Khóa luận tốt nghiệp accomplishment of manpower vietnam company limiteds recruitment process at intel products vietnam project

Rationale

People are the element that constitutes the organization, operates the organization, and determines the success or failure of the organization, so if an enterprise wants to survive and develop well, the human factor must be taken as the core value Especially in the fierce competition of the market economy and the stronger development of science and technology, the selection of suitable human resources to assign the right jobs is also a matter of concern.

Currently, many businesses are tending to use Labor Outsourcing Services to optimize flexibly in terms of costs With this service, businesses can meet human demands from unskilled workers to managers, so that they can focus on production and business activities while the work is not delayed or interrupted Manpower Vietnam Company Limited is a leading company in the field of human resource supply, carrying on the mission of ensuring benefits for clients, investors, and employees Intel Products Vietnam is a long-term partner of the company, the relationship is built on the reputation and quality of human resources, which is why Manpower is always the first choice of Intel whenever there is a need to outsource human resources.

After an internship at Manpower Recruitment Department, I had a more intuitive view of the human resources industry in general and the recruitment field in particular. Through my observations and contributions to the recruitment process at Intel Products Vietnam Project, I realized that the recruitment process still has limitations that need to be improved That is why I chose the topic "Accomplishment of Manpower VietnamCompany Limited’s recruitment process at Intel Products Vietnam project" as a research topic with the hope that it will bring in possible results and it is also a reliable source of documents for the company to refer in order to maximize the effectiveness of human resource management

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

- About the content: The current situation of recruitment at Manpower Co., Ltd. at the Manpower project at Intel Products, achievements, limitations, and solutions to improve human resource recruitment at the company.

- 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

Research method

I used the following research methods to complete this report:

• Information collecting method : From actual experience at the company and direct participation in the recruitment process I am able to observe the actual recruitment process in the most specific way I also refer to knowledge from the Internet, textbooks, and books, besides acquiring knowledge and experience from teachers and instructors.

• Data processing method : After collecting information and data from the company, I will process the data to make them more intuitive.

• Methods of analysis and synthesis : Analyze the current situation of recruitment and related issues at the company to evaluate the advantages and disadvantages based on the actual situation, hereby synthesizing and proposing appropriate improvement solutions Based on the actual data of the company over the years,

I compared and contrasted with each other to know the volatility of the data as

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 70 years of experience, Manpower has always been at the forefront of recruiting, sourcing, and managing human resources in the world, ManpowerGroup's clients include 400,000 businesses in many fields, industries, and sizes In Vietnam, Manpower Vietnam Co., Ltd was established in 2008, with a head office located in Hanoi and a branch in Ho Chi Minh City.

1.1.2 History of Formation and Development

Established in 2008, Manpower Vietnam Co., Ltd is the first 100% foreign-invested company in the resource consulting market in Vietnam with diverse creative recruitment and headhunting services for clients Manpower’s clients are businesses of all sizes from a few dozen members to thousands of members Besides, Manpower helps thousands of businesses succeed in their jobs and in an increasingly competitive business environment.

Manpower Vietnam aims to create comprehensive values and help clients to thrive in the ever-changing business environment Manpower upholds the value of people,knowledge, and innovation In both work and life, the company always believes and supports its employees to the best of their abilities, always appreciates individual contributions to the organization, and always has worthy rewards to encourage its employees In addition, Manpower is constantly learning, sharing, and receiving knowledge as well as improving expertise, the company always listens, evaluates, and acts to improve relationships, solutions, and services In order to adapt to the continuous innovation from the world, Manpower is constantly improving, daring to pioneer in the field, exploring to come up with the latest and most optimal solutions.

With more than 70 years of global operation and more than 10 years of recruitment experience in the Vietnam labor market, Manpower provides innovative and diverse human resource-hunting solutions to clients, including small, medium, and large enterprises, helping hundreds of thousands of businesses succeed in an increasingly competitive business environment.

Senior HR Consulting & Recruitment Service

Manpower has experienced recruitment consultants equipped with expertise and a solid background in various industries The recruitment process is well-organized to help businesses directly access top, well-screened, qualified candidates in all industries and levels ManpowerGroup Vietnam provides high-quality headhunting services and helps businesses cut recruitment time, cost-effective headhunting, and deliver long- term success ManpowerGroup Vietnam is proud to be Vietnam's leading recruitment service provider and headhunting company.

Manpower provides clients with unplanned recruitment needs and temporary needs such as maternity leave, high-demand peak seasons, etc Besides, the company also provides contract services in many fields from production, commerce, finance, and banking, Helping to meet the needs of human resources of clients quickly with economical cost and at the same time reduce the burden in personnel management without increasing fixed costs.

Nowadays, in the fiercely competitive business environment, besides the recruitment process, many companies are gradually tending to outsource payroll services to streamline this task for the human resources department Manpower's payroll service will ensure the full implementation of benefits for clients' employees in a package or on-demand payroll service, through the following steps:

- Prepare payroll and transfer salary to employees

- Finalization of taxes for individuals and employers

Recruitment Process Outsourcing Service ( RPO)

Recruitment process outsourcing (RPO) is a solution when the employer transfers all or a part of the recruitment process to external recruitment service providers As a leader, Manpower provides candidates and attracts talent through flexible recruitment solutions based on a rigorous process from search to acceptance Ensure clients get the desired results within their budget, while also increasing candidate quality and recruitment efficiency.

When businesses face unstable recruitment needs according to seasonality or special projects that need to recruit large numbers Whether the project is short-term or long- term, with a wide range of services and flexible solutions, Manpower professional recruiters always source the best candidates from the database and replenish them as they need to go through recruitment campaigns to help businesses recruit seasonal human resources or full-time employees.

