THE PROCESS OF RECRUITMENT AT QUANG THANH REAL ESTATE JOINT STOCK COMPANY

THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUẢNG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY

VIETNAM GENERAL CONFEDERATION OF LABOUR TON DUC THANG UNIVERSITY FACULTY OF FOREIGN LANGUAGES - INTERNSHIP REPORT THE PROCESS OF RECRUITMENT AT QUANG THANH REAL ESTATE JOINT STOCK COMPANY Student: NGUYỄN PHƯƠNG QUYÊN Class: 10000102 (10AV2D) Reg.No: 01001150 Supervisor: NGUYỄN THANH PHƯƠNG April, 2014 ACKNOWLEDGEMENTS First of all, I sincerely thank the teachers of Ton Duc Thang University who have created conditions for me to get this internship time Specially, I would like to thank my instructor Ms Nguyen Thanh Phuong – MBA from Ton Duc Thang University who have wholeheartedly instructed, gave me knowledge and imparted practical experience during my internship period I have tried my best to implement her constructive suggestions and completed this report in a comprehensive manner I am also thankful and acknowledged to my supervisor Ms Pham Thi Thu Hang – Director of Training and Manager of Online Sales Department of Quang Thanh Real Estate Joint Stock Corporation for her all supports and guidance’s Besides, I would like to express big thanks to the staff of HR Department who have provided me valuable documents and practical experience All of them helped me to complete my report timely and successfully All the knowledge that teachers imparted and experiences I learned from the staff in the company during the internship time will be baggage for me on my career in the future ASSESSMENT SCORE In figures Examiner 1’s full name & Signature Examiner 2’s full name & Signature In words Assessment criteria: Content: Organization: Vocabulary, Grammar, Spelling and mechanics Comments: CHAPTER I: OVERVIEW OF QUANG THANH REAL ESTATE JOINT STOCK CORPORATION Information about the company 1.1 General information of company − Company name: Quang Thanh Real Estate Joint Stock Corporation − Company logo: − Address: 250 Nguyen Thi Minh Khai Street, Ward 6, Dicstrict 3, Ho Chi Minh City − Telephone number : (08) 38888720 − Fax: (08) 39309577 − E-mail: tuyendungqt.phcns@gmail.com − Website: quangthanh.vn 1.2 History of establishment and growth In August 20th, 2007 Quang Thanh Real Estate Joint Stock Corporation was established Quang Thanh Real is doing business in a lot of fields, especially in introducing new products of company to customers As a professional consultant and reputable distributor, Quang Thanh Real Estate Joint Stock Corporation wants to devote and bring the success to their partners and customers Thereby, they want to develop Vietnam Real market be stronger Function, missions, visions and core values 2.1 Functions: Quang Thanh Real Estate Transaction Mark was formed with the hope to create an effective, reliable information channel so that investors, organizations, domestic and foreign individual can approach and carry out property transaction quickly and safely Concurrently, the Company will promote the professionalism and improve the competitiveness of products on transaction mark 2.2 Missions: − Gradually transform to provide diversified types of real estate services by the most professionalism manner − Continuously create, improve professionalism and not stop providing optimal solutions for creating the most favorable conditions to clients − Be a reliable, reputable connection among buyers and sellers in real estate transaction market 2.3 Visions: − Become a leading business in investment and real sales professionally in Vietnam − Link and strongly develop in fields of project investment and financial project − Train and build the staff with dynamic, good qualifications, adapting oneself to new markets and passionate in real estate 2.4 Core value: Improve activities of real estate in Vietnam to a new level Organization structure of the companyBoard of Directors Accounting Department Human Resources Department Sales person Marketing Department Sales Department Personal Assistant Project Department Picture 1.1 Organization structure in Quang Thanh Real Estate Corporation (Sources: Human resources Department) The organization structure of company is arranged scientifically and has an important role in making business operation highly efficient Resources of the company 4.1 Facilities − Working environment impacts significantly on the creativity and working productivity of employees Understanding this, Quang Thanh Real Estate Corporation is always trying to improve facilities in the best to meet demands as well as activities at the company for employees − In order to ensure the best working conditions for employees, the company’s serve system is located in the prestigious telecommunications networks such as FPT, Viettel The computer system is always updated latest software that serves the jobs − Offices are scientifically designed, suitable for the requirement of team working The rooms are equipped with lighting, modern air conditioning system − The company is constantly striving to build better facilities, some days the company’s employees will be working in modern buildings 4.2 Labor force ChCChart 1.1 Structure of human resources in Quang Thanh Real Estate Corporation Business operation result of Quang Thanh Real Corp 5.1 Table As per data of Accounting Department, business operation result of the Company in recent months as follows: (Unit: billion VND) October November December January February 2012 2012 2012 2013 2013 Revenue 1,632 1,894 2,133 2,583 2,822 Cost 1,202 1,417 1,615 1,972 2,198 Profit 0,430 0,477 0,518 0,609 0,624 Table 1.1 Business operation result of Quang Thanh Real Corp 5.2 Chart Unit: Billion VND Chart 1.1: Business operation result of Quang Thanh Real Corp Comments: Gerneral, Quang Thanh Real Corp’s revenue is increased every month In October 2013, it reached 1,632 