30 CHAPTER 2: CURRENT STATUS OF THE HUMAN RESOURCE RECRUITMENT PROCESS AT DND CO., LTD .... Research objectives - Point out the recent problems in the recruitment process of DND Company
THEORETICAL BASIS AND LITERATURE REVIEW
Some basic concepts and the role of human resource recruitment
- What is the Recruitment process?
The process of locating, vetting, selecting, and eventually onboarding competent job prospects is known as recruitment Finding suitable candidates might be a difficult first step in the recruiting process, but technological advancements, a competitive labor market, and a workforce pool that may span five generations can make it more difficult overall
An essential component of human resource (HR) management is recruitment, which is assisted by the hiring manager and other hiring-related parties Effective hiring practices can help a business stand out from the competition and attract more candidates, positively affecting revenue
- What is the Recruitment cost?
Recruitment costs refer to the fees incurred by the organization throughout the recruiting process for new personnel A clear recruitment budget can help to drive a successful recruitment process Invest the effort to assess recruitment expenses and manage organization’s budget properly
The cost of recruiting includes not just the monetary charges associated with employing new personnel, but also the potential consequences of a poor recruitment choice These might include reduced productivity, more turnover, and more time and money spent on training and development Understanding these expenses will allow you to make more educated decisions, optimize your recruiting strategy, and ultimately enhance your business performance
1.1.2 The role of human resource recruitment a For the business
An organization requires a robust hiring procedure for a number of reasons First and foremost, a thorough hiring procedure guarantees that the company draws in and selects the best applicants for open roles The organization can improve productivity and overall performance by finding people who fit the company's culture, have the necessary experience, and have the required abilities Additionally, a successful hiring process helps the company create a diverse and inclusive staff that encourages originality, creativity, and a range of viewpoints
Furthermore, a well-run hiring procedure lowers the rate of employee churn By choosing applicants who share the company's values and objectives, recruiters can increase employee retention and satisfaction while reducing the expenses of hiring and onboarding new staff
In addition, a well-thought-out hiring procedure builds the company's reputation as an appealing workplace and strengthens the employer brand A strong employer brand draws in top talent and helps retain current staff, resulting in a more motivated and engaged team
Moreover, a robust hiring procedure enhances the standing of a corporate entity It evaluates the legitimacy of job postings and exhibits the company's professionalism and sincerity A company's implementation of a successful application process will contribute to job candidates' increased trust Consequently, this draws in highly competent candidates for your business
Lastly, an efficient hiring procedure also guarantees adherence to legal and regulatory requirements, reducing the possibility of legal action or fines resulting from discriminatory hiring practices or other infractions b For the jobseekers
First and foremost, recruiting acts as a link between job searchers and possible employers and job openings Job seekers can access a variety of employment prospects that align with their talents, qualifications, and career goals through various channels, including job boards, recruiting agencies, and networking events
Furthermore, recruiting offers job seekers insightful information on industry trends and the job market, enabling them to make well-informed decisions regarding their career routes Recruiters frequently provide advice on how to write resumes, prepare for interviews, and advance professionally By doing this, they give job seekers the tools and resources they need to succeed in the job search process
Additionally, hiring encourages networking opportunities and professional partnerships for job seekers Developing relationships with recruiters and hiring managers can result in beneficial professional opportunities, recommendations, and information about possible positions that might not be made public
In addition, hiring provides a stage for job seekers to present their qualifications, experience, and talents to possible employers Job seekers can improve their chances of getting interviews and obtaining their chosen employment by properly articulating their successes and skills during recruitment c For the society
First off, by linking people with open positions, it lowers unemployment rates and promotes job creation, which promotes stability and economic progress Recruitment increases labor productivity and efficiency by matching people with occupations that fit their qualifications and talents, which promotes socioeconomic development on the whole
Additionally, hiring encourages inclusion and diversity in the workforce, creating fair opportunities for people from many groups and backgrounds Recruitment aids in
7 removing barriers to employment and fostering social cohesion by actively seeking out individuals from various demographic groups
By recognizing and fostering people's strengths and talents, recruiting also helps society grow its skill set and make use of its talent Recruitment encourages lifelong learning and professional development by providing opportunities for career advancement, mentorship programs, and training, enabling people to realize their full potential
Factors influencing human resource recruitment effectiveness
1.2.1 External factors of the enterprise
Recruiting activities are directly impacted by the labor market's availability of qualified individuals Recruiters may need to use more aggressive sourcing techniques, provide competitive pay and benefits, or make investments in training and development programs in order to draw and keep talent in competitive labor markets where it is hard to find On the other hand, recruiters may have a wider pool of candidates in oversaturated markets, but they may also need to hone their selection criteria in order to find the best individuals
Overall, a greater unemployment rate means that more people are looking for work During high unemployment, recruiters may receive more applications for available positions, providing them with a larger pool of potential candidates On the other hand,
8 because there is a smaller talent pool in low-unemployment areas, recruiters may have difficulty finding quality candidates
Candidates frequently compare prospective employers' reputations, cultures, and growth chances While companies with less favorable reputations can find it challenging to draw in and keep talented workers, competitors with great employer brands might have an advantage in luring top personnel
Other companies may implement cutting-edge hiring procedures or technological advancements to expedite their hiring procedures and draw in top candidates To remain competitive in the recruiting market, recruiters need to keep up with the latest developments in the field and industry best practices
Technology has completely transformed the hiring process, changing how businesses find, evaluate, and select candidates Jobs are advertised more widely through social media, professional networks, and online job boards Application tracking systems (ATS) make the process of managing applications easier Recruiters can quickly and easily sort through a huge number of applications and follow a candidate's development thanks to these technologies Artificial intelligence (AI) and machine learning technologies improve speed and impartiality in decision-making by providing predictive analytics, resume screening, and even preliminary candidate assessments
Furthermore, the ability to recruit remotely has become crucial since it enables digital onboarding, online tests, and virtual interviews, which break down geographical boundaries and increase the pool of available talent Additionally, self-service portals and automated updates have made it easier for candidates to have a more tailored experience, which enhances the employer brand In the end, technology has improved hiring efficiency while simultaneously supporting diversity and inclusion programs and enabling businesses to make better educated, data-driven hiring decisions
1.2.2 Internal factors of the enterprise
