HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY

INDUSTRIAL OF MANAGEMENT

INTERNSHIP REPORT 08/2022

RECRUITMENT PROCESS IN
KMS TECHNOLOGY VIETNAM

Full name: Truong Nguyen Nhat Quynh

Student ID: 1952428
Class: CC19QKD1
Instructor: Mr. Dau Xuan Truong

Company Internship: KMS Technology Vietnam

Department: Human Resources
Job title: Talent Acquisition Intern
From: 13th June 2022- Present

Ho Chi Minh City, 8th August 2022

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Ho Chi Minh City, …..th August 2022

Instructor
 COMMITMENT LETTER

The author declares that this is the author's own research work. The data and results
stated in this Internship Report are honest and have never been published in any other
author's research work.

Ho Chi Minh City, 8th August 2022

Author

Truong Nguyen Nhat Quynh

 THANK YOU LETTER

In order to be able to complete this mid-term internship report, I would like to thank Ho
Chi Minh City University of Technology for creating the best opportunity and
conditions for me to complete the internship report of this course. I would like to express
my sincere thanks to the instructor, Master Dau Xuan Truong, who wholeheartedly
guided and helped me throughout the course of the test so that I could complete the
lesson in the best way.

Besides, I would like to thank the staff at KMS Technology Vietnam Co., Ltd.,
especially Ms. Lai Thi Mong Tho - Senior Talent Acquisition Manager, Ms. Nguyen
Phuong Vy - Talent Acquisition Specialist, Ms. Tran Nhu Quynh - Talent Acquisition
Specialist and others. People in the recruitment team have enthusiastically helped,
supported, and taught me a lot of practical knowledge and new knowledge, updated with
new trends in the field of human resource recruitment. This internship gives me the
opportunity to practice what I have learned in practice, and provide me with data so that
I can complete this internship report. I really appreciate the opportunities that your
company has given me. Wish the company more and more developing, expanding and
achieving the goals and strategies set out in the coming years.

Thank you sincerely!

Ho Chi Minh City, 8th August 2022

Author

Truong Nguyen Nhat Quynh

 CONTENTS
INTRODUCTION – PROBLEM STATEMENT .................................................................................1
Chapter 1: INTRODUCE ABOUT KMS TECHNOLOGY VIETNAM AND SUMMARIZE THE
INTERNSHIP AT THE COMPANY ..................................................................................................2
1.1. Introduce about KMS Technology Vietnam ............................................................................. 2
1.1.1. History of KMS Technology Vietnam ......................................................................... 3
1.1.2. Vision, mission and operating principles of the company .................................................. 3
1.1.3. Main activities of the company ......................................................................................... 4
1.2. Organizational structure of KMS Technology Vietnam ............................................................ 4
1.2.1. Organizational chart.......................................................................................................... 4
1.2.2. HR Department................................................................................................................. 5
1.3. General assessment of the company's operation in the period 2018 - first-half 2021 ................. 6
1.3.1. Performance of the company in the period 2018 - first-half 2021....................................... 6
1.3.2. Company personnel situation in first-half 2021 ................................................................. 8
1.4. Summary of the internship ....................................................................................................... 9
Chapter 2: RECRUITMENT PROCESS AT KMS TECHNOLOGY VIETNAM .............................. 12
2.1. Recruitment process at KMS Technology Vietnam .................................................................12
2.1.1. Receive and process recruitment requests .........................................................................12
2.1.2. Evaluate the company's recruitment process .....................................................................13
2.1.3. Interview process .............................................................................................................15
2.1.4. Hiring decisions ...............................................................................................................16
2.2. Evaluate the company's recruitment process ...........................................................................17
2.2.1. Strengths of the process ...................................................................................................17
2.2.2. Weakness of the process ..................................................................................................17
Chapter 3: COMMENTARY ON THE INTERNSHIP PROCESS AT KMS TECHNOLOGY
VIETNAM ....................................................................................................................................... 19
3.1. Lesson for myself ...................................................................................................................19
3.1.1. About professional ...........................................................................................................19
3.1.2. About skills .....................................................................................................................19
3.1.3 About career path .............................................................................................................20
3.2. Suggestions for KMS Technology Vietnam ............................................................................20
3.2.1. About Smart Recruiters System .......................................................................................20
3.2.2. About recruitment process ...............................................................................................20
CONCLUSION ................................................................................................................................ 22
APPENDIX ...................................................................................................................................... 23
 LIST OF ABBREVIATIONS

