RECRUITING 2d DESIGN DRAFTMANS AND 3d DESIGN STAFFS IN INTERIOR DEPARTMENT FOR IC VIETNAM TRADING AND CONSTRUCTION JSC

Bachelor’s Degree in Managing and Running
Organization

LE THI HOAI THU

Vietnam Trading and Construction JSC

Promotion 2015-2018

14B Lane 6 Van Phuc, Ba Dinh district

Working period from March 1th to May, 31st 2018

RECRUITING 2D DESIGN DRAFTMANS AND 3D DESIGN STAFFS IN INTERIOR
DEPARTMENT FOR IC VIETNAM TRADING AND CONSTRUCTION JSC
Tutors in university
Mr.LA TIEN DUNG

Tutors in enterprise (Name and Position)
Ms.NGUYEN LY LINH
(Head of HR - Administration department)
1


Acknowledgement
After taking internship at IC Design company as well as the education at Faculty of
International Training of Vietnam University of Commerce, we so glad that the internship
report has finally completed.
Despite the shortage of specialized knowledge, experience, and mistakes occurred in the
report are unavoidable, I’m looking forward to receiving professional comments to improve
our knowledge and experience. I am aware of being worked in professional environment,

approached many staffs and customers are such a wonderful duration for group to finish
internship report and get acquainted with real working for future occupation.
A completed study would not be done without any assistance. I would like to give my
appreciation to tutors who guide me during my internship.
First of all, i would like to sincerely thank the teachers of University of Commerce and
University of Toulon Var who providing me basic knowledge and skills through the time
studying at University. Especially, I’m so grateful to Mrs. Tran Kieu Trang and Mr. La Tien
Dung for their guides and advise in helping me to complete the report.
Secondly, I would like to express my endless thanks and gratefulness to my supervisor Ms
Nguyen Ly Linh. Her kindly support and continuous advices went through the process of
completion of my thesis. Her encouragement and comments had significantly enriched and
improved my work. Without her motivation and instructions, the thesis would have been
impossible to be done effectively.
Thirdly, I would like to thanks to Ms Nguyen Thuy Chi and all members of IC Design, who
accepted me and helped me a lot during my internship. Thanks to their friendliness and
kindness, I have a relax and wonderful intership time, with valuable knowledges.
Finally, my deep sense of thanks goes to my family, my friends of class DAA12 for providing
us with unfailing support and encouragement to complete our project report.

Table of Contents

2


Introduction
In developing society, the existing human resources play an important role in the success of
business. In addition, with the current population growth rate in Viet Nam proportional to the
crowded land condition, the development of residential real estate is a popular choice due to
its modern, diverse and suitable design. Apartment complexes sprouting up drag on the
demand for interior design, opening up a large potential market for freelance designers. Just a

few years ago, architects took care of the interior, the need to create a distinctive beauty for
the homes of today's homeowners require those who have expertise in interior design.
IC Interior Design, with its core strengths in interior design, especially design of large and
high-end projects requiring commitment, passion and aesthetics so in order to compete with
big rivals, they must to make a difference in product quality which is demonstrated by
architects.
Along with employees engaged from the first year, in order to meet the demand, serve
customer, bring quality designs, take the advantage of service factor. To get qualified human
resources, the recruitment process should be organized in a reasonable manner and the
Company continuously improves their staff quality. As students currently majoring in
Management of Human Resource and Project Mangerment, in my internship at IC, i realized
the importance of this.
During my internship period at IC, the Company also needs to recruit human resources for
two positions of architects and then is probationary. Therefore, it is more helpful for my
internship period. I understood the actual process of recruitment, and know how the reality of
the recruitment process of the company occurs.

1.

Presentation of IC Vietnam Trading and Construction Joint Stock
Company

1.1.

