Traineeship (Orientation) for New Employees Recruited into the Organization

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

- Fair guarantee for all job opportunities.

- The information collected must be reliable enough for recruitment consideration.

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- Are the criteria used to eliminate job applicants reasonable?

- Financial costs for the recruitment process.

Alternative methods to recruitment

Signing a contract with another organization

Signing a contract with another organization is sharing part of the organization's work. The unit that the organization signs a contract with must also be in the same field of operation as the organization, and the main tasks must be undertaken by the organization. This helps the organization to complete the planned workload target to maintain its brand and reputation, while avoiding the disclosure of business secrets.

Organize overtime

In many cases, organizations cannot recruit new employees because they have to complete labor contracts in a very short time. Then organizations can let employees work overtime. However, when mobilizing overtime, it is important to note:

-Overtime hours must not exceed the number of hours allowed under the provisions of the Labor Code (2012) on overtime.

- Overtime pay must be paid in accordance with current labor laws.

- Avoid excessive overtime to limit work accidents.

- Overtime mobilization must have the consent of the employee.

- Implement measures to increase labor productivity and leverage material and spiritual incentives.

- Invest in new technology, apply technical innovation initiatives.

- Training to improve human resource expertise.

Hire labor from a leasing company

When applying this form can help businesses reduce related costs.

regarding human resources. Hired workers can participate in good long-term planning

Initial reception and preliminary interview

Screening through job applications

Personnel tests in selection

Selection interview

SVTH: Dang Thi Phuong Anh

Health check and fitness assessment

17

than temporary workers because of their better prepared professional qualifications,

higher discipline

1.1.2.2. Selection

Concept

Selection is the process of evaluating candidates in various aspects, based on the requirements of the job, to find those who meet the requirements from among those attracted through recruitment.

Selection process

The selection process is a multi-step process, each step in the process is considered a barrier to screen out candidates who do not meet the qualifications to continue to the next steps. The number of steps in the selection process is not fixed but depends on the complexity of the job when selecting workers, the nature of the type of workers to be selected. To be accepted to work, candidates must pass all the steps in the selection process. To evaluate their candidates, many organizations do it in different ways. Most organizations eliminate unsuitable candidates through each step to reduce the number of people who have to follow up during the application process, some organizations do it in a way that all candidates participate in the entire selection process until the most suitable candidates are recruited. Which method is applied depends on the recruitment rate of each organization, the financial capacity allowed, and the reliability of the information obtained.

When designing the number of steps and the content of each step in the selection process, we need to design it so that we can obtain the most specific and reliable information, which can then be used as a basis for deciding whether to recruit or not.

Figure 1.3: Human resource selection process

(Source: Master Nguyen Van Diem and Associate Professor, Dr. Nguyen Ngoc Quan, Human Resource Management textbook, Labor - Social Publishing House, Hanoi 2004)

Initial reception and preliminary interview

-This is the step to establish the relationship between the job applicant and the employer, and this step also determines whether the individual has the qualities and abilities suitable for the job or not.

- The interview process at this step, if it is discovered that individuals are not suitable for the job, they must be eliminated immediately. However, to make this decision, the criteria must be carefully developed. Note that gender, age, race, religion, ethnicity and congenital disabilities should not be used to eliminate job applicants. The main reasons for eliminating candidates at this step are that they do not meet the requirements for education, training and experience necessary to perform the job as well as do not have the skills as announced, work in the wrong profession, do not have enough degrees, certificates, professional awareness does not meet the requirements, etc.

Screening through job applications

- Job application is an important content in the selection process, job application is often designed by organizations according to a template, job applicants are responsible for filling it out. Job application forms designed scientifically and reasonably can be considered an important tool to accurately select job applicants. Because through job application, it will help the organization know a part of past activities as well as current skills, experience and knowledge, expectations and wishes of job applicants. When designing a job application form, we need to carefully consider the information required, the content of the information to be collected must ensure comprehensiveness, accuracy and how to help job applicants answer the requirements correctly.

- Although the job application form has many advantages, it cannot avoid certain limitations. The job application is an objective procedure that cannot replace the direct meeting between the job applicant and the company representative. On the other hand, the job application only asks a limited number of questions, so it loses the diversity and richness of the work process. They cannot explain the problems they have done in the past. In the job application, they only talk about themselves, their own advantages.

Personnel tests in selection

- The purpose of this step is to help employers test and grasp psychological factors and other special abilities of candidates when other personnel information does not give us accurate and complete information. To get accurate results, the person who builds the test needs to be knowledgeable about that job, or has carefully researched the job, especially the job requirements and job descriptions for the person performing it.

- Currently, in reality, there are many types of tests, so choosing which type of test to use is a difficult problem. To evaluate the aspects of candidates, people often use tests using the work that the candidates will have to do later or sample tests. In personnel testing, it is divided into types: achievement tests, aptitude and ability tests, personality and interest tests, honesty tests, etc. Therefore, recruiters should choose the appropriate testing method to achieve high results .

Selection interview

- Selection interview is a process of verbal communication between the recruiters and the job applicants. This is one of the methods of collecting information for making selection decisions. The interview method in selection helps to overcome the shortcomings that the application research process does not capture or that the types of certificates do not fully state.