Number Abbreviations Fullname

1 CoE Center of Excellence
(Software Services)

2 CoE(*) Communities of Expertise

(Corporate Services)
3 CV Curriculum Vitae

4 DC Delivery Center

5 HD Hiring Director

6 HM Hiring Manager

7 HRPB Human Resources

Business Partner
8 JD Job Description

9 L&D Learning & Development

10 OD Organization Development

11 RIC Recruiter in Charge

12 RMO Resources Management

Officer

13 SR Smartrecruiters
14 TA Talent Acquisition

15 TR Total Rewards

LIST OF TABLE

Name Page
Table 1.1 Detail information of KMS 2
Technology Vietnam

Table 1.2 Functions and duties of 6

departments in the human resources
department
Table 1.3 Percentage of sex distribution,
age and educational level of employees of
8
KMS Technology Vietnam in first-half
2021 (Unit: %)
Table 1.4 Summary of the internship
process (June 13, 2022 – August 13, 9
2022)

15
Table 2.1. Profile status after interview

LIST OF CHART

Name Page
Figure 1.1 Organization chart of KMS
5
Technology Vietnam

Figure 2.1 Flowchart of recruitment

12
process at KMS Technology Vietnam

LIST OF DIAGRAMS

Name Page
Figure 1.2 Revenue of KMS Technology
Vietnam in the period 2018- first-half 6
2021 (Unit: Million USD)

Figure 1.3 Personnel situation of KMS

Technology Vietnam in the period 2018- 8
first-half 2021 (Unit: person/year)
 INTRODUCTION – PROBLEM STATEMENT

In industrial era 4.0, world integration in general and economic integration in particular
is an objective trend in the development process. Vietnam is no exception. With that
inevitable trend, enterprises need to set out a comprehensive development plan in
business strategy, meeting the needs of domestic and international markets. The
elements in strategic planning have many different factors, including the company's
personnel.

Human resources are an integral part of any business. It can be said that this is one of
the main factors that determine the profit and development of the company. An
enterprise cannot exist and develop without human resources to meet the company's
operating apparatus. Therefore, in order to be able to select and recruit quality human
resources, enterprises need to build a personnel recruitment plan in accordance with
current needs and future development path, based on the relationship between skills,
knowledge, and the company's own cultural environment.

Recognizing the importance of recruiting personnel for an enterprise, through an

internship to learn about personnel recruitment activities from KMS Technology
Vietnam, combined with the knowledge that has been researched and While studying at
the school, the author has chosen the topic: "Recruitment process at KMS Technology
Vietnam" as this internship article.

Report structure:
This internship report consists of 3 chapters:
Chapter 1: Introduction of KMS Technology Vietnam
Chapter 2: Recruitment process at KMS Technology Vietnam
Chapter 3: Comments on the internship process at KMS Technology Vietnam

1
Chapter 1: INTRODUCE ABOUT KMS TECHNOLOGY VIETNAM
AND SUMMARIZE THE INTERNSHIP AT THE COMPANY

1.1. Introduce about KMS Technology Vietnam

KMS Technology Vietnam Company was established in 2010, licensed by Ho Chi Minh
City Department of Planning and Investment on January 22, 2010, investment certificate
number 411043001245, and officially went into operation on January 1. 2, 2011. Details
of the company are as follows:

Table 1.1 Detail information of KMS Technology Vietnam

Full name KMS Technology Vietnam Company

Limited

Abbreviations KMS Technology Vietnam Co.,Ltd

Logo of the company

Business code 0309793900

Legal representative Mr. Tran Trong Dai

Office address 2, Tan Vien Street, Ward 2, Tan Binh

District, Ho Chi Minh City
346, 2/9 street, Hai Chau district, Da
Nang City

Telephone number (+84) 28 3811 9977

Fax number (+84) 28 3811 9955

Website of the company https://kms-technology.com/

Email Info@kms-technology.com

Source: KMS Technology Vietnam

2
 1.1.1. History of KMS Technology Vietnam
KMS Technology was established in 2009 with 3 members: Lam Quoc Vu, Nguyen Viet
Hung, and Tran Hoai Chung. KMS aims to build a pioneering creative environment in
technology by Vietnamese technology engineers, becoming one of the globaltechnology
groups providing software product development, consulting and development services.
state-of-the-art technology solutions.

After 12 years of development, KMS has achieved many remarkable achievements. In

March 2018, KMS Technology was honored to be in the Top 4 in the Information
Technology industry and ranked 26th in the Top 100 Companies, worthy of other
famous companies. such as IBM Vietnam, FPT Software, Microsoft Vietnam. For many
consecutive years, KMS has received many prestigious awards such as Sao Khue, Top
ICT Vietnam, Top 50 Vietnamese Technology Enterprises and Top 100 Best Places to
Work in Vietnam and America.