Overview of IC Vietnam Trading and Construction Joint Stock Company

English name: IC Vietnam Trading and Construction Joint Stock Company
Head office: 14B Lane 6 Van Phuc, Ba Dinh district, Ha Noi
Established: 2013
3

Representative: NGUYEN Thuy Chi
Role: General Director
Email: | Website: />Hotline: 02462672929
Charter capital: 1.900.000.000 (VND)

The company brings together a team of young, passionate creativity, enthusiasm and
especially have mind with the profession. The staff of the company is always appreciate
our work and understand that it is our mission to create living spaces that blow the minds
into houses, constructions and bring happiness for people who will live in it.
Company’s motto is to always put themselves in the customer's place to feel and
understand the desires and dreams of the people who will experience that space. Therefore,
from the beginning of receiving the information until the completion and handover of the
works, they always listen, focus and provide the best advice and suite to customers. The
company has received many satisfied comments from customers so they have been loyal
and loyal customers with IC. Specially, the percentage of customers returning to the IC is
up to 70%. This figure is not small and it is the correct assessment of the company's
dedication in this field.
The company hope that with the potential and efforts to continuously improve the quality
of designs and services to create a perfect product to serve customers best.
Business lines:

IC Vietnam Trading and Construction JSC was established in 2013 with the main business
of consulting, designing interior and exterior constructions project:
-

1.2.

Hotels, restaurants, showrooms;

Houses, villas;
Apartment buildings, offices;

Organize structure

Director
4


Vice director

HR –

Accounting

Administrat

dept

Project

Design dept

Division

ion dept

Head of

Administ

HR

rative

adminis

staff

tration

personnel

Chief
accou
ntant

Accou
ntant

Quantity

Head

surveyor

of
design
dept

Lead
design
ers

2D

3D

Project

interior

design

Manage

design

drafts

r

staffs

mans

Project

Figure 1: Organization structure
(Source: HR – Administration Department)

1.3.

Swot of IC Design

S
- High growth in the recent years
- Strong relationships with customers (Muong
Thanh hospitality, VinHomes Times City,…)
- Possessing young, dynamic, creative and longlasting human resources
- The percentage of customers returning to the IC is
up to 70%
- Staffs have great skills and passion
- The relationships between employees in the
company are very good
O
- Interior design industry flourishes
- Ability to expand and develop strongly in this
field
- Have many young and talent designers who can
apply for company

2.

Overview of project
5

W
- Lack of personnel, specially designers
- Can’t receive high workload

- Young and new company => hard to associate
candidates
- The company structure is being rebuilt so it is not
stable

T
- Increasing strength and domestic competition
- Pressure to attract, find and exploit new customer
groups, new market

staffs


2.1.

Introduction about Human Resources – Aministration department

When accepted to practice at IC Design, I am practicing in the company's HR department
under the direction of Ms. NGUYEN Ly Linh
Currently, IC’s human resources department consists of three members, with the head of
the department being the director of human resources Ms. Linh and 2 employees. The
department has the function of advising, administering, informing and performing
administrative tasks as well as recruitment, personnel training, payroll and staff
supervision.
Ms. Linh has a Master of Business Administration degree, has over 7 years of experience
and has been trained in prestigious institutions at home and abroad. The staff of the
department also have many years of experience in administration and human resources
(over 3 years). They have graduated fairly well at major universities.
For staff training, not only members of the HR department will be involved, but will also
be associated with other department heads for direct instruction and professional training.

As can be seen, the human resources department of IC has gathered a good human
resources, qualified, experienced and highly specialized to run the company's HR
operations well.

2.2.

Reasons to choose the topic

Human is an indispensable factor to any organization with a significantly important role in
determining the success or failure of any enterprise, especially in the present stage. In the
increasingly competitive trend, strong human resources in both quantity and quality, both
physically and mentally, are considered a competitive advantage leading enterprises to
survive, stand and develop on the market. There are many companies that are operating in
the same business line, requiring them to fulfill the customer satisfaction, make their own
mark on the market, and establish their own human resources, the most important factor in
order to be successful.
With the strong development and high urbanization of Vietnamese economy at present,
there are more and more building and tower, more and more people are interested in the
design of housing. In addition, the owners require not only beautiful furniture, but also
have to show their own aesthetic taste, which requires skilled professionals to take care of.
Therefore, the works that the interior designers implemented need to be novel, innovative
to bring the impression, unique and not mixed with any previous. And also need to have
interpersonal skills, expert in materials, professional skills,… in order to meet the demands
of customers.

