MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF INTERNATIONAL EDUCATION HCMC, 24th January 2024 HUMAN RESOURCES RECRUITMENT ACTIVI
Rationale
Recruitment and Human Resource Management is a crucial discipline as it involves managing the most essential aspect of any organization – its people HR exists in all organizational structures, from small units to large corporations However, managing human resources is more complex than managing other production factors due to the varied capacities, skills, and motivations of individuals Thus, HR combines scientific principles with artistic elements, recognizing that people management is both a science and an art.
Today, with globalization and increasing competition, human resources are considered invaluable assets and a decisive factor for the existence and development of every company, regardless of their size To succeed in such a fiercely competitive environment, businesses must build a team of employees with quality in terms of competency, expertise, and adaptability to the company's situation and keeping pace with scientific and technological advances worldwide
In an era of economic integration, optimizing business strategies requires an organizational structure aligned with the company's model and resources Human resources play a pivotal role in this dynamic environment, as technological advancements continue to reshape the landscape FPT Software Limited Liability Company's success epitomizes this concept, as its unwavering commitment to sourcing, screening, and recruiting individuals with a thirst for knowledge, hard work, and continuous learning has propelled both the company and the broader FPT Corporation to achieve remarkable milestones.
"Human Resources Recruitment Activities At FPT Ho Chi Minh Software Limited Liability Company" for my graduation thesis
Ho Chi Minh City University of Technology and Education prioritizes practical application, providing knowledge that facilitated my internship at FSOFT Ho Chi Minh City There, I acquired valuable skills and guidance for working in a professional setting The experiences gained during my internship, including challenges and successes, have been invaluable This report aims toの詳細情報をお伝えします。人間 resources recruitment activities at FPT Ho Chi Minh Software Limited Liability Company and the insights I gained during my internship.
Objective
− Understanding the human resource recruitment process at FPT Software Limited Liability Company in Ho Chi Minh City
− Analyzing and evaluating the strengths and weaknesses in the human resource recruitment process at FPT Ho Chi Minh City
− Proposing solutions to enhance the human resource recruitment process at FPT Ho Chi Minh City.
Scope and Object
− Research subject: Human resource recruitment activities at FPT Software Limited Liability Company, Ho Chi Minh City branch
− Research scope: Focus on researching recruitment activities at FPT Software Limited Liability Company, Ho Chi Minh City branch during the period from 2020 to 2023.
Research Methodology
− Observation method: Conducting observations of human resource recruitment activities throughout the internship period at the company, providing analysis and evaluation of human resource recruitment tasks
− Qualitative method: Interviewing relevant management levels involved in the recruitment process to understand the reasons for the inefficiency in the process, strengths, and weaknesses of the current recruitment process
− Data collection and processing method: Collecting and processing data using
Excel, presenting in the form of tables, charts to identify strengths and weaknesses in the human resource recruitment process at FPT HCM
− Synthesis and comparison method: Comparing the current status of human resource recruitment to assess the support process, thereby proposing recommendations to improve the human resource recruitment process at FPT HCM in the future.
Structure of Report
The content of the graduation thesis is divided into 4 main chapters besides the introduction and conclusion as follows:
Chapter 1: Overview of FPT Software Company Limited
Chapter 2: Theoretical foundation related to human resource recruitment
Chapter 3: Current situation of human resource recruitment activities at FPT Software Company Limited in Ho Chi Minh branch
Chapter 4: Some recommendations to improve human resource recruitment activities at FPT Software Company Limited in Ho Chi Minh branch
OVERVIEW OF FPT SOFTWARE COMPANY LIMITED
General Introduction to FPT Corporation
Established on September 13, 1988, FPT is a state-owned enterprise operating in the field of importing and exporting foodstuffs, as well as processing foodstuffs Initially, FPT stood for The Food Processing Technology Company Later, on October
27, 1990, FPT officially changed its name to The Corporation for Financing Promoting Technology
Name The Corporation of Financing Promoting Technology
Headquarters FPT Building, Lot B2, Duy Tan Street, Pham Hung Street, Cau Giay District,
Website https://fpt.com.vn
FPT is currently a leading economic group in Vietnam, specializing in providing information technology-related services According to the United Nations
Development Program statistics, it was the 14th largest enterprise in Vietnam in 2007 According to VNReport, it was the third largest private enterprise in Vietnam in 2012
With a presence in 21 countries worldwide, including Europe, the United States, Bangladesh, Kuwait, Southeast Asia, Japan, and Australia, FPT can leverage resources globally and in Vietnam to efficiently provide services/solutions to customers By the end of 2023, after over 35 years since its establishment, FPT recorded a revenue of 52.618 trillion VND, with a pre-tax profit of 9.203 trillion VND FPT Corporation is proud to be a service provider for over 450 large companies globally, including over
50 Fortune 500 customers It is also a high-level technology partner of leading technology companies such as GE, Microsoft, Amazon Web Services, and SAP…
FPT Corporation is headquartered in Hanoi and comprises 8 member companies and 4 affiliated companies, including FPT Securities Joint Stock Company (FPT Securities), FPT Capital Investment Fund Management Joint Stock Company (FPT Capital), Synnex FPT Corporation (Synnex FPT), and FPT Digital Retail Joint Stock Company (FPT Retail)
Figure 1 1: Organizational structure of FPT Corporation subsidiaries
Source: The author constructs based on information from the official website of FPT Corporation
The subsidiary companies of FPT Corporation
Education, Investment, and Other Division
General introduction of FPT Software Ho Chi Minh Company Limited 6
Source:FPT Software’s Offical website
FPT Ho Chi Minh Software Co., Ltd is a domestic branch of FPT Corporation headquartered in Ho Chi Minh City
Trading name: FPT SOFTWARE HOCHIMINH CO.,LTD
Business registration certificate: 413041000036 | Issued Date: 29/03/2010
Legal representative: Nguyen Duc Quynh / Do Van Khac
Address: Lot E3, D2 street, Saigon Hi-tech Park, Long Thanh My Ward, District 9,
Thu Duc City, Ho Chi Minh City, Vietnam
Type of enterprise: Non-State Limited Liability Company
Main type of business: Manufacturing, supplying, and developing technology solutions and software services
1.2.1.1 History of establishment and development
FPT Software Co., Ltd (FPT Software) is a member of FPT Corporation, established on January 13th, 1999, operating in the field of software outsourcing in Vietnam With globally standardized processes in software production, quality management, and information security such as CMMI-5, ISO 9001:2000, ISO 27001:2005, FPT Software is one of the leading software companies with world-class processes in Vietnam Currently, the company has established representative offices in various countries including the United States, Japan, Malaysia, Germany, Australia, Singapore, Thailand, and the Philippines, along with three branches located in Hanoi,
Ho Chi Minh City, and Danang (FPT Software, 2011)
From 2006 to 2010, FPT Software attained international certifications and accreditations in quality management and information security, demonstrating its proficiency in delivering high-quality services and products, thus showcasing its capabilities and reliability in the global market.
From 2011 to 2015, FPT continued expanding its client and partner base, including large corporations and leading enterprises worldwide The company focused on developing advanced and innovative information technology solutions to meet customer demands
Since 2016 until now, FPT Software has continued to strengthen its position in the information technology industry and expanded its global operations The company has established technology partnerships with leading global corporations such as Microsoft, Amazon Web Services, and Siemens Additionally, FPT Software has extended its client base and enhanced its competitive edge in the international market
With over 20 years of development, FPT Software has become one of the leading software companies in Vietnam with a global presence The company consistently innovates and evolves to meet the increasingly high demands of customers and the IT market
FPT Software's Vision has been established since its founding in 1999, outlining its long-term ideals, direction, and fundamental values that FPT, as well as each member, consistently strives for FPT Software aims to become a new-style organization, enriched by labor efforts, innovation in science, technology, and engineering, satisfying customers, contributing to national prosperity, and providing each member with the best conditions for talent development and a materially fulfilling and spiritually enriched life
With the mission of "Taking Vietnamese intelligence globally," all FPT Software's leadership and employees set a significant goal: to achieve a $1 billion revenue and a workforce of 30,000 by 2025 This is an immensely challenging goal but brings unlimited opportunities for every member of FPT Software and potential future employees Regarding the "1B Mission," the Chairman of FPT Software once asserted: "Looking back at the 20-year history of development, despite fluctuations, FPT Software has always maintained over 30% growth, so we can believe this goal is achievable" Upon achieving this goal, FPT Software will become a global top-10 software company
FPT Software operates in the information technology and software industry, offering diverse information technology services and solutions to clients worldwide Some of the primary operational fields of FPT Software include:
Software development: Providing software development services ranging from mobile applications, web applications, enterprise applications to complex systems like Customer Relationship Management (CRM), Supply Chain Management (SCM), and Enterprise Resource Planning (ERP)
Testing and quality assurance: Delivering software testing and quality assurance services to ensure stability, performance, and reliability of applications and information technology systems
Data analytics and Artificial Intelligence (AI): Leveraging data and applying AI to provide data analytics solutions, machine learning, and process automation for clients
In the realm of digital infrastructure, organizations leverage cloud computing and infrastructure management services to enhance their operations These services encompass the construction, deployment, and administration of systems and applications on cloud platforms, empowering businesses with the flexibility and scalability of cloud technology Furthermore, the provision of information technology infrastructure management services safeguards stable system operations and robust security, ensuring uninterrupted workflow and protecting sensitive data.