In the main field, KMS has made great strides, expanded its scale to more than 1000
employees, and won the trust of customers in European, American and Vietnamese
domestic markets. Male. Over 12 years, KMS has given launched the world market with
bold products “made in Vietnam” such as QASymphony – Tool to support automation
testing (merged with Tricentis), Katalon – Tool to support software testing on web
applications, Kobiton – Support Tool Testing software on mobile applications. In 2019,
the company expanded to the Asia-Pacific region with the establishment of a subsidiary
KMS Solutions, providing digital transformation consulting services for the Banking,
Financial Services and Insurance industries. dangerous. To a certain extent, KMS has
gradually achieved its core goal, with a large source of revenue and profit over the years.

1.1.2. Vision, mission and operating principles of the company

1.1.2.1 Vision of KMS Technology Vietnam
Firstly, becoming a diversified global technology company with modern and innovative
technology products built by Vietnamese technology engineers.

Second, build and maintain a positive corporate culture and a healthy working
environment; improve the life development of employees; focus on creating positive
impacts leading to customer success.

Third, contribute to the community through technology and social charity activities

1.1.2.2 Mission of KMS Technology Vietnam

KMS's mission is to achieve success and inspire those around us by being persistent and
consistent in our standards of behavior. Not only creating the world's leading technology
3
products, but KMS also cares about the development of society, committing to
contribute 1% of annual profit to the social development fund.

1.1.2.3 Core values of KMS Technology Vietnam

To be able to build and develop the organization, KMS has introduced five core values
for the environment and working style of all employees. Those five values include the
following elements:

The first is Integrity. Every KMS employee himself must do the right thing, tell the
truth and keep his word.

The second is the value created in each action (Value creation). KMS believes that
satisfaction arises from creating real value. KMS guarantees that in everything we do,
there will be added value besides the real value.

The third is Excellence. KMS believes that focusing on achieving excellence will
contribute to corporate value, and enhance individual pride.

Fourthly, Inclusivity: KMS believes that businesses will thrive when there are many
diverse opinions and reconcile those differences to jointly operate the business apparatus
and build applicable rules. common sense, on the planet
god of support, cooperation and mutual respect.

Fifth is Joy: KMS believes that the path to sustainable, inspiring success should be a
journey filled with joy and happiness. At KMS, people are interested in work,
environment, and people together.

1.1.3. Main activities of the company

KMS Technology is one of the leading companies in the field of software outsourcing,
product development, testing and consulting services. Starting from a company
specializing in providing technology outsourcing services, KMS gradually achieved
certain achievements in creating remarkable technology products, such as
QASymphony, Kobiton, Katalon, roveHR; and also successfully built an internal startup
incubator KMS Labs.

1.2. Organizational structure of KMS Technology Vietnam

1.2.1. Organizational chart

The organizational chart of KMS Technology Vietnam has the following structure:

4
 Figure 1.1 Organization chart of KMS Technology Vietnam

1.2.2. HR Department
The HR department is divided into 3 main groups: Talent Acquisition (TA), Community
of Expertise (CoE) and Human Resources Business Partner (HRBP), in which CoE(*)
is divided into 3 smaller groups, including Learning and Development. (L&D),
Organization Development (OD), and finally Total Reward (TR). These groups all play
a certain role in the human resources department, and can be interpreted as follows:

5
 Table 1.2 Functions and duties of departments in the human resources
department

Department Functions and duties

Train personnel by providing training
courses for employees, in accordance
L&D with the requirements of the working
position, or the employee's self-study
requirements.

Responsible for all activities on salary

packages, bonus and welfare of
TR employees in the company, such as year-
end bonus, health insurance, social
insurance, unemployment insurance,...

Manage KMS NEXT program (for

Fresher) and chapter technology
internship program for students, and at the
OD same time improve and develop the title
system (Title system) to serve employees
with better orientation in the promotion
path at KMS.

Collaborate and support individuals as

well as strategic business units of the
HRBP
enterprise in the implementation of the
overall business strategy.

Searching and recruiting personnel

suitable to the needs of KMS, and at the
TA
same time enhancing the favorable image
of KMS with potential candidates.

