VIET NAM GENRAL CONFEDERATION OF LABOUR

TON DUC THANG UNNIVERSITY FACULITY OF BUSINESS

ADMINISTRATION

PLANNING, RECRUITMENT AND SELECTION

FINAL-TERM REPORT

Course: Planning, Recruitment and Selection

Lecturer: Ms. HOANG MY PHUONG

Group: 06

Class: 01

HO CHI MINH CITY, 2021

 WORK ASSIGNMENT TABLE

PERCENTAGE
NO STUDENT’S STUDENT’S WORK
OF
. NAME ID DESCRIPTION
COMPLETION

Trần Lê An Contents of part 2

1 Nhiên (Leader) 719H1175 Synthesize and edit the 100%
content

Trương Nhật
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4 718H2109 Contents of part 1 90%
Thanh Hảo

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 TABLE OF CONTENTS

WORK ASSIGNMENT TABLE....................................................................................2

1. RECRUITMENT ADVERTISEMENT:....................................................................4
1.1 Job Description.......................................................................................................4

1.2 Job advertisement...................................................................................................6

1.3 Recruitment methods..............................................................................................8

1.3.1 Recruitment Advertisement.................................................................................8

1.3.2 Recruitment methods in insurance industry.......................................................9
1.3.3 Recruitment method for Junior Financial Advisor position.............................10
2. SELECTION..............................................................................................................11
2.1 Selection methods:................................................................................................11

2.2 Competencies.........................................................................................................12

2.2.1 Knowledge........................................................................................................12
2.2.2 Skills................................................................................................................. 12
2.2.3 The Communication Skills Quiz.......................................................................14
2.3 Questionnaire for selection...................................................................................16

2.4 Answer of interviewee...........................................................................................22

3. EMPLOYER BRANDING OF PRUDENTIAL.......................................................24

3.1 Best place to work in Asia....................................................................................24

3.2 Good welfare policy for employees......................................................................24

3.3 Management Trainee Program............................................................................25

3.4 Good job opportunities and clear development track........................................26

REFERENCES...............................................................................................................27

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1. RECRUITMENT ADVERTISEMENT:
1.1 Job Description

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Figure 1. Job description of Junior Financial Advisor

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1.2 Job advertisement

Figure 2. Job poster of Junior Financial Advisor

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BE A PRUDENTIAL FINANCE ADVISOR TODAY!

✔️The full-time job you could earn up to 500M VND per year, is it enough to interest
you!

✔️This is an opportunity for anyone who wants to live a brighter life and be a hero to
anyone they insure!

LOCATION: Ben Can Giuoc, District 8, Ho Chi Minh City

SALARY: 11,000,000 - 21,000,000 VND (commission, bonus)

JOB DESCRIPTIONS

● Find and exploit potential customers

● Update, analyze and evaluate the benefits and trends of the relevant financial
market to serve the job
● Advise and introduce customers to appropriate financial solutions and insurance
programs
● Check, follow and manage customer records and information to serve the best
customer care
● Prepare weekly, monthly and quarterly reports on plans and activities and send
them to leaders
QUALIFICATIONS

● With background in Finance, Banking, Business Administration, Commerce

● Experience: 1-2 years in related field
● Good communication, consulting, relationship building and problem solving
skills, customer care skills
BENEFITS OF WORKING WITH US:

 Premium healthcare card according to company policy.

 High-class domestic and international trips, seminars and team building.
 Get maximum support from both companies and partners:

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  Training course, improving skill and knowledge
 Have a clear promotion path after only 3-6 months of

Join our team and help insure lives! Be a 𝗙𝗜𝗡𝗔𝗡𝗖𝗜𝗔𝗟 𝗔𝗗𝗩𝗜𝗦𝗢𝗥 today and accompany
with Prudential to earn income while helping every Vietnamese achieve securities
through LIFE INSURANCE.

Let's propel forward to the future together! Grow with us!

Send CV to email: thanhhao.hr@prudential.vn or contact us on: 09123456789

I'd be happy to meet with you for a career and business presentation.

1.3 Recruitment methods

1.3.1 Recruitment Advertisement
There are different types of recruitment methods that organizations use to attract the best
staff. Depending on the department, there are different requirements and recruitment
goals. Therefore, the company needs to apply many different recruitment methods to be
able to find the most suitable candidates.

