Internship report staff recruitment and selection process of baoviet life.docx

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FOREIGN TRADE UNIVERSITY
FACULTY OF BUSINESS ENGLISH
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FINAL INTERNSHIP REPORT
Major: Business English
STAFF RECRUITMENT AND SELECTION
PROCESS OF BAOVIET LIFE
Student’s name : Nguyễn Thanh Thư
Student’s code : 1317710096
Class : English 2
Course : 52
Lecturer : Tran Thi Hien (Ph.D.)
Hanoi, April

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ACKNOWLEDGEMENT
The internship opportunity I had in Baoviet Life Company was a golden chance
for my development and job in the future. I am also grateful to receive so much help
from wonderful people and professionals who guided me through this internship
period.
At the beginning, I would like to send my deepest gratitude and special thanks
to my supervisor, Ms Tran Thi Hien, Ph.D, Lecturer of Foreign Trade University for
her great advices and valuable guidance during the process of writing this field
report.
Secondly, I would like to thank Baoviet Life Company for allow me to
complete my internship at their institute. I would like to express my thankfulness to
Ms Nguyen Thi Hong Diep, Deputy of HR Department for providing me with a
chance to be an internee in Baoviet Life’s HR Department. I am also thankful to Ms
Nguyen Mai Ly, Ms Nguyen Thi Nhu Ngoc, Mr Pham Van Tien and all officials of
HR Department for keeping me under their supervision and giving all necessary
information, which helped me significantly in the process of this report’s
completion.

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INTRODUCTION
I had a chance to work in a company as strong as Baoviet Life in 4 months
(from 17th
, January 2017 to 31st
, May 2017). During the period of internship, I was
assigned to intern in HR department of Baoviet Life Company, under the guidelines
of Ms Nguyen Mai Ly and Ms Nguyen Thi Nhu Ngoc – officials of HR
Department. To be an internee, I was responsible for basic tasks as a recruiting
officer. These tasks include posting recruiting news on websites, collecting and
screening resumes, making a contact with candidates to arrange interview plan,
sending mail to candidates to inform necessary information, preparing call list,
profile summary and exam paper for written tests. I also photocopied and scanned
many important papers such as exam questions and final recruitment results.
Sometimes, I had task of supporting for compiling statements, official
correspondences. I took charge of managing trainees at all head office and member
companies. I provide them seasonal contracts, contractual liquidations, certificates
and other necessary papers during internship period.
Through my observation during internship period at Baoviet Life, I am
impressed to the company because of strong development, modern organizational
structure, professional working environment, continuous recruitment and selection
process and excellent benefits. The present business of the company is one of the
top listed life insurance organizations in Vietnam. HR department has played an
important role in gaining this position when recruiting the best employees who
contributed much on the success of Baoviet Life. However, I also observed that
Baoviet Life has some issues in HR department. These are:
- Limited workforce: HR department with a limited workforce performs
stresses because of an enormous workload. HR department has to responsible for
more than two thousand employees at both head office and member companies.
- Differences in using of sources of recruitment: Baoviet Life has focused on
using internal source of recruitment. They seldom post advertisements in their
websites and social networks.

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- Lots of papers: HR department used lots of paper from applicant forms to
final recruitment results. Paper are wasted and do not recycle in a long time.
This field study report describes overview about Baoviet Life by giving its
history, vision, mission, market and organizational structure. The report also
described detailed features, functions and missions of Baoviet Life’s HR
department. It sketched all steps of recruitment and selection process from making
recruitment plans to agreement of labor contracts. From detailed information, this
report provides ideas, comments, assessments recruitment and selection process. All
facts, features were used to support me in finding issues of the company. From then,
some subjective recommendations is given to improve the recruitment and selection
process of Baoviet Life.
This report is divided to three chapters with methods based on data collections
and observation. Primary data was gathered through observing staff recruitment and
selection process. Second data was collected from documents, websites and relevant
books of Baoviet Life.
Chapter 1: Overview of Baoviet Life
It covers Baoviet Life profile to give clear overview about the company. It
provides the formation and development, functions, missions, visions and
achievements of Baoviet Life during existing on the Vietnamese market.
Chapter 2: Staff recruitment and selection process of Baoviet Life
The chapter is the reality of the current recruitment and selection process at
Baoviet Life. In this chapter, description of recruitment and selection process is
given in details. These are basic information for SWOT analysis at the end of the
chapter.
Chapter 3: Findings and recommendations
The chapter provided findings and recommendations that I have tried to
propose based on my knowledge, skills and abilities.