1.3. General assessment of the company's operation in the period 2018 - first-half
2021

1.3.1. Performance of the company in the period 2018 - first-half 2021

Figure 1.2 Revenue of KMS Technology Vietnam in the period
2018 - first-half 2021 (Unit: Million USD)

6
 Source: KMS Technology Vietnam

Based on the chart, KMS Technology has had consistent growth from 2018 to the first
half of 2021. More specifically, KMS' revenue has steadily increased from about $23.45
million in 2018 to about 27.43 million USD in 2019, with a growth rate of 16%. This is
the result of continued investment in various areas such as human resources, employee
development programs, and research and development initiatives. KMS also expanded
a new office in Da Nang City to expand the scale and increase the company's revenue.
In 2020, revenue is about 30.2 million USD, up 10% compared to the previous year's
income. Although Vietnam was affected by the fourth wave of COVID-19 in May and
June, KMS's income in the first half of 2021 is still more than half of total revenue in
2020. Overcoming the crisis, businesses around the world are actively looking for
trusted technology partners to advance digital and respond to the new normal. KMS took
advantage of this opportunity to increase its business activities, resulting in 110% of the
revenue target in the first six months of 2021. It can be seen that KMS Technology has
put a lot of effort into searching. new customers and win contracts, helping your business
stand out and grow in this competitive market...

7
 1.3.2. Company personnel situation in first-half 2021
Figure 1.3 Personnel situation of KMS Technology Vietnam in the period 2018 -
first-half 2021 (Unit: person/year)

Source: KMS Technology Vietnam

Starting with only 3 founding members, after 10 years, KMS has more than 1200
employees (in 2021). Total number of employees at KMS increased steadily during the
year. Due to the rapid growth of the company, the total number of employees increased
from 993 people in 2018 to 1134 people in 2019. In 2020, although business activities
were affected by COVID-19, and the company has had to make the difficult decision to
lay off some employees, some hiring needs have been slowed due to quarantine issues.
However, with urgent measures such as quickly adjusting the work-from-home (WFH)
mode, KMS has recovered and returned to normal. Besides, with the formation and
development of KMS in the Da Nang branch, recruitment demand continues to increase,
accordingly the number of employees at KMS also increased by 178 in the first half of
2021.

Table 1.3 Percentage of sex distribution, age and educational level of employees
of KMS Technology Vietnam in first-half 2021 (Unit: %)

Gender Age Education level

< > Not

Male Female 23-30 31-40 Graduated
23 40 Graduated

8
Quantity 569 348 238 285 256 138 46 871

Percentage 62,10 37,90 26 31,10 27,90 15 5% 95%

% % % % % %

Total 100% 100% 100%

Source: KMS Technology Vietnam

Through the above personnel distribution table, the ratio of male and female in total
number of employees is 62.1% and 37.9%, respectively. This can be explained by the
nature of the business as a technology company, which is more attractive to men than to
women in general. Besides, KMS's staff is also relatively young, with the proportion of
employees aged 23-30 accounting for 31.1%. In contrast, the percentage of employees
over the age of 40 is only 15%. In terms of education level, 95% of employees have
graduated from university, the remaining 5% of employees have not graduated or have
not attended university, usually unskilled workers, or students who have not graduated
from university.

1.4. Summary of the internship

Human resource internship at KMS Technology Vietnam company starts from June 13,
2022. The objective of this internship is to equip more knowledge in the field of human
resources, especially in the field of internal recruitment for the company. The practice
goes like this:

Table 1.4 Summary of the internship process (June 13, 2022 – August 13, 2022)

Date Task Lessons learned

- Attend training sessions
on the company corporate
culture, goals, vision and
core values, corporate
organizational structure),
company code of conduct
and operating procedures
13/06/2022-27/06/2022
company day.
- Participating in workflow
training sessions (getting
acquainted with the
company's recruitment
tools, how to screen CVs,
how to phone screens,
Through the training
sessions and the dedicated
guidance of the women in
the recruitment team, the
author has clearly
understood and grasped the
company information and
working process; quickly
adapted to the new
working environment.

9
 arrange interviews, ...)
Start direct contact with the Initially having contact
recruitment process, with the Smart Recruiters
support uploading system, gradually
candidate profiles to Smart becoming familiar with
Recruiters system from CV and understanding how
sources such as ITviec, this system works. Gain
TopDev, TopCV, .. (when more practical knowledge
candidates apply through in the field of information
these sources, resumes do technology, supporting the
not automatically upload to evaluation and screening
the SM system, but the RIC of candidates more
must perform the upload. effectively.
27/06/2022- 11/07/2022
Receive guidance on Basic understanding of
candidate screening and candidate profile screening
preliminary phoneand preliminary manual
interviews. phone interviews), support
team members in simple
Learn the terminology of tasks such as: checking
the field of information candidate's application
technology by yourself history and conducting
Merge duplicate records if
any, assist in scheduling
interviews.

