Rationale
People are the essential component of any organization, driving its operations and ultimately determining its success or failure For an enterprise to thrive in today's competitive market and rapidly advancing technological landscape, prioritizing human resources as a core value is crucial Selecting the right individuals and assigning them to appropriate roles is a vital concern for sustainable growth and development.
Many businesses are increasingly turning to Labor Outsourcing Services to enhance cost efficiency and flexibility This approach allows companies to fulfill their workforce needs, ranging from unskilled labor to managerial positions, enabling them to concentrate on core production and business activities without interruptions Manpower Vietnam Company Limited stands out as a premier provider in the human resource sector, dedicated to safeguarding the interests of clients, investors, and employees Its longstanding partnership with Intel Products Vietnam is a testament to its reputation and the quality of its workforce, making Manpower the preferred choice for Intel's outsourcing needs.
After completing an internship in the Manpower Recruitment Department, I gained valuable insights into the human resources industry and the recruitment sector My experiences during the recruitment process at Intel Products Vietnam highlighted several limitations that require improvement Consequently, I chose to research "Enhancing the Recruitment Process of Manpower Vietnam Company Limited at Intel Products Vietnam Project," aiming to provide actionable results and a reliable resource for the company to optimize its human resource management strategies.
Aims of the Study
• Analyze the current situation of personnel recruitment from 2019 to 2022 to get an overview of the effectiveness of the recruitment process through recruitment results
• Identify and analyze existing difficulties and limitations
• Propose some solutions to improve the quality and optimize the company's recruitment process for the future.
Object and scope of the Study
Object of the Study
The object of the research is the recruitment activities of Manpower Vietnam Co., Ltd at the Intel Products project from 2019 to 2022.
Scope of the Study
Manpower Co., Ltd is currently navigating the challenges of recruitment for the Intel Products project, achieving notable successes while also facing limitations To enhance its human resource recruitment strategies, the company is focusing on identifying effective solutions that address these challenges, ensuring a more efficient and streamlined hiring process.
- About time: Focus on researching the company's human resource recruitment from 2019 to 2022
- About space: Recruitment activities of Manpower Vietnam Co., Ltd at Intel Products factry.
Research method
I used the following research methods to complete this report:
My insights into the recruitment process are derived from firsthand experience within the company and active involvement in recruitment activities Additionally, I enhance my understanding by consulting online resources, textbooks, and literature, as well as learning from educators and mentors in the field.
• Data processing method : After collecting information and data from the company, I will process the data to make them more intuitive
To enhance recruitment processes, it's essential to analyze the current situation and identify related challenges within the company By evaluating the advantages and disadvantages based on historical data, we can synthesize insights and propose effective improvement solutions tailored to the organization's needs.
I compared and contrasted with each other to know the volatility of the data as well as the company's recruitment situation
Design of the Study
The structure of the graduation thesis consists of 4 chapters:
• Chapter 1 : Overview introduction of Manpower Vietnam Co., Ltd, and Intel
• Chapter 3 : Recruitment status of Manpower Vietnam Company Limited at Intel
• Chapter 4 : Solutions to accomplish the recruitment process of Manpower company at Intel Products Vietnam project
OVERVIEW INTRODUCTION OF MANPOWER VIETNAM
Overview introduction about Manpower Vietnam Company Limited
Manpower is a member of ManpowerGroup - the largest global recruitment and HR consulting group with nearly 4000 offices in 80 countries and territories With more than
With 70 years of expertise, ManpowerGroup leads the way in global recruitment, sourcing, and human resource management, serving over 400,000 businesses across diverse industries Established in 2008, Manpower Vietnam Co., Ltd operates from its headquarters in Hanoi and a branch in Ho Chi Minh City.
1.1.2 History of Formation and Development
Founded in 2008, Manpower Vietnam Co., Ltd is the first fully foreign-invested company in Vietnam's resource consulting sector, offering a wide range of innovative recruitment and headhunting services Serving clients from small businesses to large corporations, Manpower has successfully assisted thousands of companies in thriving within a competitive marketplace.
Manpower Vietnam is dedicated to creating comprehensive value and supporting clients in navigating the dynamic business landscape The company prioritizes people, knowledge, and innovation, fostering an environment that empowers employees and recognizes their contributions through meaningful rewards Committed to continuous learning and improvement, Manpower actively seeks to enhance relationships, solutions, and services To stay ahead of global innovations, the company embraces a pioneering spirit, consistently exploring and implementing the latest optimal solutions.
With over 70 years of global experience and a decade of expertise in the Vietnamese labor market, Manpower offers innovative and varied human resource solutions tailored for small, medium, and large enterprises, empowering hundreds of thousands of businesses to thrive in a competitive landscape.
Senior HR Consulting & Recruitment Service
ManpowerGroup Vietnam is a leading recruitment service provider specializing in headhunting across various industries Our experienced recruitment consultants utilize their expertise to streamline the hiring process, ensuring businesses access top-tier, well-screened candidates efficiently We focus on delivering cost-effective headhunting solutions that reduce recruitment time and foster long-term success for our clients.
Manpower addresses clients' unplanned recruitment and temporary staffing needs, such as during maternity leave or peak seasons Additionally, the company offers contract services across various sectors, including production, commerce, finance, and banking This approach enables clients to quickly fulfill their human resource requirements at a cost-effective rate while alleviating the burden of personnel management and avoiding increased fixed costs.
In today's competitive business landscape, many companies are increasingly outsourcing payroll services to enhance efficiency within their human resources departments Manpower's payroll service guarantees comprehensive benefits for employees, offering both packaged and on-demand payroll solutions through a streamlined process.
- Prepare payroll and transfer salary to employees
- Finalization of taxes for individuals and employers
Recruitment Process Outsourcing Service ( RPO)
Recruitment process outsourcing (RPO) allows employers to delegate all or part of their recruitment efforts to external service providers Manpower, a leader in this field, offers flexible recruitment solutions that attract top talent through a meticulous process from candidate search to acceptance This approach ensures that clients achieve their desired outcomes within budget while enhancing candidate quality and improving recruitment efficiency.
