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INTERNSHIP REPORT
An Examination of the Recruitment Process in
Human Resource Management at Minh Diem
Transport Co., Ltd.
Báo cáo thực tập tiếng Anh quy trình tuyển dụng tại công ty

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION OF MINH DIEM TRANSPORT CO., LTD...Error!
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1.1 Establishment and development of company..Error! Bookmark not defined.
1.2 Organizational structure at the company .........Error! Bookmark not defined.
1.2.1 Organizational chart ....................................Error! Bookmark not defined.
1.2.2 Functions and tasks of each department ...Error! Bookmark not defined.
1.3 Business results of the company .......................Error! Bookmark not defined.
1.4 Human resources situation of the Company in the period from 2018 to 2020
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CHAPTER 2: THE PROCESS OF HUMAN RESOURCES RECRUITMENT AT
MINH DIEM TRANSPORT CO., LTD...............................................................................1
2.1 Theoretical basis of personnel recruitment in the organization ..........................5
2.1.1 The concept of human resources .....................................................................5
2.1.2 The concept of personnel recruitment.............................................................5
2.1.3 Factors affecting recruitment ...........................................................................6
2.2 The process of human resources recruitment at Minh Diem Transport Co., Ltd
9
2.2.1 Determining recruitment needs..................................................................... 10
2.2.2 Conducting recruitment ................................................................................. 11
2.2.3 Recruitment announcement ........................................................................... 12
2.2.4 Acquisition and screening of profiles .......................................................... 12
2.2.5 Interview.......................................................................................................... 15
2.2.7 Recruitment decisions.................................................................................... 16
2.2.8 Job arrangement.............................................................................................. 16
2.3 The recruitment situation of Minh Diem Transport Co., Ltd ....................... 18

2.4 Assessment of the Recruitment Process ............................................................. 19
2.4.1 Advantages ...................................................................................................... 19
2.4.2 Disadvantages ................................................................................................. 21
CHAPTER 3: PROPOSED SOLUTIONS TO IMPROVE THE RECRUITMENT
PROCEDURE AT MINH DIEM TRANSPORT CO., LTDError! Bookmark not
defined.
3.1 Diversifying recruitment sources and methodsError! Bookmark not defined.
3.2 Improving the steps in the recruitment processError! Bookmark not defined.
3.2.1 Improving the identification of recruitment needsError! Bookmark not
defined.
3.2.2 Making attractive recruitment announcement contentError! Bookmark
not defined.
3.2.3 Improving the interview .............................Error! Bookmark not defined.
3.2.4 Improving the post-employment assessmentError! Bookmark not
defined.
3.3 Improving professional qualifications, comprehensive development of the
role of staff in particular and the recruitment of personnel in general................Error!
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CONCLUSION..................................................................Error! Bookmark not defined.
REFERENCES ..................................................................Error! Bookmark not defined.

ACKNOWLEDGMENTS
Across the whole of my internship, I gained several energetic help and
guidance, which guided and encouraged me to counteract all obstacles and complete
this challenging but valuable time. During the period of my internship work, I have
received generous help from many quarters, which I like to put on record here with
deep gratitude and great pleasure.
First and primarily, I want to thank everyone on my team for their
consideration, guidance, and desire to share their personal experience with me. I
have learned many things from their extensive knowledge and have been motivated by
their dedication and hard work.
Special thanks to Ms. Nguyen Thi Thu Huyen, who is my direct mentor on the
Human Resources team. She has been my teacher, sister, and friend throughout my
training program, and she has always been there for me.
I'm immensely thankful to my splendid manager, Mr. Pham Huu Hung, for
always being concerned about my learning progress, believing in me, and providing
me with numerous opportunities to be challenged and learn new things. He listened to
my problems, counseled me, and encouraged me to grow.
On the other hand, I would like to thank all of the teachers at the Ho Chi Minh
University of Food Industry, Faculty of Foreign Languages, who helped me build a
solid foundation of knowledge and skills so that I could confidently pursue my career
path.
Last but not least, I'd like to express my grateful gratitude to Mr. Ly Cong
Khanh, the instructor for this course, who kindly assisted and guided me in
completing this report.
Once again, many thanks to everyone for their help and encouragement in
ensuring my successful completion of this internship program.
Ho Chi Minh City, Dec 24th, 2021
(Signed)
Huynh Ngoc Tuong Vy