billion VND and months later, Quang Thanh Real Corp reached 2,822 billion VND The revenue increased by about 1,190 billion VND and the profit rose approximately 194 million VND Advantages and challenges 6.1 Advantages − The Company operates prestigiously and has brand name in the customer’s mind − Products are the low- end segment so they meet the customers’ requirements − Quang Thanh Real Corp has powerful and professional the staff trained before beginning work − There are many solutions to solve difficulties in real estate market in 2014 and the coming years 6.2 Challenges − Because of the economic crisis, investment capital in real estate is declining − Nowadays, the market is more fiercely competitive; the customers’ demands increase more remarkably − The training programs need to be improved And the employees’ skills are trained by the local level, so they are not specialized CHAPTER II: ANALYSING THE ACTUAL SITUATION OF RECRUITMENT PROCESS OF QUANG THANH REAL ESTATE JOINT STOCK COMPANY Personnel policies in Quang Thanh Real Estate Company 1.1 General learning about personnel policies 1.1.1 Definition Personnel policies define treatment, rights, obligations and relations of people in an organization They are blueprints by which the organization runs – rules and procedures that protect workers and the organization from being abused, put them in control of their job and keep them from making errors that will hurt the organization or one another It may be hard work to devise a set of policies, but when situations arise that need answer, you’ll see how helpful they are 1.1.2 Including Personnel policies may differ significantly from organization to organization, but they must contain instructions and rules for dealing with issues and overcoming obstacles that may present themselves both during days and under extraordinary circumstances They touch on relations (staff/staff, staff/ administration, etc.), expectations (hours worked schedules…), and ways of doing things (who gets to use what equipment when, how to arrange a sick day…) that effect employees’ life and running of the organization 1.1.3 Types of personnel policies These may be classified into several categories depending on (1) their sources (originated, appealed and imposed), (2) scope (general and specific) and (3) from (written and implied) These may be stated thus: − Originated policies: these are established by top managements deliberately so as to guide executive thinking at various levels − Appealed policies: these are formulated to meet the requirements of certain peculiar situations which have not been covered by the earlier policies Such requests usually came from subordinates who fail to handle the cases based on guidance offered be existing policies − Imposed policies: these are formed under pressure from external agencies such as government trade associations and unions − General policies: they reflect the basic philosophy and priorities of the top management in formulating the brand plan for mapping out the organization’s growth chart − Specific polices: these policies cover specific issues each as hiring, rewarding and bargaining Such policies, however, should be in line with the basic framework offered by the general policies − Written policies: they spell out managerial thinking on paper so that there is very little room for loose interpretation − Implied policies: they are inferred from the behavior of members (such as dress code, gentle tone while talking to customers, etc.) 1.1.4 Advantages of personnel policies Policies as useful instructional devices offer many advantages to the personnel working at various levels These are: − Delegation: they help managers operating at different levels to act with confidence without the need for consulting superiors every time − Uniformity: they increase the chances of different people at different levels of the organization making similar choices, when independently facing similar − Better control: as personnel policies specify the relationship shared between the organization, management and its employees, they allow members to work towards achievements of the objectives of the organization without friction/ conflict paving the way for better control − Standards of the efficiency: policies can also serve as standards in the execution of work They enable the management to see if they have been translated into action by various groups in the organization or not In the light of actual performance existing policies may be subjected to amendments/ refinement − Confidence: policies make the employees aware of where they stand in the organization and create confidence in them while controlling routine and recurring problems They reduce chances of misinterpretation, misrepresentation and friction − Speedy decisions: policies can speed up decision making by providing a blanket framework within which personnel decisions can be made They summarize past experience − Coordinating devices: personnel policies help in achieving coordination If organizational members are guided by the same policies, they can predict more accurately the actions and decisions of others 1.2 Personnel policies in Quang Thanh Real Estate Joint Stock Company Policies and procedures vary from company to company, so Quang Thanh Real Corp also has itself own some important policies These are: − Training and orientation 10 Once hired, employees typically go through an orientation and training process to learn about their new employer and how their job function fits into the overall goals of the business During this time, employees may attend training sessions, shadow other employees, get assigned a mentor or include training and orientation procedures in personnel policies so that new employees understand and are prepared for their new position There are number of courses that the employees will