6


With this in mind, IC always puts the quality of human and design’s quality on the top
priority, with the motto of always put themselves in the customer's place to feel and

understand the desires and dreams of the people who will experience that space.
But at present, due to large market demand, lack of staffs with heavy workload, and even
the company have to refuse works in order to give the perfect results for current
customers. There has a great deal of work pressure leading to many negative effects. On
the top of that, this job requires skilled and experienced personnel. Therefore, IC is in the
process of recruiting and training more staffs to meet the upcoming projects.
In the internship program, I contacted and was successfully admitted to the HR department
of IC to experience the internship period. After acquiring knowledge and understanding of
the company’s difficulties, we actively proposed and were assigned to perform the task of
new staff recruitment.

2.3.

Objectives

For the purpose of contributing efforts to the hiring and training of new employees for IC,
my internship process aims to:
- Make use of human resources knowledge obtained in the university to apply, support the
company.
- Evaluate the current situation of the recruitment and training process of the company.
- Understand the recruitment process, write job descriptions, job specifications,…
- Understand and accumulate more specialized knowledge through practical tasks and
activities.
- Familiarize with a professional working environment.
With the target set out by the Head of Human resources department to recruit 2 3D design
draftsmans, 2 2D design staffs, every new employee was required to meet various
requirements in terms of knowledge, work requirements and professional experience.
3.

Implementation of the project

3.1.

Divide tasks and internship planning

3.1.1. Internship planning and Budget implementation

To complete the recruitment process on schedule and to achieve the best results. I was
decided by Ms. Linh to support the cost of implementing the project and was
approved for the company's expenses.
Mission

Estimated cost(VND)

7


Phase A: Researching about company and Human Resources of
company, analyzing the actual human resources:
Task 1: Learn about the company's history, culture and company
positions
Task 2: Get familiar with the working environment at the company
-Task 3: Analyze the actual human resources in design department
and the current problems in human resources
-Task 4: Analyze jobs: write job descriptions and job specifications
Phase B: Understanding methods to attract candidates and
setting recruitment plans:
-Task 5: Compare recruitment methods (insources, outsources, …)
-Task 6: Compare recruitment websites (number of recruitments,

300.000
500.000

candidates, fee...)
-Task 7: Make a detailed recruitment plans
Phase C: Implementing recruitment process
-Task 8: Searching and attracting candidates
-Task 9: Screen candidates
-Task 10: Interview
-Task 11: Interview by direct manager
-Task 12: Appraise, review candidate’s design
-Task 13: Assign probationary contract

30.600.000
500.000
500.000

Phase D: Evaluating recruitment process
-Task 14: Evaluate the recruitment process
-Task 15: Realize advantages and disadvantages of recruitment

300.000

process
-Task 16: Offer solutions

Other cost

500.000

Total

33.200.000

Table 1: Estimated budget

3.2.

Understanding recruitment’s methods and setting recruitment’s plan

3.2.1. Analyze the actual human resources in the company and in design department

8


After learning about the regulations and initially familiarizing with the company
environment, the first very task to do is analyze the actual human resources in the company
and in interior design department. This department is the most important and their results in
work will directly affect the customer’s point of view the company. This was the first basic
task enabling us to better understand the company’s policies, personnel status and recruitment
requirements. This helped us gain more knowledge to support the company in the personnel
recruitment process.
Mission implementation
In order to be favorable in the analyzing, i sought the help of Ms. Linh at first to obtain and
read the necessary documents. She was enthusiastic in answering my questions and even
suggested all employees to give me any answer about department and direct us in details for
various issues related to recruitment requirements as well as providing information not
contained in the relevant documents.
Initially, I study the function of each department in the company to find out any relationship
among these departments and personnel-related relationship as well. After learning the

functions and duties of each department, i analyzed the actual human resources in interior
department through various documents and data recorded from Ms.Linh and employees in
interior department.
Result:
After analyzing the actual human resources in the company and in interior department, I was
able to understand about the real situation in human resources of the company and interior
department:
Targets

2016

2017

2018

Number

Ratio
(%)

Number

Ratio
(%)

Number

Ratio
(%)