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CHAPTER 1: OVERVIEW OF BAOVIET LIFE
1.1 The process of formation and development of Baoviet Life
1.1.1 The formation of Baoviet Life
Baoviet Life (BVL) is one of the six subsidiaries directly under Baoviet
Corporation that generally focuses on banking and financial services. It was
incorporated in June 1996 and has become the first life insurance company in
Vietnam, which creates insurance market in Vietnam at that time.
Name of the company: Baoviet Life (BVL)
Head quarter: 37th
floor, Keangnam Hanoi Landmark Tower, Pham Hung Road,
Nam Tu Liem, Ha Noi
Authorized Capital: 2,500 billions Vietnamese dong
Phone number: 04.62517777
Fax: 04.35770958
Website: http://baovietnhantho.com.vn/
1.1.1 The development of BVL
After founded in June 1996, Baoviet Life had experienced many different
challenged milestones and developed to be one of the best financial companies in
Vietnam.
 March 27th
, 2000
The Ministry of Finance decided to establish 27 Baoviet Life’s member
companies at 27 provinces and cities. Up to October, 2000, the Ministry allowed
Baoviet Life to increase the number of its member companies to 59 ones. At this
present, the Baoviet Life network was more strengthen on Vietnamese insurance
market.
 January 1st
, 2004
Baoviet Life became a company having independent cost accounting business
with 61 member corporations over Vietnam.
 October, 19th
, 2013

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Baoviet Life raised authorized capital up to two trillion Vietnamese Dongs,
which makes Baoviet Life became one of market leaders in capital size.
 July, 2016
The company formed five new member companies, increasing the number
companies that it possesses to 65 ones. Baoviet Life has appeared across the
country.
 January, 2017
BVL continued establishing five new member companies; 70 member
companies of it were in all Vietnamese cities and provinces. BVL is the only life
insurance company possessing a strongest and largest agency network. At the same
time, it raised authorized capital from two trillion Vietnamese Dongs to two
thousand five hundred billon Vietnamese Dongs. From this event, Baoviet Life has
become the leader of life insurance market in capital size.
1.1.2 Achievements of Baoviet Life
With more than 60 years formation and development process, Baoviet Life
had faced many different its ups and downs, it still overcame and gained valuable
and honorable achievements such as
Merit Letter of President in 2016
- The Certificate of Global Banking and Finance Review: The best life
insurance Vietnamese business in 2015
Labor Medal of first degree in 2015
Top 500 largest business in Vietnam
1.2 Function, vision and mission of Baoviet Life
1.2.1 Function of Baoviet Life
Baoviet Life is the life insurance company that provides life insurance policies
to Vietnamese with the functions of establishing and saving finance, protecting
human in front of risks coming by chance.
The motto of Baoviet Life is “Strong conviction, steady commitments”

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The principal of Baoviet Life are “Customer – centricity, human focused
organization, sustainable development, and corporate social responsibility”
1.2.2 Vision of Baoviet Life
Vision of the company is to be a leader as the life insurance company in
Vietnam with trusty, friendly and professional insurance policies.
1.2.3 Mission of Baoviet Life
Baoviet Life’s mission is to ensure Vietnamese benefits, give customers the
best life insurance policies to secure a peaceful and prosperous future life. It
undertakes that it will create the highest return for partners, stakeholders, employees
and contribute passively to the development of society.
1.3 Organizational structure of Baoviet Life
The company is divided into three operational parts: head office, member
company and consultants system. The organizational structure of all parts is
ascending order.
Insurance sales consultants help Baoviet Life generate business by contacting
potential customers and selling one or more types of life insurance. The consultants
act as intermediaries between the company and their clients. Their tasks are selling
policies to clients by being active in seeking out new buyers, explaining necessary
information and persuading them buy the company’s policies.
Member companies in cities and towns will be client – facing, act as front
office with functions of organizing customer conferences, monitoring and
controlling consultants, planning strategies to enhance sales development of local
areas and caring customers’ questions. These member companies give head office
accurate information about sold policies to operate next steps in insurance business.
Each member company has a director who is appointed by the management of head
office. This director is directly responsible to legal system and head office in all
activities of business. In member companies, there are only three departments based
on the detailed works of each. Generally, the number of total staff here is from 25 –
60 people depended on scale of cities or towns.