Manpower not only helps its clients transform from high-level HR strategies into specific HR management plans by providing high-quality and scientific HR solutions but also helps clients increase their competitive advantages and grow their business,improve efficiency and productivity with a wide range of services from search,candidate assessment, career management, and leadership development to outsourced services

Introduction of Intel Products Vietnam project

At Intel Products Vietnam, Manpower Group established the Manpower human resource management project to help Intel recruit and manage a part of the employees working at the factory Because Manpower is a company specializing in providing labor outsourcing solutions while providing candidate sources and attracting talent through flexible recruitment solutions Along with that, ManpowerGroup will also provide HR solutions for client companies.

Intel Products Vietnam cooperates with many companies providing different services to manage its segments called “Contractors” However, in order to work and manage affiliated companies, Intel also has its own management team to work with contractors.

Manpower is one of the contractors that Intel works with Manpower established this project to manage employees and workers working at the company in the most optimal way, helping to bring high efficiency to work.

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

At Intel Products project, the Country Operation Manager is the top who sets the overall strategy and works directly with the human resources department to manage and take responsibility for the staff working at Intel Products factory Besides, the Country Operation Manager is also the person who works directly with the client, all decisions must be approved by him.

The Project Manager is the person who directly supervises the operations of the IntelProducts project He receives the strategy from the Country Operation Manager and proposes some solutions to implement the strategy, receives reports from the departments and solves arising problems.

The Production Manager is the head of the production department, manages and takes responsibility for all issues related to employees and production activities at the project Besides, he is also the person directly responsible for the production plan. Direct subordinates of the manager are the Production Admin and the Shipleaders The Shipleaders are the head of the work shifts that manage the operation plans of the production shifts at the project The Teamleader is the production team leaders managing a team of 15-20 employees Teamleaders and Shipleaders directly manage employees, arrange and coordinate work, and also receive employee leave of absence then report to the human resources department.

The HR Supervisor is the head of the human resources department, receives information from the Project Manager, then manages, plans and takes responsibility for general activities related to Manpower's employees at the Intel project HR Supervisor will directly work with other employees in the HR department such as Recruitment Officer, C&B staff (Compensation & Benefits), Accountant, Admin Officer and Department Trainers.

• Accountant is responsible for managing project costs, reporting on capital use and business results of Manpower company at Intel Products project

• Recruitment Officer: after receiving the recruitment demand from Headcount & Department Trainer Supervisor (Headcount & DT Supervisor), the recruitment staff will proceed to recruit new employees and generate employee ID (WWID) for candidates In addition, the Recruitment Officer will also be responsible for managing and tracking employee records.

• C&B staff: Takes responsibility for resolving issues of salary, bonus, and employee benefits, answering employees' queries about insurance so as to ensure employees are entitled to the regimes and benefits according to accordance with the laws and regulations of the company.

• Admin Officer: The one who coordinates, manages documents, stores and drafts contracts, schedules meetings, also manages the equipment in the office, and buys the necessary equipment as well as office supplies, and food for the company's employees at Intel factory.

• Department Trainers: They are the people who guide and disseminate the rules as well as policies and regimes to the employees at the factory At the same time, they also check and evaluate the performance of employees to have appropriate solutions In addition, Department Trainers also conduct periodic re-fresh classes to strengthen the employees' knowledge of the company's regulations and also disseminate the requirements, as well as the welfare regimes for employees They make sure employees are qualified to participate in the production process at the factory.

EHS (Environment Health Safety) Staff: This is the staff who is responsible for the health, safety, and working environment of employees at Intel factory In addition, EHS Staff also solves incidents related to occupational safety and offers policies and safety measures to ensure employees are working in the safest and most hygienic environment

QA Supervisor: She manages all the QA Staffs and takes responsibility for the quality process control of the manufactured products Evaluate and censor quality processes, and offer optimal solutions to improve production efficiency and product quality.

Headcount & DT Supervisor: He is responsible for forecasting and coordinating human resources directly involved in production In addition, the supervisor is also in charge of training new employees, ensuring that all employees have the knowledge and skills to participate in 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

It can be seen that the revenue from Manpower's labor outsourcing services at the Intel project has been substantial over the years Therefore, Intel is considered as the largest and most important client of Manpower.

THEORETICAL FOUNDATIONS

Concepts

2.1.1 General concepts of human resources and human resource management

People are the most valuable resource of an organization, how to effectively manage human resources is always a great concern of leaders First of all, we must clearly understand human resources, there are many concepts related to human resources that we can refer to:

According to Nguyen Van Diem and Nguyen Ngoc Quan (2007) said that human resources of an organization include all employees working in that organization, and human resources are understood as the resources of each human being This resource consists of physical and mental strength However, as Tran Kim Dung (2011) wrote human resources of an organization are formed on the basis of individuals with different important roles and are linked together for certain purposes.

In conclusion, we have a lot of different understandings of human resources, of course, they are not bound in any concept Depending on each business, there are different cultures and strategies that will have different views on human resources, but we can understand that human resources are all individuals in an organization, they play an important role and contribute all resources, values , and abilities to the development of the business.

In an enterprise, administrators have to manage many areas from facilities to business strategies, , but human resource management is considered to be much more difficult and complex because the object of HR management is human They are separate individuals, with different characteristics and abilities Just like human resources, there are many different definitions of human resource management, but they all refer to two basic goals: helping businesses use resources effectively and improving labor productivity and meet the needs of employees, creating conditions for employees to maximize their potential It can be understood that: Human resource management is the overall coordination of activities of planning, recruiting, selecting, maintaining, developing, motivating and creating favorable conditions for human resources through the organization to achieve strategic goals and shape the vision of the organization.

Recruitment refers to the process of identifying, searching, attracting, evaluating and selecting qualified candidates from various sources to add to human resources In other words, it involves everything from the identification of staffing demand to filling it. Effective recruitment is considered the first successful step for administrators. Recruitment is a complex process that precedes a more thorough job analysis and resource planning.

Recruitment plays an important role, the ultimate goal of recruitment is to choose the right people to assign the right jobs, to help businesses save production costs and increase labor productivity Besides, recruitment creates job opportunities for employees, contributes to sustainable economic development.

