what are the recommendations to improve the shortcomings in recruitment of blue sea commerce investment and service company limited

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ACKNOWLEDGEMENT
After 15 week period of internship in Blue Sea Commerce Investment and
Service Company Limited, I had many opportunities to get acquainted with real
work. Moreover, I can study much knowledge helping me complete my thesis.
Firstly, I would like to thank MBA Dinh Thi Lan Huong guiding me with all
her heart during my doing thesis process. At once, I would like to thank the
managers and staffs in Blue Sea Company who made the good conditions for me on
internship period and helped me complete my report. Although trying my best, my
report still has some shortcomings because of my limited knowledge. Thus, I hope
that the teachers, managers and staffs in Blue Sea Company will contribute the
ideas to improve my report.
Sincerely thanks!

Dang Thuy Linh – Business English K48A
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TABLE OF CONTENTS
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EXECUTIVE SUMMARY
To make everybody more easily to follow, I would like to summarize the main
contents of my report including these main parts:
The first part is the introduction of Blue Sea Commerce Investment and
Service Company Limited where I had fifteen week probation. In this part, I would
like to introduce the general information about development process, organizational
system. Besides, the first part also includes the current personnel and dismissal of
Business Department. In addition, the research questions, scope of research as well
as the methodology are explained in the first part.
The second part is the theoretical framework of recruitment. To make
everybody easy to understand the contents, I would like to present the concepts
relating the recruitment and the recruitment process.

The third part is the finding and analysis. In this part, I concentrate on
studying the shortcomings of recruitment and the reasons for these shortcomings.
These shortcomings may be one of the main reasons causing the mass dismissal of
staffs in Business Department of company.
In the fourth part, I would like to suggest some recommendations to improve
the recruitment of Blue Sea Commerce Investment and Service Company Limited.
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INTRODUCTION
Introduction of research topic
Human resource is one of the most important factors making success for each
organization. It is an important source, decides if organization will be successful or
not. Recruitment is necessary for each organization to have a firm foundation for
prosperous and unshakeable development because through recruitment,
organization can find out, use and develop qualified candidates for their purposes.
Nowadays, many organizations recognize the importance of recruitment so they are
concentrating on improving and enhancing this activity. My research will study
recruitment in Blue Sea Commerce Investment and Service Company Limited.
Rationales
Dismissal is the urgent problem of many organizations in general and the
Business Department of Blue Sea Commerce Investment and Service Company
Limited in particular. There are many reasons causing the dismissal. The dismissal
may spring from the company or from the staffs. However, after probation period in
Blue Sea Commerce Investment and Service Company Limited, I consider that the
ineffective recruitment maybe one of the main reasons causing the dismissal in this
company. Most of staffs dismissed can not satisfy the requirement of work. In other
words, they are unsuitable and unqualified staffs. The question was raised why
these people can be recruited if they are unsuitable and unqualified. The answer is
the recruitment of Blue Sea has many shortcomings. Thus, my report concentrates
on studying the recruitment of Blue Sea Company to show the shortcomings and

suggest some recommendation to solve this problem.
Research questions
- What are the shortcomings in recruitment of Blue Sea Commerce
Investment and Service Company Limited?
- What are the recommendations to improve the shortcomings in
recruitment of Blue Sea Commerce Investment and Service Company Limited?
Research methodology
- Analytical method
- Statistical method
- Interviewing method
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MAIN CHAPTERS
CHAPTER I
INTRODUCTION
I. COMPANY BACKGROUND
1. General information of the company
1.1 The name of company
- The trade name: Blue Sea Commerce Investment and Service Company Limited
- Abbreviation name: BLUE SEA CIS CO., LTD
1.2 Head office
- Address: No 1, Ho Dac Di street, Nam Dong ward, Dong Da district, Ha Noi
- Phone: (84 4)3 5334315/16
- Fax: (84 4)3 5334314
- Email:
- Website:
1.3 Core of business
Blue Sea Commerce Investment and Service Company Limited specializes in building
materials, interior and exterior decoration service, buying and selling the