Businesses often encounter fluctuating recruitment demands due to seasonal changes or special projects requiring a large workforce Whether these projects are short-term or long-term, professional recruiters at Manpower offer a diverse range of flexible solutions They efficiently source top candidates from their extensive database, ensuring that companies can effectively manage recruitment campaigns for seasonal staff or full-time employees as needed.
Manpower assists clients in translating high-level HR strategies into actionable management plans by offering high-quality, scientific HR solutions This support enhances competitive advantages and fosters business growth, while also improving efficiency and productivity Their comprehensive services include candidate search and assessment, career management, leadership development, and outsourced HR solutions.
Introduction of Intel Products Vietnam project
Manpower Group has successfully implemented a human resource management project at Intel Products Vietnam, streamlining the recruitment and management of factory employees As a leading provider of labor outsourcing solutions, Manpower offers flexible recruitment strategies to attract top talent and supply a steady pipeline of qualified candidates Additionally, the company delivers comprehensive HR solutions to support client companies in achieving their business objectives.
Intel Products Vietnam collaborates with various service providers, known as "Contractors," to manage its operations effectively To oversee these affiliated companies, Intel has established its own dedicated management team that works closely with the contractors.
Manpower collaborates with Intel as a contractor, implementing a project designed to optimize the management of employees and workers This initiative aims to enhance work efficiency and productivity within the company.
1.2.2 Organizational structure and management apparatus
Figure 1.1: Organizational chart of Manpower company at Intel Products Vietnam project
Source: Manpower Human Resources Department at Intel Products project
The Country Operation Manager at Intel Products oversees the overall strategy and collaborates closely with the human resources department to manage and ensure accountability for the factory staff Additionally, this role involves direct interaction with clients, as all decisions require the manager's approval.
The Project Manager oversees the Intel Products project, implementing strategies received from the Country Operation Manager He proposes solutions for effective strategy execution, monitors departmental reports, and addresses any issues that arise during the project.
The Production Manager oversees the production department, holding full responsibility for employee management and production activities within the project This role includes direct accountability for the production plan, with the Production Admin and Shipleaders serving as key subordinates Shipleaders head the work shifts, managing the operational plans for production shifts, while Teamleaders supervise teams of 15-20 employees Both Teamleaders and Shipleaders are tasked with directly managing employees, coordinating work, and handling leave requests, which they subsequently report to the human resources department.
The HR Supervisor leads the human resources department, overseeing activities related to manpower for the Intel project This role involves receiving updates from the Project Manager and collaborating closely with HR team members, including the Recruitment Officer, Compensation & Benefits staff, Accountant, Admin Officer, and Department Trainers, to ensure effective management and planning of employee-related functions.
• Accountant is responsible for managing project costs, reporting on capital use and business results of Manpower company at Intel Products project
The Recruitment Officer plays a crucial role in the hiring process by addressing recruitment requests from the Headcount and Department Trainer Supervisor They are responsible for sourcing new employees and creating employee IDs (WWID) for selected candidates Additionally, the Recruitment Officer manages and tracks employee records to ensure accurate documentation and efficient onboarding.
Compensation and Benefits (C&B) staff are dedicated to addressing salary, bonus, and employee benefit concerns, ensuring that all employee inquiries regarding insurance are handled efficiently They play a crucial role in guaranteeing that employees receive the entitlements and benefits in line with company policies and legal regulations.
The Admin Officer at Intel factory plays a crucial role in coordinating and managing essential office functions, including document management, contract drafting, and meeting scheduling This position also involves overseeing office equipment and procuring necessary supplies, ensuring that employees have access to the tools and resources they need to perform effectively, including food and other essentials.
Department trainers play a crucial role in guiding factory employees by disseminating essential rules, policies, and procedures Additionally, they assess employee performance to implement effective solutions for improvement.
Department Trainers regularly hold refresher courses to reinforce employees' understanding of company regulations and to communicate essential requirements and welfare programs These training sessions ensure that employees are adequately prepared and qualified to engage in the factory's production process.
The EHS (Environment Health Safety) Staff at Intel is dedicated to ensuring the health, safety, and working conditions of employees within the factory They address incidents related to occupational safety and implement policies and measures to maintain a safe and hygienic work environment for all staff members.
The QA Supervisor oversees the quality assurance team and is accountable for ensuring effective quality process control in manufactured products She evaluates and assesses quality processes, providing optimal solutions to enhance both production efficiency and product quality.
The Headcount & DT Supervisor plays a crucial role in forecasting and coordinating human resources for production This position also involves training new employees to ensure they possess the necessary knowledge and skills to effectively contribute to the production process.
1.2.3 Manpower's business situation at Intel project
Table 1.1: Business results from Manpower's labor outsourcing service at Intel project
THEORETICAL FOUNDATIONS
Concepts
2.1.1 General concepts of human resources and human resource management
Human resources are the most valuable asset of any organization, making effective management a top priority for leaders To achieve this, it is essential to have a clear understanding of the various concepts associated with human resources.
Human resources within an organization encompass all employees, representing the unique capabilities of each individual, including their physical and mental strengths (Nguyen Van Diem & Nguyen Ngoc Quan, 2007) As noted by Tran Kim Dung (2011), these human resources are comprised of individuals who play distinct roles, working collaboratively towards shared objectives.
In conclusion, human resources encompass all individuals within an organization, each contributing unique resources, values, and skills essential for business development Understanding of human resources varies across different cultures and strategies, reflecting the diverse perspectives of each business.
Human resource management (HRM) is a complex and challenging aspect of enterprise administration, focusing on the unique characteristics and abilities of individuals Despite various definitions, HRM fundamentally aims to optimize resource utilization and enhance labor productivity while addressing employee needs It involves the comprehensive coordination of planning, recruiting, selecting, and maintaining a workforce, ultimately fostering an environment where employees can realize their full potential.
13 developing, motivating and creating favorable conditions for human resources through the organization to achieve strategic goals and shape the vision of the organization
Recruitment is the systematic process of identifying, attracting, evaluating, and selecting qualified candidates to meet staffing needs within an organization It encompasses everything from recognizing the demand for personnel to successfully filling positions As a critical first step for administrators, effective recruitment sets the foundation for successful human resource management This intricate process lays the groundwork for comprehensive job analysis and resource planning.