CHAPTER 2: THE PROCESS OF HUMAN RESOURCES RECRUITMENT
AT MINH DIEM TRANSPORT CO., LTD
2.1 Theoretical basis of personnel recruitment in the organization
2.1.1 The concept of human resources
Human resource is a special type of resource, which has been studied from many
different angles by many authors in the world and in the country. Therefore, there will
be different concepts and perspectives on human resources.
“Human resource is the sum total of the labor potentials of a country or a locality,
that is, the labor force that is prepared (to different degrees) ready to participate in a
job. certain workers, i.e. skilled (or capable workers in general), by way of meeting
the requirements of the labor restructuring mechanism, the economic structure
towards industrialization, modernization”(Dung, 2008).
“Human resources are the most valuable resource in enterprises”. (Phan Thanh Hoi,
Phan Thang, 2007) Within the research scope of this thesis, we only focus on studying
the current situation and providing solutions to improve the recruitment of human
resources in enterprises, so, Human resource is understood as the collection of
employees working in that enterprise. It is formed on the basis of individuals with
different roles and linked together according to certain goals of the enterprises.
We can understand that human resources are the resources that exist in each person,
including both mental and physical strength. Intelligence is reflected in people's
thinking and understanding of the world around them, physical strength is health, and
the ability to work with muscles and limbs. It reflects the labor capacity of each
person and is a necessary condition of the social production labor process
2.1.2 The concept of personnel recruitment
Personnel recruitment is a process of finding and selecting personnel to satisfy the
needs of the enterprise and to add the necessary workforce to realize the goals of the
enterprise.
“Human recruitment is the process of finding and selecting human resources to
satisfy the organization's use needs and to add the necessary workforce to realize the
organization's goals”(Hai, 2008).

The point of view of Pham Duc Thanh is that “HR recruitment is the process of
attracting individuals inside and outside the organization with appropriate criteria to
participate in recruitment to select qualified candidates. meet the requirements of the
organization. Then orient and guide new employees to integrate into the
organization's environment.”(Pham Duc Thanh, 1998)
According to (Quan, 2010) “HR recruitment is a process of finding, attracting and
selecting people with appropriate criteria for jobs and positions in need of people in
an organization”.
Through the above concepts, it can be generalized that: Recruitment is the process of
finding, attracting, selecting and evaluating candidates in many different aspects based
on the requirements of the job, to find the right people to add the necessary workforce
to meet the organization's employer requirements. The recruitment process is
considered complete when it includes employee orientation, guiding new employees
to integrate in the organization's environment.
2.1.3 Factors affecting recruitment
2.1.3.1 External factors
 Economic context
One of the main effects of globalization is the trend of human resource development.
Globalization has impacted human resource development in various ways. Compared
to the past, enterprises today need to add more skills to their staff to adapt to the
opportunities and challenges created by globalization and technological change.
Attitudes, knowledge and skills of the workforce in each enterprise will determine the
quality of products and services. Therefore, recruitment activities cannot be unaffected
by this development trend. The reality shows that the recruitment work at enterprises
is constantly improved, perfectedand more professional (George, 2002).
 State laws
Applicable state policies and laws also affect recruitment. Enterprises have different
recruitment methods, but applying any method must comply with the provisions of
labor law. Enterprises must comply with regulations on subjects of policies and
priority subjects of the State in recruitment. For example, when the state requires

priority in recruiting demobilized soldiers, in this case, along with candidates with the
same qualifications, qualifications and conditions, enterprises must prioritize the
above workforce (Islam, 2010).
 Sociocultural
The culture-society of a country has a great influence on human resource management
activities as well as recruitment activities of enterprises. If this element is developed,
it will help improve human quality and consciousness. This will improve the quality
of candidates participating in the recruitment process. This will affect the recruitment
policy and objectives of the enterprise, they must be consistent with the development
of society. On the contrary, if such a society still has outdated customs and thinking,
people are easily passive before unexpected situations and always go behind the
development and progress of mankind, so the recruitment work will face many
difficulties and obstacles (Dr. Ahmad AlBattat, 2020).
On the other hand, social consciousness also affects the recruitment of enterprises. For
jobs that are of interest to society and are desired by many people, enterprises can
recruit good candidates. On the contrary, when the society's perception of a certain
type of job is not good, it will be a big obstacle for organizations that need to recruit
workers for that job. work of your organization or enterprise (Dr. Ahmad AlBattat,
2020).
 Competition from other enterprises
In fact, in the information age and globalization, the competition of modern
enterprises has changed from product competition to people competition. This concept
has been recognized by many enterprises. Currently, competition among deployment
enterprises revolves around attracting and recruiting talents. Employee training has
been valued by many successful or developing enterprises. To some extent, the
enterprise's competition is the talent competition, the key to the financial talent
competition is the competition in recruiting and training employees. Thus, if the
enterprise operates in a fiercely competitive environment, the recruitment work of the
enterprise will be very focused and considered (kemunto, 2012).
 Labor market conditions

