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Human resource recruitment at Vietnam Truck Corporation - 4


shows the relationship between the number and number of candidates remaining at each step in the selection process and the number who will be accepted to the next round. In recruitment planning, we must determine accurate and reasonable screening rates.

Identify recruitment sources and methods

Recruitment sources include internal and external recruitment sources.

- Internal recruitment sources

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Subject: Includes employees working in different positions of the organization.

+ Advantages:

Human resource recruitment at Vietnam Truck Corporation - 4

- Recruiting human resources within the enterprise creates opportunities for employees to advance and creates widespread competition among employees, stimulating them to work better, more creatively, enthusiastically and dedicatedly, and with higher performance.

- Human resources will quickly adapt to new working conditions.

+ Disadvantages:

- Causes disruption in personnel, stable job positions may become short of people due to human resources being transferred to other jobs and needing to continue recruiting

- Recruiting employees within a business can cause rigidity because these employees are used to working in their old positions, limiting their creativity.

- Limits the attraction and recruitment of talent for the organization.

- External recruitment sources

Target: Is a recruitment source from the labor market outside the enterprise. This source includes new job applicants. Labor groups


The workers in this source are: students of training institutions who have graduated from school, those who have work experience, those who are unemployed and actively looking for work, those who are working in other organizations, untrained manual workers, and those who are studying at training institutions.

+ Advantages:

- Abundant source of candidates, diverse in quantity and quality

- New working environment and new job help employees enjoy and be enthusiastic about their work, trying to demonstrate their abilities at work.

- Employers have the opportunity to train from the beginning the working principles and regulations on the jobs intended to be assigned to new employees.

+ Disadvantages:

- The new environment also causes many difficulties for employees in the process of receiving work, because they do not work from the beginning, so they do not deeply and thoroughly understand each job in a short time. Therefore, the business takes a lot of time to create conditions for employees to get acquainted and integrate into the new job.

- If we regularly recruit people from outside the organization (especially in promotion), it will cause disappointment in the organization, because they think they will not have the opportunity to advance and many complicated problems will arise in the production and business process.

- Recruiting people from outside sources often makes businesses spend more money and time on recruiting and integrating new employees.

+ Recruitment method:

For internal recruitment sources we can use


the following methods:

- Recruitment method through recruitment notice, this is the notice about job positions that need to be recruited. This notice includes information about the job duties and the requirements for the qualifications to be recruited.

- Method of attraction through introduction of staff and employees in the organization.

For external recruitment sources, we can apply the following attraction methods:

- Method of attracting through the introduction of employees in the enterprise

- Methods of attracting recruitment sources through advertising on media such as: On television channels, radio stations, newspapers, magazines, internet, classifieds and other publications.

- The method of attracting candidates through job placement centers or job exchanges in provinces and cities. These centers are often located in universities, colleges, vocational high schools and mass organizations such as labor management agencies nationwide.

- Method of attracting candidates through job fairs. This is a new method being applied by many organizations. This attraction method allows candidates to directly contact many employers, increasing job opportunities for candidates.

- Method of attracting candidates by sending human resources department staff to recruit directly at universities, colleges, and vocational schools.

+ Determine recruitment location and time


Once the recruitment locations have been determined, the next issue for organizations is to determine the time and timing of recruitment. To determine the time and timing in the recruitment strategy, we need to make a short-term and long-term time plan. The recruitment time plan must be based on the organization's established goals.

Step 2. Search for job applicants

After completing the recruitment strategy and planning, it is necessary to conduct activities to find job applicants. Businesses need to note:

- Make a strong impression on the business: To make a strong impression on the business, it is necessary to convey images that are beneficial to the business as well as present future development prospects for the organization.

- It is necessary to provide incentives to attract employees to apply for jobs at the enterprise, such as welfare policies, incentives, etc.

- Attention should be paid to selecting the right recruiters: Recruiters must be people with good moral qualities, professional knowledge, understanding of selection techniques, having sufficient knowledge and skills in the fields of social psychology, technology and engineering, interviewing skills, observation and decision-making skills, being fair and impartial for the goals of the organization, having personality and working experience.

Step 3. Evaluate the recruitment process

After the recruitment is completed, the organization needs to evaluate according to the following contents:

- Does the number of attracted candidates meet the requirements? If the number of attracted candidates is too small, what is the cause and what is the solution?

- Are the selection and screening rates set as such reasonable?

Not yet?

- The level of compatibility between candidates and jobs


- The candidate's level of understanding of the job and organization after recruitment

- Is the cost of recruitment too high?

- Has the recruitment advertising been effective?

- Were candidates treated fairly? Were there any unfair points? How to fix it?