Recruitment is crucial for businesses as it aims to select the right candidates for appropriate positions, ultimately reducing production costs and enhancing labor productivity Additionally, effective recruitment generates job opportunities for individuals and supports sustainable economic growth.
Human resource selection involves assessing candidates across various aspects to identify those who meet the specific job requirements outlined in the recruitment process This critical step enables managers to make informed and impactful hiring decisions The foundation of the selection process is built on the company's established criteria derived from the job description and job specifications, ensuring that the HR selection process aligns with these essential requirements.
- Selection has to originate in the business plan and human resource plan
- Choosing qualified people to meet job requirements and improve work efficiency
- Choosing people with virtue so that they can have a strong attachment to the company for a long time
The selection process consists of many steps, each step in the process is a barrier to screening unsuitable candidates The selection process involves the following steps:
Figure 2.1: Flowchart of HR Selection
2.1.3 Concepts refer to Labor Outsourcing Services
Labor outsourcing services have gained popularity in Vietnam since the 2000s, defined as the practice where enterprises hire workers from another company for a specified period via a service contract The labor subletting enterprise manages the employment contracts, pays wages, and provides benefits, while the outsourced employees operate under the management of the outsourcing company, maintaining their labor relationship with the subletting enterprise Initially utilized by seasonal businesses, the trend has expanded to include skilled workers, not just unskilled laborers Additionally, labor outsourcing can involve subcontractors, offering numerous benefits to businesses.
This service enables businesses to effectively address personnel needs for various projects or expansions without being constrained by a fixed number of official employees By alleviating the burden of personnel management, companies can concentrate more on their production processes, ultimately enhancing operational efficiency.
Recruitment sources and recruitment methods
2.2.1 Internal recruitment sources and methods
Internal recruitment sources are all employees currently working at the company Internal recruitment sources have a number of the following advantages:
Employees feel a stronger connection to the company when they see opportunities for promotion, leading to increased engagement and productivity The company's evaluation of employee performance during the work process ensures accurate assessments of their abilities Familiarity with company policies and structure allows candidates to quickly adapt to new roles Additionally, internal recruitment proves to be a cost-effective strategy compared to external hiring sources.
- Employees of the enterprise have been challenged for loyalty, serious attitude, honesty, and a sense of responsibility (Tran Kim Dung, 2011)
- Direct recruitment from employees working for the company will also create wide competition among working employees (Tran Kim Dung, 2011)
Tran Kim Dung (2011) highlights that internal recruitment can lead to challenges, including a sense of indifference and rigidity among promoted employees who may rely on familiar working methods This can result in stagnation and inefficiency within the organization Additionally, there is a risk of forming cliques, which can further hinder collaboration and productivity.
Unsuccessful candidates often exhibit a disobedient mentality towards leadership and a lack of cooperation, which can lead to factional splits and disunity within the organization Additionally, these individuals may frequently compare their new roles to previous jobs, leading to dissatisfaction Over time, they may feel ill-suited for their current position, resulting in increased pressure, depression, and a strong desire to return to their former employment.
For internal recruitment sources, we can use the following methods:
Recruitment notices are essential tools for attracting candidates, as they inform all organization members about available job vacancies These notices detail job responsibilities and the qualifications required for potential applicants, ensuring a clear understanding of the position (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
Utilizing referrals from officials and employees within the organization is an effective method for identifying qualified candidates who meet specific job requirements quickly and accurately (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
The attraction method utilizes data from the "List of Skills," which details candidates' skills, education, and experience This comprehensive table serves as a valuable resource for evaluating potential employees, such as Nguyen Van Diem and Nguyen Ngoc Quan By leveraging this information, organizations can effectively identify and attract top talent.
2.2.2 External recruitment sources and methods
External recruitment sources encompass a diverse range of candidates from outside the organization, including referrals from current employees, former employees, self-employed individuals, and graduates from colleges and universities Utilizing these external sources offers several advantages, such as accessing a broader talent pool, bringing in fresh perspectives, and enhancing innovation within the company.
- The source of candidates is abundant and diverse They are equipped with a system of knowledge, skills as well as extensive experience
- This source of candidates is easy to train and studious
While this recruitment method can be effective, it has notable limitations, including the time, effort, and costs involved in attracting and selecting qualified candidates Additionally, aligning the candidates' career aspirations with the company's needs can be challenging, leading to potential dissatisfaction among candidates regarding the business.
For external recruitment sources, we can use the following methods
- Method of attracting through the reference of officials and employees in the organization (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
- Method of advertising in media, newspapers, magazines, publications, (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
- Method through brokerage centers and job fairs in industrial zones (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
- Method through job fairs at universities, colleges, (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
Recruitment process
According to Tran Kim Dung (2011), the recruitment process concludes following steps
Figure 2.2: Flowchart of the recruitment process
In the preparation step it is necessary to:
- Establishing a recruitment council, clearly defining the number, composition, and powers of the recruitment council
- Carefully studying the documents and regulations of the state and organizations and enterprises related to recruitment
Enterprises can apply one or combining forms of recruitment announcement through social media, agency, and enterprise portals, and job fairs,
Step 3: Receiving and evaluating profiles
All resumes must be saved, and classified in detail for future use Job applicants must dock to the enterprise with the following papers according to state regulations:
- Curriculum Vitae (certified by the local authority)
- Medical Certificate (certified by an authorized medical authority)
The process of researching resumes is to gather key information about candidates, including:
Reviewing candidate profiles effectively filters out those who do not meet job requirements, thereby streamlining the recruitment process and significantly lowering associated costs and efforts.
Preliminary interviews typically last between 5 to 10 minutes and serve the purpose of quickly identifying and eliminating candidates who do not meet the required standards This process helps recruiters filter out those who may be significantly weaker than other applicants, ensuring that only the most qualified individuals move forward in the hiring process.