Internet of Things (IoT) and smart application development: Engaging in IoT and developing smart applications for various industries including manufacturing, energy, healthcare, and transportation
New technologies and digital transformation: Pursuing emerging technologies such as
AI, blockchain, virtual reality, augmented reality, and digital transformation solutions to help clients improve efficiency and optimize business processes
Figure 1 3: Services and Products Provided by FPT Software
Source: FPT Software – ESG Report 2022
FPT Software has earned global certifications in quality and security such as CMMI-5, ISO 27001:2005, ISO 9001, and ISO 20000 As of now, the company has served more than 400 clients worldwide, collaborating with leading technology firms including Hitachi, Neopost, IBM, Continental, Fujitsu, NTT, Canon, Panasonic, Toshiba, Sony, among others,…
Organizational structure of FSOFT HCM
1.3.1 The structure of FSOFT HCM
Figure 1 4: Organizational structure of FPT Software Ho Chi Minh
1.3.2 Board of Directors of FPT Software Ho Chi Minh Co., Ltd
− Mr Truong Gia Binh - Chairman of FPT Corporation
− Mr Bui Quang Ngoc - Vice Chairman General Director of FPT Corporation
− Mr Do Cao Bao - Member of the Board of Directors, Deputy General Director of FPT Corporation
Ms Chu Thi Thanh Ha
Mr Tran Hoang Bao Giang
− Mr Jean–Charles Belliol - Independent Board Member of FPT Corporation
− Mr Hampapur Rangadore Binod - Independent Board Member of FPT Corporation
− Mr Hiroshi Yokotsuka - Independent Board Member of FPT Corporation
− Ms Tran Thi Hong Linh - Member of the Board of Directors of FPT Corporation
− Ms Chu Thi Thanh Ha – Chairwoman of FPT Software Co., Ltd
− Mr Pham Minh Tuan: General Director of FPT Software Co., Ltd
1.3.2.2 Functions and duties of departments
Chairwoman: The Chairwoman in a software development company plays a crucial strategic leadership role, guiding the overall direction of the organization She is responsible for formulating and implementing long-term strategies, ensuring alignment with the company's goals Additionally, the Chairwoman engages with stakeholders, including shareholders and investors, to communicate the company's performance and strategic plans; oversees the Board of Directors, contributes to high-level management decisions, and may represent the company publicly in events and conferences
The CEO, as the apex leader of a company, holds the responsibility of spearheading overall operations and defining the strategic direction They are tasked with charting the course for the organization, guiding its business decisions, and representing the company in critical matters Additionally, CEOs engage in dialogues with shareholders, ensuring alignment with the interests of those who have invested in the company's success.
Chief Digital Officer (CDO): Responsible for the strategy and implementation of digital projects, driving FPT Software's digital transformation
Digital Media Officer (DMO): Develops digital communication strategies, manages online content, and organizes advertising campaigns The DMO ensures positive interaction between FSOFT and customers through social media platforms and measures performance to optimize results
Employee Seft–Service (ESS): Provides a self-service platform for employees, enabling them to manage personal information, access and review human resources policies, and perform tasks such as leave requests or updating personal information easily Additionally, ESS often includes tools for tracking and evaluating individual
12 performance, creating a convenient self-service experience and enhancing employee autonomy
Chief Human Resources Officer (CHRO): Responsible for human resource management, including recruitment, staff development, performance management, and labor relations management
Compensation and Benefits (C&B): Responsible for building and managing policies related to salaries and benefits This department ensures fair and attractive compensation policies while complying with legal requirements Compensation and Benefits (C&B) regularly assess and adjust policies to maintain competitiveness and retain high-quality personnel for FSOFT
Learning and Develoment (L&D): Develop and manage training and development programs for employees at FSOFT HCM The primary task of Learning and Development (L&D) includes designing and implementing training courses, constructing competency development programs, and ensuring that employees have access to necessary knowledge and skills
The Recruitment department plays a pivotal role in identifying and acquiring top-tier talent for FSOFT HCM They conduct thorough manpower assessments, devise targeted recruitment strategies, and engage with an extensive pool of potential candidates Throughout the interview process, the team ensures adherence to established recruitment policies and collaborates closely with other departments to fulfill the company's staffing demands By effectively executing these responsibilities, the Recruitment department contributes to FSOFT HCM's success in maintaining a workforce of highly skilled software professionals.
Chief Quality Officer (CQO): Responsible for ensuring the quality of products and services provided by FPT Software, the Chief Quality Officer (CQO) also plays a pivotal role in establishing and maintaining quality measurement processes and standards at FSOFT
Total Quality Assurance (TQA): Ensuring compliance with quality standards and controlling the quality of products or services at FSOFT, the Total Quality Assurance (TQA) team develops and maintains a quality management system, conducts employee
13 training, and manages quality data to ensure performance and continuous improvement suggestions TQA is responsible for comprehensive quality control throughout the software production or service delivery process
Software Engineering Process Group (SEPG): The Software Engineering Process Group (SEPG) is responsible for training and supporting staff, controlling process quality, and providing strategic information to ensure that the processes positively contribute to the overall goals and strategic plans of FPT Software SEPG plays a crucial role in ensuring the effectiveness and continuous improvement of software processes during product development
Chief Financial Officer (CFO): The Chief Financial Officer (CFO) is responsible for managing the company's finances, including financial resource management, financial forecasting, and ensuring compliance with state financial regulations The CFO often plays a critical role in making strategic financial and investment decisions for FSOFT
Financial Controller (FC): The Financial Controller (FC) analyzes the financial situation to support strategic decisions and ensure efficiency in using financial resources Playing a crucial role in maintaining organizational financial stability and compliance, the FC also provides detailed financial information and strategies to the management at FSOFT
Accounting (ACC): Manage and record financial transactions, prepare financial reports, ensure compliance with tax regulations and laws, as well as assist in the auditing process to ensure accuracy and transparency of financial information within FSOFT
Chief Information Officer (CIO): Responsible for managing and developing the company's information technology infrastructure The CIO ensures that the information systems operate efficiently, securely, and meet the organization's needs
Information technology (IT): Responsible for information security, participating in technology project management, and user training In the event of an incident, IT ensures quick data and system recovery to prevent disruptions in FSOFT's operations
Chief Technology Officer (CTO): Responsible for the company's technology strategy, including managing product development processes and ensuring that the technology used meets strategic and technical objectives
Laboratory (LAB): Researching, developing, and validating new technologies The LAB conducts performance testing, addresses technical issues, and collaborates on research with other partners to create innovative solutions, playing a crucial role in ensuring progress and quality in the field of technology
Communication Development (COM DEV): Responsible for developing solutions related to communication within software products, including network communication, communication protocols, and integrating media for FSOFT HCM.
Business performance in recent years
FPT Software and Microsoft maintain a strong collaborative relationship, especially in the development and deployment of technological solutions FPT Software is considered a strategic partner of Microsoft, signifying proactive collaboration between the two companies in developing applications and solutions using Microsoft's leading platforms and technologies FPT Software's workforce regularly receives certifications and training from Microsoft, enabling them to maintain deep and specialized knowledge in applying new technologies
Moreover, FPT Software frequently engages in Microsoft's events and community, creating opportunities to connect with other partners and learn from industry leaders This partnership is reflected in FPT Software's integration of Microsoft's products and services into its projects and solutions, ensuring that customers benefit from the best compatibility and performance of both partners This often goes hand in hand with shaping and driving innovation in the technology field Some of the projects implemented by FSOFT HCM using Microsoft technology include:
Enterprise Resource Planning (ERP) System Deployment: FPT Software has deployed Enterprise Resource Planning (ERP) systems using Microsoft Dynamics 365 technology These integrated solutions cater to financial management, sales, inventory management, manufacturing, and other business operations
Developing Internal Management Systems using Microsoft SharePoint: FPT
Software has implemented internal management systems using Microsoft SharePoint to handle information, documents, and collaboration within the company
Migration and Upgrading Systems using Microsoft Technology: FPT Software participates in projects involving the migration and upgrading of systems using Microsoft technology, including software version upgrades, moving systems to Microsoft's Azure cloud, and optimizing system performance
FPT Software and Rheem Australia share a positive collaborative relationship, particularly in the field of technology and solution development FSOFT, with its professionalism and long-standing experience in the software industry, has closely collaborated with Rheem Australia to deliver modern solutions that meet the market's full requirements
Rheem Australia partnered with FPT Software in 2021 with the goal of integrating SAP ERP* into FSOFT's business operations in Vietnam This project commenced at the beginning of 2022 Through the integration of advanced solutions and technologies, both entities worked together to create products and services that FSOFT customers can trust and efficiently use
The collaborative partnership between FPT Software and Rheem Australia not only brings short-term benefits in product and service development but also serves as strategic support for sustainable development, enabling both to face industry challenges confidently
In 2016, FPT Software achieved the prestigious Platine Partner certification from Hitachi Finance Segment, acknowledging the company's successful four-year collaboration This honor recognizes FPT Software's expertise in implementing various projects within the banking and insurance industries for Hitachi Finance Segment, including Core Banking, Bank Seal Authentication, and Life Insurance solutions.
