IMPROVE THE RECRUITMENT EFFICIENCY AT KEY GROUP TRADING JOINT STOCK COMPANY

Bachelor’s Degree in Managing and Running Organization
Major: Human Resources Management

PROJECT REPORT
Name: Nguyen Thi Ha

Name of the company : Key Group Trading Joint Stock

Promotion 2017 - 2020

Address : No.23, Lane 30 Tran Quy Kien, Dich Vong
Ward, Cau Giay District, Ha Noi

Working period from March 1st to May, 23rd 2020
IMPROVE THE RECRUITMENT EFFICIENCY AT KEY GROUP
TRADING JOINT STOCK COMPANY

Tutors in university

Tutors in enterprise

Mr. Trinh Minh Duc

Ms. Pham Thuy Trang
Position : Manager

Company’s representative

Tutor for VUC/IUT-USTV

Tuteur LP RH-CP

Tuteur Entreprise

Mme/M. X

Mme/M. Y

HA NOI - 2020


THANK YOU
During my internship at Key Group Trading Joint Stock Company, under the
guidance and direct support from the Company Human Resources Manager - Ms.
Pham Thuy Trang and HR Department provided me with some documents. Regarding
the situation of the Company's personnel, besides that, I would also like to thank Dr.
Lecturer. Trinh Minh Duc guided and helped me complete this graduation internship
report.
Due to limited knowledge, the actual time is not much, the article is much
limited, flawed. I look forward to the suggestions of the master, she to report more
abundant, complete.
Finally, I wish you master the Faculty of International Training – Thuong Mai
University will be always healthy, complete their work and happy. I wish you Key
Group Trading Joint-stock company increasingly prosperous!
Sincerely!

TABLE OF CONTENTS
THANK YOU
TABLE OF CONTENTS

GLOSSARY
I. Introduction.............................................................................................................1
1. General information................................................................................................1
2. Organizational structure.........................................................................................1
3. Business results........................................................................................................2
4. Reasons for choosing the topic................................................................................3
II. Implementation of the internship plan at the company......................................3
1. Internship planning.................................................................................................3
2. Environmental research..........................................................................................5
3. The actual recruitment status at Key Group trading JSC...................................6
3.1. The actual recruitment status..............................................................................6
3.2 The actual selection status.....................................................................................8
4. Survey.....................................................................................................................12
4.1 Data collection......................................................................................................12
4.2. Make and conduct the survey............................................................................13
4.3 Assess the opinions of employees at Key Group Trading Joint-stock Company.
.............................................................................................................................. 17
5. Conducting the assessment....................................................................................18
5.1 Analysis SWOT.....................................................................................................18
5.2 Evaluation of recruitment efficiency....................................................................18
5.2.1 Evaluation of recruitment results......................................................................18
5.2.2 Recruitment cost.................................................................................................19
5.2.3 General assessment of human resource recruitment in the company..............20
5.2.4 Causes................................................................................................................21
III. Solutions to improve recruitment efficiency......................................................21
1. Proposing solutions:...............................................................................................21
2. Implementation of the solution.............................................................................25
IV. Case Study...........................................................................................................26
V. Review and summarization of the internship plan.............................................26
1. Advantages and disadvantages in the internship process...................................26

VI. Conclusion............................................................................................................ 28
APPENDIXES............................................................................................................ 30
GLOSSARY


Table 1: Summary of financial figures of Key Group Trading Joint-stock Company in
3 recent years (2017-2019)............................................................................................2
Table 2: Structure of the HR Department in 2020 of the company................................5
Table 3: The need to recruit basic positions for 3 years of the company Key Group
Trading JSC...................................................................................................................6
Table 4: Number of applications from outside sources..................................................7
at Key Group Trading Joint-stock Company..................................................................7
Table 5: Data on the number of applications received by external sources for 3 years of
the company...................................................................................................................8
Table 6: Number of interviews candidates achieved in 3 years at Key Group Trading
JSC................................................................................................................................ 9
Table 7: Rate of interviewees through the years 2017 – 2018 – 2019..........................11
Table 8: Statistics of the number of employees of Key Group Trading JSC in the
period 2017-2019.........................................................................................................12
Table 9: Human resource structure by nature of work of Key Group Joint Stock
Company for the period of 2017 - 2019.......................................................................12
Table 10: Comparison of recruitment results and recruitment needs of Key Group Joint
Stock Company for the period of 2017-2019...............................................................19


I.

