Factors affecting the effectiveness in the recruitment of recruiters at mobile world group, 2022

THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY OF BANKING UNIVERSITY 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 Tai ngay!!! Ban co the xoa dong chu nay!!! THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY OF BANKING UNIVERSITY 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 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 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 Chapter 1: INTRODUCTION 1.1 Reason for choosing .8 1.2 Research Objective 1.2.1 General Objective 1.2.2 Specific Objectives 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 in recruitment 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 2.4.2 Seniority 21 2.4.3 Motivation .22 2.4.4 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 analysis and 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 of Age .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? The initially proposed research model includes four factors: Candidates Source, Seniority, Motivation, and Company Process The above four factors remain the same after preliminary research and exploratory factor analysis - Analysis results: Regression analysis shows that the factors affecting the effectiveness in the recruitment of recruiters include: Seniority (-0.397), Company Process (0.369) The regression coefficients are statistically significant at the 5% level and are consistent with the proposed hypotheses The model's independent variables (4 variables) explain 43.9 per cent of the variance In contrast, the remaining 56.1 per cent is unaccounted for due to other factors that this model has not yet evaluated 5.2 Theoretical Implications This study rationalizes and investigates the truth of how recruiters' interaction aspects impact recruitment success To be more specific, these findings help clarify the elements that might affect the effectiveness of recruiting recruiters and information sharing is a crucial platform for businesses to improve and develop the recruitment activities carried out The results of the study's data analysis show that the effectiveness in the recruitment of recruiters at MWG is influenced by 2/4 factors, including Seniority, Company Process - Seniority: The standardized Coefficients Beta of Seniority is -0.397 Seniority affects the opposite direction from the original expectations of the author We thought that older people would have more work experience and achieve better results than younger people for a long time The above results partly indicate that seniors have encountered many situations and handled many problems, so they have more experience, process knowledge, and relevant legal knowledge However, at present, they rarely update new knowledge and new technologies Despite their lower 60 Seniority, young people are constantly updating their knowledge of relevant laws in recruitment They have commitment, enthusiasm, and dedication, especially young people today who are quickly updated with changes This contributes to a clear assessment of the new trend of Seniority's influence on recruiters' effectiveness at MWG With this thesis contribution, businesses can focus more on training and motivating new and long-term employees For new employees, the ability to absorb and learn is very high They adapt quickly and are ready to dedicate themselves This is a potential human resource for the company In addition, senior staff should also be encouraged to update with new technology and knowledge so that their work experience is not saturated - Company Process: Standardized Coefficients Beta of CP, is 0.369 This result strongly supports hypothesis More than ever, the current technological age requires most of the process standardization New employees may need time to get used to the process, but all issues are handled professionally, systematically, and professionally For MWG, the recruitment process has contributed to the recruiter's effectiveness The influence of this variable reaches 36.9%, which is still relatively low Maybe the process still has some limitations that affect the recruitment process of recruiters Some research that needs to be done with recruiters is essential 5.3 Limitation and Future research Although the study has solved the research objectives set out, there are still some limitations as follows: Analysis of the factors affecting recruiters' effectiveness at Mobile World Group is exhaustive Recruitment effectiveness depends on various factors The thesis only considers the impact of elements: (1) Candidates Source, (2) Seniority, (3) Motivation, and (4) Company Process In addition, the study sample size is too 61 small, limiting the variables' explanatory power, it explain only 23.8 percent of the variance Thus, there are numerous more elements influencing effectiveness in the recruitment of recruiters that the research has not discovered As a result, further study is needed in inheritance studies to discover novel variables influencing this cohesiveness This thesis only focus on MWG, future research can use this