Labor market conditions have a great influence on the recruitment of an organization.
The labor market is represented by the supply and demand for labor. Once the supply
of labor is greater than the demand for labor, the recruitment of the organization is
favorable and vice versa. At that time, the organization not only can recruit a
sufficient number of employees according to the target, but the opportunity to recruit
potential candidates is great. On the other hand, when it comes to the labor market, it
is impossible not to mention the quality of labor supplied, if the quality of labor in the
market is high and abundant, it will contribute to improving the quality of recruitment.
Thus, in terms of both the size and quality of labor supply and demand in the labor
market, both directly or indirectly affect the recruitment of human resources of the
organization (Dr. Ahmad AlBattat, 2020).
2.1.3.2 Internal factors
 Image and reputation of the organization
This is the first factor that affects the attraction of recruitment participants and affects
the quality of recruitment work. Because the employer's name is a valuable asset that
plays an important role in attracting candidates and at the same time contributing to
saving recruitment costs. Besides, when the organization attracts many potential
candidates, the ability to choose the right person for the job is higher.
If a company has a reputation for product quality, it also means that the company has
a lot of good workers and is able to attract highly qualified and capable candidates. On
the contrary, if the image and reputation of the company is assessed as low, the
prospect of attracting candidates is low, it is difficult to attract good candidates. The
image and reputation of the company is assessed by the candidates including
advantages according to tangible and intangible values. In fact, it has been shown that
when well-known companies post recruitment ads, the number of high-quality
candidates' profiles will be many times higher than when advertising for the same
position of another normal company (Zoltan Rozsa, 2020).
 Nature of work or job or position to be recruited
Job characteristics include experience, skill level, attractive job position, income,
working environment and promotion opportunities... These factors play an important

role when employees the decision to apply as well as the attachment and career
development at an enterprise.
 Organization's human resource policy
Most large enterprises have specific regulations on labor recruitment. The nature of
such regulations depends on the stage of business development. Those regulations
include mandatory principles when recruiting employees. They also often have plans
to recruit and train people who do not yet have the necessary skills or knowledge.
In order to achieve the best recruitment results, enterprises must not only consider the
requirements of the position to be recruited, but also determine the future needs, not
only evaluate the candidate's current capacity but also pay attention to their full
potential. To do this, businesses need to have a clear recruitment policy with a
reasonable recruitment process (Islam, 2010).
 Recruitment preparation
Preparation for recruitment plays a very important role in recruitment, it is shown
right from the stage of recruitment planning, from job analysis to making
requirements for job applicants and job candidates. Investment for recruitment
includes investment in finance, human resources, time, facilities and the attention of
business leaders. Once all these factors are done well and evenly, the efficiency or
quality of recruitment will be very high.
In addition, the investment in recruiting staff both in terms of costs in the recruitment
process and in training to improve qualifications is very important, greatly affecting
recruitment. Therefore, it is required that recruitment officers must be good,
experienced, transparent, plan and prepare carefully for each recruitment step (Janusz
K. Grabara, 2016).
2.2 The process of human resources recruitment at Minh Diem Transport Co.,
Ltd
In order to have human resources suitable to the requirements for business activities of
enterprises, to help enterprises achieve business goals and strategies, it first depends
on recruitment. Like any other company, Minh Diem Transport Co., Ltd. pays special
attention to this work. People are the most important and most valuable resource of