Listed below are the most common recruiting methods among employers:

 Internal methods: Internal promotion, Lateral transfer, Job rotation schemes, …

 Media: Job boards, Social media, Newspapers, …
 External methods: Headhunters, Job centers, Outplacement consultants, …
 Education liaison: Careers service, Careers fairs, College tutors, …
 Other media: Direct mail, Local radio, Billboards, …
 Professional contacts: Conferences, Trade union referrals, …
 Other methods: Factory gate posters, Past applicant records, Open days, …

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1.3.2 Recruitment methods in insurance industry
According to our team analyzed in the midterm assignment, insurance industry has been
gradually shaping the most productive ways to meet internal and external recruitment
needs for job positions in the e-recruitment landscape. Many companies expand
recruitment advertisement through many different methods such as: HR/Insurance
networks, other media, social media, external agencies, education liaison, etc.

Regarding internal recruitment, human resources experts say that this is one of the
leading recruitment methods and is considered the human resource solution of the
insurance industry. During the complicated development of the Covid-19 pandemic,
when managers applied the method of job rotation and job transfer to solve the problem
of human shortage, employee performance increased while they have to take on a larger
number of tasks. Additionally, insurance companies regularly post job advertisements
through internal channels, motivate any employee who thinks they have a chance to get
the job to work harder to prove themselves.

Regarding external recruitment, in addition to using social networks, insurance

companies also cooperate with quality external recruitment boards, which have rich data
on candidates and millions of visits per month and have many high-tech recruitment
support such as automatically suggesting potential candidates based on AI, posting
highlights, accessing candidate's CV data, .. Some famous websites like Vietnamwork,
Indeed, TopCV, Timviec365, Careerbuilder… are trusted by Prudential, AIA, FWD, etc.

In addition, the method of recruiting through educational contacts tends to be the most
applied at large insurance groups in the Vietnamese market, especially through
internships. Internship programs for final-year students are deployed annually for
companies to recruit talent at the university, then plan to train and develop specialized
skills that are lacking in the insurance industry such as data analysis, risk analysis, etc.
For example, Springboard student challenge (FWD), THE STRIVES (Prudential), EB
Ambassador of Baoviet Life (Bao Viet) are announced every year through online

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channels such as Linkedin, Facebook, Youtube, Career Website company, Ybox, school
websites,...

1.3.3 Recruitment method for Junior Financial Advisor position

We have analyzed recruitment goals based on the quality of the job to be able to choose
the best advertising method for this position.

Recruitment goal:

 The main recruits are final year students or fresh graduates, especially in Banking,
Finance, Sales. Because the job position only requires entry level, not much
experience is required.
 Requires a large number of applicants. Because the job is in the cooperation
channel with banks, it is necessary to collect a large amount of application data to
meet each bank's branch.
 Post job ads regularly and continuously to maintain the number of candidate data
and easily reach more candidates.
Based on the analyzed recruitment methods of the current Vietnamese insurance industry
along with the recruitment goals analyzed above, our group has decided to choose an
external recruitment method for Junior Financial Advisor position. With the aim to be
able to save recruitment costs, easily post regularly and access more human resources.

Specifically, the group decided to use the social networking channel Facebook through
job groups, internships, especially job groups on positions related to Consulting, Finance,
Insurance, and Sales to post the job advertisement. According to statistics as of June 2021
of NapoleonCat (a tool to measure social network indicators), the total number of
Facebook users in Vietnam is nearly 76 million people, accounting for more than 70% of
the national population and still leading the list of popular social networks in Vietnam.
Therefore, Facebook can also be considered as an extremely potential recruitment
channel to find, exploit and select the most talented candidates. More and more groups

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post job postings that receive great attention. For that reason, our group decided to choose
Facebook platform as the first recruitment channel.

In addition, combine using LinkedIn as the second social network to post recruitment ads
for this position. LinkedIn is currently rated as the number one recruitment platform in
the world when it owns more than 500 million user profiles across continents. Up to 100
million job applications are made on LinkedIn every month and every minute 3 people
are hired through LinkedIn. It can be seen that besides the social network Facebook,
LinkedIn is also a platform to be able to find potential candidates.