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Head office
Member companies
Figure 1.1 Organizational chart of BVL
Director of the Member
Corporation
Customer Service
Department
Business Development
Department
Deputy Chief
Executive Officer
al Manager
Deputy Chief
Executive Officer
ager
Chief Executive
Officer
Business Development Group
1. Agency Management
Department
2. Agency Training Management
3. Agency Supporting Department
4. Agency Development Officer
Training Department
5. Local Supporting Department
Supporting Group
1. Human Resource Department
2. Information Technology
Department
3. Internal Controlling Department
4. General Affairs Department
5. Legal and Compliance
Department
Operational Management Group
1. Policy Issurance Department
2. Insurance Acceptance Department
3. Policy Underwriting
Department
4. Policy Services Department
5. Claim Investigation Department
Actuarial Service Group
1. Actuarial Service
2. Product Development
Department
3. Assessors Department
New Distribution Group
1. Customer Care Department
2. Marketing Department
3. Bancassurance
Department
4. Joint-venture Department
5. Corporate Banking
Department
Financial Management Group
1. Investment Department
2. Administration Department
3. Accounting Department
4. Financial Department
5. Basic Construction Department
The Chairman of
Board Member
Corporation
Insurance Sales
Consultants
Business Supporting
Department

9
Head office, by contrast, acts as back office that provides administrative and
supporting services. It includes six specific groups carrying out professional
competences related to life insurance, regulatory compliance, accounting, IT and
human resource services. At the head office, the executive board includes a top
manager, a CEO, two Deputy CEO. A top manager is the Chairman of Board of
Member Corporation. She is responsible for preparing, organizing meetings of the
Board of Member Corporation, being a representative of the Board to sign
company’s rules and regulations. General Manager takes charge of all operational
activities of company. The specific tasks of a CEO is making developed and
strategic planning, ensuring plans to be complete on schedule, managing and
evaluating working process of departments. Two Deputy CEOs act as supporters for
CEO in running the company.
Six groups consist of 28 different departments working under the management
of a group’s director. All departments also follow the ascending order with a Head
Department and two Deputy Chief Department.

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CHAPTER 2: STAFF RECRUITMENT AND SELECTION PROCESS OF
BAOVIET LIFE
2.1 Theoretical framework
2.1.2 Human Resource (HR)
The term of “human resource” is first coined by John R. Commons in his book
"The Distribution of Wealth" which was published in 1893. Human resource is the
company’s department responsible for all activities related to employees to attract,
build, utilize, develop, evaluate and preserve labor force. HR has to secure the
qualities and the quantities of the employees meet the company’s demand.
Objectives of HR are personnel in the company and all issues relating to jobs,
interests and duties of employees in the company. HR plays a central role in
formation, operation and development of the company. The basic objective of a
company is to take full advantage of human abilities to achieve its long-term goals.
HR aims to maintain and strengthen the required quantity and quality of labor,
helping the company find and develop the best methods in promoting employees’
contributions. With these methods, the company is easier in gaining its objectives as
well as creating chance for employees to develop themselves.
There are three core tasks of HR such as (1) human resource attraction and
formation, (2) human resource training and development, (3) human resource
maintenance. By conducting human resource planning, analyzing, designing
personnel, recruiting, selecting and organizing the staff, the first task of HR makes
sure the company runs well with the required labor. The second task of HR is to
enhance knowledge, skills and abilities of staff to help them complete the assigned
work smoothly. Moreover, training and development also creates an opportunity for
staff in capacities’ improvement of themselves. The last task of HR focuses on labor
employment and management efficiently by evaluating working efficiency of
employees, managing wages and salaries, providing benefits, bonuses, incentives,
reacting to transactions related to job transferring and retirements of employees.
2.1.2 Recruitment