any organization, it determines the success or failure of the organization. Thus, if the
recruitment activities of the enterprise are not done well, the enterprise does not have
enough candidates to ensure the quantity and quality to recruit. To ensure that the
recruitment has a scientific and practical basis, thereby selecting people with the
necessary qualifications to meet the job requirements, Minh Diem Transport Co., Ltd.
implements the recruitment process. Personnel according to the specific chart as
follows:
Figure 2. 1 Flowchart of the recruitment process of Minh Diem Co., Ltd
(Source: Minh Diem Transport Co., Ltd.)
2.2.1 Determining recruitment needs
This is the task of determining whether to meet the job needs, it is necessary to
conduct recruitment or not. The bases for determining recruitment needs are:
 According to the needs in the departments in the unit. Depending on the labor
situation of each department at the time. If the current number of employees
cannot meet the workload, those departments will request the Director to
recruit more people.
 Market expansion: Administration and accounting department combined with
other departments to balance the number of additional employees.
 When an employee resigns, retires or terminates the labor contract. The
Accounting and Administration Department considers and adjusts the units, if
there is a shortage, then recruits.
Thus, determining the company's recruitment needs is the synthesis of personnel
needs from departments and business orientation of the Company.
Determining
recruitment
needs
Conducting
recruitment
Recruiment
anouncement
Acquisition
and screening
of profiles
Interview
Trial job
Recruitment
decisions
Job
arrangement

2.2.2 Conducting recruitment
Conducting Recruitment is an indispensable work before starting a recruitment
process. In order for the recruitment process to go smoothly and effectively, the
preparation for recruitment must be done carefully and thoughtfully. This is a task
within the functions of the Sphinx Administration Department.
The head of the Accounting and Administration Department is responsible for
preparing all necessary conditions for the recruitment process: procedures, facilities,
funding...
Deputy Manager of Accounting and Administration Department is responsible
for developing recruitment plans and recruitment announcements.
In particular, the recruitment plan includes quite a lot of content. These content
groups are built to be as specific and detailed as possible. Usually the basic content of
a recruitment plan includes:
- The start and end time of the recruitment process.
- Recruitment sources: based on recruitment needs (quantity, positions to be
recruited) to determine the recruitment source of the organization.
- Recruitment location: Usually in the prequalification round, due to the large
number of candidates, the Company often hires a place for recruitment to avoid
affecting the working process of departments and divisions in the company.
- System of interview questions; multiple-choice exams, in-depth text.
This is the main content, the most important, is the basis for the organization to
make recruitment decisions for employees when applying for jobs. Therefore, the
design of the content and form of the system of interview questions, multiple-choice
tests and professional exams must have a high synthesis and classification to ensure
that the organization can recruit qualified employees. fully qualified for the job
position that the organization is looking for (health, professional qualifications,
capacity, ethical qualities...).
The basis for composing the content of interview questions and tests, multiple-
choice exams must be based on the standards of the job title description, the
requirements for the person performing the job that the organization needs.

The system of multiple-choice questions, the tests also have different levels of
difficulty depending on the subject of the vacancy.
In addition to taking tests and multiple-choice tests, the company also
organizes practice exams for candidates applying for technical positions such as
repairing and installing machinery and equipment...
2.2.3 Recruitment announcement
After completing the necessary work for the recruitment process, the
administrative department posts recruitment notices through the company's website
and uses various types of job posting methods, mainly online. online job search site.
Usually, recruitment information will be updated on online media, or job posting
information will be sent to job placement offices of newspapers, job promotion
centers, medias, etc. mass news. Job postings usually include: (1) Vacancies; (2)
Industry; (3) Age; (4) Gender; (5) Quantity; (6) Working place; (7) Salary; (8) Other
mode; (9) Job Description; (10) Basic requirements; (11) Other requirements; (12)
The dossier includes; (13) Time to receive dossiers; (14) Location of application
submission; (15) Contact phone.
There are 2 forms of candidate search that the company is implementing:
+ For vacancies as delivery staff, positions that need the number of companies
will be posted on online job sites such as vieclamnhanh.vn, jobstreet.com, etc.
+ For vacancies that require high qualifications, recruitment officers will search
for candidate profiles on www.vietnamworks.vn, company website, company's
Fanpage,....
+ Through this method, businesses will be more proactive in finding suitable
candidates for the position they are recruiting.
For this form of search, after the recruitment officer has selected and passed the
screening process of qualified candidates, he will call the candidate directly and
arrange for the candidate to bring his/her profile to the company and conduct an
interview (if favorable).
2.2.4 Acquisitionand screening of profiles