Finally, recruitment channels are indispensable when using the media method for external
recruitment. Candidates can easily search for many job positions in the insurance industry
from channels such as vn.indeed.com, Vietnamworks, Careerbuilder, Tim viec 356,
TopCV, ... According to statistics, recruitment websites These above apps has more than
2.5 million visits per month. Therefore, it is necessary to effectively use all three
recruitment channels above to be able to access an abundant and quality source of
candidates for the position of Financial Advisor.

2. SELECTION
2.1 Selection methods:
There are many different methods of recruitment and it is important to consider which
method is right for a particular role. They involve reviewing an individual's capabilities,
education, experiences and personality to determine if they can perform key tasks and
align with a company's overall culture. Listed below are effective selection methods
commonly used by many employers:

 Application form and CVs 

 Online screening and shortlisting
 Interviews 
 Tests 
 Group activities

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  References

According to our group, we decided to apply interview to select the candidates. More
specifically, we decided to choose competency-based interview to evaluate candidates
and make the decision. Based on the advantages of this method:

 Helps company gain a better idea of the applicant’s personality, poise and
behavior, especially in the context of discussing business and the type of work
they will need the successful candidate to perform.
 Gives the interviewer a clear sense of each candidate’s ability to speak
extemporaneously about the field, job and industry in question.
 Assess how well the candidate has prepared for the interview by asking questions
related to the company and what it does. 
 Helps interviewers gauge the applicant’s skill set, education and experience
relative to the job in question.
 One-on-one interviews that take place on the company premises also give
candidates the chance to show their ability to perform under pressure and
demonstrate how well they fit into your company’s corporate culture.

2.2 Competencies
2.2.1 Knowledge
 Market performance
 Investment strategies
 Strong understanding of various insurance policies, regulations and laws.
 Knowledge of accounting principles and practices and an understanding of
financial markets and sales principles

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2.2.2 Skills
Evaluation Criteria
Skills
Basic Advanced Expert
- Ability to identify - Ability to analyze - Ability to apply this
customer problems, problems in depth. critical thinking to the
gather information - Develop solutions or client's needs.
and propose gain insight into your - Assessing those needs
Analytical
solutions topic also involves analyzing
Thinking
- Make judgments and where the customer is,
apply acquired where they want to be,
knowledge and how much time
they have to get there.
- Have a clear, easy- - Actively listen to - Strong verbal
to-hear voice, and customers so that they communication skills to
know how to adjust can fully understand explain complex
voice tone their goals insurance concepts and
accordingly - Ability to resolve principles easy to
- Quick response conflicts and conflicts understand
Communication
- Ability to speak in
public when
participating in
seminars or workshops
to attract new
customers.
Computer Skills Basic computer - Proficient in using - Have skills to work on
skills and statistical Excel and Word online software, Email
analysis. - Manage customer skills
information using the - Use multiple channels

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 system to find potential
customers.
Quickly assess Ability to advise and Ability to develop and
customer needs and persuade customers to implement effective
Sales skills meet their goals choose the company's forms of marketing
products personal services and
insurance products
Table 1. Table of criteria for assessing candidate's skills

2.2.3 The Communication Skills Quiz

To assess the communication skills of candidates, our team proposes to conduct a skills
test based on Mind Tools. After receiving the candidate's CV, the qualified candidates
will be sent the test by email by the company and the results will also be feedback to the
candidate. Each question is rated on 5 levels: 1 - Not at All; 2 – Rarely; 3 – Sometimes; 4
– Often; 5 - Very Often.

(Link Google Form: https://forms.gle/N7N2daq9SncJwRJU9 )

1. I try to anticipate and predict possible causes of confusion, and I deal with them up
front.
2. When I write a memo, email, or other document, I give all of the background
information and detail I can to make sure that my message is understood.
3. If I don't understand something, I tend to keep this to myself and figure it out later.
4. I'm surprised to find that people haven't understood what I've said.
5. I can tend to say what I think, without worrying about how the other person
perceives it. I assume that we'll be able to work it out later.
6. When people talk to me, I try to see their perspectives.
7. I use email to communicate complex issues with people. It's quick and efficient.