machineries for construction. Besides, Blue Sea Commerce Investment and Service
Company Limited trades in iron, steel, plastic beads, handicrafts, aquatic products,
machineries and equipments for cars, motorbikes, industry, agriculture, traffic and
irrigation, electrical goods, consumer goods and the devices for students. In
addition, they also exploit, process and trade in vegetable, agricultural products,
wine, beer, soft drink (excluding bar business), clothing, cosmetic products
(excluding poisonous products), office supplies and bamboo products, handicrafts,
minerals and colored minerals (excluding banned minerals).
1.4 The formation and development process of the company
The starting point of Blue Sea Commerce Investment and Service Company
Limited was from Market Developing Department of Song Hong Import-Export and
Construction Join Stock Company at No 245 Tam Trinh, Hoang Mai district, Hanoi City. It was
built in October, 2005 with 3 employees, and traded in only product named sterilized household
clothes. At this time, consumption distribution system is very limited. Products were
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also used by two ways: Wholesale trade for supermarkets, retail stores and retail for
customers but turnover is very low.
While the resources were cut down, the members in the department,
especially the head of department had many good ideas and daring business plans.
So until January, 2006, Market Developing Department of Song Hong Import-Export
and Construction Join Stock Company were separated to set up Blue Sea Commerce
Investment and Service Company Limited- the exclusive distributor of Nonan. So far, the
company has two head offices: No. 1 office in Ho Dac Di, Dong Da District, Hanoi
city and Binh Thanh District, Ho Chi Minh City, with 116 agents in 34 provinces
and big cities.
1.5 The organizational system
They use the combined management method (online and function) to suit with
the features of company. This way of management can take the advantages and

overcome the disadvantages of the both methods. Thus, the management system is
also arranged stably, scientifically and suitably.

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The organization map

To be at the top of the company, Director is an official representative for
company, and responsible for all the activities of company through Deputy
Directors in Hanoi and Head of Brand in Ho Chi Minh City such as: Organizing
management system, building strategy, communicating, negotiating and signing
contracts with partners, ect. Deputy of Directors and Head of Brand support the
Director in their fields. Besides, Deputy of Director also gets blame for contacting
with the clients and the parent company in South Korea and the factory in China,
managing and selecting the agencies, ect. Especially, recruitment is one of Deputy
Director’s responsibilities.
2. Current Personnel and dismissal situation in Sales Department
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Marketing
department
Sales
department
Quality
management
department
Receptionist
and sales
department
Import-export

department
Receptionist
and sales
department
Quality
management
department
4
Directo
r
Deputy Director
Accountant
department
Chief
branch
manager in
HCM city
Accountant
department
Report
2.1 Personnel in Business Department from 2006 to 2009
Over four developing years, the number of employees in Business Department has increased rapidly and
occupied a great number in comparison with total company’s employees and plays a very important role in the company’s business. The
following table shows that the number of people in Business Department had only two people over total of 13 people and occupied
15.38% in the first years that the company established. In 2007, the rate of employees in Business Department and total company’s
employees which was 8/30 nearly occupied 26.67%. Because the company’s business has increased rapidly so this rate has increased
more rapidly in 2008 and especially in 2009, the number of employees in Business Department has increased to 66 personnel over total
of 160 personnel of the company, occupied 41.25%. Blue Sea Company has a lot of departments but number of employees in Business
Department has occupied nearly a half of total company’s employees now. This shows that the role of staffs in Business Department is
very important.

Personnel in Business Department and Company from 2006 to 2009
Year 2006 2007 2008 2009
Staffs in Business Department (pp) 2 8 14 66
Staffs in company (pp) 13 30 54 160
The rate of staffs in Business Department with staffs in company
(%)
15.38 26.67 25.93 41.25
(Source: Accounting department of Blue Sea Commerce Investment and Service
Company Limited from 2006 to 2009)
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2.2 Dismissal in Business Department from 2006 to 2009
Although the number of the staffs in Business Department has increased rapidly but in four years, especially in 2008
and 2009, the personnel in Business Department had had many changes. Here are the specific evidences:
Personnel changes in the Business Department from 2006-2009
Year 2006 2007 2008 2009
Total employees
2
8 14 66
Employees recruited 1 11 12 74
Employees
being out of
labor
Dismissing
0 3 4 13
Quitting
1 2 2 9
(Source: Accounting department of Blue Sea Commerce Investment and Service Company Limited
from 2006 to 2009)