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Recruitment is the process of finding, attracting and hiring the best candidates
from social labor for a job vacancy. Recruiting process had a great influence on
human resource’s quality and other functions of HRM process.
Recruitment includes analyzing recruitment of a job, attracting employees to
that job, screening and selecting applicants, hiring, integrating the new employees.
Recruiters can conduct finding and attracting candidates from internal and external
source. The most common internal sources are personal references and notice
boards. Personal references may be highly efficiently method of recruitment. All
applicants who are introduced by the existing staff are friends, relatives or
colleagues of staff. They may also be successful with their present jobs or fulfilled
the vacancy’s requirements. Notice board is the convenient and simple method of
sending job advertisement to all officers. Officers can be read job requirements, job
description be pinned in the notice board and give references for recruiters run next
steps. On the other hand, recruiters can seek candidate from external source
including advertisements on media, job centers, job fairs, job sites and universities.
Recruitment process consists of three basic steps as following
 Building recruitment plans: This step includes making recruitment plans,
defining time, places, methods, sources and costs of process.
 Organizing recruitment: To operate this step successfully, recruiters concern
about the ways of appealing to likely high-qualified candidates, standards and
criteria for evaluating candidates.
 Evaluating recruiting process: To improve recruitment process more smoothly,
HR specialist of the company need to assess recruitment process in efficiency of
advertisement, costs, rate of resumes.
2.1.3 Selection process
Recruitment process is always couple with selection process. Selection is the
process of assessing all sides of candidates based on job requirements with the aim
at finding suitable employees for the required job. In other words, selection is the
process of putting the right person to the right job. It is the most important step

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helping recruiters having right decisions. It also plays a significant role in business
strategies, company’s development.
Selection process is considered a hinder to reject unsuitable candidates for the
required job. Selection process is flexible depended on the complication,
characteristics of vacant jobs. Generally, recruiters select applicants following to
nine basic steps.
According to Garry Dressler, selection process is described as the figure below:
Figure 2.1 Selection process
(1) Preliminary interview
It is used to eliminate those candidates who not meet the minimum
requirements of job. It also creates a relationship between candidates and
organization. Candidates can be given brief information about the company and the
Preliminary
interview
Form/ applications
selection
Employment
tests
Comprehensive
Interview
Medical and physical
Examination
Collected information
consideration
Final Interview
(by direct manager)
Final employment
decision
Probation process

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job profile. Recruiters used to preliminary interview to examine skills, knowledge,
interests of candidates to the company. It helps recruiters have an overview about
candidates and know what strong points candidates have.
(2) Application form selection
Application form contains reliable data records of personnel characteristics,
abilities, past activities, skills, knowledge and experiences of candidates.
Expectations and willingness of candidates in job, life is mentioned in application
form also be criteria for recruiters in comparison different candidates.
(3) Employment tests
It used to help recruiters catch up thinking and competences of candidates.
Recruiters can conduct many different kinds of tests to assess the potential
employees such as achievement test, talent and ability test, intelligence test and
personality test.
(4) Comprehensive interview
Comprehensive interview is the process of communication between recruiters
and candidates. The purpose of comprehensive interview is to collect clearly fully
information about candidates, introduce and heighten organizations, provide further
particulars about job for candidates.
(5) Medical and physical examination
It is conducted to ensure physical ability of the potential employees if they want
to work at the company in a longtime. It will decrease the unreasonable claims of
employees during the working duration. Medical specialist will check and evaluate
candidates based on physical criteria for each specific job that is given by HR
department.
(6) Final interview
Candidates will be interviewed with the direct manager of department having
the position open. The aims are to make sure consistent opinions between
recruitment team and managers. The direct manager will evaluate candidates more
particularly to know whether attitudes and working styles are suitable with
corporate culture or not.
(7) Collected information checks and enquiries

14
All information are given by candidates need to examine carefully because
these ones are the foundation of final recruitment decision. Examination can be
carried out by contacting and asking previous organizations where candidates used
to work. Recruiters can evaluate skills, aptitudes, achievements of candidates in
working duration with reference to the previous company.
(8) Probation
Generally, after completion of tests and interviews, candidates start
probationary time process in the company. Probationary time is to satisfy the
candidates’ doubts, help the employees understand clearly about the complication of
job and policies, regulations of the company related to labor. Depending on these
experiences, candidates make final decision about whether work or not.
(9) Final employment decision
Those individuals who pass tests, interviews, and perform excellently in
working trial time are considered to receive a working offer and hiring decision.
Both the employment offer and hiring decision should be made by the manager of
HR Department – the attorney of general manager in activities related to human
resources.
2.2 Description of the recruitment and selection process at Baoviet Life
2.2.1 HR department of Baoviet Life
HR department is a necessary part of Baoviet Life including a chief department,
two deputy of department and 13 staff. It acts as an advisory, a counselor for the
managers of the company in organizing, carrying out, controlling and supervising
manpower. The major purpose of HR department is to introduce terms, conditions,
procedures and policies to all employees and guide them follow to these ones.