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 8. When I finish writing a report, memo, or email, I scan it quickly for typos and so
forth, and then send it off right away.
9. When talking to people, I pay attention to their body language.
10. I use diagrams and charts to help express my ideas.
11. Before I communicate, I think about what the person needs to know, and how best
to convey it.
12. When someone's talking to me, I think about what I'm going to say next to make
sure I get my point across correctly.
13. Before I send a message, I think about the best way to communicate it (in person,
over the phone, in a newsletter, via memo, and so on).
14. I try to help people understand the underlying concepts behind the point I am
discussing. This reduces misconceptions and increases understanding.
15. I consider cultural barriers when planning my communications.

Each level corresponds to a score from 1 to 5 (total score 75). Use the scorecard below to
get each candidate's test results. The results are divided into 3 levels: needing further
improvement, being able to communicate, understanding the role of a communicator.

Score Comment

15-35 You need to keep working on your communication skills. You are not
expressing yourself clearly and you may not be receiving messages
correctly, either. The good news is that, by paying close attention to the
way in which you communicate, you can improve your effectiveness at
work and enjoy better working relationships with your colleagues!

36-55 You're a capable communicator, but you sometimes experience

communication problems. Take the time to think about your approach to
communication, and focus on receiving messages effectively, as much as
sending them. This will help to improve your ability to communicate.

56-75 Excellent! You understand your role as a communicator, both when you
send messages and when you receive them. You anticipate problems,
and you choose the right channel to communicate. People respect you
for your ability to communicate clearly and they appreciate your

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 listening skills.
Table 2. Scoreboard of results of communication skills

The test relied on the communication process to develop evaluation criteria and as a
reason for making questions to test the candidate's communication skills.

Figure 3. The Communication Process

 Questions 2, 11 – Source: Evaluate candidates’ abilities to plan messages before

communicating, determine what you want to say and why, to avoid wasting time
and not misleading the other person
 Questions 1, 5, 8, 10, 15 – Encoding: Evaluate candidates’ abilities to create a
clear, well-composed message that can deliver a clear and concise message
 Questions 7, 11, 13 – Channel: Evaluate candidates’ abilities to choose the best
communication channel to send information makes communication effective,
while making the most of your communication opportunities
 Questions 3, 6, 12, 14 – Decoding: Evaluate candidates’ abilities to listen actively
when communicating so that messages can be decoded correctly
 Questions 4, 9 – Feedback: Evaluate candidates’ abilities to respond to questions
when communicating to make sure people understand your message

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 2.3 Questionnaire for selection
OPENING

1. Are you in Ho Chi Minh city or in another province?

2. How is the situation of the Covid-19 pandemic at that place?

QUESTION

Answers
Reason for the
Question
question
Unsatisfied Passed Excellent

1. Please - Get more - Short answer - Speak - Detailed

introduce information - Only introduce confidently information
yourself. about the personal - Introduce about strengths,
candidates information personal weaknesses,
- Assess the (name, age, information and aspirations.
candidate's self- hobbies) experience. - Have a
perception confident
demeanor
- Have opening
and closing
sentences of the
introduction

2. What are - Claim to be - Clearly - Turn a

your strengths perfect answer about negative into a
and - Weaknesses strengths positive
weaknesses? affecting work (Example: -The things
- Have no How have will improve
examples these of

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 strengths weaknesses
helped you in (way to fix it)
the past?) - Show self-
- Honestly aware
about
weaknesses
(not idealize
the answer)

3. What are - Know the - Have no goals - Have a detail - Be relevant to

your goals for candidate's goals - Unrealistic plan the company
2 years? and plans in the goals - Start with - Back your
near future short term goals with an
- Find out if the goals then action plan
candidate has a move to long (focus on one or
long-term goal term two main goals,
of working with explain how to
the company achieve them or
how they will
benefit your
career in the
long term.)

4. Why did you - Find out why - Can’t give - Give - Show your
choose this candidates apply reasons reasons and passions and
position? - Find out if the - Not interest explain why interests that
candidate is in the position - Know are closely
passionate about clearly about tied to the
this position your position job.