After posting the recruitment notice, the candidates will submit their
documents to the Human Resources Department of the Company.
Based on the position and recruitment requirements, the Human Resources
Department is responsible for accepting applications. If the number of applications
submitted is too large, the Human Resources Department will conduct research and
screen out the documents that do not meet the requirements, the records are missing...
The receipt and screening of dossiers are in charge of the administrative
assistant department and the assistant manager.
The basis for screening candidate profiles is based on the initial application
form so that the application can be screened right from the time of receiving the
application.
The basic content of the initial application form includes regulations on
application criteria (whether the application is complete or not; whether it meets the
requirements as in the recruitment notice or not...); In addition, the form also has a
gap to evaluate the candidate through the candidate's attitude, gesture, behavior,
communication and behavior when submitting the application.
• In terms of form
Documents must be neatly arranged and complete:
- Job application;
- Curriculum Vitae (certified by the locality where the candidate resides within
the past 6 months);
- Notarized copies of certificates, diplomas, other documents showing
qualifications, profession or training;
- Health certificate;
- Notarized household registration book;
- A notarized copy of the people's identity card;
- Copies of documents related to previous employment (if any);
- Candidate's profile;
- 04 3x4 photos, 02 4x6 photos taken in the last 6 months..

Depending on the position and title, the company will require additional
necessary documents in the application.
• In terms of content
Resumes must show professional qualifications as well as knowledge of
recruitment requirements through the presentation in the job application, candidate's
resume, qualifications and professional certificates.
Candidates must be confirmed that they are healthy enough to work through a
certificate of eligibility to work from a competent health authority.
With the information in the candidate's profile, the HR - Administration
Department can understand in general terms about each candidate, and combine it
with the job requirements standards that the HR - Administration Department
considers. review and select the required dossiers, to make a list of interviews
according to the steps.
Invalid records can be returned to the candidate to edit, or supplement to suit
the requirements.
If there are no satisfactory documents, the Human Resources Department must
review and redefine recruitment methods and sources. At the same time, also notify
the departments and divisions that have recruitment needs and report to the Director
to adjust accordingly.
At the end of the application process, the administrative department will
conduct a pre-qualification of the dossiers in a short time. The administrative
department will record key information and notes about the candidate. The
candidate's profile is given a lot of priority in terms of experience, seniority,
qualifications. That priority is to replace the multiple-choice test because the
company's time and cost is limited.
After reviewing and selecting candidate profiles, the HR Department based on
that list arranges a suitable time for the interview, informs the relevant parties and
prepares the time and place for the interview.

It can be seen that the company's research and selection of candidate profiles is
quite clear, to limit shortcomings in recruiting candidates. Help the company recruit
really capable candidates, and the interview also becomes more convenient.
After screening applications, the Human Resources Department is responsible
for summarizing and notifying all candidates (both pass and fail). Candidates who
pass the application screening will be notified of the time and location of the next
preliminary interview round.
2.2.5 Interview
The Accounting and Administration Department cooperates with the
recruitment request department to schedule an interview. Normally, in case the
company needs to recruit employees directly, if it is necessary to apply the interview
method, it only stops at the preliminary interview method and is carried out in a
simple and compact way. The interview is conducted only by the head of the
department to be recruited.
For managers and technicians, after the preliminary interview, they also have
to do in-depth interviews, because the nature of these jobs not only requires
employees to have other requirements such as personal status, communication skill…
 The company's interview results include:
 Head of recruitment request department.
 Board of Directors (if necessary).
 Head of Administration - Human Resources Department
Interviewers can also flexibly use questions tailored to each specific candidate
to further examine candidates. During the interview process, the company's interview
board always pays attention to make the candidates feel confident and valued and
pays attention to steer the conversation in the right direction. The company also
creates conditions for candidates to have the opportunity to ask questions to the
interview panel. Through the interview process, the interview board will assess the
candidate's general characteristics such as personality, life concept, dynamism,
qualifications, and purpose when cooperating with the company.

