1021 factors affecting the effectiveness in the recruitment of recruiters at mobile world group 2023

THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY OF BANKING UNIVERSITY HOCHIMINH UNIVERSITYOF BANKING NGUYEN THI THAO NGUYEN GRADUATION THESIS FACTORS AFFECTING THE EFFECTIVENESS IN THE RECRUITMENT OF RECRUITERS AT MOBILE WORLD GROUP MAJOR: BUSINESS ADMINISTRATION Academic advisor: Tran Ngoc Thien Thy, Ph.D Ho Chi Minh City, June 2022 i THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY OF BANKING UNIVERSITY HOCHIMINH UNIVERSITYOF BANKING NGUYEN THI THAO NGUYEN GRADUATION THESIS FACTORS AFFECTING THE EFFECTIVENESS IN THE RECRUITMENT OF RECRUITERS AT MOBILE WORLD GROUP MAJOR: BUSINESS ADMINISTRATION Academic advisor: Tran Ngoc Thien Thy, Ph.D DECLARATION I honestly declare that this graduation thesis entitled “Factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group” is the final Ho Chi Minh City, June 2022 result of my original research work under the guidance of PhD Tran Ngoc Thien Thy, my academic advisor This thesis has never been submitted for a master's degree at any anywhere else before This thesis is the author's own research and the results of the research are trustworthy The thesis does not consist of any previously published content or content made by others except forcitations which are fully cited in the thesis Ho Chi Minh City, June 2022 Nguyen Thi Thao Nguyen ACKNOWLEDGEMENT First of all, I would like to express my special thanks to my academic advisor, PhD Tran Ngoc Thien Thy Thank you for always supporting me whenever I need your help Sedconly, I would like to sincerely thank to my parents, who always take care and encourage me during the time doing this thesis I will never forget the love you gave me! Last but not least, I want to say thanks to my friend, Thien Nhan, who has appeared at the hardest time to help me LIST OF ABBREVIATIONS Abbreviations Definition MWG Mobile World Group LIST OF TABLES Figure Maslow hierarchy of needs model 23 Figure Proposed conceptual model 24 TABLE OF CONTENTS LIST OF ABBREVIATIONS LIST OF TABLES TABLE OF CONTENTS .5 Chapter 1: INTRODUCTION .8 1.1 Reason for choosing 1.2 Research Objective 1.2.1 General Objective 1.2.2 Specific Objectives .9 1.3 Research Question .9 1.4 Research subject and scope 10 1.4.1 Research subject 10 1.4.2 Research scope 10 1.5 The Research Methodology 10 1.6 Research Contributions 11 1.6.1 Theoretical contributions 11 1.6.2 Practical contributions 11 1.7 Thesis structure 12 Chapter 2: LITERATURE REVIEW .14 2.1 Definition 14 2.1.1 Recruitment 14 2.1.2 The recruiter 14 2.1.3 The effectiveness inrecruitment 15 2.2 MWG 15 2.3 Literature review 16 Hypothesis The ability to Candidates Source affects the effectiveness in the recruitment of recruiters positively .21 2.3.1 Seniority 21 2.3.2 Motivation 22 2.3.3 Company process 23 Chapter 3: METHODOLOGIES 26 3.1 Research process 26 3.1.1 Steps of the research process 26 3.1.2 Research methodology and data .26 3.2 Formal research .28 3.3 Survey questionnaire 28 3.4 Data collection 29 3.5 Modified the scale of factors influencing recruitment effectiveness .30 3.6 Statistic process 30 3.7 Cronbach’s Alpha Reliability Coefficient .30 3.8 EFA factor analysis 31 3.9 Regression analysisand ANOVA test 32 3.10 Linear regression model .32 Chapter 4: RESEARCH RESULTS 34 4.1 Sample description 34 4.2 Descriptive statistical analysis 34 4.3 Descriptive Statistics for quantitative variables .36 4.4 Evaluating the reliability of the scale .40 4.5 Exploratory Factor Analysis (EFA) 44 4.5.1 Exploratory Factor Analysis for independent variables 44 4.5.2 Result of exploratory factor analysis (EFA) the second time 46 4.5.3 Exploratory Factor Analysis for dependent variables 48 4.6 Correlation analysis between the independent and dependent variables50 4.7 Result of linear regression analysis 51 4.8 Result of Independent Samples Test .53 4.8.1 Result of Independent Samples Test of Gender .53 4.8.2 Result of Independent Samples Test ofAge .54 4.8.3 Result of Independent Samples Test of Level of Education 55 4.8.4 Result of Independent Samples Test of Area 56 Chapter 5: CONCLUSION AND RECOMMENDATION 59 5.1 Conclusion 59 5.2 Theoretical Implications 60 5.3 Limitation and Future research 61 REFERENCES .63 Chapter 1: INTRODUCTION 1.1 Reason for choosing Human resources are indispensable for any organization, and it plays a vital role in determining the success or failure of the organization In the current trend of increasingly fierce competition, critical human resources in both quantity and quality, both physically and intellectually, is a leading competitive advantage to help businesses survive, stand and develop in the market Therefore, companies have gradually completed the recruitment work to achieve the above goal Human resource recruitment has significant implications for the quality of labour of later parts of the company An