Incorporating Sustainable Development Goals (SDGs) into the hiring process has a noteworthy effect on multiple levels Organizations aligned with the Sustainable Development Goals (SDGs) tend to attract and retain talent as candidates seeking purpose-driven workplaces are drawn to them Furthermore, hiring priorities must change to prioritize candidates with relevant innovation and sustainability skills and competencies in light of the growing emphasis on sustainability and social responsibility Recruiters evaluate candidates on technical skills and alignment with organizational values and commitment to SDGs, which impacts corporate culture and values
Additionally, the SDGs emphasize the value of diversity and inclusion, which encourages recruiters to give priority to programs that develop a diverse workforce and improve the organization's capacity to solve global concerns in an inclusive manner All things considered, the incorporation of SDGs into hiring procedures highlights how talent acquisition is changing and stresses how crucial sustainability and social impact are to an organization's success
The recruitment process is significantly impacted by an organization's reputation and image, which affects the number and caliber of candidates it draws While a bad reputation and image can turn off potential applicants, good reputations and images can act as strong magnets, attracting top talent Reputable companies frequently have a higher application pool, which gives recruiters access to a wider range of exceptionally qualified candidates A damaged reputation, on the other hand, can lead to a decrease in applications or a larger percentage of candidate withdrawals throughout the recruiting process, which would increase the difficulty and duration of the recruitment process Furthermore, the applicant experience is greatly shaped by an organization's reputation and image, which also affects how candidates view the company's culture, values, and general appeal as an employer
Positively regarded companies are more likely to receive acceptance offers from candidates, which raises offer acceptance rates and decreases turnover Thus, maintaining and improving a company's reputation and image is essential to effective recruitment efforts This calls for persistent work to develop a positive employer brand through open communication, employee involvement, and ethical business practices
First off, a company's capacity to draw in and hold on to top people is strongly impacted by its financial standing and future growth potential Promising employees usually want for chances to grow in their careers and receive attractive pay packages, which are more realistic in well-funded companies On the other hand, candidates might be reluctant to work for organizations with shaky finances or few resources out of concern for possible job instability or stagnation
Furthermore, the financial stability of a firm dictates its ability to allocate resources towards employee development and recruitment campaigns Rich companies are better able to attract top people because they can invest in creative recruitment tactics including employer branding campaigns, recruitment events, and targeted advertising efforts They can also recruit candidates with competitive pay, perks, and incentives, which increases their appeal as employers in the labor market
Moreover, the financial capacity of an organization also affects its capacity to offer chances for professional progress, skill improvement, and career growth Employers that provide professional development opportunities, training programs, and career growth tracks are frequently given preference by candidates A culture of ongoing learning and development is fostered by financially secure firms, which puts them in a stronger position to invest in employee training and development programs and attract top applicants
High levels of employee engagement and retention are fostered by effective leadership and management Candidates are more likely to look into positions in companies where staff members feel valued, inspired, and encouraged by their managers Top talent can be drawn to the company by positive employee experiences that are promoted through word-of-mouth or employer branding initiatives
The principles and culture of a company are shaped by its leadership A positive work atmosphere is fostered by a leadership style that values open communication, openness, and trust Prospective employees are more likely to be drawn to companies with an empowering and encouraging culture where they feel appreciated and have a real impact
Recruitment sources
Employers can utilize recruitment sources as tools to find and choose qualified applicants for open vacancies There is a wide variety of places to find candidates, and many companies apply multiple strategies The best method for finding possible hires is frequently determined by the kind of business and the kind of expert that is needed In order to more effectively hire qualified professionals, it's critical to take into account the
12 probable demographics of possible candidates For instance, working with university career offices can be most effective if a business is hiring fresh graduates or students for entry-level positions
1.3.1 Internal source a Internal Job Posting
Organizations use internal job postings as a recruiting strategy, promoting openings to just current staff members and providing them with chances for internal promotion and career growth Internal job posts provide employees with information about open positions in various departments or divisions, giving them the opportunity to consider taking on new duties and roles
Internal communication methods including firm intranet portals, email newsletters, bulletin boards, or specialized internal job boards are usually used to disseminate these postings Organizations can foster talent development, improve employee engagement, and retain key personnel by offering opportunities for professional advancement within the company through the promotion of internal job posts b Employee Referral Programs
Employers can find and attract potential candidates for job openings by using the networks of current employees through employee referral programs, which are a useful source of recruiting Under these initiatives, current staff members receive incentives for recommending qualified applicants to available positions within the organization from their personal and professional networks Referral programs are sometimes designed to provide benefits for successful referrals that result in hires, such as cash prizes, bonuses, or recognition
To promote participation, information about referral programs is frequently shared internally through forums like staff meetings, intranet portals, and business publications Organizations can access a pool of candidates who have been pre-vetted by reliable
13 insiders by reaching out to their employees' networks This results in higher-quality recruits, lower recruiting expenses, and increased employee engagement since they are involved in the hiring process c Promotions and Transfers
Within companies, promotions and transfers act as internal recruitment channels by giving current staff members the chance to grow in their careers and take on new responsibilities Promotions are the process of moving staff members up to more senior roles either within the same department or between departments in light of their abilities, performance, and room for advancement Conversely, transfers entail relocating workers laterally to different departments or responsibilities, frequently in order to meet specific demands or take advantage of their newfound experience
Usually, internal job advertising, employee development initiatives, or direct conversations between managers and HR staff are how these opportunities are shared Organizations can show their commitment to staff development, retention, and the promotion of internal mobility and growth by promoting from within and permitting transfers Additionally, when workers perceive chances for growth and career advancement inside the organization, promotions and transfers can boost morale, motivation, and job satisfaction
1.3.2 External source a Online Job Boards
Online job boards are a well-known external source of hiring for businesses, giving them a venue to post job openings and establish connections with a large number of possible applicants These platforms allow firms to access a wide range of job searchers by hosting a selection of job postings from various industries TopCV, CareerViet, Joboko Indeed, LinkedIn, Glassdoor, Monster, CareerBuilder, and SimplyHired are a few of the well-known online job boards Employers can use these
14 platforms to post job openings that include job descriptions, duties, requirements, and other pertinent information in order to draw in eligible applicants
Job seekers can use the job board interface to directly submit applications and look for job postings based on their location, preferences, and skill set Online job boards include tools such as applicant tracking systems, resume databases, and targeted advertising choices to assist businesses in finding qualified applicants quickly and streamlining their hiring procedures b Job Fairs and Events