Human resource selection is the process of evaluating candidates in many different aspects based on the requirements of the job, in order to find candidates who match the requirements brought forth in the recruitment process Selection is an important step to help managers make the rightest and most meaningful decisions The basis of the selection are the company's requirements that have been set out according to the job description and job specification, HR selection process must meet the following 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 was adopted to Vietnam in the 2000s and it is gradually becoming popular According to Le Thi Hoai Thu (2012) the concept of labor outsourcing can be understood as an enterprise that outsources workers from another enterprise for a certain period of time through a service contract Meanwhile, the labor subletting enterprise is the party that directly signs labor contracts, pays wages and other benefits to employees During the working process at the outsourcing enterprise,the employee is not only under the management and administration of the outsourcing company, but the labor relationship is still maintained with the labor subletting enterprise The clients of labor subletting companies are usually seasonal businesses,however, in recent years, the hired laborers are not only low-level unskilled workers.but also workers with high professional requirements In addition, the labor sub-lease businesses, thanks to this service the company can meet the needs of personnel for each project or business expansion By this service, the company is not limited to the number of official employees, while it can reduce pressure from personnel management but also helps the company focus on the production process.

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 realize that the company always creates opportunities for them to be promoted, so they are more attached to the company and work more actively. The company evaluates their ability through the work process, therefore the results are quite accurate They are familiar and understand the company's policies and structure, candidates only need a short time to integrate into the new environment right away In addition, internal recruitment is cheaper than other sources (Nguyen Huu Than, 2008)

- 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)

However, according to Tran Kim Dung (2011) mentioned that internal recruitment also encountered some difficulties such as creating a feeling of indifference and stiffness because promoted employees are used to a stereotyped way of working,which easily creates stagnation and inefficiency Besides, it is easy for enterprises to form groups of "unsuccessful candidates", who have a mentality of disobeying leaders,and non-cooperation easily splits into factions, causing disunity within the company.Furthermore, the person may draw comparisons between the new and previous jobs.After a period of exposure to a new job, employees believe they are unsuitable for the position, resulting in feelings of pressure, depression, and a desire to return to their former employment.

For internal recruitment sources, we can use the following methods:

- Method of attracting through recruitment notice, this is a notice about the vacancy This notice is sent to all members of the organization This notice includes information about job duties and qualification requirements (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)

- Method of reference from officials and employees in the organization By this way, we can detect qualified candidates who match the requirements of the job in a specific and prompt way (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)

- Method of attraction which is based on the information in the "List of Skills", this table includes information about the candidate such as skills, education, experience, of the employees (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)

2.2.2 External recruitment sources and methods

External recruitment sources are the workforce outside the company including friends of employees, former employees, self-employed candidates, candidates from colleges and universities, etc External recruitment sources have some advantages as follows:

- 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

However, this method also has some limitations due to spending time, effort, and cost to attract and select qualified candidates Furthermore, it is also difficult to harmonize between the candidate's job goals and the needs of the company Besides, there are also some limitations that lead to dissatisfaction of candidates about 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,

- 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:

The process of reviewing profiles helps to eliminate some candidates not meeting the job demands, it also helps to reduce recruitment costs and efforts when not having to

Preliminary interviews usually last only 5-10 minutes, it is used to immediately eliminate candidates who do not meet the standards and are significantly weaker than others that the recruiter did not discover when researching the documents

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.

This is the process of clarifying more unknowns about the potential candidates By contact with former colleagues, friends, teachers, or leaders Verification and investigation will reveal more about qualifications, experience as well as personality. The verification process is required for some professions that require high security.

Even if the candidates meet all other standards, but their health is not guaranteed according to the job requirements, the company should not hire them Receiving a person who is not healthy enough to work, is detrimental to the quality of work, and also affects economic efficiency, this may cause many unnecessary troubles for business

Every step in the selection process is all important, but the most important step is making a decision to select or eliminate candidates A systematic review of the candidate is required to improve the accuracy of the decision.

Factors affecting to the recruitment process

Corporate brand is a factor that directly affects the recruitment process, a business with a good reputation and reputable brand will easily attract candidates to apply for jobs so that the source of candidates will be more abundant and qualified Besides, the selection of candidates also depends on the company's policy and the business environment Managers will prioritize selecting candidates who are suitable for the set goals as well as the nature of the job Company with a dynamic atmosphere, surely the managers will choose smart, agile, ambitious, and creative people.

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.

First, we can mention the political economy According to a country that has a stable political background and a thriving economy, people's living standards will be improved and businesses will expand production, so the demand for personnel also increases that leads to promoting the recruitment process Besides, socio-cultural factors also have a significant influence on recruitment results, most people prefer jobs that are highly appreciated in society If society's attitude about a certain profession is positive, the source of candidates applying for that position will be abundant, whereas if the profession does not capture the attention of society, there will be a limited source of candidates

Moreover, the recruitment process is also influenced by the state legal system, the labor market, and the competition among enterprises If the labor market is dynamic, businesses will have many opportunities to approach candidates, but this is also a challenge because businesses have to compete more fiercely Each business will have its own and often different recruitment policy to easily attract the attention of candidates, but all of those policies must be within a framework prescribed by the state.

RECRUITMENT STATUS OF MANPOWER VIETNAM COMPANY

Changes in human resources between 2019 and 2022

Human resources are the backbone of the business because the company's existence and growth are strongly dependent on its human resources Manpower has taken appropriate steps in recruiting, training, and managing employees at the Intel Products Vietnam factory In the working process, the qualifications and dispositions of the company's human resources are considered in high regard.

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

Number of Manpower employees at Intel Products

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 most significant project with a well-planned, rigorous recruitment and management process, where the majority of the work is performed by the company.

From 2019 to 2021, it is evident that the number of employees of the project has increased steadily The number of employees expanded by 84 individuals, or 8.75%, from 2019 to 2020 The number of employees increased by 176 individuals, or 16.86%, between 2020 and 2021 By 2022, however, the project's workforce has decreased by 72 individuals or 6.43 % This demonstrates that there is a fluctuating demand for employees at the Intel Product project, and it is predicted that the number of employees in 2023 will keep decreasing by between 5 and 7 %.

