Internship report homesmart international joint stock company

ACKNOWLEDGEMENTS
During the project at HomeSmart International Joint Stock Company, I have
finally completed this project report.
First of all, I would like to thank our teachers from Toulon Var University and
Thuong Mai University, who have provided us with basic knowledge and skills to
complete my project and also education. Especially, Mr. La Tien Dung, the project
tutor has enthusiastically guided me in the progress of writing the report.
I would to express our thanks to the director of Homesmart – Ms. Vu Thanh
Van for sharing me necessary information, providing me with advice and creating
good conditions for me to complete the project.
Finally, I would like to show my gratitude to my friends and everyone who
help me to complete this topic.

TABLE OF CONTENTS

ACKNOWLEDGEMENTS............................................................................1
1


LIST OF TABLE.............................................................................................4
LIST OF FIGURES.........................................................................................4
LIST OF ACRONYMS...................................................................................4
CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND
PROJECT........................................................................................................5
I.

Introduction HomeSmart International Joint Stock Company.....5
1.

Vision:....................................................................................................5

2.

General introduction:.............................................................................5

3.

Mission:.................................................................................................5

4.

Core value:.............................................................................................6

5.

HR organizational structure:..................................................................6

6.

Main activities:......................................................................................6

7.

SWOT analysis......................................................................................7

II.

Introduction of internship..................................................................7

1.

Origin of work placement......................................................................7

2.

Planning of work placement.................................................................8

CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT.............9
I.

Research about current of recruitment process of Homesmart.....9
1.

Recruitment process:.............................................................................9

2.

Sources of recruitment:........................................................................10

3.

Recruitment cost:.................................................................................11

II.

Propose solutions:.............................................................................11

1.

Limitations of recruitment:..................................................................11

2.

Propose solutions to deal with limitations of recruitment:..................12

III. Implement the solution.....................................................................14
1.

Design the job flyer:............................................................................14

2.

Register for recruitment support package in March of recruitment

websites.......................................................................................................17
3.

“Friendly colleagues” program:...........................................................19
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4.

Case study:...........................................................................................20

CHAPTER 3 – ASSESSMENT....................................................................22
I.

Difficulties and solutions..................................................................22

II.

Experience gained:............................................................................22

III. Conclusion..........................................................................................23

LIST OF TABLE
Table 1: SWOT of Homesmart
Table 2: Planning of work placement

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Table 3: A plan of "Friendly colleagues" program
LIST OF FIGURES
Figure 1: Organization of HomeSmart International Joint Stock Company
Figure 2: Recruitment process of Homesmart

LIST OF ACRONYMS
ACRONYMS
CEO
HR
CV
Homesmart JSC
IT

EXPLANATION
Chief Executive Officer
Human Resources
Curriculum Vitae
HomeSmart International Joint Stock

Company
Information Technology

CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND PROJECT
I.

Introduction HomeSmart International Joint Stock Company
1. Vision:
 Became the leading real estate investment and distribution company in
the North.

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 Become the first choice of the investor, the customer wishes to own
"dream house".
2. General introduction:
 Company name: HomeSmart International Joint Stock Company
 Established: 03/04/2015
 Phone number: 098 883 69 98
 Website:
 Email:
 Number of employees: 20 - 50
 Logo:

 CEO: Ms. VU Thanh Van.
 Address: 19th Floor, Artex Building, 172 Ngoc Khanh Street, Ba Dinh
District, Hanoi.
 Field of operations: Real estate consultancy, real estate management, real
estate brokerage.

3. Mission:
 For customers: respect, listening, providing quality value products at
competitive prices.
 For partners: To promote the spirit of cooperation and development;
Commitment to become "Partner No. 1" of partners; Always increase the
investment value attractive and sustainable.
 For staff: Building a professional, dynamic, creative and human working
environment; Facilitate high income and equal opportunity for all
employees.
4. Core value:
Homesmart's leaders and employees are united and determined to build a business
culture of the Company under the motto:
"Creativity, Initiative, Efficiency and Humanities".
Creativity to always make the smartest solution for customers.