FPT Software stands among the four foreign partners among the 33 partner companies recognized by Hitachi Finance Segment Presently, FPT Software is engaged in numerous projects aimed at improving the core banking systems of government banks in Japan Additionally, the company is actively participating in the trial package development for the next-generation core banking systems for three local banks
FPT Software - HCM is among the leading companies in the technology and software industry, having established unique cooperative relationships with a diverse range of clients worldwide FPT Software's clients encompass various industries, not limited to a specific business field, ranging from manufacturing and finance to healthcare and government sectors
FPT Software has forged robust partnerships with several prominent clients across the globe Notable among them are Neusoft and Hitachi from China and Japan, respectively, prominent names in the technology sector Additionally, collaborations with major partners such as Airbus, Toyota, and Schneider Electric further illustrate FPT Software's diversity and credibility across different industries
The collaborative relationships with clients are not just about providing technological solutions but also about understanding the specific needs of each industry and business The diversity in FPT Software's client portfolio is a result of their flexibility and high-quality deliverables in projects This enhances the uniqueness and competitive strength of FPT Software in the global market
1.4.3 Business results of FPT Software Ho Chi Minh in the period 2021–2023
Thanks to a focused investment in developing new solutions and enhancing the capabilities of its high-quality workforce, FPT has not only successfully led the digital transformation process for the government and businesses but has also surpassed major names from India, China, and others worldwide to secure contracts worth tens of millions of USD for the country New signed contracts from international markets have officially reached the milestone of 1 billion USD in revenue, marking a 39% growth compared to the same period, showcasing high demand from customers and asserting FPT's high-tech service supply capabilities
Table 1 1: Business Results of FPT Software HCM for the Period 2021–2022
Source: FPT Software Annual Report 2021 – 2022
The data on the business activities of FPT Software Company Limited indicates a level of growth from 2021 to 2022 Domestic market revenue increased from 6,196 billion VND to 6,847 billion VND, a 10.51% rise compared to the same period in
2021 Alongside this was the increase in expenses from 5,189 billion VND to 6,458 billion VND Although pre-tax and after-tax profits also saw slight increases, from 377 billion VND to 389 billion VND and from 301.6 billion VND to 311.2 billion VND, respectively, the overall domestic market did not achieve significant growth
LITERATURE REVIEW OF HUMAN RESOURCE
The concept and role of personnel recruitment in the enterprise
2.1.1 The concept of human resources
Le Truong Diem Trang and Phan Thi Thanh Hien (2016) believed that: Human resource recruitment is a process of finding, attracting, screening, and selecting people who meet the criteria of the nature of jobs and the positions that an organization needs
According to Tran Kim Dung (2009), the human resources of an organization are formed because of individuals with distinct roles, who are linked to each other according to certain objectives
Tran Xuan Cau & Mai Quoc Chanh (2008) state that in any organization or enterprise, the human resources encompass the entire workforce of that entity In other words, the human resources of an organization consist of all the workers employed there
Human resources, encompassing the entire workforce within an organization, encompass individuals leveraging their physical and intellectual capabilities towards organizational objectives Assigned specific tasks and remunerated periodically, employees contribute to the collective pursuit of organizational growth and development Their efforts are directed towards achieving domestic and international market penetration, ultimately fostering the enterprise's success.
2.1.2 The concept of human resource recruitment
Tran Kim Dung (2015) believed that: "Recruitment is the process of finding and selecting the right person, who can satisfy the requirements of the position being recruited for and the long-term goals of the company."
According to Vu Thuy Duong & Hoang Van Hai (2005), recruitment is the process of attracting individuals from within and outside the organization who have the appropriate qualifications to apply, and then selecting the candidates who fully
23 meet the organization's requirements It also involves orienting and guiding the new employees to integrate them into the organization's environment Or as Le Thanh Ha (2009) puts it: "Recruitment is the process of searching for and selecting human resources to satisfy the organization's utilization needs and supplement the necessary workforce to achieve the organization's objectives."
Through these analyses, we can simply understand recruitment as follows: Recruitment is the activity where a business uses various methods to find potential candidates who are truly suitable for the business's field, culture, and build a resource pool that meets both the quality and quantity requirements The applicants must go through interview rounds and prove their capabilities and meet the requirements set by the recruiters
In recruitment, it is divided into two stages: recruitment and selection The concepts of recruitment and selection are understood as follows:
- Recruitment: The process of creating a group of qualified candidates for the positions in an organization is called recruitment
- Selection: The process of appointing people with the necessary qualifications to the positions in an organization The concept of "selection" refers to assigning the right individual to the right position
It can be said that the recruitment process has a strong impact on the selection process of the enterprise This is perfectly understandable, because if the enterprise does not focus on "covering" the recruitment needs within and outside the organization, not widely disseminating and propagating to the labor market, then the number of application files received will be very small This leads to a consequence; the enterprise may miss potential candidates It would be even more regrettable if the potential candidate is currently looking for a job but does not know the recruitment information from the enterprise, so that the potential candidate falls into the hands of competitors in the same industry, which would be a regret When the recruitment process is not good, the enterprise will not have many choices in finding the most suitable candidate from the received application files, the quality of the selection
24 process is not as desired, affecting the quality of the enterprise's human resources Recruitment is the foundation, the basis for the process of selecting human resources
The selection process needs to be carefully considered and selected The need for selection depends on the scale of each enterprise Whether the scale is large or small, the enterprise needs to ensure the right recruitment, enough human resources, and avoid mistakes in this process Good selection brings a lot of benefits to the enterprise, such as not having to spend time and costs when having to re-select or re- train from the beginning Candidates must be people with talent and virtue, with sufficient qualities, knowledge, skills, and experience The selection process helps the enterprise make the most correct decisions when recruiting
2.1.3 The role and meaning of human resource recruitment
According to Ali (2009), the importance of human resource recruitment in an organization can be presented as follows:
− Supports the organization in determining the necessary requirements through job analysis activities and workforce planning
− Supports the organization in classifying job applications that are either not qualified enough or over-qualified, to stimulate the company's development and attract suitable candidates for the appropriate positions
− Facilitates the recruitment of new and better-qualified workforce
− Serves as a long-term strategy to enhance the organization's development
− The competence and commitment of employees are important factors that ensure the organization's success
HR recruitment plays a pivotal role in fostering organizational success by meticulously assembling a workforce that epitomizes competence, dynamism, creativity, and collaborative prowess As the cornerstone of human resource management, effective recruitment ensures that exceptional talent is inducted from the outset, setting the stage for subsequent success within the organization.
• Assisting a firm in achieving its objectives, successful HR recruitment entails identifying candidates who possess the skills and aptitude necessary to conduct the given task Consequently, increasing business productivity and satisfying the demands of commercial operations under globalization circumstances
• Evaluating each employee's quality, aptitude, and suitability for the position to meet the demands of the company
• Lowering the burden of company expenses and making efficient use of the company budget
• Achieving their intended business goals
• Providing job opportunities and fostering an understanding of HR managers' philosophies and perspectives to guide them accordingly
• Cultivating a competitive atmosphere among employees to enhance productivity and business efficiency
• Fulfilling socio-economic objectives by providing employment and income, thereby alleviating social issues like unemployment and other societal challenges
• Optimizing the utilization of social resources for maximum benefit.
Recruitment sources for businesses
Prachi (2018) identifies various recruitment methods connecting job seekers with employers offering suitable career opportunities These methods can be categorized into two main types: internal and external sources.