Introduction
1. General information
Key Group Trading JSC is a start-up company with the field of education

and training, so do not avoid the difficulties in finding and attracting students
by the brand of the newly established company has not attracted the trust of
customers. Along with the development of the market as well as in the modern
globalization today combined with the wise leadership of the Director and the
management of the company, now the company has attracted more than 10,000
students and become one of the training centers of IELTS Prestige, quality, and
most assuring customers. Then expand the establishment of Hanoi, Ho Chi
Minh City, and Da Nang. Currently, Key Group has expanded to two central
systems including Key English International English Center and Big Language
English Language Center. Constantly evolving since its establishment and
expansion, the number of Key Group employees increased rapidly, the number
and quality of service increasingly perfected.
Since its establishment, Key Group Trading JSC has expanded more than
10 facilities in Hanoi, Da Nang, and Ho Chi Minh City with a scale of 70-100
employees.
A vision to 2030, Key Group will become one of the leading educational
groups in Vietnam and Southeast Asian countries. To improve the
competitiveness of the Vietnamese knowledge team in the trend of
globalization, international integration through communication, and proficiency
in foreign languages, becoming a global citizen.
2. Organizational structure
Overview of the organization structure of Key Group Trading Joint Stock
Company is shown in the diagram:

Marketing
Manager

Sales
Manager

CEO

Academic
Manager

Designer

TeleSale
Staff

Teacher

Marketing
Staff

Sale Staff

Assistant
professor

1

HR
Manager
HR Staff

English
center
Manager
Accounta

Tester
nt
staff

Accountin
g manager


Diagram 1. Organizational structure diagram of Key Group Trading Joint
Stock Company.
At this stage, the total number of current employees of the company is
about 220: divided into 18 units including 5 main function rooms and centers.
During the development process, the Company has been changing its
organizational structure. Compared to before, this model makes the operation
process become more professional and efficient.
3. Business results
Table 1: Summary of financial figures of Key Group Trading Joint-stock
Company in 3 recent years (2017-2019)
Year
Targets
Gross revenue (Billion
VND)
Total cost (Billion
VND)
Profit before taxes
(Billion VND)
Pay the budget (Billion
VND)
Profit after taxes
(Billion VND)

Average salary
(Million VND)

2017

2018

Compare
2019

2018/2017
2019/2018
Difference Rate (%) Difference Rate

62,35 72,65 95,47

10,30

16,52

22,82

31,41

57,89 67,39 88,32

9,50

16,41

20.93

31,05

4,46

5,26

7,15

0.80

17,94

1,89

35,93

1,01

1,08

1,30

0.07

6,93

0,22

20,37

3,45

4,18

5,85

0,73

21,16

1,67

39,95

4

5

7,5

1

25

2,5

50

In general, the company's a production and business activities have had
many positive changes. The business efficiency of the following year is always
higher than the previous year. This also has been due to the company's conduct
of expanding the business market. The results of business production also have
a great impact on the recruitment process. Production and business activities are
favorable and results, the recruitment process can achieve the desired results.
4. Reasons for choosing the topic
Human beings are the most important factor in determining the
organization's success. Therefore, the problem of choosing and using labour is
the important thing that organizations need to care and invest.

2


However, not all businesses focus on hiring jobs. There are many
limitations and lack of professionalism from the recruitment process. It is
therefore more interested in recruiting or improving the recruitment work on the
top is essential.
As a company in the field of education. Key Group Trading Joint-stock
company is in need of teachers, quality assistants and enthusiasm. Or
contingent of departments and managers of high level centers. Therefore, the
recruitment in the center has been perfected, to meet the needs of personnel for
the company itself.
During the internship at the joint - stock company key group, the company
itself found that the company’s recruitment is still there. That’s why I chose
“Improve the recruitment efficiency at Key Group Trading Joint-Stock
Company”.
II. Implementation of the internship plan at the company
1. Internship planning
WBS

Task

Duration
(days)