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 - Clearly state - Show
your goals enthusiasm
- Show what
you would
offer if hired

5. What do you - Find out - Incorrect - Have a - Link it to

think a whether the answer thorough company status,
Financial candidate - No research understanding of make
Advisor does? seriously about the job the job predictions
researched and position description about future
researched the work
job description - Having outside
before the research
interview (through
- Know more relatives, friends
about the with the same
candidate's job position)
experience (if
any)

6. How do you - Find out - Can't come up - Provide a - Combined with

deal with whether they can with a way to reasonable my own
stressful handle job- relieve stress solution practical
situations? related stress - Have no - Give examples experience
and what they do examples of successes in - Proved to have
in particularly stressful good pressure
stressful situations resistance

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 situations at
work.
- Find out
whether
candidates
understand how
pressure affects
them and how
they manage it

7. Tell me - Evaluate the - Can't describe - Give a specific - Give an

about a time communication the time situation example of how
when you dealt skills and - Ignore the - Give effective they can build
with a difficult problem-solving difficult person solutions to be positive
person skills - Unable to able to continue relationship with
- Evaluate the provide a working everyone
flexibility of solution to the together - Show
candidates problem sympathy and
- Know how well not take things
they get along personally
with others - Give own
despite experience after
personality or that time
work style
differences

8. Tell me - Evaluate - Can't describe - Give a specific - Demonstrate

about a communication the time situation persuasion skills
situation where skills - Give an - Briefly explain through

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you had to use - Evaluate unrealistic, the situations
your persuasion skills unconvincing responsibility or - Build logical
communicatio - Determine if situation objective related arguments and
n skills to they are to the situation negotiate with
influence professionals - Show what others
someone's whom others specific steps
opinion. respect. were taken to
solve or
accomplish the
challenge,
situation, or goal
- Describe the
outcome

9. Describe a - Evaluate the - Can't describe - Give a specific - Show respect

time when you communication the time situation to customers
had to deal skills - Give - Show complaints
with a - Evaluate unreasonable compliance with - Give an
customer customer care solutions, company example to
complaint? skills displeasing guidelines when improve
What did you - Evaluate customers dealing with yourself to avoid
do and how did candidate’s complaints the same
you resolve the problem-solving situation
complaint? skills, quick happening again
decision-making - Give lessons
strategies, and learned from
ability to remain that situation
collected under

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 pressure

Table 3. Questionnaire and evaluation criteria for interview responses

CLOSING
10. Do you have any questions for us?

2.4 Answer of interviewee

1. I am living in Ho Chi Minh city now but my hometown is in Ha Noi.
2. In recent weeks, the covid-19 pandemic has been under control by the government
but the number of people who are infected still increases day by day.
3. My name is Huynh Chan Them and I am 25 years old. I have studied in Ton Duc
Thang university for four years and my major is business administration. And in
the past, I have done lots of job from part time to full time so I have diverse
experience.
4. For me, my strength is that I am an outgoing person so I can get on well with
communicating with stranger, I can handle pressure well and because I have done
lots of jobs in the past so I have experience dealing with the new job and making
use to it quickly.
5. And for my weakness, I am a straight person so sometimes my words hurt others
but I do not know that. The second thing is I easily get mad with people who are
against my will.
6. Based on my goals, I will strive day by day to gain more knowledge for myself so
that I can be provided a better job. If I have any chance to reach the manager
position, I will pleasure to deal with that because I want to tackle on the difficult
phenomenon and I can apply what I learned from school, the experience I have
from society.
7. The reason why I choose this position is because this is my favorite job and I have
oriented myself from the past to be a financial advisor. And this job can help me to
learn more about communication skills and I can meet lots of types of people.

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8. A financial advisor job is to measure the cost and risk of transaction of the
company. Find and deal with the customer about their financial situation. Get
customer information so that we can provide them the best deal. And make sure
that all monetary transactions of the company comply with the legal requirements.
9. Being under pressure is the specificity of working, each job has its own situation.
The importance is how we tackle on that. For me, I will do it step by step which is
I will find the problem and find the way the solve it, because if I hide or escape for
it, the stressful problem still there, so the best way is solve the problem and after
that I will reward for myself to have more motivation to face with the new
problem.
10. That time I was working in a selling position and I have to go out and find more
customers for the company. I when I met a woman, I show her company items and
price, and see asked me lots of questions and I replied her each question she asked
but she get mad with me because the company policy didnot please her idea, but I
still stay there and explained for her why our company had to regulate this policy.
At last, she agrees to be my customer and we still keep in touch until know
although I have not to do that job for a long time.
11. That time I had to work in a group to do the new project, and my peer just what to
get the job done and don’t care about the project quality, so instead of working on
my own, I decided to tell him why we have to done this project well, the reason I
gave to him is we received salary from the company so and this was our work, we
had to be responsible to what we do, and when we do this job, even though we do
bad or well we still have to pay our knowledge into it, so why we don’t try our
best to do this project and we will feel comfortable because we have done our best,
if there any errors, we can transfer it to experience and provide in other project.
And after all, he decided to work with me and we have done a very good project.
12. That time I was working in a coffee shop which sold coffee beans to others. And
one day, a customer called me and complained about the quality of coffee. The
first thing I did after receiving the complaint was to soothe the customer's temper.