Unit: person
These figures show the number of employees recruited and the number of employees being out of labor contract is very big,
although the Business Department has not many employees. In 2006 the number of staffs being out of contract was only 1 person; in
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there no staff was dismissed; however the number of staffs being dismissed increased to 4 people in 2008. Due to this, the number of
employees recruited also increased. In addition, the business expansion also caused the increase in the number of recruiting new
employees. Until 2009, the number of employees in Business Department increased to 74 people. However, the number of employees
being dismissed still increased rapidly to 13 people, 4.3 times compared with 2007 and 3.25 times compared with 2008. The difference
between the number of employees recruited and the number of employees being out of labor contract is as many as the number of
employees increased each year.
II. RESEARCH QUESTIONS AND SCOPE OF THE RESEARCH
There are many reasons causing the dismissal, however, recruitment maybe
one of the main reasons. Because of the limited time, my report only concentrates
on the shortcomings of recruitment - one of the main reasons causing the dismissal
in Business Department of company. The research questions of my report are:
- What are the shortcomings in recruitment of Blue Sea Commerce
Investment and Service Company Limited?
- What are the recommendations to improve the shortcomings in
recruitment of Blue Sea Commerce Investment and Service Company Limited?
III. METHODOLOGY
The data colleted was from the primary source and secondary source. Firstly, the
primary source consists of the data from interviewing employees in Business
Department and Deputy Director who is responsible for recruitment. Interviewing
method was carried out on 20 staffs in Business Department, including 3 in total 8
managers and 17 in total 58 salesmen. Besides, interviewing method was also used
to interview Deputy Director. In addition, primary source also includes the data
relating to recruitment collected from Blue Sea Commerce Investment and Service
Company Limited. The secondary source includes the data from syllabus which are

about human resources management. After having the necessary data, I applied the
analytical method and statistic method to find out the meaning of the number
collected. Through the data gathered and analyzed from primary source and
secondary source, I found out the dismissal in Business Department of company
and the main reason causing this problem. From that, I suggested some
recommendations to solve this problem.
CHAPTER II
THE THEORETICAL FRAMEWORK OF RECRUITMENT
I. MAIN CONCEPTIONS
1. Recruitment
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Recruitment is a process of seeking, attracting and evaluating to select the
most suitable candidates with the job requirement. Recruitment consists of
enlistment and selection. (Ha Thi Tuyen, 2009)
2. Enlistment
Enlistment is a process of attracting qualified applicants from social labor
force and internal labor force (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
3. Selection
Selection is the process of evaluating candidates in many different respects
which is learning on the requirement of work from candidates attracted in
enlistment process (Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
4 The relationship between enlistment and selection
Enlistment and selection have a close relationship. Output of enlistment is the input
of selection. Enlistment process has much effect on selection process. Good enlistment
will help business to attract a lot of qualified candidates. As a result, it will make good
conditions for selections. Selections will be effective if the candidates are enough to be
selected and verified human quality. It means that business will have more choices. On
the other hand, the rate of candidates selected depends on the number of people need to

be enlisted.
On other hands, enlistment and selection have effect on recruitment. Because
effective enlistment can attract many candidates for selection and effective selection will
make the good conditions for recruitment
II. THE FACTORS EFFECT ON RECRUITMENT
According to Phan The Vu (2009), these factors are divided into 2 groups:
External factors and internal factors.
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1. External factors
1.1 Labor market
Local labor market and the ability of market in supplying the candidates for
special jobs or high qualified candidates also effects on the supply of candidates for
firms and the kind of labor which the firm is using or needs use in the future.
1.2 Dynamic of rivals
When the rivals are expanding business, lacking the qualified employees, or
recruiting the employees…Both of them have bad effect on the human resources the
company owns.
1.3 The law and Government
Investment law, labor law, law of minimum wages, welfare programs for
labors, maximum working hour for employees or policies of local government, ect
will be the elements helping candidates to recognize the remuneration structure of
the firm for themselves. These will motivate them to apply for these positions.
2 Internal factors
2.1 Financial situation of firm
Financial situation of firm has effect on expense for enlistment, psychology of
candidates, ect. Although most of organizations aware of reciprocal relationship
between salary and the employees’ contribution for firm, in fact, there are many
organizations facing difficulties in finance or they are not able to pay high salary for

their staffs. These companies will be very difficult in attracting qualified labor in
market.
2.2 Human policy
The enterprises applying the policy in which they only promote internal
employees will limit the amount of candidates for important positions. It will cause
difficulties in finding good candidates for works.
2.3 Prestige of Company
Prestige of company in the market is one of competitive advantages when
firms have demand of recruitment. The more prestige the firm has, the more ability
of recruiting talents is, evenly these firms pay as much as other firms or less than
others. It depends on psychology of candidates.
2.4 Advertisement and social relationship
Advertisement is a way to built brand names and prestige of organizations.
Besides, it helps candidates know that companies are recruiting. Thus it will attract
more applicants. In addition, social relationships also play an important part in
recruitment. It helps employers have more opportunities to approach candidates by
many ways.
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IV. RECRUITMENT PROCESS
According to Nguyen Van Diem and Nguyen Ngoc Quan (2007), recruitment
process consists of enlistment process and selection process.
1. Enlistment
To save the expense of recruitment, most firms does not often recruit instantly,
they always consider other solutions to look for temporary employees such as:
Increase working hour, hire employees from other companies… After carrying out
these solutions, the demand of recruitment is not satisfied, firm has to enlist. To
make enlistment effective, business must consider carefully if they should use
internal or external human resources for each position.

