RECRUITING 2d DESIGN DRAFTMANS AND 3d DESIGN STAFFS IN INTERIOR DEPARTMENT FOR IC VIETNAM TRADING AND CONSTRUCTION JSC

Bachelor’s Degree in Managing and Running Organization LE THI HOAI THU Vietnam Trading and Construction JSC Promotion 2015-2018 14B Lane Van Phuc, Ba Dinh district Working period from March 1th to May, 31st 2018 RECRUITING 2D DESIGN DRAFTMANS AND 3D DESIGN STAFFS IN INTERIOR DEPARTMENT FOR IC VIETNAM TRADING AND CONSTRUCTION JSC Tutors in university Tutors in enterprise (Name and Position) Mr.LA TIEN DUNG Ms.NGUYEN LY LINH (Head of HR - Administration department) Acknowledgement After taking internship at IC Design company as well as the education at Faculty of International Training of Vietnam University of Commerce, we so glad that the internship report has finally completed Despite the shortage of specialized knowledge, experience, and mistakes occurred in the report are unavoidable, I’m looking forward to receiving professional comments to improve our knowledge and experience I am aware of being worked in professional environment, approached many staffs and customers are such a wonderful duration for group to finish internship report and get acquainted with real working for future occupation A completed study would not be done without any assistance I would like to give my appreciation to tutors who guide me during my internship First of all, i would like to sincerely thank the teachers of University of Commerce and University of Toulon Var who providing me basic knowledge and skills through the time studying at University Especially, I’m so grateful to Mrs Tran Kieu Trang and Mr La Tien Dung for their guides and advise in helping me to complete the report Secondly, I would like to express my endless thanks and gratefulness to my supervisor Ms Nguyen Ly Linh Her kindly support and continuous advices went through the process of completion of my thesis Her encouragement and comments had significantly enriched and improved my work Without her motivation and instructions, the thesis would have been impossible to be done effectively Thirdly, I would like to thanks to Ms Nguyen Thuy Chi and all members of IC Design, who accepted me and helped me a lot during my internship Thanks to their friendliness and kindness, I have a relax and wonderful intership time, with valuable knowledges Finally, my deep sense of thanks goes to my family, my friends of class DAA12 for providing us with unfailing support and encouragement to complete our project report Table of Contents Introduction .3 Presentation of IC Vietnam Trading and Construction Joint Stock Company .4 1.1 Overview of IC Vietnam Trading and Construction Joint Stock Company 1.2 Organize structure 1.3 Swot of IC Design Overview of project 3 2.1 Introduction about Human Resources – Aministration department 2.2 Reasons to choose the topic 2.3 Objectives .8 Implementation of the project .9 3.1 Divide tasks and internship planning 3.1.1 Internship planning and Budget implementation 3.2 Understanding recruitment’s methods and setting recruitment’s plan 10 3.2.1 Analyze the actual human resources in the company and in design department .10 3.2.2 Analyze recruitment requirements 14 3.2.3 Understanding methods to attract candidates and setting recruitment plans .17 3.2.4 Compare recruitment websites (number of recruitments, candidates, fee ) 19 3.2.5 Setting recruitment plans 20 3.3 Immplement to recruit candidates 23 3.3.1 Searching and attracting candidates .23 3.3.2 Receive and screen applications .23 3.3.3 Interview 24 3.3.4 Contract agreement 24 3.3.5 Propose some solutions to improve the quality of recruitment for the company 24 Evaluation of the project 27 4.1 Mistakes committed and solution reminded 27 4.2 Difficulties encountered and solutions applied 27 4.3 Achivement from project .27 Conclusion 28 Introduction In developing society, the existing human resources play an important role in the success of business In addition, with the current population growth rate in Viet Nam proportional to the crowded land condition, the development of residential real estate is a popular choice due to its modern, diverse and suitable design Apartment complexes sprouting up drag on the demand for interior design, opening up a large potential market for freelance designers Just a few years ago, architects took care of the interior, the need to create a distinctive beauty for the homes of today's homeowners require those who have expertise in interior design IC Interior Design, with its core strengths in interior design, especially design of large and high-end projects requiring commitment, passion and aesthetics so in order to compete with big rivals, they must to make a difference in product quality which is demonstrated by architects Along with employees engaged from the first year, in order to meet the demand, serve customer, bring quality designs, take the advantage of service factor To get qualified human resources, the recruitment process should be organized in a reasonable manner and the Company continuously improves their staff quality As students currently majoring in Management of Human Resource and Project Mangerment, in my internship at IC, i realized the importance of this During my internship period at IC, the Company also needs to recruit human resources for two positions of architects and then is probationary Therefore, it is more helpful for my internship period I understood the actual process of recruitment, and know how the reality of the recruitment process of the company occurs Presentation of IC Vietnam Trading and Construction Joint Stock Company 1.1 Overview of IC Vietnam Trading and Construction Joint Stock Company