Events and job fairs are important external sources of hiring for businesses since they give them a chance to meet prospective employees face-to-face and advertise job vacancies Job seekers with a variety of backgrounds and skill sets attend these events, which are usually hosted by professional associations, educational institutions, or industry associations Job fairs can be tailored to target particular industries, career fields, or demographic groups, which enables firms to make more effective recruitment efforts Employers put up booths or tables at job fairs and events so they can talk to participants, give them literature about their business and open positions, and get resumes from prospective employees
Furthermore, companies might hold in-person interviews or networking events to interact with possible applicants more Events like job fairs give companies an opportunity to market their employer brand, draw in top talent, and cultivate connections with applicants who might not be actively looking for work online By taking part in these events, companies can find people that align well with their job criteria and corporate culture, as well as broaden their talent pipeline c Recruitment Agencies
Often referred to as staffing companies or employment agencies, recruitment agencies are important external sources of candidates for businesses looking to fill job vacancies These organizations focus on introducing companies to competent applicants
15 for a range of positions and sectors They provide all-inclusive services that include finding candidates, screening, evaluating them, and presenting them to customer companies Recruiting agencies help candidates and client companies continuously, aid with negotiation and offer management, and conduct interviews Through collaboration with recruitment firms, companies may leverage their knowledge, connections, and assets to acquire exceptional candidates, optimize the recruiting procedure, and effectively staff job positions d Social Media
Social media platforms function as active and influential external recruitment sources for firms seeking to draw in high-caliber personnel The employment of social media sites such as LinkedIn, Facebook, Twitter, and Instagram has made it possible for companies to present their employer brand, open positions, and corporate culture to a large number of prospective employees Using interactive content, tailored ads, and interesting posts, companies may connect with passive job seekers - people who might not be actively looking for work Social media also facilitates networking and connections with professionals in various industries, allowing recruiters to identify and engage with potential candidates directly
Content of human resource recruitment in enterprises
1.4.1 Responsibilities allocation in human resource recruitment
It is necessary to clearly define who is responsible for what at each stage of the recruitment process in order to prevent duplication of effort and guarantee that everyone knows exactly what needs to be done As to the study on the hoax, the participants' obligations are as follows: a High-level leadership responsibilities:
The vital duty of overseeing an organization's hiring procedure falls to high-level leadership Their responsibilities go much beyond simple supervision; they also include formulating strategic goals and directions They first and foremost develop a thorough hiring strategy that fits the organization's objectives and long-term direction This plan comprises defining the skill sets needed, identifying the target candidate demographics, and strategically assigning resources In addition, senior executives work in conjunction with recruiting managers and department heads to specify job specifications, guaranteeing that they are in line with the organization's overall goals
Furthermore, they take on the responsibility of creating hiring rules and practices that maintain consistency, justice, and adherence to the law Another essential component of their work is budget allocation, whereby funds are set aside for a variety of recruitment-
20 related tasks, such as candidate screening and advertising Finally, through industry platforms and networking events, high-level leadership cultivates connection with prospective candidates and actively advances the organization's employer brand To put it simply, their participation in the hiring process is crucial to drawing in top talent and strengthening the organization's human resources b Department manager responsibilities:
Department managers play a crucial role in the hiring process, carrying heavy responsibility for making sure that the organization's goals and the demands of their team are met via the hiring of top personnel Their primary responsibility is to work with senior leadership to provide exact job descriptions, duties, and required skills Equipped with this knowledge, department heads take an active role in the hiring process, making use of their industry connections and knowledge to find qualified applicants They also have a major part in the application screening process, evaluating candidates according on the predetermined standards for abilities, experience, and cultural fit
During the interview process, department managers provide invaluable insights by assessing candidates' suitability and potential for contribution to their particular teams Additionally, they work in tandem with their HR colleagues to streamline the onboarding procedures for recently hired personnel, guaranteeing a smooth transition into their departmental duties Ultimately, finding talent that not only fits the team's immediate requirements but also adds to the organization's long-term performance depends on department managers' active participation in the hiring process c HR Department responsibilities:
Managers of HR departments are crucial to the recruiting process since they coordinate every stage of the talent acquisition lifecycle Their duties include anything from developing recruitment tactics to making sure new workers have a smooth onboarding process They first work closely with senior leadership to create recruitment tactics that complement the goals and culture of the company Using their experience, they create efficient sourcing routes, utilizing a range of networks and platforms to draw
21 in varied and competent applicants Creating job descriptions and making sure they correctly represent the expectations and needs of the jobs is another responsibility assigned to HR managers They supervise the screening and assessment of candidates throughout the process, using strict techniques to find the people that most closely match the demands of the company
HR managers also help with the interview process, scheduling, and making sure everyone is on the same page After being chosen, applicants are crucial in managing the onboarding process and negotiating offers, which guarantees a seamless integration into the company HR managers track and assess recruiting indicators on an ongoing basis, looking beyond specific hires, in order to streamline workflows and improve the general efficacy and efficiency of talent acquisition initiatives HR department managers are essential in attracting top talent and creating a vibrant staff because of their all- encompassing approach
The hiring process consists of multiple crucial phases, starting with determining the need for a new employee and publicizing a position to attract applicants After finding applicants, recruiters go through resumes and applications and then interview and analyze the candidates to see whether they are qualified for the position Before making a job offer to a candidate, reference checks are made to confirm their background Negotiations may take place to settle on employment terms, such as compensation and benefits Ultimately, the new hire goes through an onboarding process during which they are formally welcomed into the company and given all the knowledge and guidance they need to be successful in their new position These hiring phases guarantee businesses find and select the most qualified applicants to fulfill their workforce requirements while cultivating a favorable applicant experience
22 a Identify the needs (recruiting planning)
Strategic actions are taken as part of recruitment planning to ensure an organization has the talent to meet its current and future needs Workforce planning is the first step, which involves estimating future talent needs and assessing present staffing levels Accurately identifying position criteria through job analysis facilitates the production of engaging job descriptions Budget allocation is essential to properly support recruitment initiatives, including advertising, tools, and events Employer branding uses a variety of tactics to draw in top personnel by showcasing the company's