Start recruiting non-tech Have the opportunity to

intern positions for the
company's back office.
Guided as well as practiced
candidate screening and
preliminary telephone
interviews for technical
positions (interns and
candidates with less than 1
11/07/2022- 25/07/2022
year of experience) under
the supervision and
guidance of colleagues in
the team.
experience recruiting for
non-tech positions, how to
evaluate candidate
profiles, how to post
recruitment information,
how to communicate with
candidates, creating a
premise for technical
positions later.

Participate in recruitment
activities such as: One day
hiring, Job Fair, Bootcamp
2022,...
10
 Start recruiting technical
intern positions in the field
of Testing and assist in
recruiting for Fresher Java
developer, Fresher Tester
and Fresher Front-end
positions. Being guided by
the brothers and sisters on
candidate sourcing
techniques as well as
25/07/2022- Present calling to approach
candidates.
11
Gain a better
understanding of the
recruitment process for
technical positions; have
the opportunity to learn
more about recruitment
knowledge. At the same
time, the author learned
how to work and discuss
with HM; how to exchange
and give career advice to
interns and freshers; how
to handle the situation
when something goes
wrong in the process
recruitment process; how
to find passive candidates)
on job/social platforms like
LinkedIn, Vietnamworks,
Facebook,...
 Chapter 2: RECRUITMENT PROCESS AT KMS TECHNOLOGY
VIETNAM

2.1. Recruitment process at KMS Technology Vietnam

The recruitment process of KMS Technology Vietnam includes 4 main steps: Receiving
and processing recruitment requests, selecting candidates, interviewing, and hiring
decisions. However, to better visualize the recruitment process, we will observe the
following diagram:

Figure 2.1 Flowchart of recruitment process at KMS Technology Vietnam

Source: KMS Technology Vietnam

2.1.1. Receive and process recruitment requests

In this first step, there will be 3 steps to do, including receiving recruitment requests,
developing a plan and posting vacancies on recruitment websites. These steps require a
flexible combination and deep work between recruiters in charge (RIC) and hiring
manager (HM) to discuss and agree on skills and experience requirements suitable for
the position being recruited. If the two parties do not discuss carefully and agree, the
recruitment may be delayed, or the recruitment results may not meet the needs of the
two parties.
2.1.1.1. Receipt of recruitment request

12
Recruitment requirements can arise from a variety of needs, for example, business
transformation of projects, expansion of strategic business units, replacement for
employees on maternity leave/paternity leave, illness. , change work units, and so on.
These requirements will be carefully considered and discussed internally, and submitted
to the Management Team for approval. After the request is approved successfully, the
RMO of DC or HM will forward the request to the recruitment team using the internal
management system Ezlife.

2.1.1.2. Build a recruitment plan

After a RMO of DC or HR adds a new request on Ezlife, the system sends a notification
to the recruiting team about the status of that request. The TA Manager will review and
discuss with the entire recruitment team about the recruitment plan. Depending on the
characteristics of the position being recruited, the number of vacancies and the urgency
of the project's needs, the recruiter will have to discuss with HM to jointly develop a
detailed plan to control the recruitment situation, including recruitment channels,
recruitment time, skills and experience requirements of candidates. This plan does not
stop at the first step, but must be reviewed many times throughout the recruitment
process, based on the actual situation and preliminary recruitment results to make timely
and appropriate adjustments.

2.1.1.3. Post job vacancies

After completing the recruitment plan and finalizing the job description (JD), RIC will
post this position on recruitment channels and automatically upload it to the Smart
Recruiters system (recruitment tool). Depending on the nature of the job and past CV
source data, RIC needs to select effective channels to post these positions, in order to
increase the success rate in finding candidate CVs. For example, for technology engineer
positions, recruitment channels can be selected as ITViec, TopDev, LinkedIn,...; For
non-tech positions, you can choose Vietnamworks, Glassdoor,...

2.1.2. Evaluate the company's recruitment process

The screening of candidate profiles helps RIC to eliminate unsuitable or least suitable
CVs for the job requirements, increasing the possibility of finding potential and suitable
candidates for the required position. At this step, RIC needs to spend a lot of time and
effort to find the right CV.

This step has the following sub-steps:

2.1.2.1. Receipt of candidate applications

The candidate's application form, including CV, transcript, degree, certificate or cover
letter (if any) will be uploaded to Smart Recruiters system for further processing. The
13
SR system will scan the information on the CV, and return a complete profile on the
system to RIC. However, in some cases, SR's AI system will not be able to scan or scan
missing/wrong candidate information, so RIC will need to re-check, correct and re-
upload to the system if necessary.