English name: IC Vietnam Trading and Construction Joint Stock Company Head office: 14B Lane Van Phuc, Ba Dinh district, Ha Noi Established: 2013 Representative: NGUYEN Thuy Chi Role: General Director Email: info@icvietnam.com.vn | Website: https://www.icinteriordesign.com/ Hotline: 02462672929 Charter capital: 1.900.000.000 (VND) The company brings together a team of young, passionate creativity, enthusiasm and especially have mind with the profession The staff of the company is always appreciate our work and understand that it is our mission to create living spaces that blow the minds into houses, constructions and bring happiness for people who will live in it Company’s motto is to always put themselves in the customer's place to feel and understand the desires and dreams of the people who will experience that space Therefore, from the beginning of receiving the information until the completion and handover of the works, they always listen, focus and provide the best advice and suite to customers The company has received many satisfied comments from customers so they have been loyal and loyal customers with IC Specially, the percentage of customers returning to the IC is up to 70% This figure is not small and it is the correct assessment of the company's dedication in this field The company hope that with the potential and efforts to continuously improve the quality of designs and services to create a perfect product to serve customers best  Business lines: IC Vietnam Trading and Construction JSC was established in 2013 with the main business of consulting, designing interior and exterior constructions project: - 1.2 Hotels, restaurants, showrooms; Houses, villas; Apartment buildings, offices; Organize structure Director Vice director HR – Accounting dept Project Division Design dept Administration dept Head of HR Administrativ administrati e staff on personnel Quantity Accountant surveyor accountant Chief Head of design dept Lead designers 2D interior 3D design Project design draftsmans Manager staffs Figure 1: Organization structure (Source: HR – Administration Department) 1.3 Swot of IC Design S W - High growth in the recent years - Lack of personnel, specially designers - Strong relationships with customers (Muong - Can’t receive high workload Thanh hospitality, VinHomes Times City,…) - Young and new company => hard to associate - Possessing young, dynamic, creative and long- candidates lasting human resources - The company structure is being rebuilt so it is - The percentage of customers returning to the IC not stable is up to 70% - Staffs have great skills and passion - The relationships between employees in the company are very good O T - Interior design industry flourishes - Increasing strength and domestic competition - Ability to expand and develop strongly in this - Pressure to attract, find and exploit new field customer groups, new market - Have many young and talent designers who can apply for company Project staffs Overview of project 2.1 Introduction about Human Resources – Aministration department When accepted to practice at IC Design, I am practicing in the company's HR department under the direction of Ms NGUYEN Ly Linh Currently, IC’s human resources department consists of three members, with the head of the department being the director of human resources Ms Linh and employees The department has the function of advising, administering, informing and performing administrative tasks as well as recruitment, personnel training, payroll and staff supervision Ms Linh has a Master of Business Administration degree, has over years of experience and has been trained in prestigious institutions at home and abroad The staff of the department also have many years of experience in administration and human resources (over years) They have graduated fairly well at major universities For staff training, not only members of the HR department will be involved, but will also be associated with other department heads for direct instruction and professional training As can be seen, the human resources department of IC has gathered a good human resources, qualified, experienced and highly specialized to run the company's HR operations well 2.2 Reasons to choose the topic Human is an indispensable factor to any organization with a significantly important role in determining the success or failure of any enterprise, especially in the present stage In the increasingly competitive trend, strong human resources in both quantity and quality, both physically and mentally, are considered a competitive advantage leading enterprises to survive, stand and develop on the market There are many companies that are operating in the same business line, requiring them to fulfill the customer satisfaction, make their own mark on the market, and establish their own human resources, the most important factor in order to be successful With the strong development and high urbanization of Vietnamese economy at present, there are more and more building and tower, more and more people are interested in the design of housing In addition, the owners require not only beautiful furniture, but also have to show their own aesthetic taste, which requires skilled professionals to take care of Therefore, the works that the interior designers implemented need to be novel, innovative to bring the impression, unique and not mixed with any previous And also need to have interpersonal skills, expert in materials, professional skills,… in order to meet the demands of customers With this in mind, IC always puts the quality of human and design’s quality on the top priority, with the motto of always put themselves in the