I.

Overview of recruiting literature

1. What’s the Recruitment?
Recruitment is the process of searching the candidates for employment
and stimulating them to apply for jobs in the organization.
2. Important of Recruitment?
Attract more candidates to apply in the organization.
Process which links employees with employees.
Increase the pool of candidates for job at minimum cost.
Determine present and future requirements of the organization with
proper planning.
To provide good quality people to the organization.
3. Recruitment Process:
Step 1: Identify job vacancy.
Step 2: Prepare Job Description and Job Specification.
Step 3: Advertising the job vacancy.
Step 4: Managing the response.
Step 5: Short-listing.
Step 6: Arrange interviews.
Step 7: Conducting interview and decision making.
4. Sources of Recruitment:

Internal External

Sources  Promotion.  Advertisements

 Transfers.  Campus recruitment.
 Upgrading.  Placement Agency.
 Demotion.  Outsourcing/Consultancies.
 Retired  Employment exchanges.
employees.  Labor contractors.
 Retrenched  Unsolicited applicants.
employees.  Online recruitment through
 Employee Websites by conducting
referrals. Walk in interview.
 Dependents and
Relatives of
Deceased
employees.

Advantages  Cost effective.  New ideas.

  Know organization.  Change agent.
 Motivate  Bring skills.
employees.  Enhance diversity.
 Performance data.

Disadvantage  Creates vacancy.  More expensive.

s  Lack of change.  Learning curve.
 Employee  No performance data.
problems.  Internal resentment.
 Lack skills.

II. What need to be prepared in advance for an interview to recruit?

Recruiting is an important process in HR management because it decides
whether the quality of workforces is good or not. Workforces is the
property of organization because they directly create values for company
that can used as a competitive advantage to compete in fierce markets.
Therefore, an excellent recruiter, especially in HR, should prepare
everything to make sure an interview running smoothly. what exactly
recruiters need before interview? According to a survey, there are 83% of
professionals said a bad interview experience could change their opinion
of a role. But 87% of professionals said a good interview experience
could change their mind and make them interested in the job. In other
words, the interviews is an advantaged opportunity for recruiters to talk
directly with candidates and evaluate if candidate could be an appropriate
employee for organization. Here are some useful things that recruiters
can prepare to conduct smoothly an interview:
1. Recruiters have to understand clearly the position that they need to
hire:
Before recruiters can choose successfully qualified candidates for their
organization, they need to know exactly what the hiring manager wants
for the position and then they can structure interview properly. Stacy
Zapar, a recruiting consultant, recommend some useful ways for recruiter
how to do this well. She suggested an hour-long meeting with the hiring
manager before the recruiting process to have better knowledge about
what they want. This means that recruiters should have a strong
relationship with their hiring managers to understand what they must do in
the interview.
2. Preparing carefully interview questions beforehand:
According to the surveys, interviews with questions prepared beforehand
are more reliable than interviews without any questions in which recruiters
just believe in their feeling.It sounds inequal to candidates. In other
words, the structured interviews are more effective than the non-
structured ones. Besides, having a list of questions before the interviews
can facilitate the process of interviewing for recruiters, which help them
prevent from some awkward pauses.
3. Recruiters should review the candidate’s profile:
Because interview is not an one-way conversation, it is a two-way, in
which recruiters and candidates interact each other. If the recruiters
would like to impress candidates in the interview, they should read
candidate’s profile and application carefully before. This can make
candidates interested in the job because they feel they are really
respected by recruiters.
4. Recruiters should know how to answer candidate’s questions:
In an interview, candidates can ask recruiters some questions to see if
the position is suitable for them. Specifically, recruiters should give
information about daily responsibility of position as much as possible to
candidates. The more insight recruiters give candidates about the day-to-
day duties and what success looks like, the easier candidates satisfy with
their job requirements.
5. Having a test for candidates is necessary:
If recruiters just depend on an interview to screeening candidates pool
that can be a big mistake. A better indicator used to evaluate if a
candidate being a missing piece for organization is a relevant work
sample. Recruiters should prepare some assignments for candidates that
simulate a project they will do in offered position. From that recruiters are
able to evaluate exactly the ability and vision of each candidates.
III. Job description and job specification:

Job Title: Consultant/ sale executive Reporting to: General

Manager

Department: Sale department

JOB DESCRIPTION

KEY DUTIES & RESPONSIBILITIES:

Advice and enrollment
 Finding, building and growing potential customers.
 Record and understand students' needs according to the
counseling process.
 Consult the appropriate training program..
 Caring and tracking of customer records to convince placement and
enrollment exams to ensure enrollment goals.
Management and care of students in the course
 Monitor students' academic performance and provide student care
services.
 As the main channel of communication with parents about the
student's academic, attendance and discipline situation.
 Record, process and report to management directly on the
student / parent related issues.
 Follow the class opening file, contact parents / students to re-enroll
at the specific grade level, ensure progress and achieve enrollment goals.
Coordination of Event and Marketing department
 Inform to students and parents of extracurricular activities,
seminars and study abroad information to attract new students and care
for current students.
 Participate in extracurricular activities and seminars held inside and
outside the center.
R&D work.
Cashier work.
And other jobs as assigned by superiors.

B. PERSON SPECIFICATION

 Graduated from high school /college / university.

 Age under 28
 Gentle attitude, good communication skills, enthusiasm for the job.
 Elegant appearance.
 Other requirements: Working in shifts. Active, good communicated
ability. Friendly appearance and easy to create sympathy. The ability to
catch the psychology of persuading customers. Voice is clear and soft.
IV. The process and schedule of recruiting:
1. Recruitment Planning:
This is the first and also the most important part of determining the
efficiency of the hiring process. The more specific and detailed the
preparation, the more effective and easy the next steps are to be done. In
other word, the recruitment preparation step is a "lever" to ensure the
remaining steps.
Employers need to prepare carefully from the smallest things such as:
planning for how long to recruit, what the requirements are for the
candidate, what the recruitment notice needs...
Next, job description (JD) is an important part. JD is about the positions,
requirements set out, the rights and obligations of the candidate and the
conditions of employment.
Employers must set requirements for candidates (JS). Such as
requirements on competency, qualifications, expertise, career attitude,
health…
We decide to plan for the recruitment process for about 1 week.
2. Job Advertising:
Employers need job advertising so that candidates know about them. The
content must be concise but the basic contents above must be conveyed
to the candidate in the best way.
Recruitment notice has many ways, can be announced on the main page
of the company (vus.edu.vn), on social networks (Facebook), groups,
forums, or notices through newspapers, TV channels... It is necessary to
select the popular means so that they can reach the qualified potential
candidates, however, it should also be considered in parallel with the
cost.
3. Receiving and Selecting:
It is important that employers recruit all of these records, avoiding
omissions or prioritizing the records of related people.
However, not all documents are suitable for job requirements. Selecting is
an extremely important step, employers base on the requirements of the
job set and the candidate's qualifications, health, ... to select a number of
applications. This helps the employers select the qualified potential
candidates. As a result, we have selected 10 candidates.
4. Initial Interview:
The employer will plan schedule interviews which occurs on a day and
contact selected candidates through email or direct calling.
In this step, the employer will reassess the candidate's qualifications that
are suitable for the job by preparing IQ tests, professional tests, language
proficiency test for the candidates. In this process, the employer will ask
questions to exploit the competencies, potentials and skills of the
candidates. Therefore, we could redefine the information in the
candidate's profile, and also a way to continue eliminating unsatisfactory
candidates.
5. Evaluating and Selecting:
The employer spends 1 day on evaluating the candidates’ performances
and selects 2 potential candidates for the final round.
6. In-depth Interview:
Unlike the first interview, the In-depth Interview round will interview with
suggestive questions to better understand your personality and
characteristics. The employer asks real life questions about this and that,
but actually let candidates feel more comfortable in expressing their
personalities. Both general questions like the definition of success and
the quality of the leader need.
Interview helps to exploit more information on personal characteristics
and qualities suitable to the working environment and the position.
7. Recruiting Decisions:
The employer makes the final decision whether or not to select the
candidate or whether the candidate realizes if he/she is suitable for this
job or environment to make a decision to go or stay. When officially
recruited, the qualified candidate will become our employees.
We conduct this process in purpose of recruiting the right candidate for
that position.
V. CVs of two candidates:
After receiving the application of candidates, the center chose two CV
which are better than others.
The first one is CV of Mr. Tan, this CV has a good structure, very clearly
and does not have any basic mistakes. In detail, although he did not have
experience for job before, he wrote that he took part in any activities and
this shown off he is an active people, so he can adapt the requirement in
Job Specification of us and another thing is his skill is suitable to job
position (good communication in English and Vietnamese).
Secondly, Mr. Doan CV shown off he is a careful people, structure is very
clearly, he had experiences from part time job related to sale department
(sale staff in The Publishing company), President of SIMEC English club.
He knew how to work with customer effectively and other things are he
had many activities such as Green summer campaign, night management
festival, international conference. His skills are also suitable to the job
position, fit with requirement in skill (English skill, Public speaking).
After choosing two CV of Tan and Doan, we sent email to two candidates
to set up date they can come and join in initial interview and then in-depth
interview.
VI. The results of the interview:
1. Mai Xuan Doan:

Questions Purposes Answers Evaluation

About General Just Extrovert,

yourself? pictures about graduated, enthusiastic,
themselves. social, honest.
organized
person, love
people.

The biggest What is this? Be able to Good will

success? How would speak English, and self-
they respond improve study ability.
 with this? academic
performance.

Have u ever What No; teacher, Even did not

been a candidates teaching experiment,
student in our know and feel methods, still believe
center? the lessons? facilities -> in the
modern, teaching
suitable. methods,
teaching
staff…

What would Check their Experienced Generally

you say consulting- teachers, consulting,
people about ability. modern need more
us? facilities, training.
friendly with
students.

Why do you Reasons why Boring, need Would like

quick the (too much more try
previous job? pressure, bad challenges, something
environment, step out the new, don’t
low comfort zone, like doing
payment…). chance to the same job
improve day by day,
English. give him a
new task, he
will make it
done.

How can you Problem Make apology, Clumsy but

deal with hot- solving. listen, find the polite,
tempered problem to condescend
customers? handle, make customers to
them satisfy. have more
part, take
the dame on
himself.
 The others Problem Like VUS than Choose the
offer a higher solving. the others. best one for
payment. him, even he
What would has the
you do? answer,
would like to
jump.

How can we To ensure that Just want to Choose the

make sure the candidates improve best one for
you don’t don’t quick the English, good him, even he
quick your job early, regulations. has the
job? move to answer,
competitor would like to
place. jump.

What is the To know that Make He wants to

value you whether the customer satisfy
bring to us? candidates more satisfied. customers,
know their job not bring the
(if accepted), new one ->
make them unrequired
have a the JD.
promise with
the center.

The value Know what Equal He will jump

want to gain they are environment when he has
from us? expected. to develop the a better
career path. chance.

 Even that his characteristics are proper in the sale position at VUS,
he had real experiences, have a will to promote his career path, but
throughout the interview, employers realize he is not loyal, easy getting
bored, he will change his job if he had a better offer. Moreover, his
answers are quite general, rambling. Thus, we reject him from this
position.
2. Huynh Vo Nhat Tan:

Questions Purposes Answers Evaluation

About General Like to Ambivert, like

yourself? pictures working with to work with
about people, good each person,
themselves. English, high good answer.
score, good
as office
tools…

The biggest What is this? Enter BK. Extreme

success? How would effort, focus,
they respond filial children.
with this?

What would Check their English is Deeply

you say consulting- important touching
people ability. and our customer’s
about us? center will pain
help you to (English),
master as can become
English. a best seller.
How can Problem Be patient, Patient, fair
you deal solving. listen the deal with
with hot- requirement, customers,
tempered find the way, gentlemanly,
customers? always smile. customers
may feel him
more
professional
than Doan.

The others Problem Experiments More loyalty,

offer a solving. over the would like to
higher salary, want be stable, will
payment. to stable. be a right
What would hand of the
you do? center.

What is the To know that Bring more Bring more

value you whether the students. students ->
bring to us? candidates accept,
know their satisfy the
job (if JD.
The value accepted),
want to gain make them
from us? have a
promise with
the center.

The value Know what More Feel like he

want to gain they are experiences, truly want to
from us? expected. challenges, work with the
place to center.
promote his
strength, give
more
feedback to
him.
 Even he has just graduated but his problems solving are
persuasive, his answers are smoother than Doan’s performance. He has
a ability to be a best seller in VUS. Moreover, he showed off that he will
be loyal, want to be a long-term employee. He is accepted.
VII. References: