The human resource selection process includes 9 steps as follows: initial reception and preliminary interview, screening through job applications, personnel tests in selection, selection interview, health examination and physical assessment of candidates, interview by direct leader, verification of information collected during the selection process, and selection decision making.
Diagram 1.1. Human resource selection process
Initial reception and preliminary interview
Screening through job applications
Personnel responsibilities in selection
Selection interview
Medical examination and physical assessment of candidates
Interview by direct supervisor
Verify the information obtained during the recruitment process.
Visit the job
Make a selection decision
(Source: Associate Professor, Dr. Nguyen Ngoc Quan and Master, Nguyen Van Dieu, Human Resource Management textbook, National Economics University Publishing House, Hanoi 2012)
Step content:
Step 1: Initial reception and preliminary interview
This is the first step in the selection process, the first meeting between the recruiters and the candidates. This step establishes the relationship between the job applicant and the employer, and at the same time, this step also determines the
determine whether individuals have the qualities and abilities suitable for the job or not, and from there make decisions on whether to continue the relationship with that candidate or not [14;106].
Step 2: Screening through job applications
In organizations, candidates who want to get a job must submit a job application. The job application is an important part of the selection process. The job application is the basis for other selection methods such as the interview method, the job application provides the name, place of work, and other personnel records.
Step 3: Personnel tests in selection
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 such as innate abilities, interests, and personality of this individual compared to other individuals. Tests help to understand the special characteristics in performing each individual's work, and jobs with specific characteristics [14;107-108;].
In personnel testing, there are many types of tests and many different ways of classification. People can classify by group or individual, based on structure, or based on assessment results. Usually, people divide personnel testing into the following types of tests: achievement tests, aptitude and ability tests, personality and interest tests, honesty tests, medical tests.
Some points to note when conducting multiple choice tests in selection:
- The situation of falsifying answers to questions posed by the council to convince employers, candidates often give false answers, and provide incorrect information. This phenomenon will make it difficult for employers to judge and predict the nature of job applicants. When encountering cases of falsifying information, we should fire, even for candidates considered excellent [14;109-110].
- Avoid high pressure when conducting personnel tests, because this phenomenon will have many effects on the flexibility and creativity of candidates, making predictions rigid.
- It is necessary to minimize the violation of candidates' privacy. While conducting personnel tests, people can sometimes unconsciously touch the private thoughts of job applicants. This can cause emotional damage to job applicants such as: religious beliefs, personal discrimination, private life, sexual orientation, and emotions unrelated to work.
- Avoid errors in prediction. When using tests with low or no reliability, it will give incorrect predictions, for example, people who perform well can be eliminated because of low test scores [14;110].
Step 4: Selection interview
Selection interview is a process of verbal communication (through questions and answers) between the recruiters and job applicants, this is one of the methods of collecting information for making selection decisions. The interview method in selection helps us overcome the disadvantages that the application research process does not grasp, or that the types of certificates do not fully state [14;109].
To have a successful interview, you need to pay attention to the following issues:
The organization must be thoughtful, such as preparing the interview room, interview questions related to the candidate's applied positions, equipment for the interview, etc.
It is important to establish and maintain a respectful relationship throughout the interview.
The questions must be clear, easy to understand, and concise, avoiding the situation where the candidate cannot fully grasp the meaning of the employer's question.
During the interview, the employer needs to record key information during the candidate's answers and observe changes in mood through gestures and facial expressions.
At the end of the interview, the candidate must be evaluated according to the score sheet: ability
Strength, experience, motivation, collaboration skills… There should be time to relax when interviewing the next person.
Step 5: Health check and physical assessment of candidates
To ensure that candidates are able to work long-term in organizations and avoid unreasonable demands from recruits regarding health, the next important step is to conduct health examinations and physical assessment of candidates. This step is undertaken by medical experts, the human resources department needs to provide physical standards for job positions so that medical experts can base their selection on them. This step needs to be considered and evaluated objectively, avoiding formalities and carelessness [14;113].
Step 6: Interview by direct manager
To ensure consistency from the selection board to the direct supervisor and employer, it is necessary to have a direct interview with the supervisor to evaluate the candidates more specifically. This is a step to determine the important role of the professional levels. It helps us overcome the inconsistency between the selection department and the employer [14;113-114].
Step 7: Verify the information obtained during the selection process
To determine the reliability of the information obtained through the selection steps, we must conduct a re-verification step to see the accuracy of the information. There are many ways to verify information such as talking to the old organizations where the employee worked, declared in the job application, or the place that issued the certificates... The re-verification information is the accurate basis for employers to make the final decision [14;114].
Step 8: Visit the job site
Job seekers always have expectations about job satisfaction, so if we create disappointment about the job due to insufficient information, it will cause many disadvantages for the new person to receive the job. Therefore, to create conditions for job seekers to make final decisions about the job,
In order to do this, the organization can let the candidates visit or listen to a full explanation of the jobs that they will have to do after being recruited. This helps the employees know quite detailed information about the job such as: the complexity of the job, income situation, job satisfaction. Thereby, the candidates will grasp what they have to do in the future so as not to be surprised when encountering things that do not match their thinking [14;114].