Start date

End date

1

Phase A: Selecting the topic

9 days

Feb 2, 2020

Feb 29, 2020

1.1

Contacting the company

5 days

Feb 2, 2020

Feb 7, 2020

1.2

Determining the problem of the

4 days

Feb 25, 2020

Feb 29, 2020

20 days

Mar 2, 2020

Mar 22, 2020

2 days

Mar 2, 2020

Mar 4, 2020

Carry out a survey to find out the 3 days

Mar 4, 2020

Mar 7, 2020

company to study
2

Phase B : Collecting and
analysing data, company
documents related to the topic

2.1

Collecting relevant documents
and documents

2.2

recruitment situation of the
company
2.3

Developing the survey plan

2 days

Mar 9, 2020

Mar 11, 2020

2.4

Make the survey

7 days

Mar 11, 2020

Mar 18, 2020

2.5

Summarizing the survey and

5 days

Mar 18, 2020

Mar 22, 2020

3


assessing the situation through
the collected data
3

Phase C: Evaluation of

12 days

Mar 23, 2020

Apr 4, 2020

2 days

Mar 23, 2020

Mar 25, 2020

2 days

Mar 25, 2020

Mar 27, 2020

4 days

Mar 30, 2020

Apr 2, 2020

2 days

Apr 2, 2020

Apr 4, 2020

20 days

Apr 5, 2020

Apr 25, 2020

2 days

Apr 5, 2020

Apr 7, 2020

recruitment results
3.1

Assessment of recruitment
results

3.2

Evaluate the results of a
selection

3.3

Point out weaknesses and
disadvantages of company
recruitment

3.4

Find the cause that leads to
weakness and disadvantages

4

Phase D: Carry out the

solutions

4.1

Build the plan to follow the
process

4.2

Propose solutions

14 days

Apr 7, 2020

Apr 21, 2020

4.3

Analyse results

2 days

Apr 23, 2020

Apr 25, 2020

5

Phase E: Evaluate the

5 days

Apr 26, 2020

May 1, 2020

effectiveness of the proposed
solutions
5.1

Summary results of solutions

1 day

Apr 26, 2020

Apr 27, 2020

5.2

Evaluate results of solutions

1 day

Apr 28, 2020

Apr 29, 2020

5.3

Compare with the prior to

2 days

Apr 30, 2020

May 1, 2020

situation.
6

Phase F: Finish the project

5 days

May 6, 2020

May 10, 2020

6.1

Complete the report

2 days

May 6, 2020

May 8, 2020

6.2

Submit the report

2 days

May 8, 2020

May 10, 2020

2. Environmental research

4


The human resources of the Key Group Trading JSC are mostly youth
forces from 18-32 years old; this is an advantage of the company. Because
Labor is too young, lack of experience or cooperation attitude in the work is
inevitably low. Also, the staffs are always rich in creativity, constantly give
ideas to improve the quality of service of Key Group and expand the field of
operation of the company.
The staffs working at Key Group is relatively diverse, suitable for each
different job segment. The employees have a Master, Bachelor or intermediate
depending on the position of the company.
- The Current labor structure of the Human Resources Department of Key
Group Joint Stock Company.
Table 2: Structure of the HR Department in 2020 of the company
WBS
Position
1.

HR Manager
2.
HR Professionals
3. Human resource
trainee
Total

Amount
1
University
9
5

Level

University
3rd year student and final year student of the
university

15
(Source: Human Resource Department of Key Group Trading JSC)
HR Manager and assistant is not the person who has long-term work

experience in the HR field, or a graduate of HR management. But they all have
certain experiences about the management or training of new staff.
The staffs in the department are mostly young people with a working age
of 20-26 years old. In which 50% of personnel are trained in the university. The
HR department has 15 personnel but mostly female, with 05 male employees
and 10 female employees.
3. The actual recruitment status at Key Group trading JSC

3.1. The actual recruitment status
- Recruitment needs of the company
Table 3: The need to recruit basic positions for 3 years of the company Key
Group Trading JSC

Target
I.