Using the forms of testing, multiple choice, and interviewing candidates to select the best candidates Tests are often used to assess candidates on basic knowledge, practical ability, ingenuity, etc
Interviews are used to ascertain and evaluate candidates on many aspects such as experience, qualifications, personal characteristics like personality, ability to get along, and adaptability to the business
The verification process involves gathering insights about potential candidates by reaching out to former colleagues, friends, teachers, or leaders This investigation uncovers valuable information regarding their qualifications, experience, and personality traits Additionally, such verification is essential for professions that demand high-security clearances.
Hiring candidates who do not meet the necessary health standards for the job can negatively impact work quality and economic efficiency It is crucial for companies to prioritize health in their hiring process, as employing individuals who are not fit for the role can lead to unnecessary challenges and complications for the business.
The selection process is crucial at every stage, but the key step lies in deciding which candidates to select or eliminate To enhance decision-making accuracy, a systematic review of each candidate is essential.
Factors affecting to the recruitment process
A strong corporate brand significantly influences the recruitment process, as businesses with a positive reputation attract a larger pool of qualified candidates Additionally, candidate selection is shaped by company policies and the overall business environment Managers tend to favor candidates who align with organizational goals and the specific demands of the role In a dynamic workplace, for instance, hiring managers are likely to seek out intelligent, agile, ambitious, and creative individuals.
The external environment is a factor that greatly affects the recruitment process Specifically, through the outbreak of the Covid-19 epidemic, we can see its impact even more clearly
The political economy plays a crucial role in recruitment, as a stable political environment and a thriving economy enhance living standards and expand business operations, leading to increased demand for personnel Additionally, socio-cultural factors significantly impact recruitment outcomes; individuals are more inclined to pursue jobs that are socially esteemed When a profession is viewed positively by society, a wealth of candidates emerges, whereas a lack of societal interest in a profession results in a limited pool of applicants.
The recruitment process is shaped by the legal system, labor market dynamics, and competition among businesses A dynamic labor market offers companies numerous opportunities to engage with potential candidates, yet it also intensifies competition Each organization develops unique recruitment strategies to attract talent, but these strategies must adhere to state regulations.
RECRUITMENT STATUS OF MANPOWER VIETNAM COMPANY
Changes in human resources between 2019 and 2022
Human resources are essential to a company's success and growth, serving as its backbone At Intel Products Vietnam, effective recruitment, training, and management of employees are prioritized The qualifications and attributes of the workforce are highly valued throughout the operational process.
Table 3.1:Number of Manpower employees at Intel Products Vietnam project
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd., compiled in 2023
Figure 3.1: Chart of the number of Manpower project staff in the period of 2019 – 2022
Source: Student's compilation based on reports from HR department
The Manpower project at Intel Products Vietnam is considered Manpower's largest and
Number of Manpower employees at Intel Products
22 most significant project with a well-planned, rigorous recruitment and management process, where the majority of the work is performed by the company
Between 2019 and 2021, the project's workforce experienced consistent growth, with an increase of 84 employees (8.75%) from 2019 to 2020, followed by a significant rise of 176 employees (16.86%) from 2020 to 2021 However, by 2022, the number of employees in the project began to decline.
In 2023, the Intel Product project is expected to see a decline in employee demand, with a projected decrease of 5 to 7%, impacting approximately 72 individuals or 6.43% of the workforce.
Table 3.2:Changes in human resources in the period of 2019-2022
Year Beginning Increasing Decreasing Final
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd., compiled in 2023
Figure 3.2: Chart of the project’s human resource changes in the period of 2019 – 2022
Source: Student's compilation based on reports from the HR department
The Covid-19 pandemic significantly impacted the project's workforce, leading to fluctuations in employee numbers In 2020, the workforce decreased by 304, and in 2021, the decline doubled to 608 employees This increase in departures may be attributed to employees feeling unsuitable for their roles or personal reasons However, the sharp rise in employee turnover in 2021 can be linked to the severe effects of the pandemic.
In response to the challenges posed by the 2019 pandemic, the company ramped up recruitment efforts to maintain production efficiency and compensate for workforce losses However, by 2022, a significant imbalance emerged between the number of employees gained and lost during this period As a labor subletting firm, Manpower's operations heavily rely on client demands, which have been impacted by Intel's strategies aimed at reducing workforce needs, contributing to this disparity.
Basis for determining recruitment needs and recruitment principles of the project 23
Upon receiving the client's request for employee numbers, the recruiting department develops a targeted recruitment strategy To fulfill Intel Products Vietnam's labor requirements, the team considers the specific needs of the human resources department, conducts job and personal analyses, and selects suitable candidates This careful selection process is crucial, as the quality of human resources is significantly influenced by the sources of input candidates.
Intel Products Vietnam Co., Ltd stands as a premier assembly and testing factory, featuring the largest cleanroom scale within the global Intel network The company sets high standards for its workforce, requiring specialized skills and knowledge to keep pace with advancements in machinery and product quality As of December 2022, the company employs 1,148 individuals, primarily consisting of young workers aged 18-35, who represent over 95% of the workforce.
3.2.2 Recruitment principles of the project
Effective labor recruiting should align with a company's core objectives and standards As a leader in the human resources sector, Manpower implements specific principles for the recruitment process in the Intel Products Vietnam Project, aiming to optimize outcomes and achieve superior recruitment results.
To effectively meet client needs, the company adapts its recruitment strategies based on the specific demands of each period By aligning its hiring practices with client requirements and developing a detailed recruitment demand table, the company ensures a more accurate and efficient recruiting process, ultimately saving time, effort, and resources.
Establishing clear conditions and standards for applicants enables recruiters to maintain objectivity and provides a solid framework for evaluating candidates effectively This approach not only streamlines the selection process but also aligns the pool of qualified candidates with the specific needs of the project.
The company prioritizes fair and objective recruitment by assessing candidates based on actual needs and their capabilities, ensuring a discrimination-free hiring process This approach not only enhances the company's reputation in the job market but also attracts the most suitable candidates for each project.
Project employees recruitment sources
The company uses two main sources of recruiting for the Manpower project at the Intel Products Vietnam factory: internal recruitment sources and external recruitment sources
Internal recruitment involves attracting candidates from within the organization by announcing job openings via email to current employees The email includes the job description and required qualifications, providing employees with a clear understanding of the position Those who possess the necessary skills and career aspirations are encouraged to submit their CVs to the recruitment team through email or by completing a registration link Once potential candidates are identified, the recruitment staff will conduct a thorough screening process.