23 culture and values Qualified applicants are sought for using sourcing tactics that include external platforms, internal pipelines, and recommendations
The implementation of technologies that expedite the hiring process is ensured by recruitment technology evaluation Initiatives promoting diversity and inclusion help create a fair workforce, which improves organizational performance Hiring managers receive training to guarantee impartial and efficient assessment of candidates Planning for succession helps to find and develop internal talent for leadership positions in the future Data-driven changes are guided by metrics and analytics that measure the effectiveness of recruitment Organizations can maximize their recruitment efforts and link talent acquisition with strategic objectives for long-term success by participating in these planning activities b Job posting and advertising
Posting job openings and running advertisements are essential steps in the hiring process that draw in eligible applicants for positions within a company In order to reach potential candidates, this procedure entails creating job advertisements that are interesting and effectively distributing them through a variety of media To draw in qualified candidates, job ads usually contain necessary information such as the position title, duties, qualifications, and any other pertinent details
Employers can post job openings on a variety of channels, such as recruiting agencies, social media, corporate websites, professional networking sites, online job boards, and industry-specific forums When employment opportunities are properly communicated to a wide range of audiences through efficient job posting and advertising techniques, the pool of potential candidates is maximized, which eventually leads to excellent recruitment outcomes c Candidate sourcing and screening
In order to properly find and assess possible applicants, the recruitment process must include the phases of candidate sourcing and screening In order to draw in a wide
24 range of competent candidates, recruiters use a variety of strategies during the candidate sourcing process, including internal talent pools, employee recommendations, networking events, and internet job boards By being proactive, the company can make sure that a wide pool of talent is available to consider candidates for the role
CURRENT STATUS OF THE HUMAN RESOURCE
Overview of DND Trading and Services Company Limited
- Brief information of DND Co., LTD
DND Trading and Services Company Limited (DND Co., LTD) was established in 2017 with business code 0107907792 and managed by the Hoang Mai district tax department
Table 2.1: DND Company brief information
Vietnamese name Công ty TNHH Thương mại và Dịch vụ DND
International name DND Trading and Services Company Limited
Address TT2-22 Dai Kim New Urban Area, Dai Kim Ward,
Hoang Mai District, Hanoi City, Vietnam
Business Sectors Water Purifier Services
A modest group of ten driven people set out to transform the water purifier servicing sector in 2017 Driven by a strong desire to provide clean water, this young company spent its first two years of operation (2017–2018) building a solid basis At that moment, the company was located in a small apartment which was just enough to set up 5 computers
By 2019, the business had experienced extraordinary expansion The team had expanded to a strong 55 members, indicating the high service demand Not only did they flourish at this time, but they also accomplished a remarkable accomplishment by rising to the top of the water purifier service market in Hanoi at that time It also created a subsidiary, a calculated step suggesting it planned to expand and diversify beyond its primary company
The focus shifted to internal optimization and infrastructural development in 2021–
2022 The organization prioritized streamlining processes and increased the number of personnel to around 80 people They started a digitalization campaign, putting digital solutions into place to improve scalability and efficiency in every area Acknowledging the necessity of having a strong physical presence, they made significant investments in infrastructure, setting up two offices and two warehouses to enhance customer service They also established two specialized technological facilities to reach more customers
The corporation has a clear aim for the future (2023–2025): aggressive market expansion With the addition of an astounding 11 branches, they intend to build a massive network that will greatly expand both their consumer base and geographic reach The anticipated opening of three additional subsidiaries will bolster this aggressive expansion plan In addition to strengthening their position as an industry leader, this diversification shows the company's dedication to investigating new markets and potential within the water purification sector
Image 2.1: DND’s branches in Vietnam 2.1.1 Organizational structure and responsibilities a Organizational structure
Image 2.2: The Organizational Structure of DND
● Board of Directors: The people who run the company's day-to-day business operations and are responsible to the Board of Members for implementing its rights and duties
● Business department: Responsible for finding new customers, introducing and consulting on the company's services Additionally, they are the primary source of revenue for the company
● Customer service: the people who support and answer customers' questions before, during, and after using the company's services They ensure the customer experience is the best
● Admin: The people who receive orders from the telemarketing and telesales team, contacting customers to schedule appointments and select technicians suitable for geographical characteristics
● Technicians: These are the people directly involved in the process of repairing, cleaning, replacing, and installing water purifiers
● IT Department: They are responsible for ensuring the company's technology systems always operate effectively and answering customer questions about applications
● Human Resource Department: They handle everything from finding and hiring top talent to keeping employees happy and engaged This includes tasks like recruitment, performance management, compensation and benefits, maintaining a safe work environment, and ensuring compliance with labor laws
● Warehouse: This is the place to store and manage physical equipment for water purifier component replacement services b Human Resource Department
Professional, stable, and healthy This will create an ideal environment for each individual to develop their talents and enthusiasm on the path of career development, career promotion opportunities, as well as contribute to the growth of DND Company
Recognizing human resources as the main element influencing a company's growth and success As a result, the company always prioritizes providing rich types of training to its employees
DND has a policy of rewarding and acknowledging individual achievements after assessing the results of work in each phase or each project Especially with sales team members, who are the company's main source of revenue Instant bonuses and over- KPI bonuses are always given instantly during the day
● Health insurance, social insurance, unemployment insurance:
The employee is covered by health insurance, social insurance, and unemployment insurance in accordance with the provisions of the applicable labor, health insurance, and social insurance laws
DND has always paid special attention to employee arrangements during holidays, birthdays, celebrations, and annual trips These will help employees in the company always feel concerned and work with a large family
The DND continues to implement the policy to ensure that the workers are delighted with the procedures prescribed by the House of Representatives In addition, the company has adopted a policy of improving the job profile, monitoring and evaluating the work with monthly KPI criteria, thereby motivating, encouraging employees to improve and improving work performance The company also adds efficient cash each quarter as business efficiency increases
The continuous recruitment process ensures the full supply of labor requirements for the company's production and business activities The most recruited positions by
DND are in telemarketing, telesales, and technicians because of the demand for large quantities and quality
Its policy is always to encourage and facilitate staff support so that they can advance in their careers Promotion depends on the results, potential, and ability to assume greater responsibilities Important positions such as business team head and branch manager are always the target of employees The opportunity is shared equally for everyone, no matter how many years of experience, age, as long as you have a good performance in the process of working at the company
Image 2.4: Human Resource Department Structure