Table 3.2: Changes in human resources in the period of 2019-2022

Year Beginning Increasing Decreasing Final

Figure 3.2: Chart of the project’s human resource changes in the period of 2019 – 2022

Due to the impact of the Covid-19 pandemic, the project's human resources have fluctuated in terms of both growth and decline in the period Employees’ number dropped by 304 in 2020 and 608 in 2021 (doubled compared to the previous year) The reason for departing could be that the employees find themselves unsuitable for the job or for other personal reasons; nevertheless, to explain the dramatic increase in the number of employees in 2021, might be due to the devastating consequences of the covid 19 pandemic In addition, to ensure production efficiency and replace the number of employees lost during the period, the company increased recruitment in order to promptly meet client demands However, by 2022, there is a substantial disparity between the increase and decrease in the period As a labor subletting company, Manpower's operation is extremely client-dependent Due to several strategies that Intel has to reduce the need for workers, this is also the reason for this large difference.

Basis for determining recruitment needs and recruitment principles of the project 23

After receiving the client's demand for the number of employees, the recruiting department will create a recruitment strategy with a certain number of candidates In order to meet the labor requirements of employees at Intel Products Vietnam, the recruiting department is based on the needs of the human resources department in particular and partners in general, job analysis and personal analysis to choose suitable candidates since the selection of input candidate sources has a significant impact on the quality of human resources.

Intel Products Vietnam Co., Ltd is a leading factory in assembly and testing with the world's largest cleanroom scale in the global Intel system Therefore, the company's requirements for human resources are extremely high Adapting to improvements in machinery and product quality necessitates workers having particular skills, abilities,and knowledge in this industry As of December 2022, Manpower has 1148 employees, including officers and production staffs The number of young workers aged 18-35 accounts for over 95%.

3.2.2 Recruitment principles of the project

Labor recruiting must be carefully planned and adhere to the company's primary objectives and standards Because Manpower is one of the leading companies in the sector of human resources, the firm has its own principles for the recruitment process in the Intel Products Vietnam Project, in order to optimize and bring the best recruitment results.

Based on client’s needs: Based on the needs of clients in each period, the company will have different recruitment manners The company will follow clients recruitment requirements and create a recruitment demand table that is as close to the actual demands as possible; this principle will help the company save time, effort, and money during the recruiting process.

Clear conditions and standards: Creating specified requirements in applicants allows recruiters to have more objective views, as well as a clear basis to evaluate candidates in the most intuitive way Furthermore, this principle contributes to bringing the source of eligible candidates to the needs of the project.

Fair and objective recruitment: The company will evaluate the candidate based on the company's actual needs and the candidate's ability There is no discrimination or bias in the hiring process This establishes the company's reputation in the job market while also obtaining the best appropriate supply of candidates for the 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.

This source of recruitment is from within the organization; the organization attracts candidates by announcing employment opportunities via email to present employees.The job description and candidate qualifications will be forwarded to the entire workforce in the email, allowing the employee to get an overview of the position.Employees with a career orientation and abilities appropriate for the position will send their CVs to the recruiting staff through email or fill out the registration link After 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

This source of recruitment is from outside the organization The organization attracts candidates by posting employment opportunities on sites like Facebook, Cho Tot,Ybox, etc Depending on the position, recruitment staff will post via different platforms Furthermore, the organization recruits through employment fairs at universities and colleges in Ho Chi Minh City, as well as in SHTP Additionally, an organization hunts for people through recommendations from friends For this source,the introduced position is usually a production employee, besides the referrer will also receive a commission if the referred person signs a contract with the company.

Figure 3.4: Company recruitment poster on Facebook

Figure 3.5: Company recruitment poster on Facebook

Project recruitment procedure

Effective recruitment begins with a well-organized recruitment procedure Manpower is currently a prominent company in the field of human resources, so the construction of the recruitment procedure is of great interest The fact demonstrates that the recruitment procedure is designed to be extremely simple and clear, yet it yields significant recruitment results The corresponding flowchart depicts the Manpower recruitment procedure for the Intel Products factory project.

Figure 3.6: Flowchart of recruitment procedure system

Step 1: Receive recruitment requests from clients

Receiving clients’ recruitment requests is the first step in the recruitment procedure This is also considered the most crucial step, as understanding the clients’ needs enables theRecruitment Staff to comprehend the job position and the candidate's requirements,thereby facilitating a smooth and efficient process and saving time and money If the recruitment staff does not comprehend the clients’ needs, it will result in the hiring of unsatisfactory employees, which will negatively affect the company's reputation with clients The procedure for receiving clients requests takes place as follows:

After cooperating, the client-side will provide information regarding the required number of employees, the job specification, and the job description The aforementioned information will also be sent to the Country Operation Managerr or the Project Manager. These requests will then be forwarded to the recruitment department.

The recruitment department will directly contact clients via email or phone to answer their queries and clarify their requirements for candidates Moreover, Recruitment Officer will actively acquire knowledge about the environment and corporate culture at the Intel factory, as well as the labor market, in order to develop the optimal recruitment strategy.

Recruitment Staff will conduct a recruitment plan based on recruitment requirements. The recruitment plan table will include information about the position to be filled, the number of vacancies, candidate qualifications, and the job description Next, the human resources department will partition the work required to implement the plan and determine the most effective recruitment sources and methods.

According to the recruitment plan, recruitment employees will conduct the process through 2 sources:

Internal recruitment sources: Recruitment information will be notified via email of all Manpower employees working on the Intel Products project, along with job description and job specification Employees in the company who wish to change job positions and find themselves fully qualified for the new job will apply by emailing their CV to the Recruitment Officer or by filling in the application link attached to the internal email.