Internal sources of recruitment are people who work for the company and are recruited to fill open positions Since hiring internal sources is more affordable and allows for the retention of personnel who are more familiar with the organization and
26 its regulations, many businesses view it as a terrific alternative With this recruitment method, the company will select candidates who are currently working within the organization They have the desire to be transferred to other job positions that the company is recruiting for, or they want to take on higher positions in the company if the candidates meet the requirements of the position According to Pham Ba Thang (2017), internal recruitment sources utilize methods such as job transfers, employee recommendations, employee referrals, and contacting former employees
According to Tran Kim Dung (2009), this recruitment source has the following advantages and disadvantages:
• The company saves on costs, time, and effort for recruitment and training, as the employees are already familiar with the company's culture, work environment, business field, and objectives
• It creates a competitive work atmosphere for employees, making them aware that in order to get promoted to higher positions, they need to improve their work capabilities, loyalty, and work attitude, which contributes to increased productivity for the company
• The company obtains high-quality human resources, especially for managerial positions, as the company has had time to observe and identify the potential employees and what they have accomplished for the company
• The company is limited in the number of candidates applying for the job because this recruitment source is limited to the company's scope, making it difficult to find high-quality candidates
• Recruiting from within the company can lead to a lack of dynamism, creativity, and enthusiasm in the work due to employees being accustomed to the way of working and familiar with the company's culture and work environment The
27 spirit and attitude of work may not be as strong as when they first joined the company
• Recruiting from within the company, creating a competitive environment for employees to have the opportunity to be promoted, is a potential disadvantage for the company Because in the nature of a company, each employee will have different perspectives, and there will be different group cultures Together they apply for an open position, but the results are not selected Various issues will also arise, such as infighting, sabotaging each other at work, causing a lack of unity within the company, affecting the quality of work and the common goals of the company
Internal recruitment can result in a continuous "hiring cycle," as it often creates vacant positions When employees are rotated or promoted, their previous roles become available, necessitating the recruitment of new candidates This cycle perpetuates until the company exhausts its internal talent pool.
Recruitment from outside sources denotes the hiring of workers who have never worked for the company previously To thrive and remain competitive, the organization requires new and fresh people Large enterprises primarily rely on outside sources for hiring The several outside resources that an organization can access are as follows: college recruiting, labor unions, media sources, employment agencies, executive search firms, internet recruiting, school recruiting (high schools or vocational/technical schools), …
With this recruitment form, the company will recruit candidates who are not yet members of the company, seeking candidates from the external labor market Fresh graduates, job seekers, or candidates currently working at another company can all apply This recruitment source ensures the company has a sufficient quantity and quality of candidates applying
When sourcing candidates from external sources, companies must consider their HR policies, labor market conditions, and competitor recruitment strategies This comprehensive approach ensures the attraction of qualified candidates while aligning with the company's strategic goals.
According to Tran Kim Dung (2009), this recruitment source has the following advantages and disadvantages:
• The company has many choices in finding the most potential and suitable candidates, as the pool of applicants is diverse and not limited in quantity or quality
• New employees will bring new energy, new thinking, and new ways of working to the company, contributing to innovation in the company's operations and development
• Compliance with the company's rules and regulations is ensured The company can easily disseminate regulations and provide training and orientation for new employees The new work environment will make employees enthusiastic and motivated, improving work quality
• The company must spend more time and cost on recruitment compared to using internal sources
• Employees need time to adapt to the company's environment, culture, and way of working This can limit their ability to showcase their full potential initially, affecting both the employee's and the company's goals
• At senior positions, using external recruitment can reduce the motivation of existing employees, who may feel they are not being considered for advancement opportunities
• The company needs to have a better benefits package compared to competitors to retain high-caliber employees
Recruitment Process
According to Dung (2009), the hiring procedure would vary based on factors such as the size of the company and the quantity of positions that a candidate is attempting to fill However, the recruitment lifecycle comprises of these nine interconnected steps:
Figure 2 1: Recruitment process in a business
To select the best applicant for the position, companies need to carefully plan and conduct the following actions:
Receiving and Screening job applications
Assessment by multiple-choice job tests
• Establish selection standards: Three things should be known about this standard: it is the overall need for the company, the department, and the workers themselves in the requirements for work
• To thoroughly review all paperwork and rules pertaining to State and business hiring
• Creation of a recruitment council: detailing the employer's membership, authority, and number of employees
To align HR strategies with a company's growth objectives and long-term vision, it is crucial to assess its current state and determine specific HR needs This assessment informs the development of comprehensive job descriptions and employment standards that serve as a roadmap for talent acquisition and employee management.
• The job description outlines the duties and obligations that a person carries out while on the job This contains some details like the job title, a synopsis of the duties and responsibilities, the remuneration, etc
• The job specification enumerates all the prerequisites for the position, including age, educational background and qualifications needed, applicable abilities, specialized experience, and relevant skills
Many firms frequently use media to publicize job openings such as:
• Social media: Zalo, Youtube, Facebook, etc
• Websites that look for jobs
Recruitment notifications must be brief and sufficient, providing essential details like age, credentials, job criteria, pay, bonus, and how to apply for a position, among other things
2.3.3 Receiving and screening job applications
Recruiters will receive thousands of job applications after posting recruitment news Choosing a strong application for a job is the first step towards choosing the best candidate from a huge pool of applicants
The following documents are usually included with a job application: The curriculum vitae (CV), cover letter, application letter, health certificates, and certifications of professional qualifications
However, in order to conduct HR recruitment activities more professionally, each company will often have a unique job application form for each position
Preliminary interviews which run between five and ten minutes, are thought of as candidates' initial meetings with recruiters Candidates will get past the first round if they answer correctly to the first set of questions during the preliminary interview On the other hand, unqualified candidates will be removed
2.3.5 Assessment by multiple-choice job tests
Multiple-choice employment examinations mostly focus on IQ, skills, psychology, and other related topics It makes it easier for recruiters to choose the best and most qualified applicants who satisfy all requirements set forth by a company
The purpose of this second interview stage is to assist recruiters in assessing candidates' abilities in a variety of areas, including experience, qualifications, personality, quality, etc
Employers can obtain information about a candidate's prior employment history through job applications and two interviews Thus, a reference check is a means of elucidating the unknown about eligible applicants Recruiters often follow up with
32 candidates' previous coworkers or bosses over the phone to confirm details about their backgrounds, work styles, etc
In order to meet the requirements and nature of the work, a physical check is required As a result, when a candidate joins their company, their health has a significant impact on how well they perform on the job Employers must thus consider candidates' health in addition to their qualifications and specialized experience, as this enables them to both assure compliance with legal standards and meet job needs
Choosing whether or not to attract a candidate is the most crucial phase in the process Employers can increase accuracy by taking into account a candidate's attitude and ability throughout the probationary term, as these factors can aid recruiters in making correct decisions.
Evaluating recruitment effectiveness
According to Ha (2012), the evaluation of the effectiveness of the recruitment process can be based on the following criteria:
• Total number of CVs received (for each job position): This metric indicates the overall effectiveness of recruitment efforts in attracting potential candidates for each job position
• Percentage of qualified candidates: This ratio is calculated by dividing the number of qualified candidates by the total number of candidates, providing information about the quality of the candidate pool and the efficiency of the screening process
• Time to recruit candidates: Measuring the time between initiating the recruitment process and successfully hiring a candidate A shorter recruitment cycle often indicates good efficiency and minimizes opportunity costs
• Recruitment costs: This includes expenses incurred during the recruitment process, such as advertising, agency fees, and other management costs Monitoring
33 recruitment costs helps optimize budget allocation and assess the cost-effectiveness of different recruitment channels
• Number of new hires not accepted after the probationary period: This metric evaluates the effectiveness of the candidate selection process and introduction process A high rate of new hires not passing the probationary period may indicate weaknesses in the recruitment process or a mismatch between job requirements and candidate qualifications
• Cost of retraining: This encompasses costs related to training and development programs for new employees who require additional skills or knowledge to perform job tasks effectively Monitoring retraining costs helps identify areas for improvement in the recruitment process and enhances employee retention
Through the analysis of these criteria, organizations can obtain valuable information about the effectiveness, quality, and cost-effectiveness of the recruitment process, enabling them to make informed decisions and implement targeted improvements to enhance the overall effectiveness of the recruitment process.
Factors affecting HR recruitment
There are numerous factors that influence a company's recruitment process If these factors have a positive impact, they will facilitate the recruitment process to align with the company's goals, enabling the selection of well-suited candidates with the necessary characteristics and skills for the positions Conversely, negative influences from the environment can make the recruitment process challenging, leading to the inability to recruit candidates who meet the position's requirements This will affect the efficiency of labor utilization and the business results of the company Therefore, companies need to pay attention to the impact of environmental factors on recruitment to achieve the best recruitment outcomes According to Moustafa (2015), an organization's HR recruitment is influenced by several internal and external factors, including the following:
Doan Gia Dung (2011) states that there are many internal factors within an enterprise that have influenced the human resource recruitment process These factors include:
Enterprise development aims to ensure long-term survival and growth of businesses, guiding their strategies, including human resource management The recruitment process aligns with these strategies, considering the specific needs of each department By harmonizing and supporting each other, departments can effectively contribute to achieving the shared enterprise goals.