● HR manager: The general authority, the responsibility for all functional activities, and the duties of the department have been assigned to the company's director
Check that the governor and the staff in the room are doing their job well Manage the department's staff and assign specific intermittent and emergency tasks to the unit's employees on the orders of the company director Participate in the signing of the councils established by the company: recruitment, promotion, praise, discipline, labor protection, engineering, etc To be responsible for conducting interim and interim operations related to the following specific tasks:
- Recruitment, employment contracts, placement, termination of employment
- Social insurance, health insurance, unemployment insurance, physical insurance
- The reward, the discipline of the room, the company
- Preparation of statutory documents and company statutes
- Other work aligned by Directors
● Administrative Employee: The main daily job of an administrative employee is to handle related paperwork and labor contracts Their responsibilities could include writing clear and accurate letters and emails, producing reports or presentations, or making sure that all paperwork is correctly filed and available They will be the first to order supplies, such as coffee and printer cartridges, and they may even make travel plans for coworkers going on significant business trips In addition, they will do other tasks assigned by the HR manager
● C&B Manager: This position will be responsible for quite a variety of jobs
In terms of Reward and Salary:
- Development and implementation of the company's remuneration policy
- Handles proposed salary increases, disciplinary measures and salary-related documents
- Monitors and manages employee day-off and overtime work
- Calculate and pay wages, rewards, and allowances to the workers on time
- Resolve workers' complaints about remuneration
- Make an annual personal income tax report
- Calculate and pay personal income tax to employees
- Help employees with personal income tax refunds
- Employee guidance on personal income tax filing and registration
- Monitor and update state personal income tax regulations
In terms of Insurance and Union Corporation:
- Filing social insurance, health insurance, unemployment insurance for workers
- Monitor and update state insurance regulations
- Helping employees solve insurance-related issues
● Accountant: Their core duties revolve around tracking the company's money They meticulously record every financial transaction, ensuring the accuracy of bank statements and keeping detailed records of income, expenses, assets, and liabilities Moreover, they are in charge of calculating employees’ salaries at the end of every month
● Recruitment Specialist: They are responsible for tasks related to recruitment within the company They will plan recruitment and KPI every week In addition, each specialist will be in charge of 3 interns recruiting, managing, supporting, and guiding them during the internship process At the present time, they are focusing on mass recruiting for two positions: Telemarketing and technicians for branches nationwide
2.1.2 Human resource situation in the company
The business is conscious that the human element is crucial to its success or failure, that skilled workers should be assigned to appropriate professions, and that competent personnel will grow into valuable assets in the company's operations The corporation maintains a record of its workforce each year that includes information on the overall number of employees, their degree of work, and their organizational structure a The number and the changes of personnel in the company
Table 2.2 Personnel situation changes of DND Company in the period of 2021-2023
Num of Employees at the beginning of period
Num of Employees at the end of period
Factors influencing the recruitment process at DND Co., LTD
Corporate recruitment is influenced by many factors, including external and internal environmental factors
2.2.1 External factors: a The policies and regulations of the Government labour law
Companies in general and DND Ltd in particular need to make sure that Vietnamese laws are strictly followed The revised, supplemented, and improved laws mandate that hiring practices be updated, that orientation be altered, that suitable procedures be implemented in agreement with the legal framework, and that labor and business regulations be followed The company has fully complied with the recruitment, employment and training regulations set out in the Labour Act 2023 At the same time adhering to salary, salary and insurance policies The Company has adopted a policy on minimum wage in Region I and II as set out in Decree No 38/2022/ND-CP: Prescribing
51 statutory minimum wages paid to employees working under employment contracts In addition, the company has followed the Retirement ages of employees under ordinary working conditions as prescribed in clause 2 of Article 169 of the Labor Code Furthermore, DND has strictly adhered to the provisions of the Law on Occupational Safety and Hygiene to ensure a safe and clean working environment for its employees b Labour market
According to General Statistics Office (GSO), Labour participation rate in 2023 is 68.9%, up 0.3 percentage points from 2022 The male labour force participation rate was 75.2 per cent, up 0.2 percentage points from the same period last year, while the female figure was 62.9 per cent
Image 2.5: Vietnam’s workforce, period 2019-2023 (millions people)
The increasing number of people entering the labour market in recent years is a positive sign for the DND The period 2022-2025 is when DND focuses on expanding, building more branches and building a brand image, so the demand for recruitment is huge, requiring a large and diverse labour market to provide the company with staff
However, according to GSO, in terms of quality, there is still a lot of inaccessible, limited labour supply that does not meet the demands of a modern, flexible, sustainable and integrated labour market (about 38 million workers are untrained from the primary level or above) This figure shows the challenge of improving the level of technical
52 expertise of the workers Therefore, the development of specific training policies and programmes is a very urgent requirement in the future c Competitor’s recruitment activities
DND provides repair, replacement and warranty of water purifier In fact, there are not so many companies in the market that work in this field However, this is a service that all water purifier manufacture companies provide DND has to compete with the services of Kangaroo, Karofi, Sanaky, Asanzo These are all big names and they've been on the market for years So they've succeeded in building a brand image as well as a reputation for both users and employees From there, they're also easier at attracting potential candidates to the company Meanwhile, DND is a start-up founded in 2017, with a name as well as a reputation that cannot be compared to the above-mentioned brands, so this is a way that DND needs to pass in the recruitment process
Take the official website of the DND company, for example, the website of DND is only for advertising services and products without any information about job positions and recruitment While competitors like Kangaroo, Asanzo always has a recruitment item on the website
Image 2.7: Asanzo Website d Technology development
The development of technology has had a positive impact on the recruitment process of DND At DND, the HR department is focusing on attracting candidates through online platforms like TopCV, Facebook, where the company can easily reach new potential candidates Moreover, thanks to technology, the recruitment process at the company has been shortened and faster Currently, the company uses the Zalo platform to conduct online interviews with remote candidates This saves both sides time and increases recruitment rates
2.2.2 Internal factors: a Brand image and reputation
One of the biggest weaknesses of DND is its brand image and reputation DND is a start-up project that started in 2017, after seven years of operation and now they have many branches across the country, they have provided services to thousands of families each year However, the company's brand spread is weak They're just focusing on selling services and not investing in improving their brand image Despite the fact that the reputation and the brand image of the company are the factors that build the candidate's
54 trust in the organization, contributes to recruitment attractiveness, improves the quality of profile screening A survey of the percentage of employees who knew about the company before recruiting me gave the following results:
Table 2.6: Percentage of employees who knew about the company before recruitment
You knew DND before applying 11 5.4
You only knew DND by Job postings 178 88
You've been introduced to work by a company employee