15
Figure 2.2 Structure chart and functions of Baoviet Life’s HR Department
2.2.2 Recruitment and selection process of Baoviet Life
Staff recruitment and selection process of Baoviet Life is one of the most
important tasks of HR department. This process is carried out by a recruitment team
of HR department including a leader and two recruitment consultants. These
officers will recruit new employees for both head office and member companies
around the whole country.
The purpose of recruitment and selection process is to ensure high – quality
employees to meet the company needs of manpower, which supports it in
development.
Chief HR department
HR organization
and employees
relations
Organization
development
Compliance
and labor law
Employees
management
UFIDA, data
management
Recruitment
Head office
Member
companies
Training and
Development
Head office
Member
companies
Employees
development
Compensation and
benefits
Wages and
salaries
Bonuses
Benefits
Social
Insurances
Rewards
Deputy of Chief
HR department
Deputy of Chief
HR department

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Recruitment and selection process of Baoviet Life follows some rules that are set
up by HR manager and the CEO.
- Head office has authority to decide all issues related to recruitment (hiring
official and seasonal labor) at head office and member companies.
- Recruitment process has to consistent with procedures and rules of the company.
Operation of recruitment process secures publicity, transparency and equity
among applicants.
- Carrying out recruitment process has to be based on the foundations of staff,
annual recruitment plans, recruitment addition plans, sudden recruitment addition
proposals that are approved by the managers. In other special cases, CEO will
make decision and give detailed directions.
- Applicants need to satisfy requirements are written in job specification. These
abilities of applicants are suitable for each specific job position. In case of the
same level of satisfy, Baoviet Life will prior to applicants who have more
experiences related to insurance, finance and banking.
Process of recruitment and selection at Baoviet Life is described as the figure
below.

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Manpower requisition
Recruitment planning
Attracting applicants
and collecting CVs
Selection
Taking approval of the
manager
phê duyệt
Complying formalities
Official recruitment
Not having approval
Disagree to
signing contract
Performance review and
assessment
Probationary period

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Figure 2.3 Staff recruitment and selection process in BVL
(1) Manpower requisition
HR department begins give manpower requisition form to divisions/
departments at head office and member companies in November each year. Each
division/department will submit their recruitment demands for the whole year and
fill fully parts of manpower requisition. Manpower requisition contains information
about position details, reason of recruitment, job specification and approval. The
manager of concerned department will write down name off position, number of
employees needed, time by which employees are required to join. The manager also
mentions detailed reasons why his/her department needs to recruit (for retirement,
replacement or raising works. Manpower requisitions describes requirements about
talent and education qualification, skills and experiences that need to perform. And
of course, manpower requisition of each department is signed by the head of
professional group.
(2) Recruitment planning
After receiving manpower requisition form from concerned departments, HR
department will summarize, discuss and analyze demands. On the basis of such
proposes, and upcoming business plans of the company, recruitment team makes
final recruitment plan of next year in whole company and give the board of director
to approve.
(3) Attracting applicants and collecting curriculum vitae
After giving approvals from CEO, HR department will start their recruitment
process by attracting applicants and collecting CVs. There are two sources for
seeking applicants. The first source is internal one. Baoviet Life has the large
number of staff (near 2000 people) and consultants (120,000 people). Employee
referrals are a great and reliable source for the company to gather resumes.
Employee will introduce applicants who may be suitable for vacant job. These
applicants are reliable and checked by the staff who understood clearly about
Baoviet’s culture and operations. For important and immediate needed positions,
HR department will follows transfer and promotion. This source ensures the quality

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of applicants because they used to be in the company in a period time. Transfer and
promotion means that HR department causes movement of individuals from lower
level to higher level. It is the best approach when opened job is the position with
requirements of experiences in life insurance.
The second source is external source. It is used to attract and collect huge
number of applicants. In the developed technology, Baoviet Life builds and
possesses a website named baovietnhantho.com.vn. HR department is the
administrator of recruitment section on website. HR department has access to post
fully information about recruitment including job positions, job descriptions, job
requirements and methods of application. Applicants who have interests with job of
the company will give CVs to public email and hotline of recruitment team. Besides
company’s website, HR department uses free job sites for posting advertisements as
vnjobs.vn, vietnamwork.vn, timviecnhanh.com. Those applicants whose profile is
equivalent with job can apply through these sites. By this way, it can get many CVs
from different internet source. Another external source that it is interested is from
universities. It also participates on career fairs or job fairs of institutions and
universities to get a lot of suitable CVs. Baoviet Life becomes one of partners with
a range of universities such as Foreign Trade University, Academy of Finance,
National Economics University, Academy of Banking, Can Tho university,
Technical Economics Ho Chi Minh University, Hue university and so on. It is a
chance for Baoviet Life to introduce company as well as attract many students,
encourage them join in the company after graduation. The next external source is
from interns. A program named “Potential internees” has been established for 5
years recently with the aims at attracting excellent senior students from famous
universities. Senior students are trained skills and knowledge, then they works as
seasonal officers at the company. After finishing the internship period, the company
creates an opportunities for internees to be official employees, which decrease costs
of training new employees. The next external source is from job centers. The
company associates with a job centre named “Talent net” to gain seasonal labor that
working in simple departments such as administration department or policy
issurance department. After ending seasonal contract of from 3 months to 6 months,