The interviewers exchanged assessments and information during the meeting,
and came up with a unified assessment. At the end of this process, the staff of the
personnel department will submit the assessment results of the candidate to the
Director.
After completing the interview, the candidates write a comment about the
interview, then send that comment to the Board of Directors.
2.2.6 Trial
Candidates who pass the interview are selected for recruitment. Even though
they have been recruited, candidates must go through a trial period, which is a
probationary period. This is the time when candidates will have practical contact with
the job, an opportunity to show whether their abilities and qualifications can meet the
job needs or not. From there, the board of directors makes the final decision.
2.2.7 Recruitment decisions
Based on the results of the candidate assessment through the probationary
process submitted by the Accounting Department, the Director will make a decision
to accept or not to accept the candidate to work for the company. After the qualified
candidates have been approved by the Board of Directors, the recruitment officer will
conduct:
- Notify qualified candidates and time to accept job. The successful candidates
are recruited by the Administration Department and signed a probationary contract.
The duration of the probationary contract usually lasts 2 months.
- In addition, send thank-you emails to unsatisfactory candidates to express
their goodwill to the candidate's interest in the company.
2.2.8 Job arrangement
On the first day of probation, the candidate will be guided by the
Administration - Human Resources Department, creating favorable conditions for the
new employee to integrate into the working environment (if the new candidate is in a
position related to other departments). Otherwise, the Administration - Human
Resources Department will lead the candidate to greet the candidate as well as get

acquainted with colleagues in those departments), disseminating the company's rules
and regulations.
Specifically, employees are provided with sufficient documents about the
company to learn more about the Company such as: tradition, culture of the
Company; company's slogan, Functions of departments and divisions in the company;
Learn about the rules and regulations issued in the company. In there:
+ Regulations on labor regulations such as: working time, rest time,
regulations on reward and disciplinary violations, reward regime and forms of
disciplinary handling; regulations on trade secrets...
+ Regulations issued: regulations on salary and bonus payment; operating
regulations of departments, units, divisions, regulations on training and development...
After that, the department where the candidate works will give specific
instructions on the work and working methods so that the new employee can
confidently do his or her job, embarking on the job easier.
New employees are directly assigned by the management leader or directly led
and guided depending on the complexity of that job title.
During this time, the new employee will be trained and mentored by the
instructor with the necessary knowledge and skills related to the job. First, the
instructor describes in detail and fully the job title that the new employee will take on
in the near future: responsibilities, tasks, relationships, scope of authority, working
conditions, work performance standards, routine and ad hoc tasks to be performed on
a daily basis and the manner in which they are performed. In addition, employees are
also given preliminary training on occupational safety and hygiene.
After providing all job-related information to the new employee, the instructor
proceeds to assign work to the employee. The workload and complexity of the work
will increase over time.
During this process, the instructor will monitor and evaluate the employee's
level of integration with the organization, the employee's ability to grasp the job. At
the end of the probationary period, the head of the department evaluates the

probationary process and sends a comment to the Accounting and Administration
Department.
2.3 The recruitment situationof Minh Diem Transport Co., Ltd
Below is a summary of the recruitment situation of Minh Diem Transport Co.,
Ltd:
Table 2. 1 Recruitment situation of Minh Diem Transport Co., Ltd in the period from
2018 to 2020
Year
Number of
employees at the
beginning of the
period
New recruits
Total
new
recruits
Labor leave
Number of
employees at the
end of the period
Total
Male Female Male Female Male Female Male Female Male
2018 53 23 30 6 36 16 1 67 28 95
2019 67 28 14 4 18 3 1 78 31 109
2020 78 31 65 1 66 14 2 129 30 159
Minh Diem Transport Co., Ltd was established in 2017 up to now, due to the
size and transportation field, it requires a lot of human resources. The number of
employees increases every year. Specifically, in 2018 the number of human resources
was 76 people, of which the number of new recruits was 36 people and 17 people quit.
In 2019, the demand for projects increased, so the number of employees increased
compared to the previous year to 14, of which the number of new recruits was 18
people and 4 people quit. In 2020, in order to expand the business scale, the total
number of employees at the company increased to 159 people, up from 59 people in
2019 (an increase of more than 45%). With the orientation of expanding the market,
over the years the company will recruit more human resources.
Candidates in the Company are recruited through two sources, inside and
outside the Company. Details:
Table 2. 2 Recruitment sources of the Company in the period from 2018 to 2020
Recruitment
source
2018 2019 2020
Number of
people
Percentage
Number
of
people
Percentage
Number
of
people
Percentage

