The strength of a professional recruitment process is key to a company's success in attracting quality staff and engaging them for the long term. Let's see the following step for a professional process for your company

1. The strength of a professional recruitment process is key to a company's
success in attracting quality staff and engaging them for the long term.
The Role
1. Clearly define the role - Ask your team what are the essential criteria for the role.
2. Identify what skills are essential and what skills are desirable.
3. Don't be set on a specific number of years of experience, focus on the knowledge and
experience needed to do the job.
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The Recruitment Process
http://vnmanpower.com/en-US/t11c288/Contractual-Process.htm-Vietnam Manpower JSC’s
Recruitment process
4. Set a realistic timeframe for the recruitment process.
5. Give ownership to one person.
6. Ensure the interviewer is trained to interview.
7. Be flexible with interviewing times, schedule before and after work interview slots, and
set aside times when you will not be distracted.
8. Research market salaries so you know the going rate for the role.
The Interview
9. Give 100% attention to the interview and be prepared, candidates respect this.
10. Make the candidate feel welcome; use a few 'soft' questions or comments to relax them.
11. Structure the interview; include open ended and behavioral questions.
12. Manage the candidate's expectations of the role and it's opportunities; give them a job
spec so they fully understand the role before they consider accepting it.
13. Find out a bit about their personality to see that they are going to enjoy your role, fit into
it and not want to leave.
14. Do not ask for personal information that is not relevant to the job; be careful of questions
that could be construed as discriminating eggs. Marital status.
15. Trust your instincts; if something doesn't feel right, dig deeper.
16. Welcome questions from the candidate; remember they are interviewing you and the
company as well.
17. Find out what other roles they are interviewing for and how they rate their interest in your
position. Also ask your Recruitment Consultant.
Promote your Company
18. Be enthusiastic during the interview and promote your company, candidates want to
know why they should work for you. Sell the company culture; personalize your
experience and why you enjoy working there.

2. 19. Promote the job and the opportunities it opens up for the candidate; it has to be worth
moving for.
The Follow Up
20. Conclude the interview with the next stage - when will they hear from you or the
recruiter, keep to your promise to contact them by certain date and advise unsuccessful
candidates as soon as possible.
21. When using a recruitment agency keep in contact with your Recruitment Consultant and
give feedback on how the suitability of the candidates they have put forward for the role.
22. Don't change the role after the candidate has been for the interview.
23. Reference check thoroughly, be objective, tailor questions to the candidates’ suitability to
the role.
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24. Uphold your integrity. Do what you say, when you say you are going to do it.
The Offer
25. Don't keep good candidates waiting for too long - they will go elsewhere.
26. Don't offer a salary below what the candidate has advised they are looking for - this is a
big turnoff.
27. Once you have made an offer and the candidate accepts, follow up with a letter of offer or
contract.
Your new Employee
28. Ensure you have a structured induction program in place for when your new team
member starts - the first impression will be key in engaging them with your company.
29. Hold quarterly reviews with your new team member to check that all is working out for
both of you as planned, auctioned any concerns immediately.
30. Constantly review the salary and that of the market place so you don't lose your employee
over a salary structure being too low compared to the market average.
Contact us for the support of recruitment service from Vietnam
lana@vnmanpower.com
www.vnmanpower.com