Total

number

2018
Ratio
Amount
(%)
of 88
100

5

Year
2019
Ratio
Amount
(%)
126
100

2020

Ratio
Amount
(%)
200
100


employees in the company
II. Recruitment needs
35
1. According to the nature

39,77

55

43,65

90

45

of the job
 Office
30
 Training
5
2.According to the job

85,71

14,29

48
7

87,27
12,73

78
12

86,67
13,33

position
 Telesales staff
15
42,86
22
40
35
38,89
 Sales man
11
31,43
17
30,92
28
31,11
 Marketer

3
8,57
6
10,91
7
7,78
 Recruiting trainee
1
2,86
3
5,45
8
8,89
 Teacher
3
8,57
4
7,27
7
7,78
 Coach
2
5,71
3
5,45
5
5,55
(Source: Human Resource Department of Key Group Trading JSC)
Through the table 3, we can see that:
- The demand for labor recruitment of the company increased annually. Due to

the expansion of the business market: The purpose of bringing the courses of the
company to all people across the provinces of the country so the company has carried
out the recruitment of personnel.
- The most respected position of the company is Telesales staff, a course
consultant.
- The recruitment needs of low-company teachers and instructors, taking place
only when expanding the new facility and adding new classes. This means that the
company's teaching staff and faculty are working effectively
 Actual situation of recruitment sources
- Recruitment sources
In 2018 – 2020, the company took advantage of both two sources: internal
recruitment sources and external recruitment sources. But the company mainly
focuses on external sources.
Practical recruitment of manpower from external sources of the company:
Table 4: Number of applications from outside sources
at Key Group Trading Joint-stock Company
2018
Vacancy

Recruitment
needs

Telesales staff
Sales man
Marketer
Recruiting

15
11
3

1

2019
Number of

Recruitment

records

needs

received

47
34
16
6

22
17
6
3

6

2020
Number
of records
received

68
56
26
12

Recruitment
needs

35
28
7
8

Number of
records
received

106
98
31
21


trainee
Teacher
Coach
Total

3
2

35

15
12

4
3

130

55

19
21
202

7
5
90

27
38
321

(Source: Human Resource Department of Key Group Trading JSC)
Through the above table , we can see that:
- The number of records to be applied to the positions of the company from the
external sources, the increasing screening rate, in which the position of staff Telesales
has the most applications. The reason is that this position does not require experience
and does not require a degree; the level should attract more candidates’ applicants than

other positions in the company. The number of records received in the company's
positions also tends to increase rapidly over the years. That's how the company's
recruitment positions are increasingly attracting applicants.
 Internal recruitment sources of the company
- The company rarely uses the internal recruitment source, only use it with
management titles or when they cannot recruit.
- The company announces public recruitment, a transparent internal company
through: Direct notification, an announcement on the company group.
- The company will be based on the results of the work and the achievements
that workers achieve to proceed with the promotion in the position is empty.
3.2 The actual selection status
Currently, Key Group Trading Joint Stock Company is applying the







following process with different vacancies in the company.
Step 1: Receive records
Step 2: Screen through your job application
Step 3: Interview selection
Step 4: Verify the information gathered during the selection process
Step 5: Making selection decisions (recruitment)
Step 6: Evaluate after selection

Table 5: Data on the number of applications received by external sources for 3
years of the company
Target

Year 2018
Year 2019
Year 2020
Number of records received
130
202
321
Number of required records
98
167
276
The number of records failed
32
35
45
(Source: Human Resource Department of Key Group Trading JSC)
Through the table 5, we can see that:
- The number of satisfactory documents for the company increased rapidly in 3
years. This shows that information on recruiting human resources through outside
recruitment sources of the company attracts a large number of candidates.

7


- However, the number of unsatisfactory records has not decreased in 3 specific
years: In 2018, there were 32 records, in 2019 there were 35 records, in 2020 the
number of unsatisfactory records was 45 records. The number of applications is
unsatisfactory because many recruitment notices of the company are incomplete with
job-related information, the recruitment information is very general.
Table 6: Number of interviews candidates achieved in 3 years at Key Group

Trading JSC
Number of

Number of candidates

Number did not

candidates for the

participating in the

participate in the

interview round

interview

interview

Year 2017

130

97

33

Year 2018

202

181

21

Year 2019

321

307

14

Year

(Source: Human Resource Department of Key Group Trading JSC)
Through the above table 6, we can see that:
- The number of candidates who did not participate in the interview was mainly
due to objective reasons such as having found another job, due to busy work, etc.
However, the number of candidates who did not participate in the interview was found
year tends to decrease. This shows that the work of sending invitations to interviews
with the company is increasingly effective.
 The following is a sample of an interview review of the teacher's position at
CPTM Key Group

