment staff's qualifications The business should encourage staff members to participate in discussion shows and recruitment seminars The organization holds more employee training and sharing sessions to raise the caliber of its recruitment knowledge As a result, the hiring staff can conduct the interview in a better and more efficient manner, allowing them to evaluate the candidate's abilities and fitness for the position with greater accuracy 4.2.4 Additional options Since it affects them directly, pay is a sensitive topic for employees The company's job advertisement does not attract candidates because of the low basic income The company should increase the base salary to an appropriate level to attract more candidates The company can focus on recruiting personnel from the intern team at the company for associate recruitment consultant positions and gradually move to RC positions instead of recruiting outside This is also how the company's finances can't afford to raise employees' basic salary to compete with other companies in the same industry The interns at the company are also carefully recruited and evaluated very Page 74 carefully They have experience working at the company and are familiar with the environment, working methods and jobs Besides, if recruiting interns and gradually remote, the current basic salary that the company pays for RC positions will be more readily accepted by Interns due to the salary increase mechanism and level-based benefits Of course, when recruiting more human resources, the company's finances will improve if the human resources have good productivity, corresponding to the company's ability to raise the basic salary to prevent lengthy and costly deviations; deviations in the hiring process must be tracked down and corrected quickly and efficiently Need someone to comprehensively evaluate the hiring process, then create a detailed plan to monitor and correct This is the most optimal way to recruit input human resources for the company Avoid leading to deviations that continue to occur, which significantly affect the company's human resources in the future; quickly correcting is the most economical way, not letting mistakes in the recruitment process cause damage to employees' finance later The company should diversify recruitment channels and grow social networks, especially social networking channels about video clips and images, so that many candidates can access recruitment information and increase their attractiveness As a result, companies need to research to keep up with the changes of the times and diversify recruitment channels closer to candidates The rapid change in technology has led to the trend of favoring short videos The company should keep up with the trend, put the company's advertising images through video clips, creative content related to the company's recruitment consulting service or images of the company's activities In addition to increasing the company's recognition in the market, it attracts the attention of potential candidates who want to work there They can creatively integrate recruitment information posted on social networking sites but still be professional and learn from the top companies in the industry to find the right direction for them Create more specific selection criteria for each job being recruited at the company The recruitment criteria should be consulted by the departments that need human resources, Page 75 highly realistic and close to the actual needs of human resources In addition, it is necessary to be more flexible with the criteria, for example, not being too strict with skill qualifications, which can attest to the candidate's ability through experience and through the process of interviewing and assessment If the candidate meets the job needs, it should be flexible to consider recruiting Degrees can be added later if the candidate does not have one An organization must fully establish selection criteria relevant to each job position and based on the selection process to form the basis of a more accurate and efficient candidate selection process Develop recruitment policies, and create consistency and synchronization in the recruitment process Show professionalism in the recruitment process; need to agree on how to post jobs The attached recruitment information poster needs to be unified; maybe only one poster should be used for a position, increasing the candidate's trust in the post and creating consistency for the identical posts, same vacancy but posted by different recruitment officers It is necessary to consider the interests of the enterprise and the candidate's interests when formulating the recruitment policy Consider offering benefits optimized for recruitment candidates but still meet the company's benefits To encourage and promote motivation and passion at work, ensure a clear salary structure and a remuneration system commensurate with the contribution of each employee in the organization It is necessary to be transparent and fair in the remuneration and remuneration regimes Ensuring that productive employees who