- Is the information obtained reliable enough for admission?

1.2.2.4. Human resource selection

+ Human resource selection process

The selection process is the most important stage which usually follows the steps

after:


Step 1: Receiving and screening applications

This is the step where the recruiters are responsible for welcoming the candidates.

The interviewer will observe and review the candidates' profiles, thereby eliminating those that do not meet the requirements. This meeting should take place in a friendly, comfortable environment, showing mutual respect between the two parties. If the candidate is not suitable for the job, he or she will be eliminated immediately.

To participate in the selection process, candidates must submit a job application. Job applications are often designed by organizations according to available templates in a scientific and detailed manner to save time in selecting candidates. Job applications include information such as: personal information, information about the learning process, training, skills, work experience and work process, personal psychological characteristics, interests, etc. This information is compared with the job description and job requirements for the performer. From there, the organization has an initial understanding of the candidate, selects quality profiles and eliminates some candidates who do not meet the job requirements.

When designing job application forms, we should carefully consider the information required, and the content of the information to be collected must ensure its validity.


comprehensive, accurate and how to help job applicants answer correctly and completely the requirements set forth.

In addition to the application form, there are also open questions, handwriting samples, etc. Although the application form has many advantages, it is not without limitations. The application form is an objective procedure that cannot replace a direct meeting between the applicant and the representative of the Company. On the other hand, the application form only asks for a certain amount of information, so it loses the diversity and richness of the work process and experience of the applicant. They cannot thoroughly explain the problems they have done in the past. In the application form, the applicant only speaks well of themselves, only speaks in their own interests. In the new application form, we see the current situation in a descriptive manner, but it does not tell us "how" or "why" ... Through the content of the application form, the recruiters will have their basis to continue the steps or end the selection process.

Step 2: Preliminary interview

This step aims to establish a relationship between the job applicant and the employer, determine the candidate's qualities and abilities to see if they are suitable for the organization's job or not.

To determine whether an employee has the qualities and abilities required for the job, the organization needs to set clear standards and carefully consider those standards. If, after the preliminary interview, the recruitment board finds that the candidate does not have the qualities or abilities to undertake the job title for which they are being recruited, they will decide to eliminate the candidate.

The hiring committee also needs to have a high level of consensus on how to evaluate candidates before conducting preliminary interviews.

Step 3. Test, quiz


In this selection step, the organization can conduct a test in the form of a written exam or a skills test.

Vocational testing is almost mandatory for technical worker positions, helping organizations evaluate whether candidates truly possess professional skills or not.

The written exam helps test the candidate's thinking ability, theoretical understanding, professional handling ability, and planning and implementation ability.

In addition, to help recruiters grasp the psychological qualities, abilities, skills and other special abilities of candidates when other personnel information does not give us accurate and complete information. Personnel tests give us objective results about human psychological characteristics. When using personnel testing methods for selection, we should also choose the appropriate method to predict job performance. To do so, when building tests, it is necessary to have people who are knowledgeable about the job or have carefully researched the job, especially the job description and job requirements for the performer.

Step 4. Selection interview

This interview round aims to evaluate candidates in many aspects, in terms of qualifications and ability to accept the job. In addition, employers also need to prepare questions to exploit more information about personality and personal qualities that are suitable for the business or not. In this interview round, for candidates selected for probation, employers also need to mention the issue of salary and benefits of the company so that candidates know and decide whether to work with the company or not.

Step 5. Probationary training


Job seekers always have expectations about job satisfaction, so if there is a lack of information about the job, it will cause many disadvantages for the person who comes to receive the job. Therefore, to create conditions for job seekers to make the final decision about the job, some businesses can let candidates practice and try out the job that they will have to do after being recruited. This helps candidates see a complete picture of the business and the job position being recruited, candidates will go on a tour or listen to a full explanation of the job they will have to do. Thereby, they will understand quite detailed about the job such as: complexity, income level, job satisfaction... From there, they will make the final decision about the job in the most correct way.

Step 6. Make a hiring decision

After completing all the above steps and ensuring that the recruitment information meets the selection requirements, the selection board will make a decision to hire the employee. Based on the subjective evaluation method according to the gradual elimination procedure and the evaluation results of the interview and test, as a basis for making the decision. When there is a recruitment decision, the enterprise and the employee need to sign a labor contract or labor agreement. The legal basis of the labor contract is the Labor Code issued by the state.

Step 7. New Employee Onboarding

The purpose of an onboarding program is to help new employees adapt to the organization, provide detailed information about the job and performance expectations of their superiors, avoid mistakes, save time, and create a good impression of the organization.

New employees will go through two phases of the onboarding program:

- General integration program:

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