External recruitment sources: Recruitment Staff will post job vacancies through the company's recruitment channel and social media, the Recruitment Officer usually useFacebook, Cho Tot, and Ybox to announce vacancy, these are the social networking site with a large number of visits (over 1 million visits a month) which attract a lot of attention from young applicants looking for unskilled jobs and positions that do not

(SHTP) or universities and colleges in Ho Chi Minh City The use of these recruitment channels makes it easier for businesses to access human resources, take advantage of features on social networking sites, find candidates quickly, save time and money as well as high efficiency Nowadays, recruiting through these recruitment channels is becoming more trendy All jobs posting must follow the company's principles such as clear information, open and transparent recruitment.

In addition, to be more proactive in approaching candidates, along with posting job advertisements, the Recruitment Staff also screens available candidate sources At Manpower, each job position will be created in its own folder, when receiving the candidate's profile, the Recruitment Staff will classify and store in folders all the records including those unsatisfactory Therefore, when there is a recruitment request, the Recruitment Officer will read and re-exploit the records, because there are records that are not suitable for the previous vacancies but are suitable for the current vacancies.

After obtaining the source of candidates, the company will conduct a screening of candidates The screening of candidates will have to be based on recruitment requirements, depending on the vacancy, there will be different recruitment needs.

Internal sources: The Recruitment Staff will screen based on qualifications, work experience at the company, and also check the employee's violations if the employee has some problems in the working process, the application is considered unsatisfactory.

External sources: Recruitment Officer will review and exclude unsuitable AF

(overage, unsecured qualifications, ) For Cv applying by emailing to high-demand positions, recruiter will screen the application through two 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 will conduct interviews with potential candidates after the screening The company conducts phone interviews with each candidate Depending on the position, the interview will have different content During the interview, the Recruitment Staff will exploit the candidate's personal information, qualifications, work experience, and ask questions about the reason for leaving the old job as well as the expected salary Next, the recruitment staff will continue to share about the benefits that the candidate will get when officially accepted such as working environment, promotion opportunities, and social welfare regime, For positions like Manufacture Technician, Technical Staff, or Toolshop Staff, if the Recruitment Officer found that the candidates have the good attitude and qualities for the job, she will proceed to step 9 Otherwise, if the candidates is not suitable, a thank you email will be sent to them For some vacancies with higher requirements, the Recruitment Staff will make some questions and professional situations for candidates The Phone screen is considered an important step to assess the suitability, enthusiasm, and cooperative attitude of the candidate for the position as well as to consider whether the candidate is suitable for the requirements (salary, qualifications, experience, ) of the client?

Figure 3.7: Process of the phone screen

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. suitable for him.

- The candidate is not suitable for the job Although it is mentioned in the AF that he or she has work experience Howerver, at the interview, the candidate shows a not serious attitude or lacks experience,he or she has not really done it himself or herself but only stops at observability.

Step 5: Face-to-face interview

This step is usually only used for higher-level positions that require more skills and knowledge Candidates will go through 1 or 2 face-to-face interviews depending on the requirements of the vacancy and the candidate's ability In this second interview, there will be the participation of recruitment staff, candidates, and the leader of vacancy. Candidates will be asked more about professional knowledge, accumulated experience, and problem-solving ability.

Figure 3.8: Flowchart of face to face interview process for candidates

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 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 1653 1492 1871 1028 interview

The number of applicants who pass the 643 592 752 453 interview

Number of official new hires 534 480 536 384

The company's recruitment demands fluctuate from year to year In 2020, Manpower's recruitment demand for the project has dropped since the number of employees is stable, with minimal fluctuation, and the number of people leaving is low (304 employees). Furthermore, despite the Covid-19 pandemic, the company's recruitment demand in 2021 was extremely high because of a shortage of human resources due to a high leave rate. Despite having passed the period of social distancing, the number of candidates demanded in 2022 decreased unexpectedly The cause for this change is the current economic downturn According to a report from Manpower's Human Resources Department, the corporation has stopped recruiting labor positions directly involved in production sinceSeptember 2022 The number of applicants is fairly significant, indicating that the recruitment department has paid attention to and appropriately invested in the job which is considered an average level The explanation behind this could be that the candidate is no longer in demand at the time of the interview and is not actually suited to the nature of the position Some candidates will refuse the job after being notified of the interview for personal reasons or because they no longer feel suitable for the job. This rate is 4.52% in 2019, 9.8% in 2020, 15.16 % in 2021, and 9.27% in 2022 This rate is high in 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 2020, 86.45% in 2021, and 82.58% in 2022, the number of officially approved employees has partially met the company's human resource needs.

We can observe that, while the response rate remains high, it is decreasing over time. The reason for job rejection after the apprenticeship term may be that the candidate feels unsuitable for the nature of the position or have not kept up with production growth as well as the advancement of machinery, science, and technology; or the candidate is dissatisfied with the company's compensation, allowances and benefits. This is a challenge for Manpower Management Board in terms of improving this ratio. Basically, the organization has done a good job of recruiting and screening candidates.

Table 3.4: Recruitment sources of new hires at the project in the period of 2019 – 2022

Quantity Rate Quantity Rate Quantity Rate Quantity Rate

Project's recruitment sources of new hires

Facebook Cho Tot Reference Job Fair Other

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

At the Intel Products project, employees hired through Facebook accounted for the largest proportion over time, specifically 79.03% in 2019, 82.08% in 2020, 81.34% in 2021, and 82.08% in 2022 After the Recruiting Officer posted to Facebook groups, a flood of candidates poured in, overpowering other sources As a result, it is understandable that the proportion of employees who get jobs through Facebook is the highest Following Facebook recruitment, hiring from other sources also accounts for a significant proportion (ranging from 9% to 11% over the years) Other sources include internal recruitment, candidates introduced through other projects, etc The number of new hires through internal sources is the highest because the company prioritizes recruiting employees have been working at the company to reduce costs and save time, while also bringing high recruitment efficiency In addition, the company exploits well the source of candidates through reference (the proportion is about 4% to 7%) Because Cho Tot is not as popular as Facebook or other social media, the number of new hires through Cho Tot and Job Fair accounts a small in this structure Moreover, posting jobs on Cho Tot costs money, so recruiters give it less priority The Job Fair source also however, these candidates frequently do not fulfill the requirements for the vacancy, or the job does not meet the candidate's desire For example, at university job fairs, students desire to work in high-demand positions in the company, whereas recruiters mostly seek low-skilled workers.