INTERVIEW EVALUATION
CANDIDATES

Ha Noi, date …… month……year……
A. General information

A. GENERAL INFFORMATION
Full name of candidates: ……………………………………………………

8


Applications position: ……………………………………………………
Name of interview: …………………………………………………………
B.REVIEW AND EVALUATION
Guide for evaluation:
 The interviewer will evaluate the criteria based on the attached recruitment
questionnaire of each job position
 The rating scale is as follows:
A: Good
B: Pretty C: Medium
D: Poor
Result of evaluation
Content
A
B
C D
Grammar
English communication
Knowledge and work experience
IELTS certificate
Teaching style, presentation and expression
Ability to manage, organize and control
work
Desire and expect yourself
CANDIDATE'S PROPOSAL

Recommended salary:
…………………………………
C. TIME TO START WORRKING ………………………………………………
Advantages of the candidate:
………………………………………………………………………………….
………………………………………………………………………………….
Disadvantages of the candidate:
………………………………………………………………………………….
………………………………………………………………………………….
D. RESULTS AND ASSESSMENT:
HR Manager
Specialized Manager
□ Achieved
□ Achieved
□ Not achieved
□ Not achieved
(Signature)
(Signature)
(Source: Human Resource Department of Key Group Trading JSC)
Table 7: Rate of interviewees through the years 2017 – 2018 – 2019
Target
Number of candidates participating in the
interview (Person)
Number of candidates passing the interview
(Person)

9

Year

Year

Year

2017

2018

2019

97

181

307

51

87

122


Interview passing rate (%)

52,58

48,07

39,74

- Through the above table 6, we can see that:
- The percentage of candidates passing the interview is not high.
- There was no increase over the years: in 2017 it was 52.58%, but in 2018 and
2019, the trend was decreasing, respectively 48.07% and 39.74%.
- When candidates pass the interview round, the Human Resources department
will send a job invitation letter to the candidates on the day of the interview.
- After sending the invitation, the HR department will call to notify the
candidate that they have been accepted, congratulate them and ask them to check the
email and respond to the email that the company has sent.
 Refer to the Invitation letter form:

4. Survey
4.1 Data collection
Through the internship at the company, I have collected some information
about the recruitment process of the company from 2017-2019, as follows:
 The fluctuation in the total number of employees in the company over the
years
Table 8: Statistics of the number of employees of Key Group Trading JSC in the
period 2017-2019
Year
Total (people)
+/Growth
%

2017
88
-

2018

126
38
30,95

10

2019
200
74
37


(Source: Human Resource Department of Key Group Trading JSC)
Through the above survey table, we can see that:
- The number of employees of Key Group has increased rapidly in recent years,
specifically:
- In 2018, it increased by 30.95% (equivalent to 38 people) compared to 2017.
- In 2019, it increased by 37% (corresponding to 74 people) compared to 2018.
- The number of employees increased so rapidly because the company expanded
more facilities, so it is necessary to promptly add qualified employees to meet the
needs when taking on new tasks suitable to the development of the company.

 The personnel structure of the CPTM Key Group Company is a relatively
diverse division
Table 9: Human resource structure by nature of work of Key Group Joint Stock
Company for the period of 2017 - 2019
Department
Manager
Office
Training

Total

2017
2018
2019
April, 2020
9
10
15
17
45
64
115
125
34
52
70
73
88
126
200
220
(Source: Human Resource Department of Key Group Trading JSC)
4.2. Make and conduct the survey
The survey started from March 11th to March 18th, 2020
Based on the production survey and the data we collected at the company,

we conducted a survey of 220 employees
We have created a survey on March 11 th, 2020, below is the content of the
survey:

1.
What is your gender?
A. Female (143 people)
B. Male (57 people)

Gender
Female

Male

35.00%

65.00%

11


2.
How old are you ?
A. 18 - 22 years
( 95 people)
B. 23 - 30 years ( 114 people)
C. > 30 years old
(11 people)

Age
6.28%

18 - 22 years old
23 - 30 years old

42.60%
> 30 years old

51.12%

3.
What is your education level?
A. High school (20 people)
B. College (22 people)
C. University (133 people)
D. Postgraduate ( 45 people)