25 interviewing to choose suitable people for the new position If no suitable candidates are found, the human resources department will conduct external firm recruitment
Figure 3.3: Email of recruiting internal Medical Staff
Source: Human Resources Department of Manpower Vietnam Co., Ltd
The organization employs external recruitment strategies by advertising job openings on platforms such as Facebook, Cho Tot, and Ybox, tailoring their approach based on the specific position They also participate in job fairs at universities and colleges in Ho Chi Minh City and SHTP Additionally, the organization seeks candidates through referrals, particularly for production roles, offering a commission to individuals who successfully recommend candidates that sign contracts with the company.
Figure 3.4: Company recruitment poster on Facebook
Source: Human Resources Department of Manpower Vietnam Co., Ltd
Figure 3.5: Company recruitment poster on Facebook
Source: Human Resources Department of Manpower Vietnam Co., Ltd
Project recruitment procedure
Effective recruitment relies on a structured process, and Manpower, a leading human resources company, emphasizes the importance of a streamlined recruitment procedure Their approach is designed to be straightforward and transparent, resulting in impressive recruitment outcomes The accompanying flowchart illustrates the recruitment process implemented for the Intel Products factory project, highlighting its efficiency and effectiveness.
Figure 3.6: Flowchart of recruitment procedure system
Source: Human Resources Department of Manpower Vietnam Co., Ltd
Step 1: Receive recruitment requests from clients
The initial step in the recruitment process is receiving clients' recruitment requests, which is vital for understanding their needs This comprehension allows the recruitment staff to grasp both the job position and candidate requirements, leading to a more efficient process that saves time and money Failure to understand these needs can result in hiring unsatisfactory employees, ultimately harming the company's reputation The procedure for receiving client requests is essential for ensuring successful recruitment outcomes.
Upon collaboration, the client will supply details on the necessary number of employees, along with the job specifications and descriptions This information will be relayed to the Country Operations Manager or the Project Manager, who will subsequently forward the requests to the recruitment department.
The recruitment team will reach out to clients through email or phone to address their inquiries and understand their candidate needs Additionally, the Recruitment Officer will gather insights on the corporate culture and work environment at the Intel factory, along with labor market trends, to formulate an effective recruitment strategy.
The recruitment team will develop a comprehensive plan tailored to specific hiring needs, detailing the position, number of vacancies, candidate qualifications, and job descriptions Subsequently, the human resources department will allocate tasks necessary for executing the plan and identify the most effective recruitment sources and methods.
According to the recruitment plan, recruitment employees will conduct the process through 2 sources:
Internal recruitment for the Intel Products project will be communicated via email to all Manpower employees, including detailed job descriptions and specifications Employees interested in changing positions and meeting the qualifications are encouraged to apply by sending their CV to the Recruitment Officer or by completing the application link provided in the internal email.
To attract a diverse pool of candidates, the company utilizes various external recruitment sources, prominently featuring job postings on its recruitment channel and social media platforms The Recruitment Officer primarily leverages popular sites such as Facebook, Cho Tot, and Ybox, which collectively attract over 1 million visits per month, making them ideal for reaching young applicants seeking unskilled positions and roles that do not require prior experience Additionally, these platforms offer a cost-effective solution for recruitment The company also participates in job fairs at the Saigon High Tech Park to further enhance its recruitment efforts.
Recruitment through social networking sites and universities in Ho Chi Minh City has become increasingly popular, enabling businesses to efficiently access human resources This approach allows companies to quickly find candidates while saving time and money To ensure successful hiring, job postings must adhere to the company's principles, emphasizing clear information and transparent recruitment practices.
To enhance their candidate search, Recruitment Staff at Manpower actively screens available candidate sources in addition to posting job advertisements Each job position is organized into a dedicated folder, where all candidate profiles, including those deemed unsatisfactory, are classified and stored This systematic approach allows Recruitment Officers to revisit and reassess these records when new recruitment requests arise, identifying candidates who may not have fit previous vacancies but are suitable for current openings.
Once the candidate sources are identified, the company will initiate a screening process tailored to the specific recruitment requirements of each vacancy, ensuring that the screening aligns with the unique needs of the position.
The Recruitment Staff will evaluate candidates by assessing their qualifications and work experience within the company, while also reviewing any violations or issues encountered during their employment If an employee has faced significant problems in their work process, their application will be deemed unsatisfactory.
The Recruitment Officer will assess external applications and eliminate those that do not meet the necessary qualifications, such as overage or unsecured credentials For CVs submitted via email for high-demand positions, the recruiter will evaluate candidates based on two key criteria.
- Format: Clear, clean, logical presentation, appropriate writing style, highlighting the profile
- Content: The Recruitment Staff will select the resumes that best match the requirements of the vacancy, which are the standards of education, experience, and professional skills,
Step 4: Phone screen (first interview)
The Recruitment Officer conducts phone interviews with potential candidates following an initial screening, tailoring the interview content to the specific position During these interviews, the Recruitment Staff gathers essential information about the candidate's personal background, qualifications, work experience, reasons for leaving previous jobs, and salary expectations They also highlight the benefits of joining the company, including the work environment, promotion opportunities, and social welfare programs For roles such as Manufacture Technician, Technical Staff, or Toolshop Staff, candidates demonstrating a positive attitude and suitable qualities may advance in the hiring process, while those who do not fit will receive a thank-you email For positions with higher requirements, the Recruitment Staff may pose additional professional questions to assess candidates’ suitability, enthusiasm, and cooperative attitude, ensuring alignment with the client's needs regarding salary, qualifications, and experience.
Figure 3.7: Process of the phone screen
Source: Human Resources Department of Manpower Vietnam Co., Ltd
The phone interview can also have the following issues:
- The candidate has received another job and no longer needs to apply
- The candidate is not satisfied with the company's welfare, so he or she no longer has the goodwill to cooperate
- The candidate refused the job because he felt that the nature of the job was not
The candidate is unsuitable for the position despite claiming to have relevant work experience During the interview, their lack of seriousness and genuine experience became evident, as they appeared to have only observed the tasks rather than actively engaged in them.