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 Co.,

Project's age of new hires

Figure 3.10: Chart of project’s age of new hires in the period of 2019 – 2022

The age group that accounts for the biggest proportion in the Manpower project at Intel Products is 18-25 (from 75% to 90% over the years), and the Manpower company is targeting young, enthusiastic, and energetic human resources This workforce is agile, quick to learn new technology and science, and may reduce effort and training expenses while simultaneously adapting to Intel’s needs The vacancies aimed at this age group are usually Manufacture Technician, Technical Staff, Toolshop Staff, etc which do not require much skills and experience Besides, the age group with the second highest proportion is between 26 and 35 years old (about 10% to 25% over time) This is a force with a lot of experience and reliable skills, so they can lead and support the company's younger employees in their work, and produce stability This force is frequently recruited for roles in management such as Teamleader, Shiftleader, QA Staff, etc Finally, the labor force over 35 years old has the smallest proportion (fluctuates at 1%) The majority of the vacancies in the Intel Products factory's Manpower project are for Production Employees, thus age over 35 is regarded as a low priority because this force is more difficult to absorb scientific innovation, technological knowledge than the young force Positions for people at this age are frequently essential, needing people to have sufficient knowledge, abilities, and experience to strategize and handle problems that arise This position is usually EHS supervisor, production supervisor, quality supervisor, etc.

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

Project's gender of new hires

Figure 3.11: Chart of project’s gender of new hires in the period of 2019 – 2022

The graphic demonstrates that there has been a significant gender gap in the number of employees taking jobs over the years, with men accounting for a far larger proportion than women Intel Products is a factory that specializes in chip assembly, electronic board assembly, etc Because this is a more technical company, there will be a gender disparity in structure Due to this distinction, the organization will give priority to recruiting more men than women.

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 academic level of new hires

High school Vocational College University

Figure 3.12: Chart of project’s academic level structure of new hires in the period of

The chart indicates that the proportion of people acquiring positions with high school diplomas is the highest (ranging from 50% to 60%) and tends to increase over the years. Most of the project's recruiting is for production staff; this role is primarily about operating production machinery, thus it does not require a lot of skills and professional knowledge because it will be trained during the apprenticeship Additionally, college and university graduates make up a considerable portion of the labor force (ranging from 23% to 30%) This is a well-trained group with extensive knowledge This group of employees will be involved in management or production activities, often in mid- to high-level roles within the organization, necessitating relevant knowledge and abilities such as technical staff, production team leader, EHS STetaff, etc Finally, the labor force with intermediate qualifications has made up the smallest proportion of new employees over the years This force will be directly involved in the production and machine operation.

Evaluation of recruitment at the project

Brand: Plays an important role in improving recruitment efficiency Manpower is a leading company in the field of human resources, highly appreciated by employees and clients for its business policies and working environment Scoring points in the eyes of employees with good welfare policies and caring for people, this is an opportunity for Manpower to attract abundant and quality human resources.

Scope activities: In the Manpower project at Intel Products Vietnam factory,

Manpower recruits and manages human resources in production and engineering from manufacture technicians to senior positions It can be said that this is a large field of activity and requires a huge human resource Candidates have the choice of jobs that are suitable for their abilities This makes it easy for the company to attract applicants and meet the recruitment needs.

Corporate culture: Manpower always tries to build and develop a corporate culture in the most open and fair way Especially at the project, the company's corporate culture is also influenced by the corporate culture of Intel, which is considered one of the best working environments Due to this reputation, the company can easily attract abundant human resources.

Recruitment policy: Recruitment policy plays a significant role in recruitment efficiency A good recruitment policy will contribute to improving the company's reputation, creating confidence for candidates when participating in a fair and transparent recruitment process Candidates are not only evaluated for their ability but also oriented to develop themselves.

External factors: In addition to the internal factor, the effectiveness of recruitment depends on external factors such as:

Socio-economic situation: The socio-economic situation always influences recruitment activities Like many other businesses, Manpower company has encountered some difficulties in the situation of the Covid 19 epidemic, all economic activities seem to be halted, and the number of applicants willing to work has noticeable change This is a big challenge for the company, it forces the company to have comprehensive solutions.

Competition from competitors: once entering the labor market, applicants have a lot of choices, so it will lead to fierce competition among companies to be able to attract potential candidates Understanding this trend, Manpower has developed a working policy with good remuneration, care, sending gratitude gifts as well as health checkups to each employee From those welfare and remuneration policies, Manpower has retained employees and also attracted a source of candidates.

With the spirit of continuous efforts to find and attract quality human resources, Manpower has made the right moves and achieved good results, it can be seen that the recruitment process has some following advantages:

Firstly, Manpower's recruitment process is extremely scientific, clear and transparent. Recruitment activities follow the plan and requirements of the company This is also a key point for candidates to feel that they are participating in a fair and objective competition In the recruitment process, the recruitment department is promoted to its full potential when it is less dominated by other departments or divisions, which also saves time for the recruitment process when it does not take too much time to wait for approval of the plan from superiors or other departments.

Secondly, recruiting and applying online is highly effective, it not only helps to save money, effort, and travel time for candidates, but also manages candidate profiles easier and more accurately In particular, the company actively conducts phone interviews, which helps candidates have a more comfortable and open mind At the same time, interviewing each candidate by phone will help the Recruitment Staff have a more thorough view of the candidate, limiting the influence of other factors.