Education level
9.09%
20.45%
10.00%
High

school

College
University
Postgraduate

60.45%

4.
How long have you been in the company?
A. < 3 months (66 people)
B. 6 months - 1 year (55 people)

C. 1 - 2 years (77 people)
D. > 2 years (22 people)

12


Time for work
10.00%
30.00%

35.00%

< 3 months
6 months - 1
year
1 - 2 years
> 2 years

25.00%

5.
Do you feel satisfied with working here?
A. Yes (175 people)
B. No (45 people)

Satisfied with working
20.45%

Yes
No

79.55%

6. Do you want to work for a long-term company?
A. Yes (165 people)
B. No (55 people)

Work for a long-term
Yes
No

25.00%

75.00%

13


7.
Are you satisfied with the salary you receive?
A. Yes (198 people)
B. No (22 people)

Salary
10.00%

Ye
s

90.00%

8.
Are you satisfied with the working environment at the company?
A. Yes (150 people)
B. No (70 people)

The working environment

Yes
No

31.82%

68.18%

4.3 Assess the opinions of employees at Key Group Trading Jointstock Company
Based on the results of the survey and the information we collected during
the survey and internships at the company, I have some comments as follows:
Firstly, Gender disparity is quite high. Female employees at the Company
are the majority. This shows that the company may face labor shortages when
they take maternity leave, leave when their children are sick, etc. However, the
needs for male and female jobs are different, so when creating The motivation

14


should pay attention to determining the needs of workers by gender to propose
measures to create appropriate motivation to meet the needs of workers.
Secondly, the company has a young and abundant labor force, which is
one of the Company's advantages. Labor over the age of 23 always accounts for

over 50%. However, because the labor is too young, the lack of experience or
cooperation attitude at work is inevitably low. Number of employees over 30
years old accounts for 6%. These are people with high professional
qualifications, experience, and long-term commitment to the job.
Thirdly, Key Group Joint Stock Company has a team of professionals
working with a high percentage of university graduates and graduate students. ,
respectively, the number of university-level employees accounted for 60% of
the total number of employees in 2020. The reason is that these workers are
mainly teachers, teaching assistants, and positions that require experience and
qualifications professional.
Also, we find that workers with college, intermediate and high school
qualifications account for a relatively small number, this workforce mainly
works with Telesales and Sale, so there is no need for professional experience
and qualifications a subject too high.
Finally, The company has just been established in recent years so the
seniority of its employees is not long, mostly employees work for 1-2 years
(accounting for 35%). The company needs policies to retain employees
Through the survey, we found that the level of satisfaction with the salary
and working environment are highly appreciated by employees but there are
still a few unhappy employees. The company should focus on this work
5. Conducting the assessment
5.1 Analysis SWOT
Strengths:

Weaknesses:

- The company has a young and - Is a start-up company with an unknown
abundant labor force
- Good
teaching

education and training business in the
method,

using

international standard curriculum
- Lecturers have pedagogical skills and

market
- It takes time to brand and promote

images to customers
certificates, selected with a rigorous - Not invest in marketing strategies yet
process
- The staff system is recruited, trained
and professionally trained

15


- Facilities and equipment modern
Opportunities:

Challenges:

- Demand for learning foreign languages - In finding and attracting students
is a very high and long-term development because the brand of the newly born
- Market scale is expanding
company has not attracted the trust of

- Can become a leading brand in
customers
Vietnam
- Many long-term language centers are
competitors
5.2 Evaluation of recruitment efficiency
5.2.1 Evaluation of recruitment results
Compare results of human resource recruitment and human resource
recruitment needs
Table 10: Comparison of recruitment results and recruitment needs of Key
Group Joint Stock Company for the period of 2017-2019
Target

Year 2017 Year 2018 Year 2019

Recruitment needs (Person)
Number of candidates actually recruited
(Person)
Ratio (%)