Step 5: Face-to-face interview
For higher-level positions that demand advanced skills and knowledge, candidates typically undergo one or two face-to-face interviews tailored to the job requirements and their qualifications The second interview involves recruitment staff, the candidate, and the hiring leader, focusing on the candidate's professional expertise, relevant experience, and problem-solving capabilities.
Figure 3.8: Flowchart of face to face interview process for candidates
Source: Human Resources Department of Manpower Vietnam Co., Ltd
Firstly, the candidates will introduce themselves To create a comfortable and natural feeling, the Recruitment Officer will actively ask the candidate about the candidate's
32 study and work history, strengths, and weaknesses
Recruitment results of Manpower company at Intel Products Vietnam project in
Table 3.3:Recruitment results of Manpower company at Intel Products Vietnam project in the period of 2019 – 2022
The number of applicants who join the interview
The number of applicants who pass the interview
Number of official new hires 534 480 536 384
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd., compiled in 2023
The recruitment demands of the company have varied over the years, with a notable decline in 2020 due to a stable workforce and low turnover, resulting in only 304 employees leaving In contrast, 2021 saw a surge in recruitment needs driven by a high leave rate amid the Covid-19 pandemic However, in 2022, recruitment demands unexpectedly decreased, attributed to the ongoing economic downturn As reported by Manpower's Human Resources Department, the company halted direct recruitment for production roles starting September 2022 Despite a significant number of applicants and effective job advertisements, the interview success rate remains low, with only 38% to 41% of candidates passing.
The average candidate rejection rate has fluctuated over the years, with a notable 4.52% in 2019, rising to 9.8% in 2020, peaking at 15.16% in 2021, and then decreasing to 9.27% in 2022 This trend suggests that candidates may not align with the job requirements or may withdraw for personal reasons, indicating a potential mismatch between candidate expectations and job suitability at the time of the interview.
2021 due to the effects of the Covid-19 pandemic, namely social distancing, which makes applicants hesitant to accept the position In fact, at a rate of 89.74% in 2019, 93.2% in
From 2020 to 2022, the percentage of officially approved employees was 86.45% in 2021 and 82.58% in 2022, indicating that the company has partially met its human resource needs Although the response rate remains high, it has shown a decline over time Job rejections following the apprenticeship period may stem from candidates feeling unsuited for the position, struggling to keep pace with production growth and technological advancements, or being dissatisfied with the company's compensation and benefits This presents a challenge for the Manpower Management Board to enhance this ratio Overall, the organization has excelled in recruiting and screening candidates effectively.
Table 3.4:Recruitment sources of new hires at the project in the period of 2019 – 2022
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd.,
Figure 3.9: Chart of project’s recruitment sources of new hires in the period of 2019 –
Source: Student's compilation based on reports of HR department
In the Intel Products project, Facebook has emerged as the dominant recruitment source, with employee hires through the platform reaching 79.03% in 2019, 82.08% in 2020, 81.34% in 2021, and 82.08% in 2022 The surge in candidates following job postings in Facebook groups has significantly outpaced other recruitment channels While Facebook remains the primary source, other hiring methods, including internal recruitment and referrals, contribute between 9% to 11% of new hires annually, with internal sources being prioritized for their cost-effectiveness and efficiency Additionally, referrals account for approximately 4% to 7% of hires In contrast, platforms like Cho Tot and Job Fairs yield fewer candidates, as Cho Tot is less popular and incurs costs for job postings, leading recruiters to prioritize other avenues.
Project's recruitment sources of new hires
Facebook Cho Tot Reference Job Fair Other
Many candidates often find that they do not meet the qualifications for available positions, or that the job does not align with their career aspirations For instance, during university job fairs, students typically aim for high-demand roles, while recruiters are primarily looking for candidates to fill low-skilled positions.
Table 3.5:Age of new hires at the project in the period of 2019 – 2022
Source: Reports from the Human Resources Department of Manpower Vietnam
Figure 3.10: Chart of project’s age of new hires in the period of 2019 – 2022
Source: Student's compilation based on reports of HR department
Project's age of new hires
The Intel Manpower project primarily targets the 18-25 age group, which has consistently represented 75% to 90% of the workforce This demographic is characterized by its enthusiasm, agility, and quick learning abilities, making it an ideal fit for roles such as Manufacture Technician, Technical Staff, and Toolshop Staff, which require minimal skills and experience By focusing on this young workforce, Intel aims to reduce training costs while effectively meeting its operational needs The second largest age group also plays a significant role in the project.
Employees aged 26 to 35 represent a significant portion of the workforce, accounting for approximately 10% to 25% over time, bringing valuable experience and reliable skills that enable them to lead and mentor younger colleagues, fostering workplace stability They are often sought after for management roles such as Team Leader, Shift Leader, and QA Staff In contrast, workers over 35 years old make up only about 1% of the labor force and are considered a lower priority for positions in the Intel Products factory's Manpower project, primarily due to challenges in adapting to scientific innovations and technological advancements However, this age group is crucial for roles that require extensive knowledge and problem-solving abilities, often filling essential positions like EHS Supervisor, Production Supervisor, and Quality Supervisor.
Table 3.6:Gender of new hires at the project in the period of 2019 – 2022
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd., compiled in 2023
Figure 3.11: Chart of project’s gender of new hires in the period of 2019 – 2022
Source: Student's compilation based on reports of HR department
The graphic illustrates a notable gender gap in employment trends, with men consistently representing a larger share of the workforce compared to women Intel Products, a factory focused on chip and electronic board assembly, exemplifies this disparity, as its technical nature leads to a preference for hiring men over women This structural imbalance highlights the ongoing challenges of gender diversity within technical industries.