be trained without having to pay tuition at Quang Thanh, such as: + Vocational guidance + Marketing in the real estate business + Skills for working with customers − Employee benefits The company offers employees a diverse set of benefits, including everything from health, dental and vision coverage to short-term disability coverage, life insurance, and employee housing and tuition reimbursement − Work schedule, breaks and leave Whether a company offers flexible schedules or employees work in shifts, personnel policies provide guidelines for when an employee should report to the office for work and when he should leave Personnel policies also include the procedures for calling in sick, information on jury duty and how time off for bereavement is handled At Quang Thanh Corporation, all employees’ working time is from a.m to p.m (from Monday to Friday) and from a.m to 12 a.m (on Sartuday) − Salary Title and pay are generally very important issues Recognition and earning money are the two main reasons most people work after all While employees at your company will likely have diverse salaries, including salary ranges or a salary scale in personnel policies, where applicable will give employees an idea of how much money they can potentially make if promoted − Performance reviews and promotions The reasons for reviewing an employee’s performance may seem obvious; However, the reasons for and the frequency of reviews should be part of your personnel policies Policies regarding reviews might make clear: + Who does the reviewing? + The standards or criteria used for reviewing the employee’s performance 11 + The actual form that reviews will take + How often reviews occur + The consequence of a positive or negative performance review on an employee’s job and advancement opportunities − Terminating employment The Company should state how employees or employers can terminate employment at a company The policies will outline how much advance notice must be given and in what format, as well as information on severance packages, returning company keys and equipment and ending access to company records 1.3 Recruitment policies in Quang Thanh Real Estate Joint Stock Company The recruitment policy of Quang Thanh Real Corp provides a general statement in respect of the equality and diversity in the recruitment process, and provides greater detail for the following: 1.3.1 Equal opportunities in recruitment It is against the Company’s equal opportunity policy and against the law in many cases to discriminate either directly or indirectly on the ground of race, nationality, ethnic origin, gender, marital status, pregnancy, age, disability, sexual orientation, gender reassignment, and ethnicity, cultural or religious belief All employees are required to comply with the requirements of this policy at every stage of the recruitment process including production of job descriptions, advertising material, and instructions given to recruitment agencies, shortlisting of applications, interviewing, selection decisions and offers of employment All Company’s policies and procedures reflect our commitment to achieving and maintaining equal opportunities within the workplace It is the responsibility of every employee to monitor and evaluate formal and informal practices and procedures to ensure that they not directly or indirectly discriminate against any individual or group of society Any employee who is found to be discriminating in any way during the recruitment process will be subject to the disciplinary procedure and may be liable to dismissal 1.3.2 Monitoring equal opportunities, equality and diversity in recruitment In order for the Company to monitor the effectiveness of the recruitment and Equal opportunity policy, it is necessary that all candidates complete the Equal opportunity Monitoring Form Any data which is collected regarding gender and ethnic origin will be collected solely for the 12 purpose of monitoring equal opportunities and will be held confidentially by the Company and protected from misuse Personnel policies govern the ways in which staff members interact with an organization and with one another They protect both workers and the organization, and set the tone for what it’s like to work in a particular place How well personnel policies are written can make or break the work experience for everyone involved The clearer those policies are, the more closely they are tied to the philosophy and mission of the organization, the more carefully they are drawn; and the more directly they address the situations they are meant to govern, the more effective they will be Current situation of human resource recruitment in Quang Thanh Real Estate Joint Stock Company 2.1 Recruitment process As stated earlier, recruitment process is a systematic process that consists of various steps Accordingly, Quang Thanh Real Corp also has a recruitment process that comprises the following steps: Identifying the vacancy Preparing job description and person specification Advertising the vacancy Managing the responses Short listing Arranging interviews Making decisions 13 Picture 2.1: The recruitment process of Quang Thang Real Corp The recruitment process of Quang Thanh Real Corp has steps, each step has a closely relation and support each other In order to understand more about the recruitment process of the Company, the following section will analyze every step of this process 2.1.1 Identifying the vacancy It is an important step to determine that whether or not the recruitment is necessary It is usually based on the following grounds: − Under the demand of the department in the Company, depending on work situation of each department, if the number of employees does not complete their workload, the Manager will submit a plan to Director for recruiting more people For example, in December 2012, the workload