Total labor force

18

100

19

100

20

100

Gender

Male

8

44.44

9

47.37

Female

10

55.56

10

52.63

10

50

Certificate

University

18

100

19

100

20

100

Age

20-26

8

44.44

10

52.63

12

60

27-33

5

27.78

3

15.79

3

15

>33

5

27.78

6

31.58

5

25

9

10

50


Work level

Manager

5

27.78

5

26.32

5

27.78

Design leader

2

11.11

2

10.53

2

11.11

Employees

11

61.11

12

63.15

13

61.11

Table 2: Human Resources of IC Design
(Source: HR – Administration Department)

Targets

2018
Number

Ratio (%)

10

100

Male

7

70

Female

3

30

20-26

7

70

27-33

3

30

Design manager

0

0

Design leader

2

20

Employees

8

80

Total labor force
Gender

Age

Work level

Table 3: Human Resources of design department
(Source: HR – Administration Department)
Comment:
• Labor structure by gender, age, work level of IC Design in 2016-2018:

Chart 2: Chart of labor structure by gender of IC company and design department in 2018
It can be seen that the proportion of male and female employees tends to be balanced.
However, it can be seen that the male labor force predominates in the design department
structure with 70%. Since the company works in the field of interior design consultancy, it
requires ingenuity, sophistication in communication as well as good writing skills ... these
skills which female employees do better. The male employees are allocated more in the
design and technical department because it requires a lot of difficult and complicated
techniques, especially have to go far, supervise the projects ... Especially, the interior

10


design industry in Vietnam still have prejudice that men are more suitable than women, so
the proportion of men attending field is still higher.
In general, the proportion of men and women in the company is quite equal and reasonable
with the requirements of work at the company.
• Labor structure by age:

Chart 3: Chart of labor structure by age of IC company and design department in 2016-2018
With the nature of work requires dynamism, creativity and ability to under pressure, the
company’s human resources are quite young, most concentrated in the age of 20 to 26 with a

high rate every year from 44.44% (2016) to 75% (2018), most of whom are employees with 1
to 3 years of experience, consistent with the company’s five years of development. About
25% of employees over 33 years old and the number is non-fluctuating, usually only 5, is not
much and mainly holds important positions in the company because management levels
require experiences and professional knowledges. Number of employees from the age of 27
to 33 is first roughly equivalent to that of employees over the age of 33 but then decreases to
15% by 2018, most of whom have had a close relationship with the company from the early
days of establishment.
In general, young staffs have many advantages such as flexibility, sensitivity, many ideas,
more time for work, fast adapt to the working environment. This is in line with the company’s
years of development and the nature of the work. This explain why in interior design
department, staffs in the age of 20 to 26 accounts for 90%. So, even they are young, but
almost of them is attach to the company since the early days and right after they finished
school. They can immediately catch up with company’s staffs about the overall design style
and familiar with company’s customers. This helps the company build a strong and loyal
team. However, the company still lack of personnel, poses a challenge for company to attract
many good candidates.
• Labor structure by level:
100% of employees have university degrees which demonstrate that the company from the

first stages of development has focused on qualifications and degrees. The company has a
young, high-qualified staffs is a great strength in the present time. This team will adapt
quickly to the changes in technology, working methods, high demands, ever-changing
customers, from that bringing new and creative ideas to achieve high efficiency at work and
to satisfy even the most demanding customers.
11


3.2.2. Analyze recruitment requirements

Upon obtaining better understanding about the company’s actual human resources, I reported
back to Mrs. Huong about my entire previous work and the issues i found when researching
the company’s documents. As mastering the general situation, she assigned a new assignment
for me to join in the process of recruiting 2 3D design draftsmans, 2 2D design staffs to serve
the market expansion plan and satisfy an increasing demand, reduce workload for employees
and enhance the quality of service for customers.
The first job we conducted was to collect the recruitment requests from managers and
department heads. In close coordination with HR staffs, we compiled and created a list of
positions, vacancy number needed to recruit and developed clear job descriptions. We
detailed tasks and requirements for each position, as well as skills, personality and qualities
that the candidate must have in order to complete the task along with personal experience or
strength of a candidate versus the other candidates. The list of personnel in need of
recruitment is presented as follows:

2D design
staffs

3D design
draftmans

Requirement

Amount/Sex

-Graduated from the National University of Civil Engineering or
HaNoi College of Construction
-At least 2 years experiences in recruitment position
-Have knowledge of construction and architecture
-Understand materials and interior texture
-Proficiency in AutoCAD, Office and Sketchup

-Communicate well with customers and capture good information
-Have teamwork skills, ability to exchange internal information
and presentation skills in front of customers
-Ability to actively organize and manage projects effectively at
the same time.
-Graduated from schools and majors related to interior design
-Have at least 2 years experience in recruitment position
-Proficiency in 3DSMax or Sketchup, Vray renderer and
Photoshop
-Understand materials and interior texture
-Have a good aesthetic sense and have artistic eyes on space,
color, light and materials
-Have knowledges about the different design styles and be aware
of new creative design trends
-Have ability to communicate with customers and capture good
information
-Have teamwork skills, ability to exchange internal information
and presentation skills in front of customers
-Have ability to take the initiative to arrange the work and manage
projects effectively at the same time

2 employees

Table 4: Need of requirement

12

2 employees



The following is the recruiting content that i has prepared for the 2D design staff and 3D
draftman staffs with the help of Ms.Linh:

Job title: 2D interior design staff
Job description
Deploy technical design documents, design & interior design documents based on 3D design
Obey and do the work in accordance with the company’s procedures
Carry out other professional tasks and tasks as assigned by superiors
Job requirements
Have a sense of responsibility, positive attitude and progressive spirit
Graduated from the National University of Civil Engineering or HaNoi College of Construction
At least 2 years experiences in recruitment position
Have knowledge of construction and architecture
Have ability to capture, analyze, synthesize and process information
Understand materials and interior texture
Proficiency in AutoCAD, Office and Sketchup is an advantage
Have ability to communicate with customers and capture good information
Have teamwork skills, ability to exchange internal information and presentation skills in front of
customers
Ability to actively organize and manage projects effectively at the same time
Benefits
- Income: 7-15 million / month
- A young, friendly and active working environment help for creative work to be effective
- Social insurance, health insurance according to government’s rules.
- The company supports the training of professional skills.
- Annual travel regime.
- Other regimes will be discussed directly during the interview.
SUBMIT

Submit

your

CV

and

Portfolio

by

email

to



and


Or
Apply directly to Human Resources Department IC Vietnam Trading and Construction JSC: 14B,
Lane 6 Van Phuc, Ba Dinh district, Hanoi.
Telephone: 04.6299.2727 & 04.6267.2929.
Website: www.icinteriordesign.com
Recipient: Ly Linh - Telephone: 0914339160
Hand written applications are preferred
13

Job title: 3D interior draftman
Job description
Survey and reconstruct the status of the construction after have informations and requests from the
head of department or team leader
Design to fit the functions and purpose of use of the customer
Create 3D perspective of the interior and exterior designs from the lead concept of the chair and
customer
Set up lighting and render with Vray or other rendering software
Support the preparation of pictures and drawings of plans in order to present to the customer
Obey and implement the work according to the company’s procedures
Carry out other professional tasks as assigned by superiors
Job requirements
Have a sense of responsibility, positive attitude and progressive spirit
Graduated from schools and majors related to interior design
Have at least 2 years experience in recruitment position
Have ability to capture, analyze and synthesize and information processing
Proficiency in 3DSMax or Sketchup, Vray renderer and Photoshop
Understand materials and interior texture
Have a good aesthetic sense and have artistic eyes on space, color, light and materials
Have knowledges about the different design styles and be aware of new creative design trends
Have ability to communicate with customers and capture good information
Have teamwork skills, ability to exchange internal information and presentation skills in front of
customers
Have ability to take the initiative to arrange the work and manage projects effectively at the same time
Benefits
- Income: 7-15 million / month
- A young, friendly and active working environment help for creative work to be effective
- Social insurance, health insurance according to government’s rules
- The company supports the training of professional skills.