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HR department may be select, interview, sign official contract with these employees
if they perform well and concerned departments has demands for labor. Another
external source is from CV banks. Baoviet Life always maintain CV bank in HR
administration system. CV bank contains two parts. The first one is unsolicited
CVs. Applicants send their CVs to email box of recruitment team. In some cases,
the time applicants send CVs may not meet personnel demands at that time. So, HR
department will keep these CVs if they are suitable for other position in the future.
Second one is rejected CVs from selection process. Good rejected CVs will be kept
in file. In case of emerged personnel demands, HR department picks up some best
CVs from these file to spend time of finding.
(4) Selection
After attracting applicants and collecting enough CVs follows plan, HR
department begins its selection process. Recruitment team will sort out candidates
and select resumes based on criteria about appearance, education and experience.
Selected CVs for next rounds have to meet basic job requirements. Concerned
departments and HR department do the final selection together.
Selection process in Baoviet Life is the activities of interviewing and doing tests.
To prepare selection process, HR department will summarize candidates’ profiles
and inform them for attend selection process. HR department sends information
about time and place of the interview through personal email. HR department also
call candidates to remind them check email and confirm joining in the interview. To
help interviewers to understand more clearly about applicants, recruitment officers
will prepare CVs list of applicants at least two files.
HR department of controlling company is responsible for recruitment of all
member companies; therefore, HR department applies two approaches of
interviewing. Generally, applicants will go to head office to participate the
interview. However, for companies that are located in the centre and southern of
Vietnam, applicants will be interviewed through Skype, an online social network.
Applicants have to go through an interview with recruitments team, one with
managers of concerned department and one with CEO. The purpose of different
interviews is to make certain the consistency in using labor between recruiters and

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managers. To save time, it usually conducts only two interviews. The board of
recruitment will carry out the preliminary interview and the key manager will make
the other one. The board of recruitment includes two types of people. Some are
from HR department; some are from concerned departments. An interview lasts
about from 20 to 30 minutes depending on the job position. Interviewers will ask
applicants the questions about Baoviet Life’s knowledge, job understandings as well
as expected salaries and benefits. They also create situations to know how to
applicants response in given situations. Interviewers will evaluate some aspects of
applicants such as communication skills, technical skills and job responsibilities.
Basing on the performance of applicants during interview process, the board of
recruitment will judge them according to the minutes of evaluation form of HR
department. The minute of evaluation contains comments of interviewers about
applicant in job knowledge, reason of applying, life insurance and company’s
insurances understandings, appearance and manners, confidence, activeness, voice
and communication skills, situation analysis skills, problems solving skills and
presentation skills.
Going with interviews, tests are given to applicants to check more carefully
abilities of them. There are many different kinds of test such as intelligence test,
English skills test, computer test or emotion test, and so on. For positions related to
business development and business supporting, applicants need to experience
another test about presentation skills. Applicants have to prepared a presentation
with slides and send to recruitment team at least 3 days before interview. For other
tests, it contains multiple choice questions and written parts. The time to applicants
complement a test is about from 15 to 60 minutes based on the job requirements.
Applicants getting five marks will pass the test and are considered for next rounds.
(5) Taking approval of the manager
After summarizing the results of tests and minutes of evaluation, the board of
recruitment will discuss and come to decisions of recruitment acceptance or refusal.
In case of the refusal, recruitment team will send email and make a call to inform.
To maintain the relationship between the company and applicants as well as keep