Table 3.7:Academic level of new hires at the project in the period of 2019 – 2022
Source: Reports from the Human Resources Department of Manpower Vietnam
Project's gender of new hires
Figure 3.12: Chart of project’s academic level structure of new hires in the period of 2019 –
Source: Student's compilation based on reports of HR department
The chart reveals a rising trend in the percentage of individuals securing jobs with high school diplomas, reaching between 50% and 60% Most recruitment efforts focus on production staff, a role that primarily involves operating machinery and requires minimal prior skills, as training occurs during the apprenticeship In contrast, college and university graduates constitute a significant segment of the workforce, accounting for 23% to 30%, and are typically well-trained for mid- to high-level management and production roles, necessitating specialized knowledge and skills Conversely, those with intermediate qualifications represent the smallest share of new hires, primarily engaged in production and machine operation.
Evaluation of recruitment at the project
Project's academic level of new hires
High school Vocational College University
Manpower, a leading human resources company, significantly enhances recruitment efficiency through its highly regarded business policies and positive working environment By prioritizing employee welfare and demonstrating genuine care for its workforce, Manpower effectively attracts a wealth of quality talent.
In the Manpower project at Intel Products Vietnam, we specialize in recruiting and managing a diverse range of human resources, from manufacturing technicians to senior engineering roles This extensive scope of activities necessitates a significant workforce, allowing candidates to select positions that align with their skills and expertise Consequently, this approach not only attracts a wide pool of applicants but also effectively fulfills the company's recruitment needs.
Manpower is dedicated to fostering an open and equitable corporate culture, heavily influenced by Intel's renowned work environment This positive corporate culture not only enhances employee satisfaction but also enables the company to attract a diverse and talented workforce.
A well-defined recruitment policy is crucial for enhancing recruitment efficiency, as it bolsters the company's reputation and instills confidence in candidates By ensuring a fair and transparent recruitment process, candidates are evaluated not only on their skills but also on their potential for personal development.
External factors: In addition to the internal factor, the effectiveness of recruitment depends on external factors such as:
The socio-economic landscape significantly impacts recruitment efforts, and like many businesses, Manpower company faced challenges during the Covid-19 pandemic, which brought economic activities to a standstill This situation led to a noticeable decline in the number of job applicants, presenting a considerable challenge for the company Consequently, it necessitated the development of comprehensive solutions to navigate these difficulties effectively.
In today's competitive labor market, applicants face numerous choices, intensifying the rivalry among companies to attract top talent Recognizing this trend, Manpower has implemented a comprehensive policy that includes attractive remuneration, employee care, gratitude gifts, and health checkups These welfare initiatives not only help Manpower retain its current employees but also draw in new candidates, enhancing its appeal as an employer.
Manpower's commitment to continuously seeking and attracting top-quality talent has led to significant achievements in the recruitment process, which boasts several key advantages.
Manpower's recruitment process is highly scientific, transparent, and structured, ensuring candidates experience a fair and objective competition The recruitment activities align with the company's specific plans and requirements, empowering the recruitment department to operate at its full potential This streamlined approach minimizes delays caused by waiting for approvals from other departments, ultimately expediting the overall recruitment process.
Online recruitment is a highly effective method that saves candidates money, effort, and travel time while allowing for easier and more accurate management of candidate profiles By conducting phone interviews, companies create a comfortable environment for candidates, encouraging openness This approach also enables recruitment staff to gain a deeper understanding of each candidate, minimizing the impact of external factors on the evaluation process.
The company employs a diverse range of recruitment channels, including social media, job fairs, and referrals, while placing a strong emphasis on internal recruitment Key positions filled internally include Toolshop Staff, Medical Staff, and Team Leaders (Manufacture Supervisors), which are typically recruited in small numbers and require specific qualifications and expertise.
Internal recruitment significantly reduces time and costs associated with hiring and training new employees while boosting motivation among current project staff To enhance the quality of candidates, the company actively organizes job fairs at local colleges and universities in Ho Chi Minh City, including Cao Thang College and Ho Chi Minh City International University.
Table 3.8:Statistics on the number of new hires of all sources in the period of 2019-2022
Year Internal Source External Source Total
Source: Reports from the Human Resources Department of Manpower Vietnam Co., Ltd., compiled in 2023
The recruitment activities successfully achieved the initial goals for both the quantity and quality of candidates while effectively promoting the company's image, environment, and corporate culture This strategic approach enhanced the company's reputation and brand in the labor market of Ho Chi Minh City and Vietnam as a whole Furthermore, these recruitment efforts were cost-effective, resulting in significant savings for the company's annual budget.
Besides the achievements achieved, it cannot be denied that the recruitment process still has limitations
Recruitment channels are often inefficient, particularly with the trend of posting job openings on Facebook job groups due to cost-saving measures While manufacturing and technical staff are the most frequently recruited positions, there is also a need for more experienced roles like EHS and C&B staff However, sourcing senior candidates through Facebook can be ineffective, as the platform is rife with fraudulent job postings, leading to candidate skepticism and distrust.
The recruitment process faces significant challenges due to limitations in collecting and processing applicant files, with only 35% to 65% of submissions deemed valid Many applicants submit incomplete or invalid records, and the recruitment department lacks effective measures to manage these deficiencies, leading to delays of three to six months, or even up to a year, in completing necessary documentation This prolonged supplementation of records hampers the company's ability to authenticate employee information, posing risks, particularly in roles requiring health certifications or specific qualifications Without these essential documents, the company cannot adequately verify candidates' eligibility, potentially impacting operations and compliance.
The application screening process is ineffective, as evidenced by Table 3.3, which shows a significant number of candidates and an overwhelming number of interviewees: 1,653 in 2019, 1,492 in 2020, 1,871 in 2021, and 1,028 in the following year.
Manpower's human resource development orientation in the Intel Products
With over 70 years of expertise in human resources, Manpower prioritizes people as the company's core asset Committed to delivering high-quality talent with the necessary knowledge, experience, and qualifications, Manpower invests in employee development and fosters a modern work environment The company also emphasizes the well-being of its employees, ensuring both their material and spiritual needs are met.
The company prioritizes human resource recruitment as a crucial step in developing a high-quality team Its primary recruitment goal is to identify and attract motivated young talent who are eager to learn and adapt to the workplace, all while reducing training costs and efforts.