1.1 Establishing the strategy of enlistment
Organizations recruit when they want to expand their scale, strengthen
business or replace the staffs being out of labor contract, ect. The managers need
consider the demand exactly, define how many employees should be recruited for
each position, each department. The content of the strategy consists of:
1.1.1 Establishing enlistment plan
Human Resources Department is responsible for all activities of recruitment.
They will analyze the positions which need to be recruited, place, time and the
requirements for candidates such as qualification, experience, health, personality…
These contents will be presented in job description and job requirement which
human resources department has to prepare before announcing recruitment.
1.1.2 Defining the source and method
a. Internal sources:
It consists of internal staffs of firm. Firm attracts internal sources by many
ways such as: Recruiting staffs of firm for positions need to be recruited,
promoting, appointing …
* Advantages: It is the first source, preferential choice of employers when they
need recruit. These candidates are the people familiar with working environment in
the company so they can save time to get used to work. They understand the goal of
firm so they will adapt very easily to work and find out the ways to achieve this
goal. In comparison with external source, it has many other advantages such as: The
staffs were tested the loyalty, honesty, responsibility so there will be fewer staffs
which are dismissed or resign than candidates from external sources. Besides, this
way will motivate staffs because it emphasizes achievement of staffs.
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* Disadvantages: Promoting or selecting staffs in the firm for new positions
often causes psychological conflict between staffs, internal contradiction. It can not
change quality of firm if organization has medium and small scale. Because in this

case, employees of firm are very limited, enlistment and selection will be more
constrained. If the firm wants to use this source effectively, they have to have a
promoting policy, developmental program for long term…It will save expense for
recruitment.
* The methods of enlistment
- Announcing enlistment on the whole system, publish a news item of
recruitment on bulletin-board, send email for all of staffs
- Consulting ideals and introduction of staffs
- Exploiting archives
b. External sources
External sources include the people who are not the employees of these
company, submit the applications such as the people being looking for the job or
resigning, being unemployed, working in other organizations, ect.
* Advantages: External sources consist of the people who have new thought,
which will make good opportunities for them to contribute their ideas, find out the
more positive upward for firm because they are from external environment, they
will have more objective view. Besides, they can make comparison between the
organization and rivals, business and partners more accurately.
* Disadvantages: Because these employees are from external sources, it will
be very difficult for them to adapt themselves to working environment immediately.
So firm will waste time and money on orientation or training… On the other hand,
it will cause disappointment for internal employees.
* The methods of enlistment
- Through the introduction of staffs, social relationship, or job agencies, ect.
- Advertising on mass communication: Internet, newspaper, TV or radio…
This method is applied by most employers.
- Inviting students on internship to work in company.
1.1.3 Defining the place and time for enlistment
Enterprise needs determine the labor market in which there are many suitable
candidates for them. For example, when needing the qualified candidates; they

should concentrate on the labor market in the big town or city. On the other hand,
when needing unskilled labor, the company should find in the labor market in
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countryside where there are so many unskilled workers. The plan about time for
enlistment must be based on the goal of the organization built before.
1.2 Looking for candidates
There are many different ways for enterprises to find out the candidates such
as: Through relationships, advertisement, job fair, ect.
1.3 Evaluating enlistment process
After enlistment process, the organizations need evaluate their enlistment
process to improve this work better. When evaluating, organizations need
concentrate on the contents and the cost for enlistment.
2. Selection
Selection is an important step of recruitment. Good selection helps managers
make right decisions in recruitment, to find out the suitable and qualified
candidates. Selection process consists of 9 steps.
2.1 Screening candidates’ profiles
The candidates’ profiles supply the information about qualifications,
professional skills, working experience…The information from these profiles will
help reject unsuitable candidates. After that, company classifies the unaccepted
documents and accepted documents or preferential documents…
2.2 Preliminary interviewing
This step often lasts about 5- 10 minutes. The interviewers should not put
pressure on candidates, make interview so comfortable, friendly and natural. To
decide if they are accepted or not, the interviewer should raise the questions to test
their information supplied in documents.
2.3 Testing in Recruitment
Using the aptitude test in recruitment process has advantages of detecting the