Step 9: Make a selection (recruitment) decision
After completing all the above steps and ensuring that the recruitment information meets the selection requirements, the selection board will make a recruitment decision for the applicant. The basis for this decision is based on the subjective evaluation method according to the gradual elimination procedure and the evaluation results of the interview and test. Once the recruitment decision is made, the employer needs to sign a labor contract or labor agreement. The legal basis of the labor contract is the Labor Code issued by the State. In the labor contract, attention should be paid to the following provisions: probationary period, wages, overtime hours, types of insurance that must be paid for employees [14;114].
1.5. Evaluation of recruitment performance
Nowadays, in many businesses, finding and attracting qualified candidates with real technical expertise and passion for the job is a top priority. To achieve this, a reasonable and effective recruitment process is extremely important. And to know whether a business has a reasonable and effective human resource recruitment process or not, employers need to evaluate the effectiveness of recruitment activities.
To evaluate the effectiveness of recruitment, we need to set up criteria for evaluation. There are three main factors to evaluate the effectiveness of the recruitment process: the quantity and quality of candidates; the level of commitment to the job; and the cost of recruitment. Recruiting capable people who will stay with the business for a long time is considered a success of the recruitment process, but these are the
Results are reflected after the work process.
1.6. The need to improve human resource recruitment
Recruiting employees is an activity that every business must perform. There are many reasons why a business must recruit employees: business is growing, expanding production, restructuring, an employee is about to retire, an employee asks to leave to go to school, an employee is forced to quit due to disciplinary violations...
Recruiting and retaining talent is one of the essential skills of a manager. These are also two solid foundations for the prosperity and sustainability of an organization. Recruitment decisions are considered one of the most important decisions of a manager. Without the right people in the right jobs, a company or department cannot have good working results. Good recruitment decisions create the foundation for effective work performance of employees, teams and the entire company. On the contrary, bad recruitment decisions will drag down working capacity and cause a lot of costs to adjust.
Thus, recruitment activities are of great importance and extremely necessary for all organizations and businesses. To ensure that recruitment activities are carried out regularly, with quality, efficiency and timely response to the organization's human resource needs, improving recruitment is an extremely necessary factor. Moreover, in the context of the current integrated economy, the labor market is always fluctuating, new professions are emerging more and more with extremely attractive working conditions. It is the competition in the labor market that has made improving recruitment play an increasingly important role in ensuring that the organization has quality human resources to meet the requirements of expansion and development .
CHAPTER 2:
CURRENT STATUS OF HUMAN RESOURCES RECRUITMENT AT HANOI DIAMOND PALACE JOINT STOCK COMPANY
2.1. Overview of Hanoi Diamond Palace Joint Stock Company
Company name: HANOI DIAMOND PALACE JOINT STOCK COMPANY. Charter capital: 1,800,000,000 VND.
Tax code: 0105821123.
Head office address: No. 16, Alley 64, Lane 67, Thai Thinh Street, Thinh Quang Ward, Dong Da District, Hanoi City, Vietnam.
Trading name: HANOI DIAMOND PALACE JOINT STOCK COMPANY.
Business license: 0105821123 – date of issue: March 14, 2012. Director: Thanh Thi Thuy Nga.
Phone number: 04.37927828. Fax number: 04.37927828.
Email Address: info@hanoidiamondpalace.com
2.1.1. The formation and development process of Hanoi Diamond Palace Joint Stock Company
Hanoi Diamond Palace Joint Stock Company was granted a business registration certificate by the Hanoi Department of Planning and Investment on March 14, 2012 with 12 business lines. The company currently owns 02 leading wedding, conference and event centers in Hanoi.
Center 1: Located at 91 Hoang Quoc Viet, Cau Giay District, Hanoi, with approximately 4,000 m2 of banquet halls and workplaces for company leaders. Every year, this center is the place where luxurious and impressive weddings of hundreds of couples and hundreds of thousands of guests are invited to with professional service style. The center also serves many events such as: fashion shows, conferences, meetings of large corporations in the city.
Center 2: Opened in October 2014, continuing the company's success from Center 1. Diamond Palace 2 is located at
The most beautiful street in Hanoi - 91 Nguyen Chi Thanh, Dong Da district, Hanoi. The total area of the banquet hall and services is 1,600 m2, serving more than 1,300 guests at the same time, the center is equipped with modern lighting and sound equipment. In recent years, this center has also attracted hundreds of thousands of visitors and quickly became known for its dedicated and professional staff.
The company has built a system of suppliers of high quality goods, with production processes and guarantees according to the best food safety and hygiene standards, making customers completely trust.
Some pictures of Hanoi Diamond Palace Joint Stock Company (Appendix No. 05)
2.1.2. Business activities of Hanoi Diamond Palace Joint Stock Company
The Company's business lines are very diverse:
STT
Industry name | Code branch | |
1 | Restaurants and mobile food services | 5610 |
2 | Food Wholesale | 4632 |
3 | Renting other personal and household goods | 77290 |
4 | Organization of trade introduction and promotion | 82300 |
5 | Motor Vehicle Rental | 7710 |
6 | Beverage service | 5630 |
7 | Other food services | 56290 |
8 | Providing food services under irregular contracts regularly with customers (serving parties, meetings, weddings...) | 56210 |
9 | Retail sale of beverages in specialized stores | 47230 |
10 | General wholesale | 46900 |
11 | Wholesale beverages | 4633 |
12 | Rental of machinery, equipment and other tangible goods | 7730 |
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( Source: Administration - Human Resources Department )