Reputation of the Enterprise: In the current economic climate, "trust" is always a top priority in business Enterprises not only need to build trust with customers through product quality, but also need to build a reputation with employees by providing a good working environment, attractive welfare policies, and clear career development paths for employees The longer an enterprise has existed in the market, the more it demonstrates the reputation of the enterprise
Financial Capability of the Enterprise: To ensure quality recruitment, enterprises need to invest in recruitment costs to find high-quality human resources The financial capability of the enterprise is related to the quality of the recruitment process - the more the enterprise invests, the easier it is to find qualified candidates
Personnel Needs of Departments: Depending on the scale and business sector, each enterprise will have different recruitment needs for each department The recruitment needs will depend on the job requirements at different times for each department
Attitude of Enterprise Managers: Managers need to recognize the importance of human resource recruitment in the enterprise, and have an insightful view in operating and utilizing human resources effectively, avoiding the situation of
35 overstaffing in one department but lacking in another, and ensuring the "right person for the right job" so that all employees can fully demonstrate their capabilities
Recruitment policies, including those for internal and external candidate sourcing, influence the recruitment process These policies are integral to the design of the recruitment program framework, which aligns with overall recruitment objectives.
Doan Gia Dung (2011) believed that there are many external factors that have influenced the human resource recruitment process, including:
Economic and political: When the country is politically stable, with no more wars or factions, it creates conditions for the country's economy to continuously improve, and the material and spiritual living standards of the people to steadily rise A stable and developing political-economic environment allows enterprises and conglomerates to expand their business scale, further increasing the demand for human resources, creating jobs for the people, and helping to reduce the unemployment rate
Socio-cultural: This is considered the "cradle" that contributes to the formation of people's morals and character A good socio-cultural environment in a locality or region will contribute to building a good country Candidates nurtured, living, studying, and trained in a good environment can contribute to improving the quality of human resources when participating in the recruitment process
The legal system and legal regulations on recruitment: When recruiting, each enterprise will have different recruitment methods and approaches to suit the actual situation of the company, such as financial capacity, scale and business sector However, whatever method is used, they must comply with the regulations of the Labor Code promulgated by the Constitution For example, in the process of recruiting human resources, the employer must not discriminate against candidates based on ethnicity, skin color, belief, etc This creates fairness and equality among candidates so that they can have the best opportunity to show themselves to the employer
The competitive environment of enterprises: Any industry or business field has competition, especially in the current economic period In addition to competing to find investors and consumer markets, enterprises also must compete to find human resources for the enterprise To achieve this, enterprises need to have a clear recruitment policy (policies on recruiting, training new employees) and a good compensation and benefits package to be able to attract and retain talent The more competition an enterprise faces in the market, the more it will attract many applicants, and vice versa Therefore, in addition to doing a good job in recruitment, enterprises need to regularly update recruitment information from competitors to diversify their own methods and innovate new recruitment approaches
Supply and demand in the labor market: This factor greatly influences the recruitment of human resources by enterprises If supply is greater than demand, that is, the supply of labor in the market is greater than the demand for recruitment by enterprises, such as after the New Year holiday, this will be an advantage for enterprises in easily finding candidates Conversely, if supply is less than demand, it will create obstacles for enterprises due to competition between enterprises The labor market has a very strong influence on the recruitment of enterprises Depending on the labor market situation and recruitment needs, each enterprise needs to have recruitment plans to be able to recruit the most appropriate candidates
Competitive dynamics heavily influence the recruitment process Organizations must monitor and respond to the hiring practices of their rivals to maintain a competitive edge By adapting to market demands and industry trends, companies can attract and retain top talent, ensuring alignment with the evolving needs of the workforce.
REALITY OF RECRUITMENT ACTIVITIES AT FPT HO
Human Resources Situation at FPT HCM Software Company Limited.37 1 Labor Structure by Gender
FPT Software in Ho Chi Minh City operates with a workforce of over 4,000 employees worldwide (as of 2023), organized into three main divisions: Technology Division, Business - Production Division, and Assurance Division Among them, there are over 3,000 highly skilled engineers who are well-versed in customer domains and deeply specialized in each industry Additionally, there are over 1,000 individuals directly involved in developing internationally recognized and industry-specific software applications
To ensure smooth operations for the company and its centers, there are nine functional departments responsible for various areas of work, including the Finance and Accounting Department, Human Resources Department, Communications Department, Quality Assurance Department, IT Department, Business Planning Department, Bidding and Legal Affairs Department, Party Office, and Administrative Office
FPT Software's organizational structure comprises centers, representative offices, and functional departments These units foster agility and responsiveness, empowering them to adapt to evolving market demands Simultaneously, the company recognizes the value of collective strength and cohesiveness, ensuring that each entity contributes to the overall success of FPT Software.
FSOFT has been able to mobilize a diverse pool of resources in a short period of time The team of employees is trained in countries such as the UK, France, Germany, the US, Canada, etc The capabilities of FSOFT's team are recognized by international technology certifications issued by leading global solution and service providers FSOFT's consulting experts have accumulated experience through hundreds of projects over the past 20 years
FSOFT is proud to have assembled a large team of professionally trained employees from prestigious universities both domestically and internationally (UK,
US, France, Germany, Australia, Singapore, Russia, Hungary, etc.)
The workforce in the company has grown rapidly over the years In 2000, there were only 13 employees from FSS's Software Strategic Center 1 (FSU1), and most recently in 2023, FSOFT reached 4,100 employees This continuous growth demonstrates FSOFT's position both domestically and regionally
Figure 3 1: The human resources of FSOFT HCM from 2016 to 2023
(Unit: People) Source: Human Resource Department
The workforce in the company has grown rapidly over the years In 2000, there were only 13 employees from FSS's Software Strategic Center 1 (FSU1), and most recently in 2023, FSOFT reached 4,100 employees This continuous growth demonstrates FSOFT's position both domestically and regionally
The proportion of female workers at FSOFT is lower compared to the total workforce due to the specific characteristics of the software production and supply industry, where most female workers are employed in the Office and Services sector Additionally, men are less constrained by family responsibilities, allowing them to participate in overtime work when the company has numerous projects to complete However, this trend is gradually changing along with the increasing gender equality today
The human resources of FSOFT HCM from 2016 to 2023
Figure 3 2: Labor structure by gender (2020 – 2023)
(Unit: %) Source: Human Resources Department
Table 3 1: Labor structure by Age (2021 – 2023)
The gender structure of the workforce at FSOFT HCM
Upon reviewing the table, it can be observed that the workforce composition at FSOFT HCM primarily consists of individuals under the age of 26, accounting for approximately 33.3% to 37.6%; followed by employees aged 26 to 30, comprising from 34.4% to 40.8% Subsequently, the workforce aged 31 to 35 makes up between 8.6% and 11.3% The lowest percentage is observed among employees aged 36 to 40, ranging from approximately 1.7% to 1.8% The chart illustrates the company's intention to attract and recruit young, dynamic, enthusiastic individuals who are enthusiastic about self-improvement in their work Furthermore, employees are always ready to provide immediate customer support However, the proportion of employees aged 41 to 45 ranges from 2.9% to 3%; and those over 45 years old ranges from 8.3% to 16.3%, indicating a relatively low rate These employees typically hold important positions within the company With extensive work experience, they play a key role in the operation and development of the company, often assuming senior management positions such as department heads or branch directors It is noteworthy that the workforce in this age group tends to increase annually, indicating that FSOFT not only focuses on recruiting young, dynamic, and creative employees but also pays attention to retaining long-term employees who contribute value to the organization through stability, expertise, guidance, and fostering diversity and balance within the organization
3.1.3 Labor Structure by Educational Level
Table 3 2: Labor structure by Education level (2021 – 2023)
From the table above, it can be observed that the proportion of qualified employees at FSOFT Ho Chi Minh from 2021 to 2023 predominates The percentage of employees with a University degree ranges from 48.5% to 50.9%, being the highest; followed by those with a College/ Vocational College degree, ranging from 10.3% to 32.6% The lowest percentage is observed among employees with a Secondary School education, ranging from 0.4% to 0.9% during the surveyed period Although some positions (such as sanitation staff) at FSOFT do not require formal education, the chart above indicates that the company may focus on recruiting employees with at least a Secondary School education, as this would facilitate their learning and adaptation to the work environment and enable them to effectively carry out tasks assigned by superiors.