ability of potential candidates and predicting the business’ achievements in the
future. When using test as a method to evaluate candidates, recruiters should
consider the honesty in candidates’ answers. However interviewer should not cause
excessive stress in the test. The multiple choice questions in the test should restrict
to affect privacy candidates’ issues. Besides, the recruiters should notice to the
accuracy of the test’s data when using to estimate and forecast future.
There are some kinds of multiple choice tests used in recruitment process
below: The test based on achievement, the skill test, the test to check personality,
the test to evaluate candidates’ honesty and the medical test, ect
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2.4 Using interview method in recruitment
Recruiters should screen thorough candidates’ profiles firstly and set up
questions will be used in the interview, bases on the job description, job requirement
and the obtained results of the previous test candidates did. In addition, recruiters
should make a relaxed atmosphere and have respect for candidates, recruiters also
should ask them short, opened questions directly for the purpose of interview.
There are some of popular interview methods: Patterned interview, situation
interview, targeted interview, interview on stress situation, interview with recruiters
group/ council, ect.
2.5 Physical checking
Physical checking helps organization arrange the suitable work for staff/
officials, based on their state of physical.
2.6. Interviewing by the manager
This step aimed to check the candidate’s ability again by the direct leader; it
also gives a chance for candidates and future leader to understand each other better.
In addition, this step will decrease the difference of opinion between the recruiters
and the direct managers.
2.7. Verifying the obtained information

Checking the obtained information is a basic step to make recruitment
decision. At the present, many companies become more cautious in this stage, they
can call or contact the office or the school/ university candidates have been worked
or studied and gotten the certificates… to verify information’ s candidates in order
to avoid false information.
2.8. Being on Probation period
In this stage, the organizations must pay attention to probation limited period,
depends on the work and the labor contract. Candidates for this period will be
introduced the work processes, working environment, colleagues, especially those
adverse factors or hazard can occur at work.
2.9. Making recruitment decision and finishing recruitment process
This is the most important stage of the recruitment process, based on the
information and results collected from all the previous steps to make the final
decision, in order to select the most appropriate candidates, who provide the most
effective results for the upcoming business. In this stage, officers in human
resources department will act as an advisor for superior chief and direct managers
of recruiting department in order to support them to make the best decision. In the
case organization accepts candidates into work, employees and business
representative will sign the contract and probation period.
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CHAPTER III
ANALYSIS AND FINDINGS
With the data collected from Blue Sea Commerce Investment and Service
Company Limited after fifteen week internship and the information from
interviewing 20 staffs in Business Department and Deputy Director of company, I
found out that the recruitment of company has many shortcomings. However, the
recruitment of the company has many achievements such as:
- The enlistment method is very modern and advanced. By announcing the

recruitment on the mass communications such as internet, newspaper, television,
radio and social relations, ect, the enlistment has attracted many candidates.
Especially, announcing the recruitment on internet is one of the most effective ways
to enlist many candidates. Because the candidates for salesmen are young people
and nowadays, internet has become very popular for them. According to the
interview, there are 50% of staffs being interviewed knew the recruitment
advertisement of company through internet. It proves that internet is an effective
tool for recruitment and using internet to announce the recruitment makes much
more effective than using other mass communications such as: Television, radio,
newspapers, ect.
- The recruitment interview of company is evaluated very friendly and
comfortable by 11 in total 20 staffs being interviewed, accounts for 55%. Nobody
being interviewed thinks the recruitment interview of the company is stress and
unfriendly. The friendly and close interview makes interviewees’ psychology more
comfortable to show all their abilities.
- Through interviewing the Deputy Director and 20 staffs in Business
Department, I can see that the probation period of company is very flexible.
According to the rules of the company, probation period for new employees is from
one to two months, but this time can be changed depending on working
performance of new employees. When being interviewed about the probation
period, I collected many different answers. There are 4 in total 20 salesmen being
interviewed had 1-2week probations. On the other hand, there are 9 in total 20
salesmen had 6-8 week probations. It demonstrates that the probation period of the
company for salespeople is very flexible. This makes the staffs integrate quicker
and have high commitment with the company.
Besides the achievements gotten, the recruitment of Blue Sea Company is still has
some shortcomings.
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I. SHORTCOMINGS OF ENLISTMENT AND REASONS
1. Enlistment attracted so many unqualified candidates
According to interviewing Deputy Director of company, after announcing
recruitment for salesmen position on mass communications, company has faced
with the congestion of applications. Normally, company receives from 20 to 50
applications but only recruits from 3 to 6 candidates for each recruitment
advertisement. In fact, in enlistment process, company tries to attract as many
candidates as possible. It will have good influence on recruitment. However,
according to Deputy Director, there are from 40 to 60% of total candidates being
considered unsuitable and unqualified through screening their profiles. For
example, company requires that the candidates for salesmen position must have
high school diploma but there are a lot of candidates without high school diploma
still apply for this position. Moreover, Deputy Director says that there are from 50
to 60% of total candidates being interviewed have not enough necessary skill and
knowledge about business.
Unqualified candidates being enlisted wastes so much time of Deputy
Director and money of company on screening the profiles and interviewing.
Moreover, a big number of unqualified candidates being enlisted also have a bad
influence on the psychology of interviewer during interviewing.
2. Reasons for shortcoming
2.1 Unclear job description and job requirement in advertisement
According to interviewing 20 staffs in Business Department, there are 11 in
total 20 interviewees (accounts for 55%) think that the job description and job
requirement of company is spare, unclear and unattractive.
Job description ad job requirement are carried out in the company, but the
content of job description and requirement only go deep into division of work and
responsibilities. Firstly, this is a factor having affected on the quality of enlistment
of the company. Then it will have bad influence on recruitment. Clear job
description consists of the tasks, responsibilities, working condition and other
related. Clear job requirement includes the requirement for the candidates about