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Take the initiative to look beyond to minimize risk.
Efficient to always bring the right choice to the needs of customers quickly.
Humanity is always placing customers as the focus, listening and
understanding the mind of the customer before and after the completion of the
sale.
5. HR organizational structure:

Figure 1: Organizational structure of HomeSmart International Joint Stock Company
(Source: Homesmart JSC)
6. Main activities:
 Marketing real estate: Consulting, promotion, management of real estate;
trading floor, brokerage, valuation, auction real estate.

 Real estate investment consultancy: project planning, project
management; real estate consulting services.
 Search and distribution of real estate: Along with many other big and
small projects nationwide, Homesmart has been successfully distributed
and always received trust from customers and investors.
7. SWOT analysis
Strengths
 The senior management team has

Weaknesses
 Young human resources should

more than 10 years of experience

easily change jobs.

in real estate
 Employees are well trained in real

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estate knowledge.
Opportunities
 The Government has continuous

Threats
 There are many competitors
 The appearance of modern industry

policy to support the real estate
market:

4.0 will gradually take over most of

 The number of foreigners seeking

the work of the working population
 Lack of experience in recruiting

to buy real estate in Vietnam is
increasing
II.

experienced staff

Introduction of internship
1. Origin of work placement
 Objective reasons:
 New project: Starting in May 2018, the company is preparing to
distribute the Kosmo West Lake, Sunshine Center và Vinhomes
West Point projects. Therefore, the company needs to recruit more
staff to support upcoming projects.
 Real estate market: In 2017, according to the report of Business
Registration Department, Ministry of Planning and Investment,
there are 5,065 new real estate company. On average, 14 real
estate company were established. Therefore, in 2018, the real
estate market will be fiercer competition.
 Opponents: The company faces strong competition from
competitors such as CENLAND, New Age, VHS, .... To maintain

the target as well as prestige, Homesmart needs to innovate and
develop ceaselessly in the quality of its personnel.
 Subjective reasons:
 The Labor Force: The shortage of personnel are the biggest
threats to the company due to intense competition among real
estate companies. The positions of employees that the company is
recruiting are: Project Support Staff, Sales Staff, Marketing Staff.

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 The instability of the staff is one of the difficulties that the
company is facing .
Therefore, it was my intention to help the Company improve the current
recruitment process through the following topic: “Improving recruitment at homesmart
international joint stock company”.
2. Planning of work placement
Period
1
2
3
4

Date of start and
complete
22/02 – 28/02
01/03 – 11/03
06/03 – 10/03
05/03 – 30/04

Missions
Collect and analyze information and data
Research the situation of company
Design the job flyer
 Post recruitment information
 Filter candidates' profiles

 Call directly to the candidate
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8

20/04
01/05 – 15/05

Organizing “friendly colleagues’’ program
Complete the project and report

CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT
I.

Research about current of recruitment process of Homesmart.
1. Recruitment process:

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Firgue 2: Recruitment process of Homesmart
(Source: Homesmart JSC)
 Advantages:
 The recruitment process is presented clearly, specifically and in a

certain order.
 The company has built a complete step determining recruitment
needs through recruitment requests. When there is a need to
recruit, the department fill out the online recruitment request and
send it to the HR department. Therefore, this activity saves a lot
of time for the parts.
 Limitations:
 The recruitment process of the company still lacks recruitment
planning.
2. Sources of recruitment:
The HR department uses mainly external recruitment sources with three main
sources:
2.1 Websites: homesmart.com.vn/tuyen-dung.

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 Advantages:
 It does not take time as well as other costs incurred
 Directly receive the candidate's profile.
 Limitations:
 Not much attention because brand new is not well known..
2.2 Social networks: group facebook
 Advantages:
 Low cost
 Simple, fast and easy way to track: just a Facebook account; Post
directly to the group and fanpage recruitment.
 The number of people using the facebook network is large.
 Marketing channel of the company image in the candidate's eyes:
Corporate fanpage is used to build employer brand and

relationship with potential candidates
 Limitations:
 Recruitment jobs through facebook channel only recruit seasonal
work, part time or unskilled workers.
 Too popular: Free, easy to use, many users seem to have turned
Facebook into a recruiting channel.
 Post-drifting: Too many posters in a short period of time. And the
reader, they always read from top to bottom.
 Easy to Spam: Articles are easily targeted by spammers from
other employers.
2.3 Jobs websites:
Currently, Homesmart is using 15 sites recruiting: tìm việc nhanh, việc tốt nhất,
việc làm 24h, topcv, mywork, indeed,…