to Director for recruiting more people − When there is any employee who retire or terminate the contact, the HR Department will review and adjust number of employees between departments in the Company − To meet some positions involving high professionals 2.1.2 Preparing job description and person specification The information it should contain is taken largely from job description and person specification as set out below − − − − − − Job title Grade and/or salary appropriate Brief description of the job Essential requirements, such as shift work, travel… Any positive features, such as training prospects… A contact person/telephone number for further information about the job 2.1.3 Advertising the vacancy 14 Quang Thanh Real Corp always creates opportunities of developing and promoting for their own employees (it is they can apply to vacant posts in the Company) as well as creates conditions for staffs to introduce their relatives or friends for working in the Company When there are recruitment demands, the HR Department will notice on the Company’s internal email address and on the media (newspapers, radio, hiring websites…) The HR Department routinely monitors the cost and response rate of the advertisements and, as a result, will give advice on the choice of publications to ensure more cost-effective advertising All vacancies will be listed in the weekly The aim of the advertisements is to attract suitable candidates at the least cost 2.1.4 Managing the response The HR Department will receive and settle the candidates’ applications A file will be set up for each individual vacancy and held in the HR Department containing the following: − − − − Application form Curriculum vitae Score board or copies of relevant certificates Health Certification The candidates will send or hand in their application directly or by email 2.1.5 Short listing Shortlisting is a very important part of the recruitment process It is the process of deciding which applicants should be followed up with an interview and which applicants can be immediately ruled out Although it can be timeconsuming, it helps the Company not miss an excellent applicant or waste its time with someone who doesn’t meet the Company’s requirements Once all applications have been received, and the closing date for the vacancy has passed, the HR Department will commence to review the applications and decide which candidates they would like to interview They will then send a letter or make a phone call to the short listed applicants confirming the time, date and location to their interview The following is a sample short listing form that Quang Thanh Real Corp often uses to determine suitable candidates: SHORT LISTING FORM 15 Name of applicant Relevant work experience Communication skills IT experience Experience of team work Other skills When assessing each applicant and determining whether they meet the requirements, please use the criteria below: – Does not meet essential requirement – Partially meets essential requirement – Fully meet essential requirement – Exceeds essential requirement 2.1.6 Arranging interviews After preliminary process, a number of unsuitable applications will be eliminated Then, the HR Department will give suitable applicants’ information Manager to review before interview date about days An interview is structured into three parts: − Opening the interview and welcoming the candidates, outlining the purposes and structure of the interview − The body of the interview: the fact finding part, ask questions and allow the candidates answer − Closing the interview: advises the candidates when they will know the result, thanks them for their attendance In the interview process, each interviewer will give their own assessment as well as comments, and then they will exchange their comments to make final decision To base one on interview results, the HR Department will notify selected candidates of get the work The HR Department and Manager of departments will guide new employees the rules and policies of the Company New employees will have temporary period which is a month over After from one to two month, they will be recruited in Quang Thanh Real 16 Corp if they work well The Manager of departments is responsible for assessing their professionals, special skills and sense of responsibility 2.1.7 Making decision After the interview process, panel members of Quang Thanh Real Corp will decide to hire an individual who is fulfilling the requirements for a job 2.2 Factors affecting the human resources recruitment The recruitment process of the Company is affected and governed by a mix of various internal and external forces The internal forces or factors are the factors that can be controlled by the Company The internal and external factors affecting the recruitment process of the Company are: Factors affecting the recruitment process Internal factors Recruitment policies Human resources planning Size of the Company Costs of recruitment Growth and expansion External factors Supply and demand Labor market Image/ Goodwill Unemployment rate Competitors 17 Picture 2.2: Factors affecting the recruitment process 2.2.1 Internal factors − Recruitment policies: The recruitment policy of the Company specifies the objectives of recruitment and provides a framework for implementation recruitment program It involves organizational system to be developed for implementing recruitment programs and procedure by filling up vacancies with best qualified people − Human resources planning: effective human resources planning helps in determining the gaps present in the existing manpower of the Company It also helps in determining the number of employees to be recruited and what qualification they must possess − Size of the Company: the size of the Company is an important factor in recruitment process