Thirdly, the company's recruitment channels are extremely diverse The company recruits through social media platforms, job fairs, referrals from acquaintances, and effectively utilizes both internal and external sources However, the company prioritizes internal recruitment, and the positions recruited internally are usually Toolshop Staff, MedicalStaff, and Team Leaders (Manufacture Supervisors) These are positions that are recruited experience Internal recruitment helps the company save time and costs for recruiting and training new employees and also creates motivation for most employees working on the project The company also knows how to maximize the recruitment of high- quality candidates by linking and organizing job fairs at colleges and universities in Ho Chi Minh City, such as Cao Thang College and Ho Chi Minh City International University, for instance.

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

Finally, the recruitment activities were effective, essentially meeting the initial recruitment goals in terms of both quantity and quality of candidates At the same time, through the recruitment activities, the recruiters cleverly promoted the company's image, environment, and corporate culture to a wide range of candidates, helping to enhance the reputation and brand of the company in the labor market of Ho Chi Minh City in particular and Vietnam in general Additionally, the recruitment activities did not incur significant costs, allowing the company to save a considerable amount of the annual budget.

Besides the achievements achieved, it cannot be denied that the recruitment process still has limitations.

Firstly, recruitment channels are not really reasonable With the cost-saving policy, most of the hiring news is posted on Facebook through job groups In recruitment, the most recruited positions are manufacturing staff and technical staff, these two positions often are recruited in large numbers and are not in high demand, but the company also recruits higher positions such as EHS Staff, C&B Staff, etc which require applicants with a lot of experience and knowledge Searching for senior positions for projects through Facebook subscriptions is not really very effective, because Facebook sources often have fraudulent, false recruitment news, which gives candidates a psychology of suspicion.

Secondly, the process of collecting and processing files has many limitations During the recruitment, the number of valid applications submitted by the applicant to the company accounted for about 35% - 65% (Source: Summary of student during the internship at the company), so there are many applicants still lacking files and invalid records However, the recruitment department does not have strong, definitive measures to manage and monitor employees who have not completed the files resulting in an extension of the completion time Most missing or invalid files take three to six months to complete, sometimes up to a year Such late supplementation of records affects the process of completing the employee record procedure, not a sufficient basis for the company to authenticate employee information For example, job positions require employees to be in good health, but if the candidate does not supplement the Health Certificate there is no basis for verification when there is a problem that may affect the company, etc Or positions that require high qualifications, if the candidates do not provide the relevant diploma, it is not a sufficient basis for the company to verify.

Thirdly, the application screening process is not effective, based on Table 3.3, we find that along with a large number of candidates, the number of interviewees is also incredibly large 1653 files (2019), 1492 files (2020), 1871 files (2021) and 1028 files.(2022) Since the demand for recruitment is often large numbers of manufacturing and technical personnel, removing invalid files and conducting real interview contacts is ineffective because of the large number of valid applications that recruiters have to call candidates (2021) With each telephone interview lasting from 10 to 15 minutes depending on the candidate and maybe longer, recruiters will feel overwhelmed and fail to meet the company’s demands when they have to work with a large number of candidates over a certain short period of time (typically a week).

Fourthly, candidates have bad views of the company As a labor subletting company, Manpower is responsible for providing quality human resources to clients while meeting the needs and interests of employees but still ensuring business benefits for the company However, in recent years, the candidates were gradually having a bad view of Manpower due to rumors that employees felt dissatisfied with the company’s treatment Some employees after leaving the company have bad reviews about the company and often express bad comments directly on hiring posts, which has little impact on Manpower’s reputation, causing other applicants to feel “precautionary” when applying for positions in the company.

Manpower's human resource development orientation in the Intel Products

With more than 70 years of experience in the field of human resources, Manpower always considers human resources as the core value of the company, always commits to bringing quality human resources with full of expertise knowledge, experience as well as qualifications and attitudes for partners and clients The company is always determined to invest and foster people, to provide employees with a modern working environment, and to care about the material and spiritual lives of employees.

Besides, the company also focuses on human resource recruitment because this is the foundation for building a quality human resource team An important goal in recruitment set forth by the company is to find and attract young, enthusiastic human resources who are willing to learn and adapt well to the environment while also minimizing the cost and effort of training workers.

Solutions to improve the recruitment process at the project

Expanding recruitment channels will make it easier to acccess and attract potential applicants The HR Department should research and screen reputable recruitment channels and distribute articles on more reasonable channels to improve the credibility of the posts Here are some websites that the author recommends to refer:

These are the major recruitment websites in Vietnam that attract a lot of potential applicants and have more than 1 million visits per month According to the content, the post may or may not pay a fee.

In addition, the company should strengthen its recruitment activities and organize workshops to provide career advice and share skills at technical colleges and universities not only in Ho Chi Minh City but also in other provinces such as Dong Nai, Binh Duong, Can Tho, Da Nang, etc to expand its reach and bring the company's brand closer to students, thereby enhancing the company's reputation Moreover, to improve the ability to access non-professional labor candidates, the company should also participate in recruitment and job fairs in industrial parks and high-tech zones.

4.2.2 Improving the process of receiving and following records

There are some limitations to the process of receiving and tracking records at the Intel Products Vietnam Project To overcome the issue of delayed submission of resumes, the company should implement strong measures to ensure that candidates complete their resumes on time Employees are required to provide complete resumes on the first probation day, and if they cannot do so, they must have a legitimate reason approved by the recruitment department head After receiving the resumes, the recruitment staff should send reminder emails to employees regarding any missing documents and the deadline for submission The resumes must be completed before the end of the probation period, and if employees fail to do so, they will not be considered eligible to continue working For cases where employees have provided temporary graduation certificates but not their official diplomas, the deadline for submission may be extended up to 6 months from the start of probation.

4.2.3 Improving the candidate screening and interview process

An effective interview session contributes to better recruitment results To conduct an effective interview session, Manpower needs to identify potential candidates through a thorough screening process After obtaining a pool of applicants through the recruitment process, recruiters will screen out those who do not meet the requirements (too old, do not meet the diploma requirements, etc.) and then conduct a second round of screening.