2.1.2.3. Process and standardize candidate profiles

After the candidate profile is uploaded to the system, before going to the CV review step
and phone screen, RIC will need to check the candidate's application history in the
company's recruitment system. This step is intended to get more information about the
candidate, such as about the candidate's skills, experience, expectations, or how the
candidate performed in the interview (if any). This information will be the basis for the
HM and the interviewer to have more information to exploit, more points of view to
evaluate the candidate in a more objective and rounded way.

2.1.2.4. Evaluate candidate's profile

After checking the candidate history, depending on the exchange and agreement
between the two parties RIC and HM, the application file will be processed by HM or
RIC first. This CV will be reviewed, and in case the candidate is qualified to go to the
next round or has some information HM needs to re-verify, HM will notify RIC using
the notes on the system, so that RIC can can prepare to interview candidates by phone.

2.1.2.5. Phone Screen interview

During the phone screen interview, RIC can discuss with the candidate some basic
information as follows:
- Current work experience
- Candidate's skills
- Candidate's career motivation & career goals
- English skills
- Candidate's desire for the company, project, salary, bonus,...
- Working start date
- Deadline for taking the ability assessment test (if any)
In addition to the above basic information, RIC can ask more questions to exploit the
points of interest of HM.

2.1.2.6. Competency assessment test

KMS Technology will send the test to candidates through an online testing system called
HackerEarth (for candidates applying for the position of technology engineer).
However, whether this test is sent to the candidate or not depends on the position you
are applying for. There are some positions that will not need to use the test due to DC's

14
requirements, or because the nature of the job does not use the test, or use a different
format test to send to the candidate.

After the candidate completes the test, the RIC will send the test to the result reviewer
(which can be the interviewer or the HM). If the expected results are achieved, the result
evaluator will notify the RIC to arrange the candidate's schedule.

2.1.3. Interview process

2.1.3.1. Interview
After the phone screen interview or after assessing the candidate's test, if the candidate
is qualified to go to the interview round, RIC will base on the arrangement of the
RMO/HM on the list of interviewers, the interviewer's blank calendar to arrange for the
candidate a suitable and convenient interview schedule for the candidate.

Sending the interview schedule will be done entirely on SR, embedded with Google
Calendar and Gmail systems to send the calendar to candidates, interviewers, and the
front desk (in case of face-to-face interviews at the office).

The number of interviews will depend on the level of the position being filled. For the
positions of interns and freshers, the interview round will have a single round. For
positions requiring higher experience (junior, senior, principle,...), the interview will
include 2 rounds: technical interview & interview with HM/HD. In some cases, two
rounds of interviews can be combined into one session to save time for both parties.

2.1.3.2. Evaluate interview results

In this step, HM and HD will record the highlights in the transcript evaluation
(Intern/Fresher positions) or the Candidate Evaluation Form (CEF) attached to the
candidate file. This evaluation will be the basis for HM & HD to decide whether to
accept the candidate or not. At the same time, it will also be the basis for RMO to arrange
suitable projects for candidates to join after onboarding.

2.1.3.3. Decide the outcome of the interview

At this step, RIC will check the candidate's application status, monitor and remind
HM/HD closely to make the final decision. For some specific positions that require the
transparency of candidates, RIC may conduct a verification process candidate (reference
check), so that HM/HD has more grounds for his decision. After the recruitment results
are available, RIC will update the candidate's profile status and change the status
accordingly.

15
 Table 2.1. Profile status after interview

Result of interview Status of profile

Offer to accept a job (Offering). After
HM/HD sends the invitation When
Hired accepting a job for the recruitment team,
RIC will notify and send invitations to
candidates.

Reject the job (Reject). The RIC will

No Hired choose the reason that matches the
interviewer's/HM/HD's comment.
Save the profile (Keep in view). RIC will
notify the candidate by email or phone,
Pending and schedule a time to talk to the
candidate again by selecting the defer
button.
Source: KMS Technology Vietnam

In case candidates are having offers from other companies, reminding and urging
HM/HD is a necessary thing to speed up the recruitment process and minimize the
situation of candidates withdrawing their applications.

2.1.4. Hiring decisions

2.1.4.1. Make a job offer letter
After receiving the notice of successful job application review, RIC will re-evaluate the
information mentioned in the offer and re-verify with HM/HD in case there are some
points that need clarification. After checking, RIC will conduct a job offer letter, and
send it to the CEO for approval before sending it to the candidate. After completing the
above steps, RIC will select the appropriate email template and email it to the candidate
and HD.