- Objective of selection interview:

+ Helps collect complete and clear information about job applicants

than.

+ Through interviews, recruiters can introduce their company, help job applicants understand the company's strengths and advantages, and this is the best form of advertising.

+ To provide information about the organization to job applicants, during the interview, candidates should be explained about the company's situation such as: Company goals, management structure, human resources policies, promotion opportunities, etc.

- Types of interviews: Nowadays, people apply many types of interviews to collect information such as: Sample interviews, situational interviews, goal-based interviews, stress interviews, panel interviews, etc.

- 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 candidates' positions, and equipment for the interview.

+ It is necessary to build and maintain a relationship of mutual respect throughout the interview.

+ During the interview, employers need to record key information during the candidate's answers.

+ At the end of the interview, the candidates must be evaluated according to the score sheet: ability, motivation, experience, cooperation skills, etc. There should be time to relax when interviewing the next person.

Health check and fitness assessment

To ensure that candidates can work long-term in the organization and avoid unreasonable demands from the recruits regarding health, the next important step is to conduct a health check and assess the candidates' physical fitness. This step is undertaken by medical experts. The human resources department needs to provide physical fitness standards for job positions so that medical experts can accurately assess and avoid superficial phenomena.

Interview by direct supervisor

To ensure consistency from the selection board to the direct manager and employer, there must be a direct interview with the manager to evaluate the candidates more specifically. It helps us overcome the uniformity between the selection department and the employer. Helps to check the candidate's professional qualifications. Enhance the role and responsibility of the direct leader, and at the same time build the relationship between the candidate and the leader.

Verify the information obtained during the selection process

To determine the reliability of the information obtained through the selection steps, the organization must conduct a re-verification step to see the accuracy of the information. There are many ways to check the information such as talking to the old organizations where the employee has worked, declared in the job application or the place that issued the certificates, etc. The re-verification information is the accurate basis for the recruiter to make the final decision.

Visit the job

Job seekers always have expectations about job satisfaction, so if they create disappointment about the job due to lack of 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, the organization can let candidates visit or listen to a full explanation of the job that they will have to do after recruitment. This helps employees know quite detailed information about the job such as: The complexity of the job, income situation, job satisfaction. Thereby, 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.

Make a selection decision

After completing all the above steps and the recruitment information has been ensured to meet the selection requirements, the selection council will make a recruitment decision for the job applicant. Once the recruitment decision is made, the employer and the employee need to sign a labor contract or labor agreement. The legal basis of the labor contract is issued by the Labor Code. In the labor contract, it is necessary to pay attention to the following provisions: Probationary period, wages, overtime hours, types of social insurance that must be paid for employees...

1.1.2.3. Orientation for new employees recruited into the organization

- Apprenticeship (orientation) is a program designed to help new employees become familiar with the standards, cultural values, organizational procedures, understand the operation as well as the functions and tasks of the business so that they can perform their work in the most effective way.

- A well-conducted internship program will create conditions to help new employees reduce stress and anxiety, quickly get acquainted with the organization and work, reduce unnecessary mistakes, contribute to attracting employees to achieve the goals of the enterprise, create voluntary consensus between employees and the enterprise and importantly reduce the rate of sudden resignation after a short time,...

- An orientation program should include information about:

+ The tasks that workers need to perform every day and how to perform those tasks.

+ Working time and rest time are regulated by the organization.

+ Salary regime, bonus and allowance policy and regulations

organization's salary and bonus

+ Welfare regimes, organizational services.

+ Regulations on labor and labor safety. Basic principles

The documents that employees must follow when working in the organization.

+ Means of service for daily life and medical safety.

+ The company's organizational structure, functions, tasks and powers of the company's departments.

+ Objectives and tasks of production and business of products and services of the enterprise and the process of producing those products and services.

+ History and tradition of the business.

1.1.3. Factors affecting human resource recruitment

1.1.3.1. Group of factors outside the enterprise

Labor supply and demand relationship in the market

The implementation of recruitment policies and methods depends largely on the relationship between supply and demand of labor in the labor market. If the type of labor that the organization needs to recruit is in excess in the market, then recruitment advertising, regardless of the form, can bring about the expected results. On the contrary, when that type of labor is scarce, even if the organization launches a massive advertising campaign, the number of candidates applying to work at the company will be very limited.

Economic and political factors

When a country has a stable political situation, the economy will have conditions for sustainable development, workers' income will be improved, so people's lives will be increasingly improved both materially and spiritually. At the same time, the intellectual level of the people will be improved. Therefore, when businesses have recruitment needs, there will be many highly qualified candidates applying. The fierce competition between candidates helps businesses have the most suitable choice.

Cultural and Social Factors

If this factor develops, it will help improve human quality and awareness. Therefore, it will improve the quality of candidates participating in the recruitment process. This will affect the recruitment policies and goals of the enterprise, they must be consistent with social development.

Occupational position in society

At different times, the concept of career and work is different. If the job positions that need to be recruited are of interest to society, businesses will attract more workers.

Mechanism and level of economic development