Manpower is a large human resources company, therefore the reserve of candidates at the company is extensive However, to limit contacting candidates who are no longer interested, recruiters should prioritize candidates who have the most immediate needs and review the candidate's work experience to better understand them and determine if the job being recruited for is a good fit.

The interview process should be developed with specific steps and a measurement scale to comprehensively evaluate candidates In addition, to reduce the pressure on the Recruitment Officer, the recruitment department should consider positions more carefully For positions such as Manufacture technician, Technicians, and Toolshop Staff, which require a large number of employees per round and do not require high experience or skills, the Recruitment Staff should organize online interviews through channels such as Google Meet This is a free and popular website for young people, most candidates can easily access and use it Each interview room should range from 5-10 candidates so that the recruitment staff can easily disseminate information about the company and the job without repeating it for each candidate In addition, the recruiter will be able to easily see the attitude of candidates and make comparisons to find more suitable candidates For higher-level positions that require more knowledge, skills, and experience, interviews should be conducted with each person to gain a deeper understanding A measurement scale and assessment test should also be developed to make the most accurate conclusions To limit the overload on Recruitment Staff when interviewing too many candidates, especially for Manufacture Technician positions, the company should reduce the interview time to only 3-5 minutes, focusing only on key questions about personal information and candidate experience and avoiding asking in-depth questions Finally, the Manpower company should shorten the time to notify candidates of the interview results so that those who are not lucky enough to get the job will have more opportunities for other jobs.

4.2.4 Reviewing and improving internal policies to enhance brand reputation

The emergence of negative rumors or pessimistic views about a company greatly affects determine where the issues come from, as most negative comments are due to dissatisfaction with the company's benefits After identifying the problems, Manpower should hold an internal meeting to discuss about appropriate adjustments Next, they should organize training sessions, provide clarification to employees' queries, and avoid situations employees have misunderstandings or incorrect perceptions of the company.

For negative comments on social media, Manpower encourages direct communication with the company to avoid misunderstandings and negative impact on the company's reputation For negative comments that personally attack the company and aim to reduce its credibility and reputation, Manpower should proactively contact the individuals to address related issues If cooperation is not received and negative comments continue, stronger legal measures should be taken Improving internal policies and enhancing the brand will help candidates have a more optimistic and accurate view of the company This helps improve the effectiveness of the recruitment process in particular and overall human resource activities.

4.2.5 Training and improving professional skills of the Recruitment Staff

Recruitment staff at Manpower's project at Intel Products Vietnam are young and enthusiastic, but this is also a limitation as they do not have enough skills and experience to evaluate and select candidates accurately To overcome this limitation, Manpower should organize regular training and testing sessions for recruitment staff The training sessions should be conducted internally by the company's senior managers, becauseManpower is a company specializing in HR consulting and solutions In addition, the company should provide competency tests through real-life situations or direct evaluation based on recruitment activities (based on the number of new hires and the number of official employees) to adjust and improve the skills of employees Moreover, for employees with less experience, the company should arrange direct mentors to easily observe and solve their questions and provide timely and appropriate solutions, helping employees learn and absorb experience in the best way possible.

In the context that society is gradually transforming into a knowledge-based economy, the human factor gradually occupies an important position because it is dynamic, creative and a valuable asset of every business In human resource management, recruitment plays a big role, effective recruitment will build up a solid foundation for the company in the future However, not all businesses understand and perform well in recruitment, so it is necessary to have timely assessments and solutions to improve the efficiency of recruitment activities at the beginning to contribute to optimizing human resource management activity in the company.

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 I observed from reality and the knowledge I learned from teachers at Ho Chi Minh City University ofTechnology and Education, these solutions are based on my personal opinion, so there are still many errors I hope this report can help the company have a better overview of the recruitment process at the project and also hope this thesis will be a reliable document for the company to refer in the future.

1 Nguyen Van Diem & Nguyen Ngoc Quan (2007) Giao trinh Quan tri nhan luc Hanoi National Economics University Publisher.

2 Tran Kim Dung (2011) Quản trị nguon nhan luc (8th ed.) Ho Chi Minh Ho Chi Minh City General Publisher.

3 Nguyen Huu Than (2008) Quan tri nhan su (9th ed.) Ho Chi Minh Labor and Social Publisher.

4 Manpower Vietnam Co., Ltd Ve chung toi Retrieved from URL: https://manpower.com.vn/vi/gioi-thieu/ve-manpower/ve-chung-toi?source=google.com

5 Manpower Vietnam Co., Ltd Manpower Vietnam Employers Leading Headhunting and Recruitment Retrieved from URL: https://www.manpowergroup.vn/services/our- services/permanent-recruitment-and- executive-search-services?gclid=CjwKCAiA- dCcBhBQEiwAeWidte- dwuNIKNzabGwTE0l_5hUOU5UHmmYWE3KwjQ6EoaEgcPoIpEKyVxoCo3QQAv D_BwE&source=google.com

6 Le Thi Hoai Thu (2012) Cho thue lao dong va nhung yeu cau can dat ra doi voi viec dieu chinh phap luat lao dong Viet Nam Science Journal of VNU, Jurisprudence 28, 78-84 Retrieved from URL: https://repository.vnu.edu.vn/handle/11126/767

7 Manpower Vietnam Co., Ltd Dich Vu Khoan Viec & Cho Thue Lai Lao Dong Retrieved from URL: https://www.manpowergroup.vn/vi/dich-vu/dich-vu-nhan- su/dich-vu-khoan-viec-and- cho-thue-lai-lao-dong?source=google.com

Note: NO original personal documents to be collected

1 Notarised copy of ID Card □ □

2 Pre-employment health check-up □ □

7 2 pictures of size 2-3, 2 pictures of size 3-4 □ □

8 Notarised copy of resident registration book □ □

12 Foreign corrupt practices act (FCPA) □ □

14 PIT dependants declaration for PIT reduction □ □

15 Social Insurance registration form (TK1-TS) □ □

17 Addendum to contract (if any) □ □

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