customer's place to feel and understand the desires and dreams of the people who will experience that space But at present, due to large market demand, lack of staffs with heavy workload, and even the company have to refuse works in order to give the perfect results for current customers There has a great deal of work pressure leading to many negative effects On the top of that, this job requires skilled and experienced personnel Therefore, IC is in the process of recruiting and training more staffs to meet the upcoming projects In the internship program, I contacted and was successfully admitted to the HR department of IC to experience the internship period After acquiring knowledge and understanding of the company’s difficulties, we actively proposed and were assigned to perform the task of new staff recruitment 2.3 Objectives For the purpose of contributing efforts to the hiring and training of new employees for IC, my internship process aims to: - Make use of human resources knowledge obtained in the university to apply, support the company - Evaluate the current situation of the recruitment and training process of the company - Understand the recruitment process, write job descriptions, job specifications,… - Understand and accumulate more specialized knowledge through practical tasks and activities - Familiarize with a professional working environment With the target set out by the Head of Human resources department to recruit 3D design draftsmans, 2D design staffs, every new employee was required to meet various requirements in terms of knowledge, work requirements and professional experience Implementation of the project 3.1 Divide tasks and internship planning 3.1.1 Internship planning and Budget implementation To complete the recruitment process on schedule and to achieve the best results I was decided by Ms Linh to support the cost of implementing the project and was approved for the company's expenses Mission Estimated cost(VND) Phase A: Researching about company and Human Resources of company, analyzing the actual human resources: Task 1: Learn about the company's history, culture and company positions Task 2: Get familiar with the working environment at the company -Task 3: Analyze the actual human resources in design department and the current problems in human resources -Task 4: Analyze jobs: write job descriptions and job specifications Phase B: Understanding methods to attract candidates and setting recruitment plans: -Task 5: Compare recruitment methods (insources, outsources, …) -Task 6: Compare recruitment websites (number of recruitments, 300.000 500.000 candidates, fee ) -Task 7: Make a detailed recruitment plans Phase C: Implementing recruitment process -Task 8: Searching and attracting candidates -Task 9: Screen candidates -Task 10: Interview -Task 11: Interview by direct manager -Task 12: Appraise, review candidate’s design -Task 13: Assign probationary contract 30.600.000 500.000 500.000 Phase D: Evaluating recruitment process -Task 14: Evaluate the recruitment process -Task 15: Realize advantages and disadvantages of recruitment 300.000 process -Task 16: Offer solutions Other cost 500.000 Total 33.200.000 Table 1: Estimated budget 3.2 Understanding recruitment’s methods and setting recruitment’s plan 10 100% of employees have university degrees which demonstrate that the company from the first stages of development has focused on qualifications and degrees The company has a young, high-qualified staffs is a great strength in the present time This team will adapt quickly to the changes in technology, working methods, high demands, ever-changing customers, from that bringing new and creative ideas to achieve high efficiency at work and to satisfy even the most demanding customers 3.2.2 Analyze recruitment requirements Upon obtaining better understanding about the company’s actual human resources, I reported back to Mrs Huong about my entire previous work and the issues i found when researching the company’s documents As mastering the general situation, she assigned a new assignment for me to join in the process of recruiting 3D design draftsmans, 2D design staffs to serve the market expansion plan and satisfy an increasing demand, reduce workload for employees and enhance the quality of service for customers The first job we conducted was to collect the recruitment requests from managers and department heads In close coordination with HR staffs, we compiled and created a list of positions, vacancy number needed to recruit and developed clear job descriptions We detailed tasks and requirements for each position, as well as skills, personality and qualities that the candidate must have in order to complete the task along with personal experience or strength of a candidate versus the other candidates The list of personnel in need of recruitment is presented as follows: 2D staffs design Requirement Amount/Sex -Graduated from the National University of Civil Engineering or employees HaNoi College of Construction -At least years experiences in recruitment position -Have knowledge of construction and architecture -Understand materials and interior texture -Proficiency in AutoCAD, Office and Sketchup -Communicate well with customers and capture good information -Have teamwork skills, ability to exchange internal information and presentation skills in front of customers -Ability to actively organize and manage projects effectively at the same time 15 3D design draftmans -Graduated from schools and majors related to interior design employees -Have at least years experience in recruitment position -Proficiency in 3DSMax or Sketchup, Vray renderer and Photoshop -Understand