Reality of Recruitment Activities at FPT HCM Software Company
The company's image and reputation
FPT Software, established in 1999, is a renowned Vietnamese IT company Its long-standing operation has garnered a strong reputation in the local market Over the past two decades, FSOFT has become a trusted brand, solidifying its position as a leading technology provider in Vietnam.
42 becoming the number one software company in Vietnam in the fields of system integration, distribution and retail, information technology services, software outsourcing, and retailing IT products Currently, FPT Software operates in 27 countries, including 37 development centers and 65 offices worldwide With decades of experience operating in the global market, FPT Software has supported digital transformation for businesses in many countries (Japan, Singapore, Malaysia, Myanmar, Thailand, Philippines, France, Germany, UK, Slovakia, USA, Australia, etc.) across various industries: Healthcare, Banking - Financial Services - Insurance (BFSI), Automated Manufacturing, Telecommunications, Media and Services, Aerospace and Aviation, Logistics and Transportation, Utilities and Energy, Consumer Packaged Goods, and public sectors This expansion aims to increase the customer base, enhance brand recognition, and improve the company's image both domestically and internationally Additionally, FSOFT has excelled by continuously winning awards such as being named the most favored employer in the Information Technology Industry in 2021 by CareerBuilder Vietnam, attracting over 15,000 respondents In November 2021, FPT Software also received the "Great Place to Work" certification from a Fortune-affiliated workplace culture organization This certification was based on an independent survey conducted by the organization with the company's employee team The results showed that 89% of participating employees rated FPT Software's work environment positively, highlighting the effectiveness of the hybrid remote and on-site work model This environment fosters diverse experiences and unlimited career opportunities, allowing employees to be their authentic selves This result significantly exceeded the average score across Asia, which was 70% Most recently, at the awards ceremony on February 23, 2022, FPT Software was named among the companies with the Best Workplace Environment in Asia by HR Asia Awards
Figure 3 3: FPT Software representative at the HR Asia Awards ceremony on the evening of February 23, 2022
Source: FPT Corporation’s Official Website
Consistently achieving numerous recognitions in human resources, FPT Software is a testament to the effectiveness of its approach and care for the entire employee experience journey from the day they start working With nearly 23,000 employees across all time zones and about 4,000 employees at the Ho Chi Minh City branch, the company aims to create a positive, safe, and fair working environment globally In addition to providing many opportunities for career and personal skill development, the company actively implements various policies and activities to care for the lives and health of each employee's family members Through awards and practical activities, the company's dedication to building its brand, image, and reputation is evident This positive impact extends to recruitment efforts, contributing to attracting a diverse workforce
Every officer and employee of FSOFT is always conscious and voluntarily committed to adhering to the company's core values with criteria: Respect - Innovation
- Teamwork - Equality - Exemplarity - Lucidity." This is considered an indispensable part of creating the GEN set of the FPT Group in general and FPT Software in particular, it is the spirit, the driving force for leaders, officers, and employees of the Group to continuously strive and innovate for the common interests of the community, customers, shareholders, and other stakeholders Below are some related meanings of human values - core values that FPT Software particularly cares about:
RESPECT: This is about respecting individuals, including: Speaking frankly,
At FPT, an environment of open communication and respect is fostered Subordinates feel empowered to express their perspectives openly to superiors, fostering a culture of trust Individuals are valued for their unique strengths and areas for growth, allowing them to be their authentic selves while aspiring towards their aspirations Inclusion and acceptance form the foundation of the company, creating an atmosphere where diversity is embraced and individual potential is nurtured.
INNOVATION: This is about the spirit of innovation, including: Learning, Creativity, and STCo (FPT people's characteristic humor) We constantly learn from customers, partners, and colleagues to avoid repetitive thinking, and strive to lead in innovative technologies, products, and management/business methods
TEAMWORK: This is about the spirit of teamwork, including: Consensus,
At FPT, collaboration and sincerity are paramount Every team member is valued, supported, and connected, fostering a unified workforce dedicated to the company's success and the well-being of their clientele This collaborative spirit ensures that FPT remains committed to both its customers and its long-term sustainability.
EQUALITY: This is the most important foundation for leaders to build trust in employees and for employees to work wholeheartedly instead of currying favor with leaders
EXEMPLARITY: Leaders must be the clearest examples of the FPT spirit and values, especially "Respect, Innovation, Teamwork"
LUCIDITY: This is the ability to see far and make decisive decisions in all decisions and actions
The values are consistently implemented from leadership to all employees, minimizing the formation of group cultures FSOFT focuses on developing its human
With a comprehensive onboarding program featuring 45 resources, employees are meticulously trained and guided before commencing their roles This approach fosters rapid assimilation into the corporate culture and seamless alignment with department workflows The company's emphasis on fostering a vibrant and collaborative work environment is evident through regular celebrations of special events, creating a youthful, friendly, and innovative atmosphere that embodies the spirit of a technology-driven organization.
Figure 3 4: The Collective Culture and Some Commemorative Activities at FSOFT
Source: Fanpage FPT Software Ho Chi Minh
Besides the employee welfare policies, FPT Software also extends this care to their families The company's welfare policies encompass not only employees but also
46 their relatives Before the pandemic, this included benefits such as preferential interest rates for home and car loans, as well as insurance for relatives During Covid-19, the company announced several special welfare policies, such as eliminating probation periods, always signing official contracts, and offering a 4% interest rate discount for new employees' home loans
Specifically, in the 'Housing with You' program, the 4% interest rate support policy issued by FSOFT effective from July 1, 2022, allows their employees to use this benefit to repair homes for both sets of parents (spouse's parents included) According to information from the program, at that time, four FSOFTers successfully received loans from the 4% interest rate support policy to repair their homes The criterion 'FPT Software - Housing with You' not only provides benefits for home improvement loans or purchasing cars for themselves but also enables them to repair homes for their parents or their spouse's parents This is one of the special features of the 4% interest rate support policy, also known as the Regulation on Interest Support under the 'Housing with You' program, aiming to provide conditions for employees, their families, and their parents (both sides) to stabilize their housing situation, ensuring their peace of mind and comfort, enabling long-term work and bonding with FSOFT
During the period from 2020 to 2021, when the Covid-19 pandemic was intense, FPT Software implemented 67 activities directly related to Covid-19 prevention and control support efforts, with a total support fund of 69.5 billion VND benefiting 56,556 individuals These activities included providing cash, essential items, medications, medical supplies, and equipment to over 13,000 employees and their relatives affected by the pandemic in many provinces and cities nationwide, with a total value of over 26 billion VND
With such a corporate culture, FSOFT has created a very positive reputation, enhancing the work spirit and dedication of all employees This attracts many proactive candidates to the company
The Technology segment, overseen by FPT Software (including Domestic and Overseas IT Services), continues to play a pivotal role, contributing 60% of the total revenue and 45% of the pre-tax profit of the entire FPT Corporation, equivalent to 31.449 trillion VND and 4.161 trillion VND, respectively, marking growth rates of 22.1% and 23.6% compared to the same period last year
The year 2023 holds historical significance for FPT as the revenue from Overseas IT Services officially surpassed the $1 billion milestone, reaching 24.288 trillion VND, a growth of 28.4%, with pre-tax profit reaching 3.782 trillion VND, an increase of 27.1% compared to the same period last year Key markets have maintained strong growth momentum, especially in Japan, despite the depreciation of the Yen, still maintaining high growth momentum of 43.4% compared to the same period
Figure 3 5: The Business Results of FPT Software (2022 – 2023)
(Unit: Billion VND) Source: Fireant - Financial information tracking software (fireant.vn)
Additionally, revenue from digital transformation in foreign markets reached 10,425 billion VND in 2023, marking a 42% growth compared to the same period, focusing on emerging technologies such as Cloud, AI/Data Analytics
Business Results of FPT Software (2022 – 2023)
Thanks to robust efforts in collaboration with government agencies, departments, foreign enterprises, and less-affected economic sectors, the domestic IT services recorded revenue of 7,161 billion VND, a 4.6% increase, with net profit before tax reaching 379 billion VND, slightly decreasing by 2.6% With a high level of applicability and concentration on core technologies, the Made-by-FPT technology ecosystem witnessed a remarkable growth rate of 40.8%, generating revenue of 1,620 billion VND, continuing to play a pivotal role as one of the key growth drivers for the corporation in the long run
Table 3 3: The Business Results of FPT Software (2022 – 2023)
Source: The author constructed base on the Financial Reports of FPT Software
Through a brief analysis of the business performance, it is evident that FPT Software's financial capability is currently robust, and this deeply influences the company's recruitment activities, opening new opportunities and challenges Firstly, enhancing investment in recruitment scale is a notable point With a significant increase in revenue and profit from the Technology sector, FPT Software can expand its recruitment scale to meet the growing demand for talent This not only helps provide a more diverse and high-quality workforce but also creates a positive and developmental work environment for employees
Recruitment Results
3.3.1 Recruitment results at FPT Software Ho Chi Minh
Each year, FPT Software Company has different manpower recruitment needs depending on its business strategy and the annual fluctuation in the workforce The recruitment needs and criteria vary each year, resulting in different numbers of personnel being hired However, based on the statistical data from the past three years, the recruitment outcomes show an average fulfillment rate of approximately 75 to 80% of the recruitment needs each year This is considered a fairly stable result compared to other companies in the same province of Ho Chi Minh City
Table 3 5: Recruitment results at FPT Software HCM (2021 - 2023)
No of people % No of people % No of people %
Based on the provided data table, we can observe some changes in the recruitment trends of the company over the years 2021, 2022, and 2023 Here are some observations regarding these changes:
The company experienced substantial growth in its workforce over the past two years, hiring a significant number of employees (242 to 611) from 2021 to 2023 This surge in hiring reflects the company's strategic focus on expanding its operations and meeting the demands of its evolving business objectives.