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 Advantages:
 Simple, easy-to-use posting tools.
 High volume of CVs and high traffic
 Limitations:
 Cost of recruitment is high from 2 to 3 million VND
 Have not communicated with the company
 Doubts about the quality of recruiting sites.
3. Recruitment cost:
Most accounts of Homesmart are recruiting for a free account. Each recruitment
website, the company registered 3 free accounts. Therefore, the company does not
charge in using the recruiting website.
 Advantages:
 No fees but still get many CV (3CV / web / day)

 Limitations:
 It takes time to switch between accounts
 Easy to cause confusion
 Duplicate CV
II.

Propose solutions:
1. Limitations of recruitment:
After researching the recruitment process of the company, I was directly involved

in the recruitment process. I realized the company faced some limitations in
recruitment as follows:
 The company has not exploited the internal recruiting sources but spent a
lot of time recruiting through the media
 15 recruitment website which Homesmart registered, only 4 sites work
best and many CV output.
 The company does not invest in recruiting costs but mainly uses the free
account

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 The company does not focus on building and communicating company
image. Applicants can only find company information through the
recruitment website.
 Job flyer does not appeal to people looking, too many words.
 Posts on facebook and the recruitment sites are drifting and do not yield
results.
2. Propose solutions to deal with limitations of recruitment:
2.1 Design the job flyer:

Homesmart should change the original job flyer template by designing a new
job flyer template. The original job flyer has too many words, unattractive and not
effective in recruiting.

So, I suggested to the Human Resources Department that I would design new
job flyer and apply them to the posting on facebook and company website.
2.2 Register for recruitment support package in March of recruitment websites:
During my direct participation in recruitment activities, I realized that the
company's job postings were in the 20-30 pages, and only three times a day on the first
page. Therefore, candidates can not receive company recruitment notice earlier than

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the other notice on the first page. In other words, this is the mechanism employed by
the recruitment sites for free accounts. To address this situation, I made a proposal for
buying and using support packages from recruitment websites.
2.3 Job Fair:
The Job Fair is an opportunity for the company to directly meet a large number
of senior year college students. The Job Fair is a regular event organized by agencies
and universities. Job Fair is usually held in the form of a fair, where employers will
have the space to display materials as well as promote their brand. University students
will come to employers to find out about the company's working environment.
 As far as my research, on April 15 - 2018, Career Expo will be held at the
National Economics University with the participation of 8000 students in the
third and fourth years of the economic sectors , marketing, human resources,
information technology, etc.
 On April 21, the Job Fair will be held at the Hanoi Industrial University with
the participation of 10,000 students.
This is a good opportunity for the company to recruit and promote the brand at the

same time.
2.4 “Friendly colleagues” program:
First, this is a program that will show the culture of the company. Based on this
program, company employees will know the company is hiring positions to introduce
friends, friends, ... to work. On the other hand, new recruits are also involved in this
program, this is a form of corporate image advertising.
Second, this is an introductory reward program. Whenever a staff introduces a
good candidate, they will be rewarded with some bonus.
 If the candidate receives a job offer, the reward will be increased.


If the candidate passes the test and starts working for the company, the
reward will be higher.

This will add motivation for staff should only introduce the best candidates to
attend interviews at Homesmart.

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III.

Implement the solution
After clearly planning the proposals, HR Department has reviewed and agreed to

implement my proposals below.
2.1 Design the job flyer
2.2 Register for recruitment support package in March of recruitment websites
2.4 "Friendly colleagues" program
For the proposal: Job Fair, the company refused to implement the following

reasons:
 Due to the time it took to get info about Job Fair too late and too close to
the date of the event, the company did not prepare the documents.
 After contacting Job Fair, I received information about the funding cost
of 6 million. This cost double than other businesses first registered.
 It takes time and costs to train students.
 In addition, the location was not well chosen, so the company decided
not to participate in both Job Fair.
Below are the activities undertaken to improve the recruitment of companies.
These activities are based on the company's recruitment process along with the
solutions provided in the "Proposed Solution" section. As follows:
1. Design the job flyer:
To design the new flyer job, I and the design department of the company jointly
implemented this proposal. The job I received from the Human Resources Department
was to support the recruitment of Project Support Staff, Sales Staff, Marketing Staff.
So, I included three positions in the same job flyer
 The first step: Prepare the content.
The first thing in any design project that I need to do is to collect the content
and information that should be included in the design.
Basic rule: short, concise and easily understandable, not many words.
Basic information for job flyer:
 Job vacancies
 Time