If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations Quang Thanh Real Corp is a small business, so they still recruit personnel regularly in order to increase the human resources and grow the Company’s operation − Costs: the recruitment process is very costly and as a result, small companies often avoid expensive stages in the process These companies usually choose to advertise in the local radio or print media In order to attract candidates and save costs, Quang Thanh Real Corp publishes recruiting advertisements in the internet through free hiring websites (such as: internship edu.vn, vieclam.24h.com, timviecnhanh.com) and Facebook − Growth and expansion: Quang Thanh Real Corp will employ or think of employing more personnel if it expanding its operations 2.2.2 External factors − Supply and demand: the availability of manpower both within and outside the organization is an important determinant in the recruitment process If the Company has a demand for more professional and there is limited supply in the market for the professionals demanded by the Company, then the Company will have to depend upon internal sources by providing them special training and developing programs − Labor market: labor market conditions dictate the availability of potential employees If there is a shortage of skills in the market, few candidates will apply, and on the other hand, if there is a surplus of skills, many applicants will be available Both scenarios influence the recruitment process and activities − Image/ Goodwill: image of the employer can work as potential constraint for recruitment An organization with a positive image and goodwill as an employer will find it easier to attract and retain employees than an 18 organization with a negative image/ goodwill Image of the Company is based on what organization does and affected by industry − Unemployment rate: one of the factors that influence the availability of applicants of the growth of the economy (whether the economy is growing or not and its rate) When the Company is not creating new jobs, there is often oversupply of qualified labor which is in turn leads to unemployment − Competitors: the recruitment policies of the competitors also affect the recruitment process of the Company To face competition, many a times the Company has to change their recruitment policies according to the policies being followed the competitors 2.3 Evaluating current situation of personnel recruitment in Quang Thanh Real Corp Although the recruitment process of Quang Thanh Real Corp is not very perfect, it is also fairly logical and scientific This process has some strength the following: − It is done against a specific plan and low cost − The Company recruited a lot of new employees who are suitable for planned requirements − Directly interview is form of employment that the Company apply to all candidates because of its objectiveness and scientific − Recruitment activities are fairly and openly conducted Recruitment information is publicized on the intranet as well as other media − Assessors of Quang Thanh Real Corp are highly qualified professional and friendly with all candidates The interview list is quickly completed and interview results are also sent to applicants quickly Besides, the recruitment process of the Company is still some limitations: − The Company only focuses on assessing applicants’ qualifications through their applications But in fact, many applications not completely reflect their skills − Recruitment process has not been renovated in order to obtain the best results Methods such as psychological tests, intelligent tests or written tests are not still applied yet − Recruitment information which is posted in the intranet and other websites usually has the same pattern, so the Company has not been attracted many candidates yet Causes of the existence: 19 − Recruitment process is lack of care and direct guidance of the Company’s leaderships When making this process, it lacks of embracement and effective selection tools − Quang Thanh Real Corp is a newly established company so it should not be known more like the other competitors; the value of company brand is weak and has more difficulties in attracting candidates 2.4 Some solutions and petitions to improve the recruitment process in Quang Thanh Real Corp 2.4.1 Some solutions to improve the recruitment process in Quang Thanh Real Corp • Being more attention of the Company’s leadership This is a vital solution that decides the recruitment process is effective or not The attention of the Company will help the HR Department carry out better recruitment activities The Company’s leaderships need to have adequate investments to attract and employ new employees as closely monitor the Company’s recruitment process • Improving the quality of recruitment advertisement The Company should invest more in designing, presenting the recruitment information and create a clear, attractive recruitment posting plan on employment websites In the recruitment should add starting salary and promotion opportunities so that candidates can get clearer images about the job post in the future and make more accurate decisions • Performing well interviewing on screening applications and preliminary Quang Thanh Real Corp should perform this stage more carefully in order to rule out candidates who are unsuitable, avoid to waste manpower, decrease employment costs and create advantages to carry out next steps • Defining clear recruitment criteria Recruitment criteria must be detailed and suitable so that candidates can compare their own abilities with the Company’s requirement and decide whether or not apply, so the Company will reduce inappropriate applicants A number of criteria: − Personal characteristics: + Physical fitness + Characters, style 20 + Sense of promotion − Professional capabilities: + Specialist knowledge + Communication