Secondly, in terms of the working fields: Among the hired employees, the company focused on two main fields: Technical and Technological and Office However, the ratio of employees hired in the technical and technological field decreased from 65.95% in 2021 to 60.73% in 2023, while the ratio of office employees increased from 34.05% to 39.27% Overall, the data shows an increase in recruitment in both working fields, but the proportion of employees hired in the technical and technological field tends to decrease throughout the period from 2021 to 2023 This suggests that the company may be focusing on expanding its office departments or has a need to strengthen its workforce in other areas
Company recruitment strategy involves a combination of internal and external sources While external recruitment decreased from 87.5% to 84.62% between 2021 and 2023, internal recruitment increased from 12.5% to 15.38% This suggests an increased emphasis on internal staffing, potentially reflecting investment in employee development and training Nevertheless, external recruitment remains the primary means of acquiring new personnel to fulfill staffing requirements.
In summary, this company has increased the total number of employees hired from 2021 to 2023 However, there have been changes in the distribution of employees in terms of working fields and recruitment sources This partly reflects the changes in the company's strategy and needs over time
The candidate screening rate is one of the key criteria for evaluating the effectiveness of the recruitment process The screening rate is calculated by the number of candidates who meet the requirements out of the total number of received applications Through this, FSOFT can also track the number of candidates recruited through different recruitment sources and channels Specifically, the candidate screening rate at FPT Software Company is documented in the following data table:
Table 3 6: Candidate screening rate through each stage of the recruitment process
II Total number of job applications received 633 1028 1076
III Total number of job applications after screening 393 658 740
IV Total number of job applications after preliminary interview 306 573 685
V Total number of job applications after selection interview 243 526 624
VI Candidates recruited for a probationary period 241 419 623
VII Total number of candidates signing official labor contracts 232 407 611
VIII Ratio of job applications after screening to those received (%) 62.09 64.01 68.77
IX Ratio of job applications after preliminary interview to those after screening (%) 77.86 87.08 92.57
X Ratio of job applications after selection interview to those after preliminary interview
XI Ratio of candidates recruited for a probationary period to those after selection interview (%)
XII Ratio of candidates signing official labor contracts to employees recruited for a probationary period (%)
XIII Success recruitment rate compared to recruitment demand (%) 74.76 99.23 86.11
Based on the statistical data, we can observe notable trends in the changes of applicant profiles throughout the recruitment process from 2021 to 2023
Over the past three years, the effectiveness of the hiring process has shown a steady increase The screening stage saw a rise in pass rate from 62.09% in 2021 to 68.77% in 2023 Similarly, the preliminary interview stage witnessed a significant jump from 77.86% in 2021 to 92.57% in 2023 These improvements indicate the company's enhanced ability to identify and select suitable candidates throughout the hiring process.
In the selection interview stage, the pass rate has increased from 79.41% in 2021 to 91.80% in 2022 and remained stable at 91.09% in 2023 This demonstrates the company's successful execution of the selection interview phase
During the probationary period, the number of recruited candidates saw a remarkable surge, rising from 241 in 2021 to 419 in 2022 and 623 in 2023 Concurrently, the success rate of candidates transitioning from probation to permanent employment also witnessed an upward trend, climbing from 99.18% in 2021 to a higher percentage in subsequent years.
99.84% in 2023 This indicates that the company is finding and selecting suitable candidates who are capable of successfully completing the probationary phase
The rate of candidates who signed formal employment contracts compared to the number of candidates recruited during the probationary phase has increased from 96.27% in 2021 to 98.07% in 2023 This shows that the company has a high retention rate for candidates during the probationary period
Despite favorable hiring outcomes, data reveals fluctuations in success rates In 2023, the rate declined from 99.23% in 2022 to 86.11%, indicating a significant drop from its peak the previous year The discrepancy between applicant profiles and recruited profiles is also evident In 2021, only 232 out of 633 applicants were officially hired, while in 2022 and 2023, 407 and 611 out of 1,028 and 1,076 applicants were hired, respectively These statistics suggest that a relatively small proportion of received applications result in formal hires.
Between 2021 and 2023, the company enhanced its recruitment process, resulting in improved screening, preliminary interviews, and selection interviews The high success and candidate retention rates demonstrate the effectiveness of these enhancements However, the consistently high number of applicant profiles received necessitates vigilant monitoring and evaluation of the candidate pool and recruitment process to maintain stability and facilitate ongoing improvements.
Table 3 7: Average hiring time for 2021 and 2022 at staff and management levels
The table of average recruitment time for the years 2021 and 2022 for both employee and managerial positions has shown positive progress in FSOFT's recruitment process For entry-level positions, the recruitment time decreased from 22 days in 2021 to 20 days in 2022 This suggests that the company has implemented measures to improve its recruitment process Shortening the recruitment time can help the company attract and retain better employees while increasing opportunities for applicants
Similarly, for managerial positions, the recruitment time also decreased from 31 days in 2021 to 28 days in 2022 This reduction may reflect improvements in searching for and selecting suitable candidates for managerial roles Shortening the recruitment time for managerial positions can help the company quickly meet management needs and create favorable conditions for effective personnel management and development
Figure 3 10: Average recruitment time at FSOFT
In general, the average recruitment time for entry-level positions at FSOFT is calculated as the number of days from when the company has a recruitment need to the day the company successfully onboards the new staff, taking about 22 days for positions at the staff level and around 31 days for positions at the managerial level These days align with the company's recruitment requirements and are consistent with the general recruitment time in the current market (within one month) However, for higher-level leadership positions, it may take longer The shortest phase is the time from when the initial phone interview with candidates is conducted to when they have their in-person interview at the company, which is only about 3-4 days apart This
Receiving and Screening the job record
Instructions to make a job application
Evaluating Advantages and Limitations of Human Resources
Firstly, FPT Software's strongly emphasis on employee values has been well established With over 25 years of operation, being a leading company in providing software and technology services in both the Vietnamese and international markets, FPT Software is renowned for its ability to attract and retain employees by consistently delivering value to its staff, both existing and new This is achieved through outlining clear development paths for employees, fostering a positive work culture, and providing a conducive work environment, especially with the company's well-structured compensation and benefits programs These positive aspects have
76 helped the company attract new candidates and retain existing employees, fostering long-term commitment and loyalty
Secondly, FPT Software leverages a diverse range of external recruitment sources The company utilizes various recruitment methods to attract candidates, both passively and actively This includes promoting and publicizing the company's image and job opportunities through job fairs, workshops, sponsoring expenses for universities and colleges to establish and maintain close relationships and increasing brand awareness among students both locally and nationally Additionally, FPT Software invests in building and developing communication channels such as the FPT Software Fanpage with 278,000 likes, the FPT Software Career page with nearly 35,000 likes from young audiences, along with the company's official recruitment website FPT Software is not hesitant to invest significant costs in posting job advertisements on leading recruitment channels in the current job market to attract outstanding candidates, with annual costs amounting to billions of VND Furthermore, with numerous representative offices located in major cities with convenient transportation, such as Ho Chi Minh City, Hanoi, Da Nang, Hai Phong, Can Tho, Binh Duong, Long An, and Dong Nai, the company's recruitment efforts are facilitated, making it easier and more diverse to search for labor resources
Thirdly, the high level of expertise and professionalism within FPT Software's recruitment team brings significant benefits to the company's recruitment process Firstly, these experts possess in-depth knowledge of the company's operations, enabling them to accurately assess job requirements and identify the most suitable candidates Additionally, their high level of expertise allows them to utilize advanced and effective recruitment methods, such as structured interviews and competency assessments, optimizing the candidate selection process Their enhanced communication and problem-solving skills enable them to interact effectively with candidates and handle complex situations during the recruitment process Finally, their expertise helps minimize errors in the recruitment process, increasing the likelihood of finding suitable candidates and reducing the risk of personnel selection errors
Fourthly, the professional coordination among departments within the company provides several key advantages in their recruitment activities Firstly, this enhances efficiency and synchronization in the recruitment process Relevant departments such as HR, technical, and management work together to determine recruitment needs, evaluate candidates, and develop suitable recruitment processes Close collaboration between these departments ensures clear understanding and consistent application of job requirements throughout the recruitment process Secondly, professional coordination between departments creates a positive and supportive working environment for candidates When departments work together, they can provide clear and accurate information about job positions and work environments, giving candidates a comprehensive and authentic view of the company This helps attract and retain top talent while increasing the likelihood of success in the recruitment process Finally, professional coordination between departments optimizes flexibility and rapid response in the recruitment process By working together, departments can identify and address issues or obstacles in the recruitment process efficiently, thereby reducing time and costs for both the company and candidates This flexibility and rapid response also enhance the candidate’s experience and improves the company's image in the recruitment community
FPT Software's recruitment process emphasizes meticulous candidate profile storage and management Beyond basic details, the Recruitment Department records application dates, interview appointments, results, and applied positions for each applicant This comprehensive approach facilitates efficient candidate tracking and management throughout the process The diligent storage and handling of candidates' profiles provide significant advantages, ensuring smooth and effective recruitment execution.