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 Contact information: email and phone number
 Company address
 Second step: Design

I use Canva software to design job flyer. Canva is a great free online design
service, with a wide variety of designs such as posters, Facebook cover designs, social
network posters, and much more.

And here is the job flyer I designed myself and got the approval of the HR
department to recruit:

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This new design is used for posting jobs and inserting recruitment information
into the Friendly colleagues” program.
 Results achieved:
 After posting in the facebook group, 10 candidates are interested in
recruiting for one week. In which 8 people were to participate in interviews.
 3candidates were taking part in a two-month probation at the company

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2. Register for recruitment support package in March of recruitment
websites.
After proficiency in the recruitment process at the company, I was given a new
task from Ms.Van - CEO is to set up the price list of the recruitment support package
in March.
As requested, I have found information about the recruitment support package
through the mail ads of the recruitment page sent wen. There are currently four good
recruiting websites available: tìm việc nhanh, việc làm 24h, Top CV và Mywork. Here
is the price list of the recruitment support package in March:

I sent the price list to Human Resources and Ms.Vân - CEO. After reviewing
and exchanging, the HR department has decided to subscribe to Mywork's one-year
profile viewing package. The reason why the HR department chose to buy the support
package is because:
 Mywork is a reputable site with over 200,000 members continuous access.
 Human resources staff to call the candidates directly.
 Get discount and high promotion (40%).
The duration of the package is from 15/03/2018 to 15/03/2019. View profile
package has support staff workers of the following:

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 Search CV of the candidate on the homepage by job titles, industries and
provinces. Or I can use advanced search to narrow down the results including:
education, desired position, level of experience, foreign language, gender.

 View, save and download full details of candidate:

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After HR staff to find out information candidates and compared it with the job
description, if appropriate, I would call the candidates to advise on the position the
company is hiring and invite them to interview at the scheduled time.
 Results achieved:
 Create new recruitment source for the HR department.
 Call directly to the candidate to facilitate the staffing staff can screen
candidates online from recruitment channel mywork.com.
 15 candidates to attend interview after the first 2 weeks of using the profile

view package. After 1 month using the support package, the HR department
has recruited 2 project support staff and 2 marketing staff..
3. “Friendly colleagues” program:
At first, I drafted a plan for "Friendly colleagues" program and send to HR
Department with Mrs. Van to review. As informed by HR Department, my proposal
was approved and the company decided to hold a meeting to discuss the detailed plan.
Below is s a detailed plan for the "Friendly colleagues" program:
 Advertising corporate image
 Create a distinct culture of the company.
Purpose

 Create new sources of employment through referrals.
 Form of reward for employees by introducing their

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acquaintance to work.
Monday morning each week
 Summary of one week of activity in the company:
 Event News
 Fun pictures between employees
 Summary reports from departments

Content

 Honor individuals or departments that have
outstanding performance in the week
Through the program, the HR department can notify employees
in the company knows the company is recruiting position to
introduce friends to attend interview.

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 Collect information from departments and make scenarios.
Form of
deployment

Then record and make a 15 minute video.
 On Monday morning, the video was broadcast on screens in

all Homesmart offices
After getting the approval of the human resources department and the board of
directors, I along with the human resources and design team came up with different
ideas about the video for each week.
The program officially began on the 3rd of April. The first video was aired on April
23, 2018. The theme of the first video: New Culture
The content of the first video includes:
 Introduction new program.
 The upcoming projects that the company receiving the distribution
 New job flyer
 An introduction to next week's work schedule.
 Remind everyone to follow the rules and health protection.
We are currently in the process of producing the video for the week of May 3rd
with the theme "Boss! Where are we going? " with the purpose of celebrating the
CEO's birthday.
 Results achieved:
 The program received good feedback and praise from department staff.
 Motivate people to start a new and fun week.
 Build and develop a culture for the company.