35

55

90

33

52

87

94,29

94,55

96,67

(Source: Human Resource Department of Key Group Trading JSC)
In the past 3 years, the company has always guaranteed the recruitment
rate of 94 - 97% compared to the set plan. Recruitment results of recent years
are quite high, partly meeting the recruitment needs of the company.
Specifically: In 2017, the rate of meeting the plan reached only 94.29%
but by 2018 the rate of meeting the requirement reached 94.55%. By 2019, the
rate of meeting the requirements is up to 96.67%. This confirms that the
recruitment of human resources in the company in the recent two years has
been more effective than in previous years.
5.2.2 Recruitment cost
Recruitment costs are always a problem for businesses, especially from
outside recruitment, the longer the time it takes, the higher the cost.
 Costs before the interview:
- Before the interview with the candidate, the cost of recruitment is still a large
cost:

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- The cost for recruiting of Key Group Trading Joint Stock Company is almost
the cost for advertising on job websites such as timviec365.vn; topcv.vn ...
- Cost per ad fluctuates: For each post that is valid for 2 weeks, the cost is VND

3,300,000. The post will then be displayed on the job homepage and mobile app,
attracting a high-quality candidate source, preferably displayed before the candidate
with the appropriate CV.
- Posting costs on job groups on Facebook, Zalo. With the browse function, pin
articles 150,000 to 200,000 a month for each group.
 Post-employment costs:
- Training costs, probationary wages
- If candidates quickly adapt to the job, the cost of training will be less than
those who are embarrassed, who are in need of training and helping them in the
process. Especially for graduates, the theory is different from reality, companies need
more time to train without being sure of the percentage attached to the job.
5.2.3 General assessment of human resource recruitment in the company
 The positives:
 Recruitment source
- Know how to take advantage of labor resources from social networking sites.
This is a very rich, cheap, easily accessible source.
- Make use of both internal and external recruiting sources
- Has been given due attention.
 Criteria to evaluate recruitment efficiency
- Clear evaluation criteria.
- Evaluate the efficiency of the job recruitment objectively, quickly
 The negative
 Recruitment source
- Not fully exploited from inside the company.
- Recruitment sources have not been diverse.
- Not applying the current methods many companies are applying and highly
effective such as building relationships with universities, recruiting talented people
from other companies in the industry, recruiting through public companies. Human
resource consulting company.
- The company attaches great importance to the selection of resumes and job

applications in the candidate's file. However, relying only on the evaluation of
information recorded in such records easily leads to subjectivity and the loss of
capable and highly qualified people.
 Criteria to evaluate recruitment efficiency
- Integration of new employees has not been taken seriously, only sketchy
implementation

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- The process of recruiting personnel is not complete, sometimes it is just at the
file research step, while the multiple-choice method is a method that gives relatively
accurate and fair results and has not been implemented by the company use.
- The formulation of recruitment notice is still sketchy. The form of recruitment
notice is not diverse and plentiful. This affects the result of recruitment notice, which
is that the number of people who know the information to apply for a job at the
company is not much, which leads to fewer opportunities and the ability to choose the
right person for the position.
- Filtering records is not effective.
5.2.4 Causes
The recruitment work at the company also some disadvantages are due to
some causes:
- The company mainly leverages external sources via mass media: Post
recruitment announcements to mass media such as: timviec365.vn; topcv.vn; Facebook
Zalo... Especially through the group on Facebook.
- Most recruiting professionals are not well-trained, experienced or graduated
from Human Resource Management at universities. The job vacancies for the vacant
positions are mainly done by HR TTS: They are mostly 3rd and 4th-year students at
Universities, they do not have much experience in recruiting.
- Job announcements only stop at direct announcements, without specific lists

and requirements for each position.
- Staff requirements are sometimes too high, leaving many potential candidates
without the opportunity to apply and develop.
- Recruitment is still encapsulated in a few basic recruitment channels. Not a
creative and innovative recruitment method.
- The interview process is still mechanical, lack of creativity and depth.
- The cost of recruitment is limited.
III. Solutions to improve recruitment efficiency
1. Proposing solutions:
Solution 1: Invest in promoting the company's image through sponsorship
activities
- The company can hold a test lesson to help more people know about the
company.
- Besides, the company can coordinate with universities and colleges to
organize "job opportunities" to attract many candidates and also promote the image of
the company

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Solution 2: The company should encourage the exploitation of recruiting
resources from the company. This source of recruitment is through the
recommendation of company employees.
So the best way to exploit this source is that the company needs to offer
incentives through small rewards as this is a very effective tool nowadays. For
example, if an employee in the company that introduces 1 candidate, the
candidate will pass the interview round and the candidate can go to work, the
employee would receive more than 300,000 worth of the contract. Or you can
apply other forms of bonuses such as increasing vacation days in the month,
organizing travel for employees...