knowledge, skills, experience or the specific requirements. When the applicants
want to apply for any job, they have to learn about the description and requirement
of this job to see that they are qualified enough and suitable for this job or not. It
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can be said that job description and requirement is one of criterions for the
applicants to decide that they will apply for this job or not. Unclear job description
and job requirement make the applicants not catch the characteristics and the
requirement of the job. Job description and job requirement of company have been
implemented but they still do not satisfy the requirements of recruitment. In fact,
the company has also explained in general, has not explained the specific works
have to be done, the duties and responsibilities for positions need to be recruited
and the requirements for the job. Therefore, there are many candidates applying for
the jobs do not have enough standards and aptitudes. We can see the sparseness in
the company’s job description and job requirement. In fact, this is an important step
to cut down the candidates who are not suitable, or do not have enough
qualifications. In addition, it also helps to decrease the number of profiles which do
not have enough standards. Moreover, in some cases the job description and job
requirements are not in time for the position are being recruited. It also has bad
effect on enlistment.
2.2 Unclear recruitment advertisement
When putting any information about recruitment on the mass communication
such as radio, newspapers, internet, ect, employer has to prepare an recruitment
advertisement which helps candidates understand the main characteristics, or
requirements of the job. High attractive recruitment advertisement will make the
positive impacts on attracting candidates. But in fact, the employer of the Blue Sea
Company has not cared about the advertisement. Recruitment advertisement is still
spare and does not have enough necessary information. In total 20 staffs
interviewed, there are 14 people (accounts for 70%) say that the recruitment

advertisement is not clear and attractive.
Unclear recruitment advertisement is one of the reasons causing the big
number of unqualified and unsuitable candidates being enlisted. This is an example
of recruitment information for salesman position of the company:
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Our company needs to recruit 10 sales staffs. Experienced candidates will be
prioritized (People without experience will be trained)
Interests: Being enjoyed the bonus policies and the attractive commissions, the
social and health insurance.
Address: Blue Sea Investment and Commercial Services company ltd, co
No 1 Ho Dac Di, Nam Dong Ward, Dong Da district, Hanoi city
Contact: (844) 35334315/16 to be interview schedule
Profile: Job application, CV, the copy of ID card
Deadline: 20/03/2010
II. SHORTCOMINGS OF SELECTION AND REASONS
1. Shortcomings of selection
1.1 Recruitment interview could not attract the candidates from other
companies
The candidates from other companies are the important workforce because
these candidates have working experience. Moreover, if company can attract the
staffs of the rival, it will be the advantage for them. Deputy Director of company
shows that after screening the profiles, he sees that there are many applications of
the candidates working at other companies. However, until interviewing, most of
these candidates did not participate in the interview. According to the investigation
carried out on 20 staffs in Business Department, before being recruited, there is
only 1 person (accounts for 5%) working at other companies. This data shows that
the selection of the companies was not good at attracting candidates who are
working in other companies.