The results of the table show that, although 88% of applicants were unaware of the firm before submitting their application, the company's standing in the industry hasn't actually drawn prospects to the hiring process The fact that 88% of employees were unaware of the company prior to applying revealed that the company's reputation and image are not well-known to the general public Furthermore, 5.4% of candidates knew about the company before they applied is alarming This figure makes it even clearer that the company's existing problem is weak brand image This is terrible for recruitment because it will make candidates psychologically afraid to apply to unidentified companies, which will keep the company from hiring many people Therefore, in order to draw prospects, the organization must improve its reputation, brand, and image through a variety of media platforms b Corporate human resources policy:
Personnel policies such as salary, rewards, training, promotion, other regimes that facilitate the comprehensive development of workers and the atmosphere of collective work also affect the recruitment of workers The corporate treatment is not appreciated, although there are social insurance schemes under the law, in DND there is no health care room, annual, periodic health examinations for employees At the same time, the company hasn't provided services such as a dining area or a rest area In fact, the promotion, motivation policy is not highly appreciated, even though the company has a clear policy of reward, employee promotion However, excessive KPI and efficiency demands make it too difficult for employees to develop a reputation path Fortunately, corporate cultural activities, tourism, skills training are being deployed strongly The results of the survey on the factors that attract candidates to the job are as follows:
As a result of a survey conducted by the author, 20 respondents (these are candidates or current employees of the company) were asked about the factors that influenced their decision to apply for a job According to the above figures, the two factors most interested in the candidates are salary and promotion opportunities, 65 people (32%) and 85 people (42.3%) respectively Therefore, in the recruitment postings, the Company must clearly
56 mention the information of salary for the position Moreover, the employee's development path should also be clarified during the interview, as almost half of the respondents are interested in their future at the company In addition, DND needs to strengthen its motivation policies, training policies, rewards and remuneration policies c Organizational culture and working environment
Every year, International Women's Day, birthday celebrations, tourism, lucky money, year-end parties, and other traditional cultural events are all held at DND When coworkers get together, they socialize, build understanding and unity, and unwind after a demanding workday In addition, DND is a new, young start-up, so most employees in the company belong to the younger generation, so the working atmosphere is always fun and lively Thanks to this, the working spirit of the employees is always positive and comfortable, facilitating increased efficiency of work Additionally, the company's leadership consistently fosters a welcoming environment, and staff members are free to voice any concerns they may have about the system directly to them DND's culture and work environment make it more and more appealing for employees to work there, which helps with recruiting and draws in applicants d Ability of the recruitment managers and employees
Practical recruitment process at DND Co., LTD
2.3.1 Responsibilities allocation in recruitment process a Company Director
The hiring procedure at DND was significantly influenced by the company's director,
Mr Ngo Vinh Tuan Decisions about hiring, hiring requests for department heads' personnel, signing trial contracts, and official employment contracts are all approved in relation to the hiring process Furthermore, he was detained in order to participate in face- to-face interviews with department heads, deputy directors, chief accountants, etc These positions need direct interaction with directors to manage the business and hold significant positions within the organizational structure, thus involvement in the corporate leadership interview process is necessary to identify the best candidate b Department Managers
The responsibilities of Department managers are as follows:
- The head of the department who finds their department lacking people must write a staff proposal and a staff requirement to the director for consideration When it comes to personnel requests, we need to ensure the exact number of people, qualifications, skills
- Candidate interview round participation: Those with strong resumes will be contacted by the HR department, which will also set up the interview time and provide the list of qualified applicants to the head of the interview department in question If an internal applicant is successful, the head of the department that needs to hire will apply to the Head of HCNS for consideration and then submit it to the Director-General for approval in order to transfer the candidate's employment The HR division prepared a decision to move the task after approval Prior to assuming the new role, the staff member needs to negotiate an agreement with the replacement
- Finally, when the candidate has completely passed the steps of the recruitment process The department managers are required to host and initiate corporate culture training and professional training for new employees After a week of trial, they need to observe, evaluate and formally decide whether the new employee is fit for the company c Human Resources Department
The HR department plays the most important role in the recruitment process because they will work directly with the candidates and be responsible at all stages
- After receiving notification of a position to be recruited in the company from the head of the department, the recruiter finds a recruitment source and is responsible for meeting the needs of the personnel With important positions such as department heads, group leaders, the company will prioritize considering promoting existing employees because they are familiar with the work and have experience working at the company In addition, the use of existing staff also saves the company's costs for the process of finding new candidates Unlike low-level positions like Telemarketing, Technicians, companies need to recruit large numbers, so they're looking for sources from outside
- Next, based on the requirements of qualifications and skills of the recruitment position, the HR officer will write a detailed job description, send it to the HR chief and the chief officers for review and editing And then the HR department started posting recruitment reports, screening candidates, preliminary calling, scheduling interviews
- Finally, the HR department is responsible for sending an e-mail notification of the interview results to the candidate within three days After a week's trial, the HR department will formalize the contract for the new employee
In order for recruitment to be highly effective, we have to build a scientific and practical recruiting process Likewise, in order to be able to select the best employees to suit the job requirements, DND also built its own recruitment process The recruitment
59 process of DND applies to all positions in the company This process consists of following stages:
Image 2.8: The Recruitment Process of DND Company
This procedure outlines how to hire, makes sure that the organization's needs for human resources are satisfied, and supplies enough workers to support the production activities
In particular, during the hiring procedure of the subsequent business:
1 Identify the needs and recruitment planning
To prepare for a recruitment campaign, HR manager and Department Managers need to sit down and discuss the recruitment plan carefully and meticulously They consider the abilities, workload, and capabilities of the company's present workforce They take the company's objectives such as expanding or taking on new projects into account Next, they look into external developments, such as new technologies or the actions of rival businesses This aids in their comprehension of the potential skill sets required by the business
The department manager is comparable to the team member with in-depth knowledge They communicate the demands and difficulties of their particular team to
HR For instance, take the Telemarketing position as an example, this is a position that does not require specialized knowledge but has high requirements for soft skills To be able to accurately select suitable people, the sales manager needs to clarify candidate selection criteria with the human resources manager From there, it will be easier for them in the screening process, and will save time by not having to worry about unqualified candidates