23
 And I told him to waited for me to check and I would call him back. After that I
decided to carry out the coffee beans problems, after finding what problem we
were face with, I called our boss and told him to check the production department.
After all, I called the customer and apologize for him and I said that our company
would compensate for his order and described for him why we make this false.
13. Who I can contact after this interview and how long does it take to receive the
response if I pass or not?

3. EMPLOYER BRANDING OF PRUDENTIAL

3.1 Best place to work in Asia
With outstanding imprints on corporate culture, talent attraction and development, and
comprehensive welfare model, Prudential has been honored for 3 consecutive years as the
best place to work in Asia.

Prudential has broken the framework of the image of a traditional office by a completely
open space, without partitions, without private rooms, eliminating all distances between
employees and leaders; encourage people to exchange, connect between departments and
be creative at work.

Prudential builds an open, dynamic and transparent working environment guided by core
values, which are: Aspiration to always go ahead; Curious to always look for new modes
of operation; Courage to always do the right thing; Empathize with people; Sharp to seize
opportunities in the constantly changing business environment. Prudential's key projects
always emphasize the richness of thoughts and experiences, narrowing the ideological
differences between generations. Thereby, each individual is respected, encouraged to
develop and dedicate to the journey of "Helping people achieve the best things in life".

3.2 Good welfare policy for employees

Prudential focuses on three main groups of factors: Health care; Life quality; Record
achievements. Among the forms of benefits, health care has been the most expected by
employees in the past few years. Working in the field of life insurance, Prudential

24
understands that health is an important factor affecting the quality of work and life of
each person. Specifically, Prudential provides employees and their families with a long-
term health insurance package with good quality medical conditions, support and special
incentives when participating in any Prudential life insurance product. At the same time,
to prevent diseases, Prudential has invested in vaccination programs, built a modern gym
and yoga room right in the office, and regularly held sharing sessions on nutrition mental
health and wellness with leading experts…

3.3 Management Trainee Program

Every year, Prudential Vietnam still has special recruitment programs. Among them can
be mentioned is the management trainee program for candidates who have just graduated
from school and do not have much work experience. With this recruitment insurance
program, the company will recruit the full amount set out in advance, but there is no
specific limit. To participate in the program, candidates will need to pass the following
rounds:

 Round 1: Application form

 Round 2: Aptitude test
 Round 3: Interview
 Round 4: Team work
 Round 5: Final Asset

There are many ways for candidates to apply and work at Prudential, from direct
application to Internship programs. Prudential has up to 4 internship search programs
such as Management Trainee, Sales management, Finance/Actuarial and IT.

Management Trainee is an exclusive program designed by Prudential to bring career

opportunities to talented young people (under 02 years of experience) regardless of
major. You will be rotated between departments following a rapid development path.

LEAP (Leadership Essentials Acceleration Program) is a program to find potential

Manager Trainees, thereby training candidates to become future leaders. It is a program
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exclusively for talented young people with acumen, creativity, dynamism and
intelligence.

3.4 Good job opportunities and clear development track

Prudential offers a development program specifically designed with different career
aspirations to nurture talented and enthusiastic young people (under 02 years of
experience) to become future leaders in functional departments of Prudential Vietnam.

Figure 4. Development roadmap for employees at Prudential

Employees have the opportunity for holistic development with an intensive, challenging,
and individually tailored program. Help accelerate employee career progression and
become a manager of a multinational insurance corporation in just 2.5 years. At the same
time, exploit individual potential with rich training programs such as domestic and
international job rotation.

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