1.2 There are many unqualified candidates recruited
The dismissal is an urgent problem of Business Department. According to
the data collected from the company and interviewing the Deputy Director, there are
many reasons causing dismissal such as: Break the discipline, cheat or bad behavior
with clients, ect. However, most of salesmen were dismissed because they could not
satisfy the requirement of job. In total 20 staffs dismissed from 2007 to 2009, there
are 13 staffs dismissed because they could not satisfy the job requirement. On
others words, they are unqualified salesmen. However, the question needs to be
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considered why these salesmen could be recruited to become the official staffs of
company if they are unqualified.
Recruiting these unqualified salesmen has bad effects on the goal of
company. They could not achieve the target proposed for each individual, which has
bad influence on the target of the company.
2. Reasons for shortcomings
2.1 Lack of staff responsible for recruitment
Unlike other companies having a department responsible for recruitment,
Deputy Director of Blue Sea Company is blame for this, from establishing recruitment plan to interviewing the candidates Besides,
the Deputy Director is responsible for many other tasks such as responsibility for the business segment of the company,
organizing the management system; or signing the contract with partners If Deputy
Director has to undertake the big amount of work, he can not concentrate all his metal power on recruitment. However, the recruitment
plays an important part in deciding the success of company. It can be said that the lack of personnel being responsible for the recruitment
of the company is one of the major reasons causing the shortcomings that the Blue Sea Company suffered in personnel recruitment.
2.2 Unreasonable time for interview
Most of time for the recruitment of company is organized in office hours or
the most suitable time for the Deputy Director who is responsible for recruitment.
This would be the advantages for recruiter because he will not have to arrange time
to work overtime as well as working at the weekend or on the holidays and it also

does not effect on attracting candidates on the period of unemployment or the
people are just finding jobs, ect. However, the arrangement of the time for
recruitment like that will affect on the big number of candidates working in the
other companies but having the demand of being recruited in the company.
Specifically, the investigation carried out on 20 business staffs showed that suitable
level of enlistment time is not good. There are 55% staffs interviewed think the
recruitment time is unsuitable and very unsuitable. Nowadays, the companies or the
large enterprises often arrange their interviews and examinations at weekends. This
will make them attract more candidates than the interviews, examinations organized
in office hours. Organizing the interviews at weekend or on the holiday can cost
much more money for the company because of the additional wages to the
employer, electricity, water, ect but the effectiveness it brings for the enlistment
process is very large because organizing the interview at this time can attract more
candidates, especially the candidates from other companies.
Moreover, the interviewer of Blue Sea Company often tries to interview so
many candidates in the short time. In fact, the company often interviews all candidates in one morning or one
afternoon. Sometime this number of candidates rises to 25-25 people. Interviewing so many candidates in a short time is also one of the
reasons cause the ineffectiveness in recruitment.
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2.3. Unreasonable recruitment method
2.3.1. No written examination, no test
The purpose of written examination is to check the candidates’ professional
knowledge and help employer choose the candidates with highly technical ability
and able to meet the job requirement. Tests method consisting of psychological,
emotion, reaction, IQ test, ect can help to assess the candidates about behavior,
human dignity, honesty or the ability of logical thought Being aware of the
importance of written examination and test, most of big company applies both of
them in their recruitment. However, Blue Sea Company did not do like this. Most of

20 staffs being interviewed told that they only overcame an interview and one or
two probation months (achieving the turnover and no breaking the discipline) to
become the official staffs of company. The salesmen position requires the
applicants to have the knowledge about business and sales skill, communication
skill… Besides, the company also requires the applicants to know how to use
computer and internet. If the company does not apply the written examination as
well as the test in recruitment, they will not have reason to evaluate
comprehensively about candidates’ knowledge and skills. This is one of the main
reasons for recruiting the unqualified candidates for Business Department. The
manager of Blue Sea Company thinks that the business staffs are unskilled workers
so recruitment with written examination and test is unnecessary. It wastes so much
time and money. In fact, this cost is less than the cost of recruitment and retraining
the new employees to replace the unqualified staffs being dismissed. Thus, written
examination and test are very necessary for recruitment. However, the manager of
Blue Sea Company uses only one method to evaluate the candidates. It is interview.
Moreover, recruitment interviewed was not applied effectively in the company.
2.3.2. Ineffective recruitment interview
Interview method can help employer contact directly with the candidates, he
can find out the suitable candidates by his sense organs. Interview method allows
the recruiter to evaluating the candidates in many respects such as appearance,
behavior, the ability of condescension which the qualification, diploma and results
of the tests can not appraise clearly. Applying interview in recruitment is necessary
to select the suitable candidates. Interview was carried out in the company, but the
effectiveness it brings for the company is not much.
According to interviewing Deputy Director, interviewer has a questionnaire
being used to interview the candidates for salesman position. To save time, the
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Deputy Director applies this questionnaire for all candidates although he is aware of

