Human Resources Within the Organization and Recruitment Methods

1.2. Contents of human resource recruitment

1.2.1. Recruitment concept

Recruitment is the process of attracting job applicants from various sources to apply for jobs. Organizations need to have policies and strategies to attract enough quantity and quality of workers to achieve their goals. The recruitment process will have a great influence on the effectiveness of the selection process.

1.2.2. The importance of recruitment

Recruitment will help organizations recruit highly qualified people because if organizations do a good job of recruitment, potential candidates will know about recruitment information and have the opportunity to apply for jobs. If the recruitment process is not done well, it will greatly affect the selection process because job applicants will not know about the organization's recruitment information, leading to them not applying.

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1.2.3. Recruitment sources and methods

1.2.3.1. Internal human resources and recruitment methods

Internal recruitment sources are people who are already working in that organization.

For internal recruitment sources, we can use the following methods:

- Firstly, the recruitment method is through recruitment notices, which are notices about job positions that need to be recruited. The human resources department can send letters to all employees in the organization to provide them with detailed information about the job as well as the qualifications required to be recruited.

- Second, the method of attracting through the introduction of cadres, workers and civil servants in the organization. Based on the relationship of colleagues in the organization with potential candidates, employers can find people with the right ability for the job. Many organizations are still applying this recruitment process. They also offer preferential policies for employees who have introduced talents to the organization, which not only encourages human resources but also motivates current employees of the company.

- Third, the attraction method is based on employee information in the "Skills Catalogue" that organizations often create about each individual employee, stored in the organization's human resources software. In it, there is detailed information about that person, such as skills, education, work experience and factors to consider for the position to be recruited.

1.2.3.2. External recruitment sources and recruitment methods

External recruitment sources are people who have never worked or may have worked but apply for recruitment with the hope of having better job opportunities, suitable to their abilities. These people include: students who have graduated from universities, colleges, vocational schools, vocational schools; unemployed people; people who are working in other organizations.

For external recruitment sources, the following methods can be used:

- First, the method of attracting through employee referrals (similar to above).

Second, the method of attracting recruitment sources through advertising. Currently, in Vietnam, there are many large websites that support recruitment. Employers only need to post recruitment information including job descriptions and requirements, candidates will submit their resumes online or employers can post information on the company's official website. When the advertisement is posted, workers who are looking for a job, if they are qualified and meet the requirements, will submit their application. Although this method helps to recruit many candidates, it is costly.

- Third, the method of attracting recruitment sources through job introduction centers. For companies that do not have a human resources department, this method is the most popular. This method is one of the quite effective methods because these centers are often the place where a lot of information about people looking for jobs is gathered.

- Fourth, the method of attracting recruitment sources through job fairs. This is also where employers contact and exchange directly with potential candidates.

- Fifth, the method of attracting candidates is to send human resources staff to recruit directly at universities, colleges, and vocational schools.

1.3. Contents of human resource selection

1.3.1. Concept of selection

Human resource selection is the process of screening and selecting candidates according to the requirements set by the organization.

1.3.2. Requirements for selection organization

According to Dr. Le Thanh Ha, Human resource management textbook , Labor - Social Publishing House 2012, selection must ensure the following requirements:

- Selection must come from the organization's human resource needs.

- Selection must be based on responsibilities, tasks, knowledge and skill requirements and qualifications for the job positions to be recruited.

- Selection criteria and content must be clear.

- The selection must aim to choose people with good organizational and discipline awareness, honesty, and commitment to the organization's work.

- Selection must ensure objectivity, fairness, impartiality, and equal opportunities for all candidates.

- Candidates must have awareness, skills and experience in selection.

- Selection costs must be within the organization's means.

- Ensure flexibility in selection.

1.3.3. The importance of selection

The selection process is an important step to help human resource managers make the most appropriate recruitment decisions. Selection decisions are very important for business strategies and for organizations, because a good selection process will help organizations have people with skills suitable for the organization's future development. Good selection will also help organizations reduce costs due to re-selection, re-training as well as avoid risks during the process.

process of performing tasks... [14;105].

1.4. Human resource recruitment process

Each business and organization has a different human resource recruitment process. However, all human resource recruitment processes include two basic stages: recruitment and selection.

1.4.1. Recruitment

During the recruitment phase, businesses often consider recruitment needs, methods of searching and attracting potential candidates, and evaluating the recruitment process.

1.4.1.1. Determine recruitment needs

- Determining recruitment needs is the process of determining the quantity, structure and quality of recruited staff needed to implement the business plan of the enterprise as determined in a specific period [8;93].

a) Basis for determining human resource needs

Business objectives: Business objectives are the basis for determining the quantity and quality of human resources needed.

Business plan of the enterprise: In each different period, there are different business plans. The business plan in each period helps the enterprise determine the quantity, quality, and structure of human resources needed to recruit.

Current status of human resource quality: Current status of human resource quality will be the basis for businesses to assess whether their human resources are lacking or surplus and from there, employers will propose policies to recruit or not to recruit personnel.

Job standards: This is an important basis for determining the quality of a business's human resources. Based on the job description, the business can determine the quality of human resources to be recruited according to job standards [8;94].

Average labor productivity: The average labor productivity of employees in each department in previous years is the basis for determining the quantity needs that the enterprise needs. On that basis, the enterprise determines the quantity

Human resources needed to be recruited in the year of implementation [8;94-95].