22
the good image of the company, recruiters have to refuse politely and friendly. In
the other case, HR department takes charge of making recruitment statement and
getting authorization from the board of director.
(6) Complying formalities
After receiving approval, HR department and concerned departments comply
with all necessary formalities for selected applicants. HR department is responsible
for contacting with selected applicants to inform information, asking about the date
when they can start working and giving an offer letter. An offer letter will mention
particularly terms and conditions the company, functions and missions, wages,
salaries and benefits of selected applicants during probationary period and in
official recruitment.
Concerned divisions/departments have responsibility of preparing a training
plan for new recruits following the form that is given by HR department. This plan
comprises supervisor’s name, main tasks and job objectives of employee. All
contents have to written in details. Besides, to make new employee have the best
conditions of working, concerned departments set up necessary equipments and
tools such as personal computer, phone and stationery for them.
(7) Probationary period
A probationary period will apply for the first 2 months of employment. During
this time, the company will assess new recruit’s progress and performance in the
position. The purpose of probation period is to help new recruits adapt to
company’s surroundings more quickly and catch job requirements accurately. In the
trial period, concerned departments undertake coaching and training trainee to
improve their professional competences. For trainee working in head quarter, both
HR department and concerned departments follow – up and evaluate performance
of trainee.
(8) Performance review and assessment
5 days before finishing probationary period, HR department will request trainee
to do self – appraisal and send to HR department. Manager of department in which
trainee works also write down opinions, comments about performance of trainee.
This self - appraisal provides accounts of completed works, new ideas and solutions

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to improve the work’s effectiveness. It is used assess trainee about knowledge,
skills, working spirit and attitudes toward peers. Managers of department will put
forward pay ranges and job localization to help HR department define basic wage
rates of employee. Besides, it also includes views, comments of representative of
recruit team’s leader. Based on this performance review, HR department draft and
submit a statement for CEO’s approval. Those trainees is not satisfied with job
specifications, HR department will give the labor agreement liquidation to trainee to
finish labor relations. The trainee handovers works, facilities and equipments for the
manager.
(9) Official recruitment
Those trainees meet requirements of job will be official recruited. HR
department will inform by sending final decision to them. New recruits are required
to send all necessary documents to fulfill their record. Compulsory documents are
identity card, birth of certificate, household registration book, examination
certificate, bachelors, transcript, an old social insurance. HR department conducts
the procedures for social insurance, medical insurance as well as labor contract.
Labor contract is produced following Vietnam labor law.
2.3 Assessment
Through my observation, practices of recruitment and selection process lead me
to analyze strengths, weaknesses, opportunities and threats of Baoviet Life.
2.3.1 Strengths
The strengths of a company are the most important factors that influences on
attracting and maintaining labor force. The following are a few of the most
prevalent strengths that Baoviet Life has.
Well position on the market and strong fund
Baoviet Life is one of pioneers in the life insurance industry in Vietnam. It has
gathered huge experiences in its field. It is a subsidiary of Baoviet Corporation, as
well positioned to take advantage of Vietnamese economy. Moreover, Baoviet
Corporation has well and strong finance with a large capital size. Moreover, the

24
company’s business in recent years always has grown. In 2016, it is the second most
represented by revenue. This creates strong brand images for it to overall customers.
Excellent work environment
In 2016, Baoviet Life is chosen on top 100 the best working environment in
Vietnam. Workspace, equipment and technology are fine and modern. Benefits,
wages, salaries and other bonuses always are engines for employee to enhance their
efficiency. Baoviet Life has clear and fair reward policies to all employees and
consultants. Besides, organization culture of Baoviet Life is cooperated, closed –
knit together in both work and life. There is less internal conflict at play, which
creates good friendship between workmates. Terms, conditions, procedure and
working process are transparent, clear and fair. It is a significant point as the results
that employee feel comfortable and confident in the company.
Recruitment
Recruitment process is conducted clearly and carefully. Departments and
member companies have coordinated closely in recruitment as well as other
operations. Most recruitment usually is through internal recruitment, which saves
time and expenses in finding and setting up recruitment. Tests contain many
different field of knowledge and are categorized into different kinds based on each
position. Those applicants that Baoviet Life recruits are young, talented and
enthusiasm. Personnel of recruitment team also have more than three years of
experience in recruitment field. They have enough skills and competences to put the
right people into the right position. Another strong point in recruitment is online
interview. It is helpful in saving moving expenses from head office to member
companies to make interviews. It is also help interviewees feel convenient and
comfortable because they are not go too far.
Training and development
The company gives regular training programs, competences course to the
officers of both middle and lower levels. If there is any change during courses, the
company arranges special training courses based on individual needs. Training
becomes beneficial for not only the employee but also the company. Because the
better the employee is, the better reputation of the company is.