The results of some positions Target of DND in 2023 are shown in the following table:
Table 2.8: Reports of recruitment needs in 2022 – 2023
From the data table above we can see the recruitment needs of the DND company in 2022 and 2023 2022 is a major development milestone for DND, they were starting to build more branches across the country so the demand for Technicians and Telemarketing positions is huge to be able to improve their ability to meet customer service needs At the moment, the company is building two new offices, two warehouses and two service stations In early 2023, they planned to build the 10th branch, and they succeeded So the number of Technicians increased dramatically, with plans for about eight employees in each branch In addition, the company has a number of office positions, such as BackOffice (IT Support, Accountant, Department managers, Interns)
In addition, during the recruitment planning process, department managers and human resources managers will agree on the selection method and the cost the company is willing to spend to find quality candidates This step plays a very important role deciding wether the campaign goes well or not In reality, there have been many large recruitment campaigns of DND company with high costs but insignificant effectiveness Therefore, careful planning and preparation for possible scenarios is something that must be done seriously before embarking on implementing the campaign
Table 2.9: The forecast recruitment cost of DND Company for the period
According to the table, it can be seen that the DND company's recruiting expenses are rapidly increasing The firm plans to grow its operations and open more locations around the country between 2022 and 2023, creating a high need for staff Furthermore, the mass recruiting organization concentrates on three major positions: telesales, telemarketing, and technicians So TopCV is the finest platform for large-scale recruiting This explains why the cost of posting is so high (5,015,000, 11,520,000, 23,605,000) in 2021, 2022, and
2 Job posting and Talent acquisition
This is the next key step in the DND company's recruitment procedure After HR manager completes the meeting and finalizes the recruitment plan and some fundamental information such as position, quantity, time, criteria, etc., she will promptly start a meeting with the human resources staff to distribute this information After clarifying the recruitment requirements, the tasks will be divided by group, by individuals
At this step, in terms of job postings, they will usually be made by interns and then approved by the HR manager Writing a job description for job posting is not too difficult, but you need to ensure important information such as main tasks, benefits, and requirements Additionally, posts will have different content depending on the platform chosen For example, Facebook posts will often be short, understandable, and can stimulate curiosity While TopCV or CareerViet are platforms which require clear information
Table 2.10: Results of DND recruitment sources survey
Online Job Board (TopCV, CareerViet, LinkedIn,
RECOMMENDATIONS TO ENHANCE THE RECRUITMENT
Diversify the recruiting sources
One of the biggest problems with the recruitment process at DND is that they're overly dependent on the only two recruiting sources, namely TopCV and Facebook This leaves the serious consequence of insufficient number of candidates and lack of diversity
To optimize the effectiveness of the recruitment process, DND needs to expand its resources to attract candidates Some sources that DND may consider to include in the recruitment process
Utilizing internal sources for recruitment provides DND with a plethora of benefits Firstly, it proves to be a cost-effective strategy, minimizing expenses associated with external recruitment processes Moreover, hiring internally often results in a quicker onboarding process, as candidates are already familiar with the company's operations and culture By promoting from within, companies foster a sense of loyalty and motivation among existing employees, thereby boosting retention rates and overall morale
Additionally, internal hires bring with DND a wealth of institutional knowledge, contributing to smoother transitions and enhanced productivity Furthermore, aligning internal candidates with company culture reduces the risk of turnover and ensures a better cultural fit Investing in talent development and succession planning not only nurtures
81 employee growth but also establishes a robust pipeline of skilled individuals poised for future leadership roles In essence, leveraging internal sources for recruitment not only offers practical advantages but also reinforces organizational cohesion and long-term sustainability
Attending job fairs offers DND a great chance to network with a variety of talent and build its brand DND company can positively impact prospective hires by showcasing its business culture and values through direct engagement with prospects Employers can also meet a lot of candidates at job fairs in a short amount of time, which helps with effective hiring Furthermore, networking at job fairs with other companies and industry professionals might result in beneficial alliances and joint ventures All things considered, using job fairs to acquire staff members helps businesses draw in top talent, strengthen its employer brand, and widen its professional network
Leveraging universities and colleges for recruitment offers numerous benefits to DND Firstly, these institutions serve as hubs for cultivating young talent, providing access to a pool of graduates with fresh perspectives, enthusiasm, and up-to-date knowledge in various fields By establishing partnerships or participating in career fairs and campus events, DND can directly engage with students and recent graduates, showcasing its employer brand and career opportunities This proactive approach not only allows DND to identify and attract high-potential candidates early in their careers but also fosters long-term relationships with educational institutions, facilitating ongoing talent pipelines
Furthermore, recruiting from universities and colleges enables companies to diversify their workforce, tap into specialized skill sets Moreover, DND is a start-up company, with most employees between the ages of 18 and 29, a young and dynamic working environment To promote this spirit, DND needs to continue to focus on young staff - something that a university can easily offer
With billions of users worldwide, platforms like LinkedIn, TikTok, YouTube, Twitter, and Instagram offer unparalleled opportunities for DND to showcase its employer brand, share job openings, and connect with passive job seekers By maintaining an active presence on social media, DND can humanize their recruitment efforts, providing insights into their culture, values, and team dynamics Additionally, social media enables DND to target specific demographics, industries, or skill sets, allowing for more precise and cost- effective candidate sourcing Through interactive content such as videos, blog posts, and live Q&A sessions, DND can actively engage with candidates, answer questions, and build relationships even before the formal application process begins Moreover, social media platforms facilitate networking and referrals, as employees and followers can easily share job postings with their networks, expanding the reach of recruitment efforts Overall, integrating social media into recruitment strategies empowers DND to access a diverse talent pool, enhance its employer brand, and adapt to the evolving landscape of talent acquisition in the digital age
First off, sponsoring scholarships demonstrates a commitment to education and community investment, enhancing the company's reputation and brand image which DND has not been focusing on since it was established By supporting students' academic pursuits, DND can cultivate positive relationships with educational institutions and foster goodwill within its communities Moreover, scholarship programs provide an opportunity to identify and engage with high-potential talent early in their academic careers By offering financial assistance and mentorship opportunities, DND can attract ambitious students who may become valuable assets to the organization
Additionally, scholarship recipients often feel a sense of loyalty and gratitude towards the sponsoring company, increasing the likelihood of their interest in future employment opportunities Furthermore, scholarship programs allow DND to diversify their talent pipeline, promoting inclusivity and innovation within the workforce Overall,
83 leveraging scholarship programs for recruitment not only strengthens the company's brand and community presence but also nurtures a pipeline of skilled and motivated individuals poised for future success within the organization.