materials and interior texture -Have a good aesthetic sense and have artistic eyes on space, color, light and materials -Have knowledges about the different design styles and be aware of new creative design trends -Have ability to communicate with customers and capture good information -Have teamwork skills, ability to exchange internal information and presentation skills in front of customers -Have ability to take the initiative to arrange the work and manage projects effectively at the same time Table 4: Need of requirement  The following is the recruiting content that i has prepared for the 2D design staff and 3D draftman staffs with the help of Ms.Linh: Job title: 2D interior design staff Job description Deploy technical design documents, design & interior design documents based on 3D design Obey and the work in accordance with the company’s procedures Carry out other professional tasks and tasks as assigned by superiors Job requirements Have a sense of responsibility, positive attitude and progressive spirit Graduated from the National University of Civil Engineering or HaNoi College of Construction At least years experiences in recruitment position Have knowledge of construction and architecture Have ability to capture, analyze, synthesize and process information Understand materials and interior texture Proficiency in AutoCAD, Office and Sketchup is an advantage Have ability to communicate with customers and capture good information Have teamwork skills, ability to exchange internal information and presentation skills in front of customers Ability to actively organize and manage projects effectively at the same time Benefits 16 - Income: 7-15 million / month - A young, friendly and active working environment help for creative work to be effective - Social insurance, health insurance according to government’s rules - The company supports the training of professional skills - Annual travel regime - Other regimes will be discussed directly during the interview SUBMIT Submit your CV and Portfolio by email to trang.ldh@icvietnam.com.vn and linh.nl@icvietnam.com.vn Or Apply directly to Human Resources Department IC Vietnam Trading and Construction JSC: 14B, Lane Van Phuc, Ba Dinh district, Hanoi Telephone: 04.6299.2727 & 04.6267.2929 Website: www.icinteriordesign.com Recipient: Ly Linh - Telephone: 0914339160 Hand written applications are preferred Job title: 3D interior draftman Job description Survey and reconstruct the status of the construction after have informations and requests from the head of department or team leader Design to fit the functions and purpose of use of the customer Create 3D perspective of the interior and exterior designs from the lead concept of the chair and customer Set up lighting and render with Vray or other rendering software Support the preparation of pictures and drawings of plans in order to present to the customer Obey and implement the work according to the company’s procedures Carry out other professional tasks as assigned by superiors Job requirements Have a sense of responsibility, positive attitude and progressive spirit Graduated from schools and majors related to interior design Have at least years experience in recruitment position Have ability to capture, analyze and synthesize and information processing Proficiency in 3DSMax or Sketchup, Vray renderer and Photoshop Understand materials and interior texture Have a good aesthetic sense and have artistic eyes on space, color, light and materials Have knowledges about the different design styles and be aware of new creative design trends 17 Have ability to communicate with customers and capture good information Have teamwork skills, ability to exchange internal information and presentation skills in front of customers Have ability to take the initiative to arrange the work and manage projects effectively at the same time Benefits - Income: 7-15 million / month - A young, friendly and active working environment help for creative work to be effective - Social insurance, health insurance according to government’s rules - The company supports the training of professional skills - Annual travel regime - Other regime’s will be discussed directly during the interview SUBMIT Submit your CV and Portfolio by email to trang.ldh@icvietnam.com.vn and linh.nl@icvietnam.com.vn Or Apply directly to Human Resources Department IC Vietnam Trading and Construction JSC: 14B, Lane Van Phuc, Ba Dinh district, Hanoi Telephone: 04.6299.2727 & 04.6267.2929 Website: www.icinteriordesign.com Recipient: Ly Linh - Telephone: 0914339160 Hand written applications are preferred 3.2.3 Understanding methods to attract candidates and setting recruitment plans  Compare recruitment methods (insources, outsources, …) a Form of internal recruitment at the company The recruitment is usually through the following forms: - Moving employees internally into new positions due to promotion of the supervisor or the employee themselves based on the results of the work and the assessment of management - Promoting eligible employees - Students who practice at the company are qualified and have a desire to work at the company - Through the introduction of employees working at the company, or close relatives, friends to find a suitable person to work 18 Because of the unique job, the internal recruitment form at the company is always preferred, especially two forms: the design staff at the company usually introduce relatives, friends and trainees want to become official staffs at the company after graduation The company has at least employees from the introduction of others and they immediately become official staffs until now This is a safe solution