 Success in creating internal recruitment sources: Through the introduction of
employees in the company, HR Department recruited 2 persons working as
Sales interns.
4. Case study:
During the first week of internship, I learned about the company's overall situation
and selected the topic of recruiting according to the guidance of the instructor. Young
employees are easy to change jobs are the biggest weakness that the company
constantly recruiting personnel. Hence, improving

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recruitment is the best option


during the time when the company is preparing preparing to distribute projects and
need abundant human resources.
First, through the research about current recruitment process of Homesmart, I had
an overview of the advantages and limitations of recruitment..
The issues that I am most interested in recruiting are sources of recruitment
and recruitment cost. It can be said that the source of recruitment is too little, not
creative, mainly focused on external sources and the internet. The biggest deduction is
that the company does not invest in recruiting sites but only uses free accounts. From
these two issues, the number and quality of CV candidates received is not impressive.
In addition, the recruitment of the company does not attract many candidates interested
because it is not creative, too simple and passive.
After realizing the limitations of recruitment, I propose a lot of solutions as
reasonable and optimal as possible. My proposals focus on improving sources of
recruitment and recruitment cost.
Although I can not do all the proposals, I am very happy that the company has
agreed to implement three of my four proposals. The most important criterion in my

proposal is to be able to use long-term, stable, creative. So, for the “Friendly
colleagues” program , I spent a lot of time researching and planning in detail. The
results of these proposals are very impressive and good feedback from board of
directors and HR Department . Most importantly, I have completed the relative task
that the HR department assigned me in the origin. The results of these proposals are
very impressive and good response from the board of directors and human resources.
Most importantly, I have completed the tasks that the HR department assigned me in
the “Origin of work placement”.
.

CHAPTER 3 – ASSESSMENT
I.

Difficulties and solutions
 Lack of knowledge, skills, experiences to design job flyer and Call directly to
the candidate : First, I did not find free design software for job flyer. Next, I

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have not be proficient in use the features in the software. When given the task
of calling the candidates directly, I have difficulty in addressing and dealing
with inquiries from candidates.
 Solutions:
 Spend more time to learn and practice job flyer design.
 Change my form of address when calling for candidates, speak louder and
more clearly.
 Gather questions and answers when the applicant questions the company.
 No specialist knowledge in the field of activity of the company: Sometimes, I
encounter many difficulties in understanding of real estate terminology.

 Solutions: Refer some documents on the internet and learn from other
colleagues.
 Candidates join an interview but do not come: Some candidates forget an
appointment or have found other jobs.
 Solutions:
 For candidates who forget to make an appointment, I contact the candidate
and reschedule the interview.
 For candidates who have found another job, I will keep the record for future
employment.
 Not arrange a reasonable time to implement the plan: Some proposed plans can
not be implemented because there is not enough time to prepare.
 Solutions: Replace with other plans and use the gantt chart software to track the
progress of the project.
II.

Experience gained:
During my internship at the company, I learned a lot from work environment and

official staff.
 Communication and behavior skills in a professional work environment is the
biggest lesson that I have learned. It helps me build bridges with colleagues,
persuade others to accept my ideas and express my needs.

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 Optimistic attitude when dealing with mistakes is a second lesson that can help
me grow on a long way. All optimistic views lead to a positive attitude and can
be a valuable asset in the work environment, beating cynicism and pessimism.
Instead of complaining about the amount of stressful work, think of it as an

opportunity to show your ability to work actively and effectively.
 I can use fluent supporting software such as Canva, Google drive, Gantt,
Proshow Producer
III.

Conclusion
After more than two months of internship at Homesmart International Joint Stock

Company, I have had the opportunity to work in a friendly and professional
environment. While internship at the company, I have implemented a project to
improve human resources recruitment for the company.
I accumulated many working experiences and soft skills after the internship
program. I also learned how to create new things from project, find new candidate
resources for recruitment and being more fluency in Microsoft Office, etc. I hope that
all these will help me to succeed in my career project.
One more time, I would like to thank Homesmart for their enthusiasm during my
internship, and thank Toulon Var University give us a very useful and meaningful
training program

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