Recruitment alternatives: When organizations have financial difficulties in recruiting, the following measures can be used as an alternative to recruitment:

- Subcontracting: In the current conditions, some organizations, due to labor difficulties, cannot recruit workers, so they can let another organization do the work in the form of a subcontract. However, to implement this solution effectively, it is necessary to carefully analyze aspects such as work quality, costs and benefits of the parties. In the subcontracting process, attention must be paid to highly specialized jobs to subcontract each part. Because the units that contract these parts of the work are units with a high level of specialization, the cost for these jobs is often low [14;103].

- Overtime: For companies and businesses whose production of goods and services is unstable and seasonal, they should encourage employees to work overtime instead of wasting time recruiting. This measure helps save costs on recruiting more people while the company still completes orders, maintains its labor structure and the company does not have to support excess employees when the demand for goods and services of the company is past peak season. However, organizing overtime also needs to pay attention to the following:

Overtime work must comply with the provisions of the “Labor Code of the Socialist Republic of Vietnam”. In Vietnam, employees and employers can agree to work overtime not exceeding 4 hours a day and 200 hours a year; employees working overtime for a long time will lead to fatigue, depression leading to reduced work quality, increased risk of occupational accidents; employees lack enthusiasm when returning to work at a normal level for the organization.

- Temporary help: This is an alternative method of recruitment when a company asks another company to help perform services for a short time of a temporary nature. In this case, the number of hired employees remains at the original company, so it does not disrupt the organizational structure of both parties. Organization

The organization hires employees without having to pay benefits, training, and not having to worry about arranging employees when there is a shortage. However, it has a major disadvantage that employees will not be enthusiastic about their work because they feel they are not permanent employees. This form is only suitable for low-skilled workers.

- Hiring labor from a leasing company: This form is more advanced than temporary help, it helps reduce costs related to personnel; hired workers can participate in long-term plans better than temporary workers because of better prepared expertise and higher discipline [14;104]. This case has the same limitations as the temporary help solution.

It is not true that if there is a shortage of employees, we must immediately recruit. We need to implement alternative solutions to recruitment first. When the above solutions have been implemented but still do not meet the needs of the organization, then we decide to recruit employees.

b) Method of determining human resource recruitment needs

To determine human resource recruitment needs, businesses can use the following methods:

- Workload analysis method: Based on goals and business plans, businesses determine the amount of work to be completed and from there determine the need for human resource recruitment. According to this method, to determine recruitment needs, the following steps must be taken:

Step 1: Identify the task to be completed.

Step 2: Determine the average labor rate of employees. Step 3: Determine the number of employees required.

Required manpower = Tasks to be completed/average employee labor rate.

Step 4: Identify the human resources to be recruited.

Human resources needed to recruit = Human resources needed – existing human resources – turnover rate.

- Causal ratio method: According to this method, recruitment needs

The enterprise's human resource utilization is based on the volume, scale of business and the capacity of workers assuming that labor productivity does not change. Based on the average labor productivity and the amount of work to be done, the enterprise determines the labor needs of the enterprise in the future [8;96].

1.4.1.2. Searching and attracting candidates

a) Search for candidates

To recruit enough quantity and quality of workers for the vacant positions, enterprises must search for candidates. To search for candidates, enterprises can use a number of methods to approach recruitment sources. Recruitment sources of enterprises include:

- Recruitment sources within the organization:

The advantage of this source is: these are people who are familiar with the work in the organization, they are more accurately assessed on their qualities and abilities from the work they have done. The biggest benefit when promoting this source is saving time to get used to the work, the work process takes place continuously without interruption, minimizing the possibility of making wrong decisions in promoting and transferring labor.

The disadvantages of this source are: creating a rut in management, lack of creativity, unable to change the quality of labor. When promoting people who are working inside the organization, we must be on guard against the formation of a group of "unsuccessful candidates" causing internal disunity and affecting the quality of work.

- Recruitment sources outside the organization:

The advantage of this source is: this is a rich and diverse source of candidates in both quantity and quality; these people are equipped with advanced and systematic knowledge, they often have a new perspective on the organization so they are able to change the old ways of doing things of the organization without fear of reactions from people in the organization.

The disadvantages of this source are: recruiting people from outside the organization, we will have to spend time to guide them to get familiar with the job, the recruitment cost is high; if we often recruit people from outside the organization (especially

in promotion) will cause disappointment for people in the organization because they think they have no chance of being promoted, and will cause many complicated problems when implementing the organization's goals; recruiting this source has many risks such as: not knowing their true personality and ability; possibly recruiting people who work for competitors...

b) Attracting candidates

Once the recruitment source has been identified, the business can apply one or more different forms to attract candidates to participate in the recruitment process. Depending on the actual conditions of the business and the recruitment target, the employer chooses the appropriate form of attraction.

1.4.1.3. Evaluation of the recruitment process

After a recruitment process, businesses need to evaluate their recruitment process to improve this work. During the evaluation process, it is necessary to pay attention to the content and costs of recruitment. To ensure this content, we need to pay attention to the following issues:

- Is the screening rate reasonable? This is a matter of great financial significance. We can reduce this rate to an acceptable level, but without affecting the quality of the accepted people.

- Evaluate the effectiveness of recruitment advertisements, evaluate the effectiveness of recruitment with the organization's goals.

- Ensuring equal opportunity for all employment.

- Is the information collected reliable enough for the selection process?

- Are the criteria used to eliminate job applicants reasonable and cover all cases that must be eliminated?

- Financial costs for the recruitment process.

1.4.2. Human resource selection process

The selection process is a multi-step process, each step in the process is seen as a barrier to screen out candidates who do not meet the qualifications to continue to the next steps [14;105].

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