for the company because the staff has an understanding of the work and development goals of the department, the development orientation of the company; so they will adapt to new jobs more easily and easier to set goals However, the management and implementation of the work in the company is easy to become mold, lack of new components, breakthroughs, creativity in addition to the company may miss many qualified candidates outside social and easy to cause split in the company which will cause disunity b Form of external recruitment at the company In order not to fall into that situation, the company is now more focus on external recruitment: - From universities: The company organize employment workshop at National University of Civil Engineering last year and the result is quite good, when there are candidates to sign the Probationary contracts, and in the end, candidate become official staff until now, but the source is not experienced and has to spend most of their time focusing on graduation - From the students who are intern at the company want to stay, now the number of these students are increasing significantly, so this is the most cost-effective candidate selection, but in opposite: The recruiting efficiency is not high because they are just students so they not have enough knowledges and experiences to get to work right away and the company The company has to spend a certain amount of capital to re-train and add more professional skills needed - From Social Network (Facebook, Twitter ): Nowadays, social network is used by everyone in the world and Vietnam is not an exception Therefore, so many recruitment fanpages are established in order to bring candidates closer to employers In the other hand, because there are so many people use, there are more job, more recruitment are posted including competiors The competition is huge and the candidates have more choices - not apply for only our company, which is harder to attract candidates - Internet recruitment websites: This is the place to post and search records, It is an effective source of quantity, giving the employer many choices to choose There are two 19 options when posting jobs on the website The post is free of charge and others is charged - WebMail, Mail recruitment: This is the place to receive direct recruitment from candidates and job sites Candidates who read the recruiting information on the recruitment website will apply to the company’s account on the recruitment website or submit directly to the recruitment mail of the company Each source of recruitment has its strengths and weaknesses, none of which is good at all and non of which are ineffective, the choice of which source depends on the company want to recruit which position, at any time, from which to choose the appropriate sources At present the company is using these sources: posting recruitment on the job website and facebook, use webmail and mail recruitment Other sources are rarely use The recruitment of candidates from outside will be more professional, systematic, more selective candidates and more talents into the company However, this also means spending more money, more effort, and may have the status of recruited candidates are lack of loyalty to the company So, in order to get the best candidates, the company decided to use both sources and mainly focus on: insources, facebook, website recruitment, webmail and mail recruitment 3.2.4 Compare recruitment websites (number of recruitments, candidates, fee ) As noted above, there are two options when posting jobs on the website The post is free of charge and others is charged  Post recruitment is free of charge: Available on recruiting sites such as: http://www.careerlink.vn/,http://www.timviecnhanh.com/,http://www.jobstreet.com/ These websites have little high quality CVs, There are no statistics on the number of applications submitted, CVs of candidates are often forwarded to the company’s recruiting mail so sometimes CVs of candidates are lost The company usually uses this kind of free recruitment for low position requirements, not urgent  Post recruitment is charged: At present, the company is using: careerbuilder as recruitment website As the top recruiting website, CareerBuilder.vn brings the optimal value to the user This site is 20 owned by CareerBuilder USA - the world’s largest job and employment network In Vietnam, CareerBuilder.vn has been the choice of the leading companies with the advantages: rich source of data with more than 1,800,000 registered members Hundreds of thousands of complete and updated documents CareerBuilder.vn helps job seekers and employers reach their goals CareerBuilder.vn helps the community create a world where work and quality of work are more important Ms.Linh had give me an account to manage the recruitment website of careerbuilder for the company And i have more knowledge about this kind of recruitment The company has signed with careerbuilder years to recruit with over 30 million VND which is high But in the other hand, their customer care services are great They help us to become more prominent than other employers, and since we use this website, everyday has at least 2-3 CVs of candidates apply for us The quality of CVs are good and suitable, they also inform us about new applications through recruitment mail of company Thanks to them, the company has more CVs and there are many candidates are in the process of probation at the company In the near future, the company will continue cooperate with careerbuilder 3.2.5 Setting recruitment plans and recruitment process: Based on previous preparation, the company satified with the selection on recruitment methods, content, and