Solutions to improve the recruitment process at the project
Expanding recruitment channels enhances access to potential applicants, making the hiring process more efficient The HR Department should focus on researching and selecting reputable recruitment platforms while sharing articles through credible channels to boost the visibility and reliability of job postings Recommended websites for reference include those known for effective recruitment practices.
In Vietnam, several prominent recruitment websites draw significant traffic, each attracting over one million visitors monthly These platforms offer a range of job listings, with some posts requiring a fee for visibility.
The company should enhance its recruitment efforts by organizing workshops that offer career advice and skill-sharing at technical colleges and universities across various provinces, including Ho Chi Minh City, Dong Nai, Binh Duong, Can Tho, and Da Nang This strategy aims to expand the company's reach and strengthen its brand presence among students, ultimately boosting its reputation Additionally, to improve access to non-professional labor candidates, the company should actively participate in recruitment and job fairs held in industrial parks and high-tech zones.
4.2.2 Improving the process of receiving and following records
The Intel Products Vietnam Project faces challenges in receiving and tracking records due to delayed resume submissions To address this, the company must enforce strict measures, requiring employees to submit complete resumes on their first probation day, with exceptions only for legitimate reasons approved by the recruitment department head Recruitment staff will send reminder emails about any missing documents and submission deadlines, emphasizing that all resumes must be finalized by the end of the probation period to maintain eligibility for continued employment Additionally, employees who provide temporary graduation certificates may have their deadline extended by up to six months from the start of their probation.
4.2.3 Improving the candidate screening and interview process
An effective interview session is crucial for achieving better recruitment outcomes To ensure this, manpower should implement a comprehensive screening process to identify potential candidates After gathering a pool of applicants, recruiters must eliminate those who fail to meet specific criteria, such as age or educational qualifications, and proceed to a second round of screening to refine their selections.
Manpower is a leading human resources company with a vast pool of candidates To optimize recruitment efforts, it is essential for recruiters to focus on candidates with immediate needs and thoroughly review their work experience This approach helps ensure that the job opportunities align well with the candidates' qualifications and interests, minimizing outreach to those who may no longer be interested.
To enhance the interview process, it's essential to establish specific steps and a measurement scale for a thorough candidate evaluation The recruitment department should carefully consider the positions available to alleviate pressure on the Recruitment Officer For roles like Manufacturing Technician, Technicians, and Toolshop Staff, which require a high volume of hires but not extensive experience, organizing online interviews via platforms like Google Meet is recommended This widely used and accessible tool is familiar to many young candidates, allowing for efficient interviews with groups of up to five participants per session.
To streamline the recruitment process, companies should consider interviewing up to 10 candidates at a time, allowing recruitment staff to efficiently share information about the company and job roles without repetition This approach enables recruiters to assess candidates' attitudes and make informed comparisons for better selection For higher-level positions requiring advanced skills and experience, individual interviews are essential for deeper insights Implementing a measurement scale and assessment tests can enhance accuracy in candidate evaluation To alleviate the burden on recruitment staff, especially for Manufacturing Technician roles, interview durations should be limited to 3-5 minutes, focusing on essential questions regarding personal information and experience Lastly, it is crucial for companies to promptly notify candidates of interview outcomes, providing unsuccessful applicants with more opportunities for other positions.
4.2.4 Reviewing and improving internal policies to enhance brand reputation
Negative rumors and pessimistic perceptions can significantly harm a company's brand reputation, making it essential for Manpower to implement a robust strategy to address these challenges To begin, a thorough review and evaluation of the company's internal policies is crucial in identifying areas for improvement and fostering a positive organizational culture.
To address negative comments stemming from dissatisfaction with company benefits, Manpower should first identify the underlying issues Following this assessment, an internal meeting should be convened to discuss necessary adjustments Additionally, organizing training sessions and providing clear answers to employee inquiries will help prevent misunderstandings and incorrect perceptions about the company.
Manpower advises addressing negative comments on social media through direct communication to prevent misunderstandings and protect the company's reputation For personal attacks aimed at undermining credibility, proactive outreach to the individuals involved is essential If cooperation is lacking and negativity persists, stronger legal actions may be necessary Additionally, enhancing internal policies and strengthening the brand image will foster a more positive and accurate perception among candidates, ultimately improving the recruitment process and overall human resource activities.
4.2.5 Training and improving professional skills of the Recruitment Staff
Manpower's recruitment team at Intel Products Vietnam is composed of young and enthusiastic staff, yet their limited skills and experience hinder accurate candidate evaluation and selection To address this challenge, regular training and testing sessions should be organized, led by senior managers within the company, leveraging Manpower's expertise in HR consulting Additionally, implementing competency assessments through real-life scenarios and evaluating recruitment activities—such as tracking new hires and official employee retention—will help enhance employee skills For less experienced staff, assigning direct mentors can facilitate immediate support and guidance, enabling them to learn effectively and gain valuable experience.
As society shifts towards a knowledge-based economy, the importance of the human factor becomes increasingly significant, highlighting its dynamic and creative nature as a valuable asset for businesses Effective recruitment is crucial in human resource management, as it lays a strong foundation for future success However, many businesses struggle with recruitment practices, making it essential to implement timely assessments and solutions to enhance recruitment efficiency and optimize overall human resource management.
After 3 months of internship at Intel project, I realized that recruitment activities have partly met the human resource needs of the Manpower company, recruitment activities are also carried out in sequence, following the requirements According to the company's requirements, the recruitment process is carried out in a fair and transparent manner, but it is undeniable that the process still has some shortcomings that the company is trying to overcome Through the research process, the graduation thesis has summarized a number of main contents: An overview of the Manpower company and the Intel project, relevant theoretical bases from which to analyze the current recruitment situation in the project, the achievements, and the advantages and limitations that still exist in the process, thereby providing solutions to improve the recruitment process at the Intel Products Vietnam project The solutions I came up with were based on the disadvantages
Based on my observations and insights gained from educators at Ho Chi Minh City University of Technology and Education, I present these solutions as my personal opinions, acknowledging potential inaccuracies I aim for this report to provide the company with a clearer understanding of the recruitment process for the project and to serve as a valuable reference document for future use.
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