An efficient ATS streamlines candidate profile management, enabling a comprehensive and reliable database for efficient searches and selection Furthermore, meticulous profile storage and management promote transparency and impartiality throughout the recruitment process, fostering trust and enhancing the organization's overall reputation.
78 credibility with candidates Lastly, accurate management of candidate profile information helps save time and energy for recruiters, thereby enhancing the efficiency of the recruitment process and minimizing risks associated with information management errors This contributes to building a professional and effective recruitment process for FPT Software
In addition to the improvements made, FSOFT still faces some limitations in its recruitment process, including:
Firstly, the quality of candidate resumes is not high compared to the quantity received, and there is a lack of diversity in recruitment channels, as well as underutilization of existing company recruitment channels
As analyzed earlier, the ratio of resumes selected for interviews each year is still limited compared to the total number of resumes received by the company Currently, the company only invests in two recruitment channels: CareerBuilder and Vietnamwork, to find candidates Although both channels receive many candidates’ resumes, the quality is inconsistent Especially with Vietnamwork, despite the significant investment, the actual results are not as expected, with many unprofessional resumes submitted daily This has made it difficult for the HR department to spend a lot of time reviewing and screening all resumes to find potential candidates Therefore, there is a need for a solution to help the company save time and find quality candidates Additionally, the company has not fully utilized the advantages of its recruitment Fanpage "FPT Software Career" Established since late 2016, the company's recruitment Fanpage has attracted nearly 35,000 followers, mainly young individuals However, the frequency of job postings is inconsistent, and there is a lack of enthusiastic feedback from the Fanpage to candidates The variety of job postings is also insufficient to attract candidates effectively
Secondly, the evaluation of interview results is not conducted using a standardized form During the selection interview, Managers provide general feedback based on their interaction with the candidates, and evaluations are conducted through
79 verbal communication Similarly, the evaluation of employees during the probationary period is based solely on the company's observations of the candidate and the actual results they deliver These two processes are not documented or standardized using a common evaluation form This leads to subjective evaluation outcomes for candidates
Thirdly, the response time for interview feedback to candidates is quite long
Typically, companies send interview results to candidates who participated in the interview within 3-5 business days from the interview date However, for FSOFT's Recruitment department, the response time extends to 1-2 weeks, causing candidates to wait for a considerable amount of time This practice poses several limitations for the company as candidates may perceive the company as lacking professionalism For potential candidates in urgent need of employment, delayed feedback may lead them to accept job offers from other companies, resulting in missed opportunities for FSOFT
PROPOSED SOLUTIONS TO ENHANCE RECRUITMENT
4.1 Promote employer branding activities, effective recruitment channel selection, improve candidate quality
To address the issue of attracting high-quality candidates, FPT Software can implement a strategy to enhance employer branding activities This includes strengthening the company's reputation and image as an ideal workplace in the information technology and communications industry Here are some directions to develop this solution:
1 Define the Employer Value Proposition (EVP): Identify and articulate the unique benefits and value proposition that FPT Software offers to its employees This may include career development opportunities, a supportive work environment, competitive insurance and benefits, training and development programs, and a strong corporate culture
Crafting employer brand messages is crucial for attracting top talent By articulating the EVP in a clear and engaging manner, FPT Software can convey its unique value proposition to potential candidates The message should resonate with the target audience, emphasizing why FPT Software stands out as an exceptional workplace.
3 Expand recruitment channels: In addition to using current recruitment channels, the company needs to consider and allocate investment funds wisely and efficiently to other recruitment channels available in the market Each channel will reach different candidate sources, helping the company improve the quality of candidate profiles One recruitment channel I recommend for the company is the Ybox recruitment support website (http://ybox.vn/)
In Vietnam, Ybox has over 10 million users, ranking among the largest recruitment channels, and is widely used by renowned brands such as Unilever,
Deloitte, PWC, Pepsico, etc It is a highly reputable job search platform for candidates seeking employment opportunities, while also providing businesses with a source of high-quality candidates These channels are very popular among young people, especially recent graduates The admins of these platforms always provide dedicated support to businesses in their candidate search process They offer both free job postings and paid services at reasonable rates Below is the pricing table for job postings on Ybox.vn for businesses:
Option 1: Run 1 post category Ads are displayed to 50% of YBOX website users and visits ~ 400,000 people / month
Table 4 1: Price list of recruitment services on Ybox running 1 article category
Package Time/Amount Price (VND) Total amount
Give away a curated post on the channel's Facebook golden hour 28 posts 1,000,000 28,000,000
Give away job-related posts 28 posts 1,000,000 28,000,000
Give away branded emails 42 times 2,000,000 82,000,000
Source: Thu Uyen - Customer Service Executive, YBOX Technology Vietnam Co., Ltd Option 2: Run 2 post categories and Banner Display ads for 100% of YBOX website's users and visits ~800,000 people/month
Table 4 2: Price list of recruitment services on Ybox running 2 articles and Banner
Package Time/Amount Price (VND) Total amount
Give away a curated post on the channel's Facebook golden hour 28 posts 1,000,000 28,000,000
Give away job-related posts 28 posts 1,000,000 28,000,000
Give away branded emails 42 times 2,000,000 82,000,000
Source: Thu Uyen - Customer Service Executive, YBOX Technology Vietnam Co., Ltd
Benefits when businesses use services with fees:
− Posts are displayed permanently, prominently, not drifting down gradually
− The maximum number of candidates seeking access per month hovers at 800,000 people
− Posted primetime on YBOX Fanpage weekly
− Offers for the first time
If the recruitment channel on Vietnamworks brings in many resumes every day, but the quality of candidates is not high, then I believe that the Ybox recruitment platform will help the company attract resumes of equivalent quantity and quality
To ensure a rigorous hiring process, companies must thoroughly verify job postings and establish clear candidate qualifications This not only enables candidates to provide relevant information but also assists recruiters in identifying truly motivated applicants Investing in this approach attracts high-quality candidates, enhances the screening process, and ultimately improves the overall quality of hires.
4 Displaying employee evaluations and success stories: Highlight the experiences and success stories of current employees to provide a genuine insight into working at FPT Software This can help build credibility and attract top talent
5 Encouraging support from employees: Encourage current employees to become brand ambassadors and share positive experiences about working at FPT Software with their networks This can help enhance the employer brand and attract potential candidates
By implementing these strategies to enhance employer branding activities, FPT Software can reinforce its reputation as an employer
4.2 Evaluate interview results using a general form
This solution is aimed at addressing the limitation where interview results at the company are based solely on the interviewer's perception and evaluation, without specific, clear, and transparent evaluation forms for candidates Therefore, to help managers have specific evaluation criteria documented on paper, with evidence for each piece of information about each candidate assessed during the interview session to explain why candidates are selected or not
FSOFT is currently a technology company seeking talented and suitable candidates to join its team However, the company's interview and candidate assessment process is facing difficulties and requires a fresh and standardized approach In this situation, the Tech Interview Handbook emerges as a reliable and useful resource for you to refer to and apply in your interview process The Tech Interview Handbook is developed by an experienced software engineer who has successfully navigated technical interviews at leading technology companies The
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This article offers comprehensive preparation materials for technical interviews, encompassing programming, algorithms, system design, and behavioral skills The resources are meticulously curated and structured to assist candidates in comprehending technical requirements effectively By leveraging these materials, candidates can prepare targeted and compelling responses, increasing their chances of success in securing their desired roles.
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