its ineffectiveness. The disadvantages of using the same questions for many
candidates at the same time is that the interviewer will give many similar answers
from the interviewees because the questions being given will be unveiled by the
candidates interviewed before. The other candidates will have more time to prepare
and exchange the answers. Thus, their answers are unreliable.
On the others hand, the content of questions was evaluated ineffective by 7
staffs (account for 35%) and very ineffective by 2 staffs (account for 10%) in total
20 staff being interviewed. Here is the list of questions which Deputy Director often
uses to interview the candidates for salesman position:
1. Tell me about yourself
2. What is your greatest strength and greatest weakness?
3. What was your biggest failure? What did you learn from it?
4. What qualities do you feel a successful salesman should have?
5. Why should I hire you?
6. What kind of salary are you looking for?
The questions given by interviewer are very vague, not specific. The purpose
of recruitment interview is to find out the suitable candidates who can satisfy the
job requirement such as the requirement about knowledge or skills… In fact,
checking the candidates’ knowledge and skills has to be carried out through written
examination or test. However, Blue Sea Company only applies the interview to
recruit the candidates for salesman position. But the recruitment questionnaire of
company does not include of the questions having the ability to check the
candidates’ knowledge, skills as well as other abilities of the candidates. The
questionnaire has not the trick questions to check the IQ of candidates or situation
questions to check the candidates’ knowledge, solving problem skill or
personalities.
With this questionnaire, it will be very difficult for the interviewer to choose
the qualified candidates. This will cause the wrong in making the final recruitment
decision for employer.
2.3.3. No working assessment

After passing the interview, to become the official staffs of company, the
candidates must have the probation period. The short or long probation period
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depends on the candidates’ working performance. As I explained above, the
probation period of the company for salesmen is very flexible. It is from one to two
months, but this time can be changed, depends on working performance of new
employees. However, the working assessment for the staffs on probation period was
not carried out carefully in the company. In fact, Blue Sea Company only assesses
the candidates’ working performance through the observation, and perceptible of
the manager. In specific, staffs on probation period only need achieve the turnover
which the company gave. Besides, they do not break the discipline of company as
well as the discipline of supermarket or electronic central where they work. They
will become the official staffs, sign the long tern contract with company, and enjoy
the social and health insurance, ect.
If the assessment task is not conducted accurately, it will make the wrong
decisions in dismissing or keeping wrong people. In addition, it causes the loss in
human resources for company if company dismisses the good staffs. It can be said
that lacking working assessment is one of the reasons causes recruiting the
unqualified candidates.
2.4. False information from candidates
According to Deputy Director, in the Business Department, from 2006 to
2009, there were 3 in total 20 staffs dismissed because of the false information they
supplied. It accounts for 15% in total reasons. However, the manager only
recognized some cases and evenly, in some cases such as: This staff has worked in
the company for a long time or his/her working performance has been good, the
manager did not dismiss, only warned them. This means that except for 3 staffs
dismissed for 4 years, there are many candidates supplying the false information for
the company. In addition, the Deputy Director says that most of false information is

the information relating to the working experience. They did this to attract the
employer.
2.5 No candidates’ information verification
All candidates wants to be recruited are required to submit the profile
including a CV, a resume (in English or Vietnamese depending on position) , a copy
of a birth certificate, a copy of family record book, a copy of people's identity cards,
diplomas or certificates related, they must be notarized. However, in fact, employer
mainly pays attention to the result of interview but not the documents of candidates.
Specifically, the candidates’ profiles lack of certain documents as copies of identity
cards or the documents, diplomas and certificates that are only copied, not be
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notarized. However, they are still admitted with the condition they will complete the
document as soon as becoming official employees of the company.
The candidate’s information verification has not been treasured in this
company. In fact, it is necessary to verify the information that the candidate has
supplied. If the information verification is not concentrated, it will lead to the cheat.
In this case, it is false information about working experience. Employer always
wants to recruit experienced candidates. If these experienced candidates worked in
the large companies, they would be prioritized much more. Understanding the
psychology of employer, many applicants provided false information about working
experience or previous work to attract employer. In fact, they do not absolutely
have working experience in the same position or the company they worked before
are only the small companies in the market.
False information was supplied by candidates has bad influence on the
quality of recruitment because the interviewer was cheated by this false
information. Thus, making the wrong recruitment decision can be avoided.
CHAPTER IV
RECOMMENDATIONS

Through company’s real situation analysis of Blue Sea Company, I would like to suggest
some recommendations to improve the recruitment in the company
1. MORE COMPLEMENT STAFFS RESPONSIBLE FOR RECRUITMENT
With regard to most companies, or large enterprises, they have Personnel
Department getting the blame for recruitment and personnel problem of the
company. But it is very difficult for Blue Sea Company which has a small scale with four year operation to build a
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