decided follow this recruitment process: Analyze recruitment needs Complete the application after signing Search and attract Receiving and screening applicartion Evaluate probation Carry out probation Interview 21 Figure 3: Recruiment process This is the general recruitment process applied for almost all positions; however, there may be some necessary changes in the process to suit each candidate position The detailed step-by-step description of the company’s recruitment process is presented as below: Step 1: Analyze recruitment needs This step determines whether the size, capacity of personnel in each department meet the work needs of the department or not Recruitment requests from Heads of departments that are in need of recruitment are sent to HR staffs Vacancy number required and recruitment requests are also considered for the preparation of recruitment announcements There are many important criteria set out by the Company to determine the recruitment needs: According to the production and business plan: HR staffs are in charge of evaluating the performance of each department at each time through the Head’s request form; if the current number of employees does not meet the workload, HR staffs will recommend to the Head to recruit more people Qualification level: In order to meet work requirements, it is required to have professional, specialized knowledge, special skills or sufficient number of personnel to carry out the work, at the request of Director or the relevant unit Personnel change plan: When there are any employees retiring, moving or terminating the contract, Human Resources Department must review, adjust the balance among various departments in the Company In case of any shortage of personnel, HR staffs will identify the recruitment needs and then propose personnel supplement Step 2: Search and attract candidates It is required to identify whether target candidates are recruited from internal or external sources The recruitment announcements are widely posted in the mass media to attract candidates Such announcements must be designed in an impressive, attractive manner at first with the aim of attracting many potential candidates, maximizing the quality of candidates Candidates are required to follow the company’s form or resume (CV) including personal information, educational background, experience, goals, personal interests to send to the Recruiting division according to the methods guided in the announcements Step 3: Receive and screen applications 22 After the submission of applications ends, the Company gathers and selects those who have the most suitable information to the requirements of vacancy to participate in the test and essay writing round Any inappropriate applications are kept for the positions and stages later Step 4: Interview This is considered the first official meeting between the candidate and the Company Through this interview, the company can gain more information to evaluate the suitability of candidates to the vacancy There are some key factors to be considered during the interview, including: Communication skill, ability to work (independently or in groups), ability to organize work and planning, logical thinking and problem-solving skill, as well as some information in the application such as: educational background, experience, skills, etc In this interview, it is possible for the candidates to ask some relevant questions There may be more than one interview depending on the candidate and vacancy Selected candidates are received a notice within 10 days of the interview Step 5: Sign a labor contract Candidates selected through interviews take part in a one-on-one appointment to agree on a labor contract and related issues, including: type of contract, job description, salary, working time All follow-up work is done under the labor contract and guidance of the immediate staff and personnel Step 6: Carry out probation process Those who are selected from step are contacted and emailed by HR department for a visit to the Company to receive the job During the two-month probation period, they are provided through training of basic knowledge and expertise related to the job under the direct guidance of the department head Each week there are training sessions, each lasting hours and 10 to 12 sessions in total (depending on the position) Those who are in probation period are paid 50% salary level based on the company's norm for each position Step 7: Evaluate probation process During the probation process, there are three tests and assessments of knowledge gained through theoretical and practical tests At the same time, the heads of departments in charge of training also provide individual assessments Human resources staffs are responsible for 23 summarizing all results, analyzing and recommendations to the board of directors to determine who will be contracted to be a full time employee Those who not pass this round must be subject to one month of training and probation with a 50% payout until they satisfy the requirements; in case of failure after month, they will be disqualified for signing an official labor contract and laid off Step 8: Complete the application after signing the official contract After being officially accepted, the successful candidates are required to prepare the following documents and send to HR staffs to complete the procedure for receiving new staff: An original of Curriculum Vitae | A notarized birth certificate | A valid medical certificate | Identity card validated by the local competent authority | A copy of diploma | Certificate of student (if any) | Academic transcript, copies of certificates | 02 photos 03 x 04, photos 04x06 3.3 Immplement to recruit candidates 3.3.1 Searching and attracting candidates Once setting up a list of personnel to be recruited, positions, job descriptions and requirements for each position, choose recruitment methods, recruiment content, we coordinated with HR staffs to search and attract candidates During the discussion, we learned teamwork skills, critical thinking skills, and expressing the ideas from the employees in a clear, understandable, mutually understandable manner to avoid controversy because of dissent And following to everything the company has prepared before, i will post on facebook and keep track of recruitment page on careerbuilder, constantly update new candidates We choose “Vietnamese Comunity CG” to post recruitment content because this group is farmiliar with designers (specially interior designers) where they can talk and learn about work, also find new jobs as well Only 200.000VND to post each month, we have many quality designers apply for the company 3.3.2 Receive and screen applications During the period from the beginning of recruitment process, we joined the human resources department to receive applications, evaluate and screen these applications based on initial criteria As we discussed, drafted and designed recruitment announcements with detailed content, highlighted the high requirements of the work, the number of applications in this round was quite positive in term of quality and quantity, making it easier to collect and select 24 candidates At the end of receipt period, the total number of applications was 52, of which were invalid due to lack of information and were rejected due to unsatisfactory job requirements 3.3.3 Interview Unlike other companies, the IC immediately appoints interview with qualified candidates for CV, one by one, and then sign the probation contract This way helps the company can recruit the favorite candidate without wasting time on both sides, while evaluating the candidate in the best way Therefore, when i can HR staff meet the qualified CVs, we immediatelly send to Ms.Linh and set an interview for him/her All the candidates who come to the company to make interview feel they are respected, and alway smile 3.3.4 Contract agreement After the candidates passing the interview was made, we joined the HR staffs to support the drafting of labor contract, reception and signing of contract Dossiers and contracts were built on the company's template, with all the terms, policies and regulations of the law This gave me a better understanding of how to build and sign a contract, which will greatly benefit our future work 3.3.5 Propose some solutions to improve the quality of recruitment for the company  Exploit and use more employee search methods Based on the disadvantage of the company when using too few methods of finding employees, i proposed to diversify the recruitment sources to expand the candidates, increase the ability to find good candidates with great qualifications The main recruitment source of the company is based on two to three recruitment websites, which are too few to spread to potential candidates with high job requirements and complex job characteristics In Vietnam, there are many recruiting websites that are more effective than the traditional website the company uses such as www.vietnamworks.com.vn, www.findjobs.vn, www.tuyendung.com, www.vieclam tv, www.seek.com.vn which have a large database and number of people searching, visit on these sites Search engines, job filtering, narrowing down the right audience with demand and satisfaction, etc., of these websites are also more effective than the one currently used by the company 25 Figure 3: www.vietnamworks.com/ Figure 4: www.seek.com.vn On the top of that, it is possible for the Company to make use of its internal resources to find employees to attract qualified candidates and understand what the job will be Using “Human resources delivery services” is the most effective way to find leadership positions, highly qualified personnel Although, these services may be costly, the efficiency is very great when it comes to finding the right people for the right work This is a reasonable investment that the company should consider and implement 26  Revise the job description more appropriately for each position I found some factors to attract the appropriate candidates for the various positions From this point, the Company should have posted recruitment contents in a reasonable way, highlight the attractiveness of each recruitment site to reduce scope of unsatisfactory object and increase the number of potential candidates  Modify schedule, interview plan By participating in the recruitment process, I found that the interview process was quite good but it is hard to set up time to interview single candidate who has suitable CV Sometimes in the afternoon and others in the morning Sometimes the company has to schedule work again to interview candidates I highly recommended that the Company should re-schedule the interview process It is better to choose the right time to interview candidates, and others to other works such as meet clients and meeting In addition, it is better to employees of the company can adjust the candidates more clearly when in that times, there will be a candidate come and everyone knows that  Additional multiple-choice tests and essay writing to check the quality of the candidates Candidates will be arranged to participate in a number of entrance exams: - IQ - logical thinking test - Check the ability to calculate in a short time - English test - Professional exams (corresponding to the position) Notes: - Exams will be selected for