Add Applicants’ Health Check
Firstly, it helps ensure that candidates are physically and mentally capable of performing their duties safely and effectively Depending on the nature of the role, specific health requirements may be necessary to meet regulatory standards or ensure workplace safety Take Telemarketing and Telesales as examples, these are two positions that require good communication and flexibility In addition, their daily job is to make phone calls and communicate with customers for about eight hours a day, which requires employees to be in good health to maintain the best quality of service So, if the candidates have a number of respiratory or respiratory-related diseases like COPD, lung cancer, pleural effusion, pneumonia, etc, they will not be able to guarantee the performance and efficiency of their work
Furthermore, promoting a culture of health and wellness from the outset can have long-term benefits for both the individual and the organization By encouraging candidates to prioritize their health and well-being, companies demonstrate a commitment to employee welfare and foster a positive work environment In addition, checking applicants' health as part of the recruitment process helps companies make informed hiring decisions, ensures compliance with legal requirements, promotes workplace safety, and contributes to employees' overall health and well-being
3.3 Add Reference Check Step in the Recruitment Process
First of all, it offers insightful information about a candidate's prior performance, work ethic, and demeanor as seen by former clients, coworkers, or bosses The candidate's credentials, abilities, and experiences as stated in their résumé and throughout the interview process are supported by this information
Reference checks can also assist in confirming that an applicant has provided accurate information about their work experience and educational background, confirming that their application was genuine This lessens the possibility of employing somebody who would falsely portray their experience or credentials
By default, at DND, the information on the CV is considered accurate, which is sometimes a big problem In fact, there are many candidates who show that they have years of experience in the position that the company is recruiting However, after the interview, company’s department managers realize that their real ability is not as good as they write in the resume , which makes the employer feel like they're being deceived So, in order to improve this situation, reference check is a necessary step to take before the appointment for the candidate's interview
One of the reasons why the recruitment process at DND hasn't really worked as expected is because it hasn't reassessed the effectiveness of previous recruiting campaigns
It enables the company to assess the effectiveness and success of its recruiting and attracting top talent recruitment campaigns DND may better understand its recruitment methods and pinpoint areas for improvement by evaluating critical metrics like time-to- fill, cost-per-hire, and applicant quality
DND Company can find bottlenecks, inefficiencies, or pain spots that may be impeding its ability to draw in and keep top talent by evaluating its recruitment process DND may improve the applicant experience overall, expedite the process, and save up time and resources by identifying these weak points and implementing focused solutions
DND may also better match its recruitment tactics with their talent acquisition goals and business objectives by assessing the efficacy of the hiring process The company may more efficiently manage resources and concentrate its efforts on channels that produce the most excellent results by knowing which recruiting strategies are most effective in locating suitable individuals and filling crucial vacancies
Furthermore, by evaluating the hiring process, DND may maintain its competitiveness in the labor market by staying abreast of changes in the applicant pool, technology breakthroughs, and industry trends DND may maintain flexibility and responsiveness to evolving market dynamics and personnel requirements by consistently assessing and modifying recruitment tactics
The fact that DND lacks a marketing department is perplexing since it prevents them from building a positive business image, which results in extremely poor brand recognition and reputation This is one factor that has an indirect impact on the effectiveness of hiring In actuality, applicants apply to companies partly because of their reputation and image, which DND doesn't care about
In addition to drawing in elite talent, a strong brand reputation helps DND stand out in the competitive employment market Positively branded organizations tend to attract candidates since they are thought to provide attractive work environments and growth prospects This positive view not only increases application rates but also fosters employee recommendations, which broadens the talent pool with reliable endorsements Employee satisfaction and retention are also impacted by a good brand image since people are more inclined to stick with a firm they are happy to be affiliated with Essentially, a company's brand image acts as a strong magnet, drawing in applicants who share its goals, beliefs, and culture
One of the most useful tools available right now is the creation of social media platforms; Tiktok is a prime example Many businesses now take use of young people's creativity, which DND does have, to produce viral videos and post them on the most popular social media platform Doing this well helps the brand image spread easily and the name DND is imprinted in the minds of users - people who can become future customers of DND
Suggest a new recruitment process for DND Company
After researching and analyzing the problems in the recruitment process at DND, the author proposes a process to improve the process In the new process, the author proposed three new steps: Health Check, Reference check, and Effectiveness Assessment The reasons for these changes have been mentioned above
In this thesis, I conducted a field research study to investigate the effectiveness of the recruitment process management in DND Trading and Services Company Limited Through a comprehensive exploration of theoretical foundations, literature review, an overview of DND Company, and an in-depth analysis of its recruitment process, valuable insights have been gained
Chapter 1 provided a theoretical framework and literature review, laying the groundwork for understanding recruitment process management principles and best practices This foundation informed our subsequent analysis and evaluation of DND Company's recruitment process in Chapter 3