skills + Planning skills, analytical skills − Experience • Supplementing many more tests: IQ test, EQ test, psychological test nowadays, real estate industry has highly developed, the personnel completion is becoming more cutthroat Therefore, forms of test should be more carefully considered in the recruitment process • Focusing on recruitment culture, especially the interview process It is through interviews that applicants will realize the work manners, professional skills, communication skills…of employees of the HR Department in particular and whole employees of Quang Thanh Real Corp in general Thus, the Company should be interested in this problem in order to create beautiful and impressive image in the candidates’ heart Making plans for recruitment Advertising the recruitment Receiving and settling applications Preliminary interviews Tests Professional interview Temporary period Making final decisions Propose a recruitment process for Quang Thanh Real Corp: 2.4.2 Petitions In today market economy, the fair competition is a favorable condition for enterprises to integrate easier Business will compete more equitable in 21 the game of business in the marketplace will be dominated by these elements: the internal environment and external environment, changes, difficulties of internal environment will be caught and adjusted easier than the external because it is out of the control of the businesses It can impact positively or negatively on the business So, it is necessary to have an advantage macro environment to develop activities of the business Since then, I am pleased to give some petitions: • To the business: The formation of a company is hard and how to develop it is much more difficult Business culture is one of the most important element help business, prevent eccentric, going against the traditional of the nation and ensure the uniformity throughout the various departments within the company: − Develop organizational structure and operating mechanism of the enterprise − Set up an exchange between the departments together and with the managers to make their employees feel respected, arouse and promote the love of business, a sense of responsibility to work, dedicate to the enterprise − Form the structure of human resource management in a uniform and efficient − Recruit the qualified staff, adapt to environment easily − Focus on salaries, bonuses and create favorable conditions for employees to develop and self-improvement − Always create advancement opportunities for talent staff, let them express themselves and contribute more to the company − Supporting for holding many training classes to improve employees’ qualifications − Have a correct and reasonable vision of each service contract with many different partners, form a competitive price in order to maintain existing customers and attract the new ones • To the government: − Create favorable conditions for enterprises on administrative procedures, arrange a stable ground to produce, business, and resolve the problems and proposals of the business quickly and satisfactorily − Publishing the incentive policies to simplify procedures, to encourage the developing real estate industry What has gained during internship period? After two months as an internship student, with knowledge at school and practical experience which gained in Quang Thanh Real Estate Joint 22 Stock Corporation, helped me get an overview of the personnel recruitment process in Vietnam in general and of the Company in particular I realized that Quang Thanh Real Corp has a great potential to develop in the field of real estate though it is newly formed company Development strategy of the Company tends to improve the quality of services and employees’ abilities Since then, the Company will make good reputation in customers’ mind in order to bring the sustainable development In addition, Quang Thanh Real Corp is a very young company, but it can survive in the “sea full of big fishes” To operate in specific field of property, human resources is a key tool to promote services, trademark of the Company But what I was appreciating about Quang Thanh Real Corp is the way use human resources in the Company and strategy’s vision of leaders who are very profound with the guideline for sustainable development of the Company Hopefully, the Company will train more excellent employees in the future and the name of Quang Thanh Real Corp will spead throughout all customers’ mind in Vietnam CONCLUSION Recruitment process is getting very much importance nowadays in the organization It is very critical process to evaluate the human resources It is not an easy task as organization’s future is depends on this activity If suitable employees are selected which are beneficial to the organization it is at safe but decision goes wrong it can be dangerous to the organization Therefore, recruitment activities need to be improves further; the recruitment process must exactly screen candidates and know how to use recruitment methods reasonably, skillfully and effectively However, because the awareness of theory and reference sources are still limited, thus, will have the unavoidable shortcomings So I hope you will make suggestions to help me perfect Thank you very much! 23 24 ... OVERVIEW OF QUANG THANH REAL ESTATE JOINT STOCK CORPORATION Information about the company 1.1 General information of company − Company name: Quang Thanh Real Estate Joint Stock Corporation − Company. .. of human resources in Quang Thanh Real Estate Corporation Business operation result of Quang Thanh Real Corp 5.1 Table As per data of Accounting Department, business operation result of the Company. .. Quang Thanh Real Estate Joint 22 Stock Corporation, helped me get an overview of the personnel recruitment process in Vietnam in general and of the Company in particular I realized that Quang Thanh