research model in other business/ other yield/ other nation Summary of chapter Chapter summarizes the findings of the tests in Chapter and provides some solutions to the difficulties that enterprises should address in order to strengthen effectiveness in the recruitment of recruiters As a result, each firm will be aware of the primary components that must be established that are appropriate for their company, as well as the steps that must be taken to ensure the success of that process 62 REFERENCES Allen DG, Van Scotter JR, Otondo RF (2004) Recruitment communication media: impact on prehire outcomes Pers Psychol, 57, 143-171 AM, S (2005) The impracticality of recruitment research In Handbook of Personnel Selection, ed A Evers, N Anderson, O Voskuijl, 47–72 Bartuševičienė, I., & Šakalytė, E (2013) Organizational assessment: effectiveness vs efficiency Social Transformations in Contemporary Society, 1(1), 45-53 Blumberg, M., Pringle, C.D (1982) The missing opportunity in organizational research: some implications for a theory of work performance Acad Manage Rev, 560-569 Butts, M., Vandenberg, R., DeJoy, D., Schaffer, B., Wilson, M (2009) Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support J Occup Health Psychol 14, 122-136 Catarina Brandão, Rita Silva, Joana Vieirados Santos (2019) Online recruitment in Portugal: Theories and candidate profiles Journal of Business Research, 273-279 Chan, D (2019) Personnel Psychology Reference Module in Neuroscience and Biobehavioral Psychology, Chuang, C.H., Liao, H (2010) Strategic human resource management in service context: taking care of business by taking care of employees and customers Pers Psychol 63, 153-196 Dana Pessach, Gonen Singer, Dan Avrahami, Hila Chalutz Ben-Gal, Erez Shmueli, Irad Ben-Gal (2020) Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming Decision Support Systems, 1-16 63 DeNisi, A.S and R.W Griffin (2005) Human Resource Management New York: Houghton Mifflin Company Dennis Doverspike, Catalina Flores and Josh VanderLeest (2019) Lifespan Perspectives on Personnel Selection and Recruitment Work Across the Lifespan, 343-368 DennisDoverspike, CatalinaFlores, JoshVanderLeest (2019) Chapter 14 - 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□ Post-secondary Undergraduate □ Postgraduate □ Area TGDĐ/ĐMX □ BHX □ AVA □ Tan Tam □ An Khang □ Tồn Tín - BHX Online □ 4KFarm □ B Here are the statements on "factors that affect the effectiveness in the recruitment of recruiters" at Mobile World Group Please tick the box according to your opinion on a scale from to as described below: (1) Totally disagree; (2) Disagree; (3) Normal; (4) Agree; (5) Totally agree 69 Totally Statements I The ability to Candidates Source (CS) disagree Disagree Normal Agree Totally agree CS1 It took me a long time to find many □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ candidates CS2 I have reasonable control over the source of candidates CS3 I not fall into a state of lack of candidates II Seniority (S) S1 The longer I work at the company, the more effective your recruitment □ □ □ □ □ □ □ □ □ □ is S2.Senior recruiters make fewer mistakes in the recruitment than junior ones 70 S3 Recruiters who have worked for a long time have many initiatives to □ □ □ □ □ contribute to effective recruitment III Motivation (M) M1 The company provides me with a steady income to support myself and my □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ family M2 I am not concerned about losing my job due to layoffs or budget cuts M3 I feel like I belong and fit in within my workplace and my team M4 The company provide me with opportunities to display skills/ talents as well as opportunities for coaching and development M5 The company provide me to participate in the goal-setting and decision- 71 making recruitment process IV Company process (CP) CP1 The company's current recruitment process contributes to the □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ effectiveness in the recruitment of recruiters CP2 The company's current recruitment process does not create impediments that diminish the effectiveness in the recruitment of recruiters CP3 The company's current recruitment process has been streamlined, logical, and convenient for recruiting staff to be effective at work V Effectiveness Recruitment (E) 72 E1 I always complete 100% of recruitment documents in about 30 □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ days E2 I am an excellent HR role model for the department, recognized by the partner departments, and handled the issues of excess and shortage in the area without any complaints E3 I discovered the processes and errors arising promptly, ensuring the company's safety There are advice/recommendations to solve the problem correctly according to the laws and regulations of the company E4 I am a reliable recruitment officer, always available and supporting any issues from departments/colleagues when needed I have 73 suggestions for the department to stabilize the situation in the region I am a professional, friendly HR role model in the eye Thank you and wish you success in life 74