bring much value to the company must be appropriately rewarded and evaluated fairly and objectively Ensure that employees receive essential benefits such as social insurance, health insurance, allowances provided by the company and unemployment insurance Having policies on professional training and skills to develop high-quality human resources There should be policies on training to improve the capacity of recruitment team staff Training necessary skills for capacity development, professional skills in Page 76 recruitment as well as other basic and advanced skills for the working process at the company to attract candidates to the organization, the corporate image must be improved Improve and build a more professional image by investing in the visual side Improve the methods to bring the company's image to the audience, such as customers or candidates Focus more on image promotion Participating in recruitment events, seminars, and associations, to expand relationships and promote images This will be one of the essential strategies to help businesses attract more employees who want to work for them Page 77 CONCLUSION Currently, all company areas are immediately affected by the importance of human resources Employees are the company's greatest asset, especially in the volatile economic context, helping businesses expand and overcome this challenge Businesses are forced to develop strategies to attract top talent to the organization Recruitment has to be done as efficiently as possible to get there While researching and implementing the thesis on the recruitment process of Headhunt Vietnam, I applied the knowledge I learned and the practical experience during my internship in the department In order to assess the current situation of human resource recruitment at Headhunt Vietnam company through the thesis "Completing The Recruitment Process of Headhunt Vietnam Company" I have analyzed the strengths and weaknesses that need to be overcome in the recruitment process; I also list some solutions to help the company improve the recruitment process to recruit the best quality candidates Headhunt Vietnam's recruitment process is generally perfect because the company has a background in the human resource service business But to improve the quality of recruitment, it is necessary to improve the quality of interviews, process records, flexible recruitment methods and improve the professional qualifications of the interviewers The company needs to select and combine the proper methods to improve the quality of its recruitment process In addition, it is necessary to focus on investing in the company's image, to have a good impression on customers and candidates, and to build a reputation and reputation in the recruitment service industry Through my thesis, I hope the company will have a new view of its recruitment work Identify strengths and weaknesses in recruitment to come up with appropriate improvement methods At the same time, when researching human resource recruitment at the company, I hope that the suggestions on solutions for the company will be one of the documents that Page 78 the company considers to overcome the company's difficulties in this field as soon as possible My report does not generalize many aspects of the company's recruitment work, and the recommendations are not optimal; due to limited knowledge and experience, all information in the report is limited to the extent of my knowledge I hope my comments will help the company improve the quality of its recruitment work in the future The recruitment of human resources is an essential task in the company, so I hope everyone in the company takes a little time to research this issue to grow higher and stand firm in the market Page 79 REFERENCES (n.d.) Headhunt Vietnam, Headhunting| Staffing | Job Search | Payroll | Job Posting Headhunt Vietnam Retrieved May 2, 2023, from https://headhuntvietnam.com/vi Current sources of personnel recruitment (2022, January 21) HRchannels Retrieved May 2, 2023, from https://hrchannels.com/uptalent/cac-nguon-tuyen-dung-nhan-suhien-nay.html Factors affecting the recruitment process of enterprises (2022, September 8) MISA AMIS Retrieved May 2, 2023, from https://amis.misa.vn/65084/cac-nhan-to-anhhuong-den-qua-trinh-tuyen-dung/ principles of effective recruitment - Tuoi Tre Online (2004, December 6) Báo Tuổi Trẻ Retrieved May 2, 2023, from https://tuoitre.vn/4-nguyen-tac-tuyen-dung-hieuqua-58687.htm Headhunt Vietnam (n.d.) Intern instruction file Headhunt Vietnam (n.d.) Company profile Home (n.d.) YouTube Retrieved May 2, 2023, from https://navigossearch.com/viVN/san-dau-nguoi-la-gi-phan-loai-dich-vu-san-dau-nguoi-hien-nay Recruiting Process Diagram You Need to Know (2018, October 8) LinkedIn Retrieved May 2, 2023, from https://www.linkedin.com/pulse/so-do-quy-trinh-tuyendung-nhan-su-tran-hoai-kha/ What is Recruitment? Necessity of recruitment activities (2019, September 16) VietnamBiz Retrieved May 2, 2023, from https://vietnambiz.vn/tuyen-dungrecruitment-la-gi-su-can-thiet-cua-hoat-dong-tuyen-dung-20190916085611512.htm Page 80