2.1.4.2. Send job offer letter to candidate

The submission of the candidate's offer will be done via phone and email. RIC will have
to provide full information related to benefits, salary and bonus, position offered by
phone, and send offer letter via email so that candidates can evaluate and consider to
make a final decision. . The job offer letter will be valid for (05) five working days.
After (05) five days, if the candidate has no response, the job offer will be considered
invalid.

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2.2. Evaluate the company's recruitment process

2.2.1. Strengths of the process

With 11 years of experience, the recruitment process of KMS Technology Vietnam has
many strengths.

Firstly, the recruitment process is built in a methodical and strict manner, ensuring the
best experience for candidates when participating in the application process. Besides,
there is a good and close combination in working style between HM and RIC.

Secondly, KMS has applied an effective recruitment management tool, making the
record keeping process more convenient, ensuring the absolute confidentiality of
candidates' personal information; at the same time, it saves time in processing
documents, reduces manual data entry processes, and reduces unnecessary errors.

Third, create a positive and professional image of KMS Technology Vietnam for
candidates outside the market.

2.2.2. Weakness of the process

However, because the process is too many steps to ensure the rigor as well as the Smart
Recruiter system, the process also contains the following weaknesses:

2.2.2.1. Smart Recruiters . System

First, SR's AI system may scan wrong/missing information in the candidate profile, RIC
has to manually input/check again before processing in the next step.

Secondly, when a candidate applies for a job through the system linked to SR, if the
candidate does not fill in the full name/order of the last name or the email is different,
the system will automatically create a new profile for the candidate for each application.
In the case of application if the candidate has applied many times before with many
different names/emails, there will be many duplicate profiles on the system, diluting the
pipeline of the position and RIC will have to spend a lot of time aggregating. and
normalizing discrete profiles into a single profile.

2.2.2.2. Recruitment process

Firstly, the automatic data entry and processing process has not been optimized, RIC
still has to spend some time to check the profiles and manually enter the missing
necessary information. Therefore, the possibility of errors due to careless errors is still
relatively high.

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Second, the process of evaluating candidates through the CEF candidate evaluation form
is still time-consuming. Since the CEF is an attachment and cannot be edited directly on
the system, the interviewer and the RIC must download, edit a new copy, and re-upload
the system. In the event that the interviewer/RIC forgets to upload or mis-submit the
CEF, the process of notifying candidates of the results will be prolonged.

Therefore, in order for the recruitment process to be done well and methodically, the
recruitment team as well as the company need to overcome the outstanding aspects and
come up with solutions suitable to the company's conditions. in order to promote the
best recruitment efficiency as well as improve the quality of candidate experience.

18
Chapter 3: COMMENTARY ON THE INTERNSHIP PROCESS AT
KMS TECHNOLOGY VIETNAM

3.1. Lesson for myself

During the internship at the enterprise, with the help and dedicated support from the
recruitment team members as well as colleagues in other departments, the author has
drawn many valuable lessons in professional expertise as well as skills for future work.

3.1.1. About professional

Professionally, the author was exposed and had the opportunity to be taken on the role
of a recruiter. Through the work, the author learns how to build a specific recruitment
plan, how to work and communicate with HMs, how to evaluate candidate profiles
objectively, and how to manage recruitment requirements in an objective manner in a
flexible and efficient way. In addition, the author also observed how to locate talent to
match the candidate's existing capacity and potential for development with the job he is
applying for. In addition, the author has many opportunities to learn more technical
terms through the process of evaluating resumes as well as chatting with candidates,
being consolidated and equipped with new knowledge related to technology and Labor
law. At the same time, the author also learns how to handle risks when unexpected
situations occur under the guidance of experienced staff in recruitment. This will
contribute to supplement the general knowledge of the author to have a more detailed
view in HR work after graduation.

3.1.2. About skills

In terms of skills, the author has learned and cultivated the necessary skills for
recruitment in particular and human resources in general. The first is communication
skills and attitude to work in a corporate environment.

The second is the ability to withstand pressure from work, the author must balance time
and allocate resources to suit his own ability.

The third is the ability to adapt to the environment, work quickly, so that I have many
opportunities to experience and practice in many different fields of recruitment.

Fourthly, it teaches the author to be proactive, progressive and strive to improve myself
in every action.

Fifth, the author has the opportunity to practice the logical thinking ability, the ability
to concentrate at work, and limit unnecessary errors. The above skills will be valuable
19
luggage for the author after graduation, initially to familiarize myself with the business
environment.

