Recruitment is a vital function of human recourse management, which can be defined as the process of searching the right talent and stimulating them to apply for jobs in the organization (25). A core activity of recruitment, especially in the early stages of the recruitment process, as impart information about job requirements, working conditions, expectations and values to convince the candidates, how to enhance the brand to attract customers. It is the process of discovering the sources of personnel to meet the requirements of the staffing agenda and attract the adequate number of employees, as to be able to make the effective selection among the applicants (15).
Therefore, this section will focus on providing solutions to address these causes. The solution is given for each cause together with the cost-benefit analysis. The action plan will be recommended.
1. The first recommendation: Develop recruiting through social networks The process of recruiting has changed significantly over the last few decades.
Depending on the job requirement, the headhunters will plan the suitable recruit method. Sourcing is the use of one or more strategies to relate talent to organizational vacancies (26). Recently, with the explosion of information and communication technology, the recruitment methods also vary in order to adapt and improve recruiting efficiency and behavioral habits of job seekers:
According to the report of PGB Human Resources Training - Training and Supplying Joint Stock Company at the end of 2016 in business meeting of SHTP organized, the current population of Vietnam is over 92 million people, of which 27 million people in urban areas (31%) and the rural population is 56 million (70%). At present, the number of Internet users accounts for 39% of the total population. Social networking sites like Facebook have also attracted 22% (20 million). There are also other social networking
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sites that also take advantage of Google Plus, Twitter, LinkedIn, Pinterest are social networks that are popular with users. The average time spent on social networking
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averagely helps social networking become an indispensable tool for building a recruiting system, and effectively implementing recruiting and recruiting campaigns through the network. The association will reach a huge mass of candidates, especially young people, through interaction and sharing on the social network, which will significantly reduce the cost of recruiting.
Besides, the researcher collected respondents' opinions about the solution to increase objectivity and practicality. Ms. Tu Anh totally agree with investing in advertising on social upgrading networks. Despite the limited budget, we can choose the right services and cut unnecessary costs to focus on developing the media. Besides agreeing on the above, Ms. Giang Thanh also recommend the department should promote cooperation with the job center in the urban and districts to create more diverse sources of candidates, cooperate with universities that specialize in technical training.
From the above data, in the previous, the source of the candidates from the social network is very large, this is a recruitment channel that should invest, build strategies to ensure high efficiency, find the right candidate in the fastest time. The department has used social channels to recruit but did not invest more time and cost, so the result did not satisfy. Therefore, researcher recommend some specific solutions to develop the marketing on social communication channels:
• Develop recruiting page specialized and professional as the recruiting page, geared towards specific mechanical engineers.
• Link the company's recruiting page with other recruiting pages to create a spread effect.
Benefits
Information can reach many people in the world, not encapsulated within the region or country of Vietnam. Particularly, in the Nidec's recruitment, it is an international recruitment, candidates must train in Japan, and so they can apply in worldwide.
Candidates can easily find recruiting information via the internet.
The cost spent on recruiting on the media channels will save a lot of time and effort compared to traditional channels and the effect is enormous.
Develop recruiting through social networks
Objective Details Estimated cost
Responsib
le Timescale Progress Develop
recruiting page specialized and
professional as the recruiting page, geared towards specific mechanical engineers.
- Create a professional page for only Nidec
recruitment project.
- Create group recruit for this recruitment on Facebook.
- Implementing the recruitment page through various forms such as the like, sharing information, posting recruitment information.
None Marketing
staff
Immediatel y
Evaluate after half of recruited month
Develop advertising
- Connect to Facebook to
10.000.000 VND per
Marketing staff
1 month Staffs check daily
Develop recruiting through social networks on Facebook use the
promotion because it is the potential channel
6,000 qualified candidates reached
Link the company's recruiting page with other recruiting pages to create a spread effect
- Corporate with
Vietnamwork s, Job street, Linkin to share candidate information.
- Corporate with
universities such as HCM University of Technology and HCM University of Technology and
Education
- 3.000.000 VND per page
500.000 VND/
poster/
month/
university
- Vice manager -
Marketing staff
1 month - Evaluate the
effectivene ss by the number of qualified candidate - How many
percent to provide for Nidec.
Table 7: Action plan for the first solution
2. The second recommendation: Employees Training and Development program
In times of economic hardship and increasing work pressure, many skills and knowledge are required. Therefore, job training is one of the most effective training methods. Staff training is the responsibility of the organization. Staff development is the overall responsibility of management and individual staff. Management responsibility is to provide the right resources and environment to support the growth and development needs of individual employees.
Directly related to the personnel, researcher have direct discussions with Ms.