exemplary implementation of human resource recruitment will reduce the time and cost of training later, which is the first condition to improve the quality and ability to integrate, ensuring stable human resources Recruiters are the company's representatives in recruitment activities They are one of the factors that determine the success of this activity Employers with high levels of expertise, good skills, broad knowledge, professional working style, and ethical manners will leave a good impression on the candidate And it is that impression that increases the credibility of candidates for the employer and the business itself, building a strong employer brand On the contrary, in the absence of that, stories of employers not sending e-mails of job results to candidates, misbehaviour during interviews, or interviews like an inch of the multi-level organization are tarnishing their company's image daily During the internship at Mobile World Group, the author herself realized that the recruitment of human resources is an inevitable requirement and plays a very important role The company also has a clear and specific route process, clearly defining the responsibilities, functions, and tasks of employees in the human resources department and taking steps in accordance with the process and obtaining certain results However, previous forms of recruitment quality management often depended on the team leader's comments according to certain monthly results, which will also be somewhat emotional On the other hand, each recruitment officer will have different personality characteristics as well as selection perspectives, they will have different knowledge and experience backgrounds to feel, comment on and select candidates It is essential to study factors related to recruitment and find solutions to improve the effectiveness of recruitment to achieve the company's development-oriented goals in the next phase So, the author would like to choose the topic "Factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group" as her graduation course 1.2 Research Objective 1.2.1 General Objective Investigating factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group So, to achieve this objective, this thesis will attempt to accomplish some detail obdetailedes below: 1.2.2 Specific Objectives - Identify factors that affect the effectiveness in the recruitment of recruiters at Mobile World Group - Measure the affect of factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group through surveys - Proposed administrative implications to improve the quality of recruiters at Mobile World Group 1.3 Research Question The following research questions were determined for this study RQ1: What factors affect the effectiveness in the recruitment of recruiters at Mobile World Group? RQ2: How these factors affect the effectiveness in the recruitment of recruiters at Mobile World Group? RQ3: What policy implications should be implemented to increase the effectiveness in the recruitment of recruiters at Mobile World Group? 1.4 Research subject and scope 1.4.1 Research subject The goal of this study is to find out factors affecting the effectiveness in the recruitment of recruiters at Mobile World Group 1.4.2 Research scope • Scope of space: The sample of the research was conducted within Mobile World Group and only focus on the supermarket recruiter • Scope of time: The thesis researches the most recent 2.5 months period, from the end of March 2022 to May 2022 1.5 The Research Methodology This thesis is carried out by combining qualitative research methods and quantitative research methods There search process is conducted in two stages: preliminary research and formal research Qualitative research: Based on materials collected from domestic and abroad through media such as magazines, books, online resources, previous studies using a combination of keywords linked to human resource management, HRM, in Google Scholar, Science Direct, Ebsco, and Semantic Scholar (e.g., recruitment efficiency), I looked for items that were published Epidemiological papers have been eliminated The articles analyzed in this paper are all listed in the references section The study has also collected data with group discussion techniques from experienced staffs in Mobile World Group to adjust and supplement the factors affecting recruitment efficiency that should be included in the research model From there, the author will build a survey questionnaire related to the topic After building the survey questionnaire, the author will select a sample and survey recruiters at Mobile World Group The qualitative research method is conducted to test the theoretical model to suit the research context, supplement and modify the scale accordingly Quantitative research: This is the method used mainly to help the author assess the impact of the factors affecting the effectiveness in the recruitment of recruiters at