3.1.3 About career path

After having the opportunity to experience the work of a recruitment officer. Realizing
that a recruitment employee, in addition to mastering professional knowledge, needs to
have good skills in working with people, logical thinking skills and teamwork skills.
The author believes that this is a profession that suits my personality and experience and
has specific directions to develop in this field. Specifically, after finishing the internship
at the company, the author will look for other internship opportunities while learning
and accumulating more necessary knowledge to help with the official employment later.
After graduating with a bachelor's degree, the author will seek an official position in this
field and constantly improve and develop herself. And the author aims to become a
recruitment specialist in the next 4-5 years, and can be promoted to a manager position
in 5-8 years.

3.2. Suggestions for KMS Technology Vietnam

From practical experience as well as personal observation and research, the author has
concluded the shortcomings that need to be improved in the recruitment process at KMS
Technology Vietnam, the following are suggestions to contribute. Tips for the company
to improve the recruitment process:

3.2.1. About Smart Recruiters System

First, there should be a set of detailed and clear instructions on how to use and operate
the system. In addition, the recruiting team needs to regularly update new changes,
noting common mistakes and ways to limit them. In addition, the recruitment team needs
to create experience sharing sessions on operating on SR to help people get more useful
information in the process of handling and overcoming risks.

Second, propose to the Smart Recruiters provider some new functions related to the
process of automating application processing, quickly fixing problems (if any).

3.2.2. About recruitment process

First, review and re-evaluate the initial data entry process, find a method to streamline
the process, for example, how to record information concisely and accurately but still
convey the necessary information. May consider removing information fields that are
not really necessary.

20
Second, consider using a third online tool to update the candidate assessment form as
quickly as possible while ensuring absolute confidentiality and security for the
candidate's personal information.

21
 CONCLUSION

In recent years, the need for international integration is becoming an inevitable trend,
and each country has an orientation to reach out to the international environment,
creating conditions for businesses to improve and reach out. Expand the business
market. With such a trend, businesses are facing challenges in the field of human
resource recruitment, how to recruit and train human resources to meet the needs of the
company's development strategy, and create money business to have a solid basis for
development and value enhancement.

Human resources is one of the important factors in the development and expansion
strategy of every business. Whether an enterprise can survive, develop or not, all
depends on how the enterprise selects, uses and manages its human resources.

KMS Technology Vietnam Company has paid great attention to and focused on human
resource recruitment. Over the years, with the right steps in recruitment strategy, KMS
Technology has made great achievements in operations, although there are still some
limitations in the recruitment process.

During the internship period, the author has the opportunity to practice, get practical
exposure on the position of intern recruitment, and from the perspective of personal
observation, the author has selected a number of solutions about recruitment, with the
desire to help the company have a more perfect recruitment process in the near future.

Sincere appreciation!

22
 APPENDIX

A. Reference document:
1. Công ty TNHH KMS Technology Vietnam, 2017, Báo cáo kết quả kinh doanh
2. Công ty TNHH KMS Technology Vietnam, 2018, Báo cáo kết quả kinh doanh
3. Công ty TNHH KMS Technology Vietnam, 2019, Báo cáo kết quả kinh doanh
4. Công ty TNHH KMS Technology Vietnam, 2020, Báo cáo kết quả kinh doanh
5. Công ty TNHH KMS Technology Vietnam, 2020, Báo cáo tình hình nhân sự

B. Reference website:
1. Giải thưởng sao khuê 2021- VINASA. Truy cập vào ngày 1 tháng 8 năm 2021,
[http://giaithuongsaokhue.vn/danh-sach-2021/]
2. KMS Technology. Truy cập vào ngày 1 tháng 8 năm 2021,
[https://kmstechnology.com/]
3. Smart Recruiters Reviews 2021 – Capterra. Truy cập vào ngày 10 tháng 8 năm
2021, [https://www.capterra.com/p/123833/SmartRecruiters/reviews/]
4. Top 10 ICT Companies 2020 - VINASA. Truy cập vào ngày 1 tháng 8 năm
2021, [http://top10ict.com/danh-sach-2020/]

The list of appendices includes:

- Smart Recruiters system interface
- Recruitment management system on Smart Recruiters
- Candidate profile on Smart Recruiters
- How to arrange interviews with candidates on Smart Recruiters
- Interview schedule of candidates on Smart Recruiters
- Recruitment process at KMS Technology Vietnam

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1. Smart Recruiters system interface

2. Recruitment management system on Smart Recruiters

3. Candidate profile on Smart Recruiters

24
4. How to arrange interviews with candidates on Smart Recruiters

25
5. Interview schedule of candidates on Smart Recruiters

6. Recruitment process at KMS Technology Vietnam

26
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