- Annual travel regime.
- Other regime’s will be discussed directly during the interview.
SUBMIT
Submit

your

CV

and

Portfolio

by

email

to



and


Or
Apply directly to Human Resources Department IC Vietnam Trading and Construction JSC: 14B,
Lane 6 Van Phuc, Ba Dinh district, Hanoi.
14

Telephone: 04.6299.2727 & 04.6267.2929.
Website: www.icinteriordesign.com
Recipient: Ly Linh - Telephone: 0914339160
Hand written applications are preferred

3.2.3. Understanding methods to attract candidates and setting recruitment plans
• Compare recruitment methods (insources, outsources, …)
a. Form of internal recruitment at the company

The recruitment is usually through the following forms:
- Moving employees internally into new positions due to promotion of the supervisor
or the employee themselves based on the results of the work and the assessment of
management.
- Promoting eligible employees.
- Students who practice at the company are qualified and have a desire to work
at the company.
- Through the introduction of employees working at the company, or close relatives,
friends to find a suitable person to work.
Because of the unique job, the internal recruitment form at the company is always
preferred, especially two forms: the design staff at the company usually introduce
relatives, friends and trainees want to become official staffs at the company after
graduation. The company has at least 2 employees from the introduction of others and
they immediately become official staffs until now. This is a safe solution for the
company because the staff has an understanding of the work and development goals of
the department, the development orientation of the company; so they will adapt to new
jobs more easily and easier to set goals. However, the management and implementation
of the work in the company is easy to become mold, lack of new components,
breakthroughs, creativity in addition to the company may miss many qualified candidates
outside social and easy to cause split in the company which will cause disunity.
b.

Form of external recruitment at the company

In order not to fall into that situation, the company is now more focus on external
recruitment:
- From universities: The company organize employment workshop at National
University of Civil Engineering last year and the result is quite good, when there are 5
15


candidates to sign the Probationary contracts, and in the end, 1 candidate become official
staff until now, but the source is not experienced and has to spend most of their time
focusing on graduation.
- From the students who are intern at the company want to stay, now the number of these
students are increasing significantly, so this is the most cost-effective candidate selection,
but in opposite: The recruiting efficiency is not high because they are just students so
they do not have enough knowledges and experiences to get to work right away and the
company The company has to spend a certain amount of capital to re-train and add more
professional skills needed.
- From Social Network (Facebook, Twitter...): Nowadays, social network is used by
everyone in the world and Vietnam is not an exception. Therefore, so many recruitment
fanpages are established in order to bring candidates closer to employers. In the other
hand, because there are so many people use, there are more job, more recruitment are
posted including competiors. The competition is huge and the candidates have more
choices - not apply for only our company, which is harder to attract candidates.
- Internet recruitment websites: This is the place to post and search records, It is an
effective source of quantity, giving the employer many choices to choose. There are two
options when posting jobs on the website. The post is free of charge and others is
charged.
- WebMail, Mail recruitment: This is the place to receive direct recruitment from

candidates and job sites. Candidates who read the recruiting information on the
recruitment website will apply to the company’s account on the recruitment website or
submit directly to the recruitment mail of the company.
Each source of recruitment has its strengths and weaknesses, none of which is good at all
and non of which are ineffective, the choice of which source depends on the company
want to recruit which position, at any time, from which to choose the appropriate
sources.
At present the company is using these sources: posting recruitment on the job website
and facebook, use webmail and mail recruitment. Other sources are rarely use. The
recruitment of candidates from outside will be more professional, systematic, more
selective candidates and more talents into the company. However, this also means
spending more money, more effort, and may have the status of recruited candidates are
lack of loyalty to the company.

16


So, in order to get the best candidates, the company decided to use both sources and
mainly focus on: insources, facebook, website recruitment, webmail and mail
recruitment.
3.2.4. Compare recruitment websites (number of recruitments, candidates, fee...)