25
Not only providing the large quantity of training courses, the quality of course
also is concerned very much. Those courses are designed based on programs of the
developed life insurance nations in the world such as America, England and updated
constantly to fit to insurance products and policies.
2.3.2 Weaknesses
Baoviet Life still is a state enterprise, so it remains unsound problems about
organizational structure and operational process. For example, recruitment process
is clear but quite verbose and complex. Many sections do not reach their efficiency
as expected.
Lack of applying Facebook
The company has focused on posting recruitment news on an official website
and other job sites. It does not take full advantage of social networks as Facebook to
finding and attracting more candidates. Because, in recent years, Facebook is
developed widely, it is considered the fastest way for enterprises connect to
employees, especially students. Baoviet Life’s Facebook page is under the
administration of the Marketing department, so it is updated news of products and
operations of the company.
Not having diversity in sources of recruitment
Human resources of the company mostly are from employee referrals. In some
cases, those candidates do not meet the company’s requirements as introductions of
employee. Therefore, it could miss other potential candidates. It only works with a
job centre, which decreases HR choices of the company. Other job centers can bring
more high - qualified candidates to the company. Joining job fairs has not attached
special important to appearance. It only gives flyers to students, consults
recruitment without set up attractive gifts or scholarships, so, it does not get targeted
candidates.
Not having incorrect assessments through online interviews
Online interviews depend much on the quality and speed of internet in member
companies. When internet is ruined or has troubles, online interviews might be
delayed, which influences on the other recruitment plans. Moreover, recruiters

26
interview candidates through network by laptop. They did not observe clearly and
carefully expressions, postures and gestures of candidates. Appearance and voice of
candidates through micro also is different from reality. Therefore, assessments
candidates have been relative. Sometimes, it can lead to incorrect decisions
affecting HR of the company.
Missing physical examination
For selected applicants, Baoviet Life requires them give certificate of health.
This certificate can be cooked, which does not reflect the current health status of
employee. Those who are unmet health standards are the risks for the company.
They can not devote all their energy and talent for the company. Moreover, the
company can hold responsibility for paying unwanted expenses when those
employees have trouble in health.
Limited HR department’s workforce
There is only two staff in recruitment team. They have done all recruitment and
selection process. Now, they have to be responsible a huge workload of all member
companies. It is difficult for them to complete their tasks with the best results when
work pressure is really high.
Lack of evaluations after recruitment process
Evaluation is an important part in recruitment and selection process. Baoviet
Life always forgot this step in recruitment and selection process. Without
evaluation, the company has difficulties identifying weaknesses and limits as well
as the efficiency of recruitment policies to improve and strengthen recruitment
process. It does not know the total expenses of recruitment and selection process
because computing process was not made regularly.
2.3.3 Opportunities
In recent years, Vietnamese economy is developing strongly, which leads to the
fact that living standard of Vietnamese is enhanced. The demands for health caring
and money saving become much and popular. In fact, only 9% Vietnamese have life
insurance coverage. This is a golden chance for BVL to capture more clients and
progress in some next years.

27
Finance of Ministry and economics universities pay more attentions to training
and development of insurance faculty. Students of universities are the excellent
sources BVL can use to recruit high – quality employees.
2.3.4 Threats
Expansion of the life insurance market is a cause of strict competitions between
enterprises. The number of foreign companies is being increasingly. They affects
not only on dominating the market but also on recruitment of Baoviet Life. Because
Vietnamese employees have trends of working in foreign companies rather a state
enterprise. They believed that foreign enterprises have a good reputation and pay
them a higher wages, salaries and benefits. Baoviet Life is a strong company;
however, its reputation is not outstanding. A wider slice of Vietnamese still does not
know about Baoviet Corporation as well as Baoviet Life, especially, senior students.
Reaching human resources on the market faced to troubles when recruiters need
time to introduce the company
Besides, Vietnamese perceptions of life insurance are bad. They feel unclear
what the life insurance is, how effects it has. They believed that life insurance sector
is multi - level marketing. Therefore, many people is annoying, discomfort and
angry when are consulted. Employees also misunderstood the recruitment of
Baoviet Life. They supposed that this recruitment is to hire insurance consultants
rather than official employees. Therefore, the number of applicants may be
decreased.

28
CHAPTER 3: RECOMMENDATIONS

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