quan tri nhan su chien luoc 2123

b. Recruitment process
The organization has established a clear hiring procedure for each type of employee, including
managers, office workers, and laborers. Each recruitment object is different, the recruitment
process is also different. Recruiters can identify the best applicants for the job with ease,
ensuring that both the quantity and quality of hired staff consistently meet managers' needs
and production realities.
I.2. Recruitment limitations

a. Identify recruitment needs
When determining recruitment needs, job analysis is very important, but the company has not
paid attention to this issue. However, in reality at Hung Yen Garment Corporation, this work has
not been paid attention by the company's leaders, job descriptions, job standards and work
force requirements are very sketchy.
The Company has not yet established a Recruitment Council; the entire recruitment process of
the company is almost done by the Organizational-Administration department and the staff of
the departments, the unit wishing to recruit.

b. Recruitment method
Applying the recruitment method through the recommendation of employees in the company
will lead to the situation that the candidates are not evaluated objectively and fairly because it
is governed by the acquaintance relationship with people in the company.

C. Recruitment process
 The company has not yet developed an evaluation criteria form for the candidates'
applications.
 The health check of the successful candidates has not been given adequate
attention. The company only bases on the medical examination paper on file, but
sometimes this information does not properly reflect the current health status of
the candidate.
 The company does not notice the job of checking and verifying the candidate’s
background.

d. Re-evaluate the recruitment process


the time spent on reassessment of the company's recruitment process is very little. The
assessment process is mainly formal, so it has not found out the real advantages
and disadvantages that the company is facing.
Reasons
2.3.1 Objective
Currently, the labor market in our country is having many strong fluctuations in labor supplydemand, in which the supply of unskilled labor is always much larger than the labor demand.
Therefore, finding and attracting unskilled workers to work for enterprises from this source will
be easier and easier.
During such difficult economic times, Hung Yen Garment Corporation has proposed new
business strategies suitable to the current situation, including the economical and efficient use
of financial resources. Recruitment expenses for the company were also cut. That is why the
company mainly applies simple and low-cost recruitment methods.

Subjective
The company leaders have not paid attention to the recruitment work
The company's recruitment method and process is too simple
Most of the staff of the Organization and Administration department are young ones, so they
do not have much experience in recruitment.
The company has not invested much in advertising and spreading the company's image to
employees. Therefore, candidates participating in recruitment are mainly workers in the
province.
The company only receives recruitment documents directly, does not receive resumes via email
or courier, so the number of employees attracted is not high.

III.Literature Themes or Arguments
In order to find employees, organizations can choose from a variety of legal employment
sources. Resources may impact both pre-hire and post-hire outcomes differently. The quantity

of highly qualified applicants is the pre-hiring outcome that matters the most to organizations.
Instead, a wide range of near and far organizational socialization factors, such as meeting
expectations, job satisfaction, and team commitment, can be found in post-employment
findings. organization and efficiency. Zottoli & Wanous 2000).

Emotional aspects in the family frequently have an impact on the hiring and selection of
employees. Additionally, inadequate hiring and selection procedures will endanger the
company's success and potentially its survival.” (Mardianto, 2014).


I do not want to recommend my relative [for hiring] because I do not want his name to be
associated with mine. I do not want others in the company to remember that this person is my
relative.” (Kazakh, 2018).
In a nutshell, effective recruitment strategies result in developing and engaging a committed
workforce whose talent and supremacy lead to the creation of competitive advantages and
unmatchable business success in the marketplace.” (Sangeetha 2010).