As noted above, there are two options when posting jobs on the website. The post is free of
charge and others is charged.
•

Post recruitment is free of charge:
Available on recruiting sites such as:
/>These websites have little high quality CVs, There are no statistics on the number of
applications submitted, CVs of candidates are often forwarded to the company’s

recruiting mail so sometimes CVs of candidates are lost. The company usually uses this

•

kind of free recruitment for low position requirements, not urgent.
Post recruitment is charged:
At present, the company is using: careerbuilder as recruitment website. As the top
recruiting website, CareerBuilder.vn brings the optimal value to the user. This site is
owned by CareerBuilder USA - the world’s largest job and employment network. In
Vietnam, CareerBuilder.vn has been the choice of the leading companies with the
advantages: rich source of data with more than 1,800,000 registered members.
Hundreds of thousands of complete and updated documents. CareerBuilder.vn helps job
seekers and employers reach their goals. CareerBuilder.vn helps the community create a
world where work and quality of work are more important.
Ms.Linh had give me an account to manage the recruitment website of careerbuilder for
the company. And i have more knowledge about this kind of recruitment. The company
has signed with careerbuilder 3 years to recruit with over 30 million VND which is
high. But in the other hand, their customer care services are great. They help us to
become more prominent than other employers, and since we use this website, everyday
has at least 2-3 CVs of candidates apply for us. The quality of CVs are good and
suitable, they also inform us about new applications through recruitment mail of
company. Thanks to them, the company has more CVs and there are many candidates
are in the process of probation at the company. In the near future, the company will
continue cooperate with careerbuilder.

3.2.5. Setting recruitment plans and recruitment process:
17


Based on previous preparation, the company satified with the selection on recruitment

methods, content,... and decided follow this recruitment process:

Analyze recruitment needs

Complete the application after

Search and attract

signing

Receiving and screening
Evaluate probation

applicartion

Carry out probation

Interview

Figure 3: Recruiment process
This is the general recruitment process applied for almost all positions; however, there may
be some necessary changes in the process to suit each candidate position.
The detailed step-by-step description of the company’s recruitment process is presented as
below:
Step 1: Analyze recruitment needs
This step determines whether the size, capacity of personnel in each department meet the
work needs of the department or not. Recruitment requests from Heads of departments that
are in need of recruitment are sent to HR staffs. Vacancy number required and recruitment
requests are also considered for the preparation of recruitment announcements. There are
many important criteria set out by the Company to determine the recruitment needs:

According to the production and business plan: HR staffs are in charge of evaluating the
performance of each department at each time through the Head’s request form; if the current
number of employees does not meet the workload, HR staffs will recommend to the Head to
recruit more people.
Qualification level: In order to meet work requirements, it is required to have professional,
specialized knowledge, special skills or sufficient number of personnel to carry out the work,
at the request of Director or the relevant unit.
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Personnel change plan: When there are any employees retiring, moving or terminating the
contract, Human Resources Department must review, adjust the balance among various
departments in the Company. In case of any shortage of personnel, HR staffs will identify the
recruitment needs and then propose personnel supplement.
Step 2: Search and attract candidates
It is required to identify whether target candidates are recruited from internal or external
sources. The recruitment announcements are widely posted in the mass media to attract
candidates. Such announcements must be designed in an impressive, attractive manner at first
with the aim of attracting many potential candidates, maximizing the quality of candidates.
Candidates are required to follow the company’s form or resume (CV) including personal
information, educational background, experience, goals, personal interests to send to the
Recruiting division according to the methods guided in the announcements.
Step 3: Receive and screen applications
After the submission of applications ends, the Company gathers and selects those who have
the most suitable information to the requirements of vacancy to participate in the test and
essay writing round. Any inappropriate applications are kept for the positions and stages later.
Step 4: Interview
This is considered the first official meeting between the candidate and the Company. Through
this interview, the company can gain more information to evaluate the suitability of
candidates to the vacancy.

There are some key factors to be considered during the interview, including: Communication
skill, ability to work (independently or in groups), ability to organize work and planning,
logical thinking and problem-solving skill, as well as some information in the application
such as: educational background, experience, skills, etc. In this interview, it is possible for the
candidates to ask some relevant questions. There may be more than one interview depending
on the candidate and vacancy. Selected candidates are received a notice within 10 days of the
interview.
Step 5: Sign a labor contract
Candidates selected through interviews take part in a one-on-one appointment to agree on a
labor contract and related issues, including: type of contract, job description, salary, working

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