Inside 5 14% 4 22% 7 11%
Outside 31 86% 14 78% 59 89%
Total new
recruits 36 100 18 100 66 100
Through the table, it can be seen that the number of employees recruited from
internal sources accounts for a small proportion of the total number of employees
recruited. In 2018, out of 36 people recruited, there were 5 people from internal
sources accounting for 14% and 31 people from external sources accounting for 86%.
In 2019, out of 18 people recruited, there were 4 people recruited from within,
accounting for 22%, the rest were recruited from outside 14 people, accounting for
78% In 2020, out of 66 people recruited, 7 people were recruited from internal
sources, accounting for 11 % and external sources are 59 people, accounting for 89%.
The number of people recruited from internal sources (about 16% on average) is
much lower than from external sources (accounting for about 84% on average) in the
3 years from 2018 to 2020.
2.4 Assessment of the Recruitment Process
2.4.1 Advantages
The company's personnel recruitment in recent years has achieved positive
results. Firstly, the recruitment and selection work at the company is managed strictly,
clearly and in detail about the responsibilities and powers of the individuals and
departments in the interview as well as obligations and rights of employees in the
company.
In terms of determining recruitment needs: the company is always interested in
the company's human resources, always identifying jobs with excess and shortage of
people through the heads of departments to determine the quantity and criteria to be
recruited. Therefore, the company always makes quick and timely decisions with
actual needs, ensuring smooth operations. The staff in the recruitment department are
enthusiastic and dynamic people who have a lot of experience in recruiting as well as
working at the company.

About the recruitment process: Although not yet completed, the company's
recruitment process is quite methodical and scientific. This helps the company to
select highly qualified employees who are suitable for the job requirements. Thanks
to the good recruitment process, the company has always ensured a sufficient number
of employees to meet the job requirements. The company's recruitment process is
complete and clear, in order to get fully qualified, ethical and qualified employees
suitable to the characteristics of the job. In order for this process to take place in a
scientific way, the company has set up an interview committee consisting of
competent people such as the general director, the head of the recruitment request
department, the head of the Human Resources Department. These people have
experience in recruitment, so they can evaluate candidates most accurately.
Recruitment sources: The company's recruitment sources are also quite diverse,
in addition to internal sources, the company has also paid attention to some external
sources, especially there is a priority policy for children of employees in the company.
This has many advantages that new employees easily integrate into the new
environment, working style and work experience can also easily learn from their
relatives. On the other hand, with the assurance of the old employee, the company
also has more confidence in the new employee. Diverse recruitment sources also help
the company attract and select many candidates, from which the company has many
opportunities to recruit personnel from among those candidates. The priority of
recruiting the children of employees in the company also has many advantages, the
employees in the company will be more attached and try to work and treat the
company as a family.
The organizational structure of the management apparatus is increasingly
perfected, contributing to the making of correct regulations on recruitment and
training regulations, clearly defining the responsibilities and powers of each
department in the company, as well as rights and responsibilities of employees. The
company has built itself a good image and reputation with customers and state
agencies. Therefore, the company has many advantages in finding and attracting
workers.

2.4.2 Disadvantages
In addition to the work that has been done, the company's personnel
recruitment still has some specific limitations as follows:
The sources and methods of human resource recruitment are still incomplete,
and recruitment sources within the company have not been focused on, mainly from
outside. The method of attracting candidates is still mainly based on the introduction
of relatives and friends in the company, other methods have not been focused o n
development, so they attract few candidates.
The policy of prioritizing the recruitment of children in the industry has many
advantages, but it also brings the company in some cases difficulties in recruiting
qualified, professional, and right-care workers. The company is also not interested in
the source of labor from training institutions.
The recruitment and selection process is not really complete, especially the
recruitment announcement stage has not been properly invested, the posting time is
short, the recruitment announcement is not complete, but information is
communicated. recruitment, just stating the job name and required qualifications, the
lack of job description has not attracted many candidates to apply... the interview and
recruitment process still has many shortcomings, not really equal.
Candidates applying for jobs are often children of company employees, or
local children are not reasonable, the company has not been able to attract candidates
from other localities, it will be limited in recruiting talents because this source is the
source of high quality candidates such as from the system of training institutions.
The basis for recruitment has not been made well, the company does not
regularly make personnel recruitment plans, in many cases, when a job arises, the
recruitment process is urgent, which leads to the situation. passive, reducing the
ability to attract good employees. Thus, the company has lost a talented group.

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