Solution 3: Improve identification of human resource recruitment needs
Key Group Trading JSC should clearly define the order of priority as well
as the deadline for completion of recruitment for each position in the
recruitment plan, and also need to develop a specific manpower recruitment
plan for more complete recruitment of manpower.
Human resource request form

COMPANY’S LOGO

KMH
HUMAN RESOURCE Date
REQUEST FORM
Page

BM-NS-02-01
…/…/20…
…
1/1

I. General Information
Department recruitment requirements: ………………………………………….
Reason for recruitment: ………………………………………………………….
II.


Content:
Position:

 Amount:………… people

Age:…………years old



Genders



Level education: ……………………………………………………………

Male:□

Female:□

 Specialize: ……………………………………………………………….
 Experience:……………………………………………………………….
 Appearence:…………………………………………………………………
III.

Other requirements:

19


1.

Other required skills: ……………………………………………..

 Summary of job description:…………………………………………
 Time : From….. /….. /20….. to….. /….. /20…..

Board
of
Directors

General Human
Department

Resource Head
of Preparers
department

Solution 4: Proposal of recruitment plan board
Key Group Joint Stock Company does not have a specific human resource
recruitment plan to improve recruitment efficiency; therefore, the company
needs to make a detailed plan.
Recruitment plan: The recruitment plan of the company should provide
information such as recruitment time, recruitment cost, and other related
information...
Human resource recruitment plan
Number
Recruitment

WBS

Selection

Department

Time

position

requests

personnel

...
Recruitme

...

...
Time

employees to

...

...

hire
...

WBS

Curator

Recruiter

...

...

...

nt method
...

Selection

Curator

Expected

steps

evaluation

cost

...

...

...

probation
...

Probationa

Expected

ry period

cost

WBS
...

Probation

Request

Position

needs

Recruitment

of

WBS

Position,
title

Curator

Cost

...
Estimated
time

for

for

personnel
...
Estimated
of time

of

probation
...
The
probationa
ry duties.
...

...
...
...
...
...
Solution 5: Evaluate the recruitment process
Currently, the process of the company has not focused on evaluating the
hiring process. Therefore, to improve the recruitment efficiency at the company,

it is necessary to perform this task. Content required after the end of
recruitment, the organization should evaluate according to the following
criteria:

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- Does the number of candidates attract guarantee the requirements?
- Degree of relevance between candidates and jobs?
- What is the level of knowledge about the job and organization of the candidate
after the recruitment?
- Is funding for recruitment too high or not?
- Has the recruitment advertisement been effective?
The following is a professional denial form that the company may apply:
Dear [candidate name],
Thank you for taking the time to interview for the position [job title
name]. We appreciate your hard work and dedication to [company name], also
what you expressed in the interview and your commitment to your contribution
to the company's goals.
However, we interviewed some impressive candidates and decided to
move on with them at this time. We weighed a lot before making a decision.
We will retain your records and ask permission to get back to you when
there is any suitable opportunity in the future.
Wish you good luck in the process of finding a job.
Best regards,
[Employer name]
2. Implementation of the solution
 During the internship at the company, I researched and proposed solutions to
improve the recruitment efficiency of the company. I have proposed the above
solutions to personnel managers and directors. Management has reviewed and

approved the following solutions:
- Improve identification of human resource recruitment needs
- Proposal of recruitment plan board
- Evaluate the recruitment process
The above solutions are tested for 3 months (starting from April 25, 2020).
 Because the situation of Covid-19 disease is still complicated, the solution that
has not been applied:
- The company should encourage the exploitation of recruiting resources from
the company
- Invest in promoting the company's image through sponsorship activities
Those two solutions will be implemented after the end of the Covid-19
epidemic

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