each vacancy - There are two forms of entrance examination are applied: Paper-based or computer-based This step will help maximize the quality of candidate’s input, should be taken before the candidate's interview because the company can know the most strengths of the candidate For example, for Technical Staffs requiring high expertise, although their interview skills are not good, the company is still able to know their qualification This proposal helps the company avoid overestimating or overreaching the candidate by being too dependent on the interview process Evaluation of the project 4.1 Mistakes committed and solution reminded I made some mistakes during the internship period, which appeared to be worth to noted as follows: - I made a lot of time to the jobs which leads to time consuming and cost; for example, in the course of comparing recruitment methods, i spend many days to make the research about previous company’s recruitment methods and don’t know how to presentation - Lack of efforts spent were considered out remorse during the beginning of internship period This caused aversion and made me difficult to develop myself It is the fact that i still thought 27 that as this was an internship period only, there is no need to spend too many efforts in the workplace as well as helping others in the company This made our colleague in the Company feel the negative attitude of me Sometimes the group members left 10 to 15 minutes late This required me to stay together and make decisions to be more active in my work - Some problems arising in the teamwork when i work with HR staffs, the team members came up with arguments, without paying attention to the jobs, affecting group solidarity and causing the work to be delayed We were forced to listen and respect each other especially respect the team leader 4.2 Difficulties encountered and solutions applied Difficulties in receiving and screening applications: Due to lack of work experience, the process of receiving and screening candidates caused me to make some mistakes such as misalignment of candidates, failure to evaluate the potential candidates Therefore, i had to actively observe and learn from employees to understand how to work, organize scientific records and carefully hand over work to other members to avoid confusion As screening procedures are important, i had to study and learn directly from the company staff, who have been taught and tested several times before continuing the screening process And i am a shy girl so even the employees of the company are so friendly, i feel hard to joint with them and it make me hard time to get on well 4.3 Achivement from project After three months of practicing IC Design, i have received tremendous knowledge, which will certainly help in my after-school career: Knowledge, teamwork skills: In most of the tasks i have done for the company And when i work with HR staffs After the first time, our group encountered many disagreements, but then all members got to know each other better, to listen to each other's opinions, to support each other to complete the work From there, the skill of presenting ideas to the people, criticizing the ideas that are not feasible, the skills of debating, analyzing who is right and who is wrong are enhanced Professional knowledge: I knows and understands the process of recruitment, specifies specific steps, evaluates people, evaluates the effectiveness of recruiting sources, skills analysis of survey results, knowledge of staff training, interview knowledge Understanding the activities of an organization: After the internship, I understood how the structure and organization of a company Each department will have its own functions This will help me to apply for jobs and orientation in the future 28 - Basic knowledge: Basic but indispensable role help me growing up in the corporate environment such as photo / scan skills, document printing, faxing, documenting, arranging documents, calling Conclusion In today's fierce competitive economy, in addition to responding well to factors such as business ideas, applying technology to serve the human factor is still the most important factor, determining the success or failure of a business Therefore, human resources policies need to be ensured and implemented in the best possible way from the very beginning to create high quality human resources, exploit all these strengths and potentials of the people, have the appropriate management would bring a lot of benefit for the business of company I was very lucky to be in the IC Design internship, while the company is in the process of recruiting and training a large number of employees for its business goals in 2018 Despite the great workload, but with knowledge and enthusiasm, i have helped company and solved many problems I also received a lot of specialized knowledge and practical experience Hopefully in the future, IC Design will continue to grow and stronger from the people who are working in the company I hope that after the internship, i could achieve a high point of protection 29 ... in interior department through various documents and data recorded from Ms.Linh and employees in interior department Result: After analyzing the actual human resources in the company and in interior. .. of advising, administering, informing and performing administrative tasks as well as recruitment, personnel training, payroll and staff supervision Ms Linh has a Master of Business Administration... the interior, the need to create a distinctive beauty for the homes of today's homeowners require those who have expertise in interior design IC Interior Design, with its core strengths in interior