Thanh Mai - a marketing staff, to plan skills training and expertise, she is very excited and interested in the courses developed to serve better job, with the desired long-term commitment to the company and the passion to create more jobs for people, personal development and professional is very necessary. However, she worries about the limited time because she cares for her family and her work so she cannot total concentrate, hoping to be given the right conditions by the leader to fulfill her duties. And Ms. Giang Thanh, a consultant, said: "I have a lot of difficulties in consulting when there is no basic knowledge related to the job description, so I cannot consult more deeply for the application. I have to ask the help of experts, which takes time of recruitment. It is better to have the opportunity to learn the basics of each job description. Outside the innate ability to communicate, counseling skills also need to be trained to grasp the psychology of candidates, persuasion, and more specific guidance".
According to general assessment and survey respondents' opinions. Researcher propose some solutions for both marketing staff and consultancy staff development in this recruitment:
Marketing staff
• Develop a specific job description to create attractiveness: Job position, qualifications, experience, skills, salary, interview requirements, job posting
date, expiration date and etc. As specific as possible, creating a clear
description will attract the candidates, making it stand out from other companies.
• Improve knowledge about information technology to perform tasks such as: Use of the Google search
Using social networking sites, user forums Using analysis tools keywords for the website
Manage content and update product content on the website
• Take a course of marketing online.
Consultancy staff
Employee recruitment consultants as the bridge between the candidates with company, looking for and selecting talented people for the company, in order to do that, for each professional need specialized training to improve the skills needed to become a good recruiter.
• Train the basic knowledge and skill in technical related the job description.
• Self - train recruitment interviewing skills and improve the ability to review good candidates.
• Take a course of conversation in the office, reception and consultancy.
Benefits
Save time and money for both the department and staffs. The department do not need to recruit more employees in two positions.
Develop a good understanding of the knowledge, skills and abilities that recruiters need because Nidec R&D recruitment is a long-term recruitment requirement.
Professionalism in the company will gradually improve because staffs can do multi- job.
Promote employee development and encourage higher promotion positions.
Assist employees when they identify learning activities that make them the property of your organization now and in the future.
Self-training and take a training course provided at the request of employees to meet the capacity and basic knowledge for work. Such as:
o Marketing staff:
- Apply online marketing tools to recruitment projects.
- Build a simple and cost effectiveness marketing system that maximizes existing resources instead of outsourcing.
- Know how to build content on Website and Facebook, write PR articles introducing recruitment projects. Proceed to run ads on Facebook to expand the potential customer.
o Consultancy staff:
- A broad understanding of the industry, especially in the field of technical, skill to communicate with others, consult candidate and check CVs.
- Skills in identifying recruitment needs, writing recruitment information, recruiting information communication skills, CV filtering skills, scheduling interviews, interviewing skills and evaluating candidates.
Action plan
Employees Training and Development program
Objective Details Estimated
cost Responsible Timescale Progress Develop a
specific job description to create attractivenes s
- Study from other good advertising in recruitment.
- Give a detail and specific information in job description,
None (Self - study)
Marketing staff
Immediately when
receive the requirement within 1 working day
The vice manager evaluates the effective- ness after
Employees Training and Development program knowledge and skill
required, allowance, salary, benefit, time working, location working, promotion, information contact.
- Combine information with related symbols, pictures, and sound to attractive.
- Evidence the candidate who success in the previous recruitment with reality.
finishing the deadline
Train the basic knowledge and skill in technical related the job
description
- The professional in interview teach the require basic knowledge in technical enough to validate candidate data. Particularly, basic knowledge in mechanical,
electronic,
automation depend on the requirement.
None
(Because the professional support staffs)
All staffs in the
department but mainly for
Marketing staff and Consultancy staff
2 working ships after receive requirement
The vice manager evaluates the after training by evaluate candidate curriculu m vitae
Employees Training and Development program - Staffs take 2
working ships to study.
Self - train recruitment interviewing skills and improve the ability to review good
- Follow the structure in recruitment:
1.Identify the recruitment needs.
2.Unified recruitment requirements
3.Write recruitment information
4.Communication recruitment information.
5.Filter CV and arrange the
interview schedule 6.Interview the
candidate 7.Evaluation of
candidates
8.Choose the right candidate.
None (Self - study)
Consultancy staff
During recruitment
Daily
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Employees Training and Development program
Take a - The human resource - Marketing Marketing Depend on Report training staff find the course online: staff + time period the
course teach marketing 5.000.000 Consultancy of course knowledg
online for marketing VND/ staff e and
staff and the course course benefit
teach communication - after
in working Conversatio finishing
environment for n course: the
consultancy staff. 700.000 course
- The accountant VND/course estimates the cost
budget for 2 courses.
Table 8: Action plan for the second solution
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CHAPTER 6: SUPPORTING INFORMATION