III.

RECRUITMENT CRITERIA

Enterprises often spend a lot of time, effort and money on recruitment, but the effect is still
difficult to predict. Many candidates who are highly appreciated in the interview round have
revealed many weaknesses after only a short time working. Many candidates have to quit their
jobs after a few weeks of work. There are many causes, but one of the things that is considered
decisive is the Recruitment Criteria.

Recruitment criteria are requirements that employers want candidates to meet. Usually, the
recruitment criterion is the core competency standard for the job, including: knowledge, skills
and attitudes.

Knowledge:
Candidates must have a background knowledge of the company's main operations, Sapo
management software and they must be able to use computer systems, software systems
proficiently, understand the features that the software can bring to the user. Firstly, computers
are indispensable nowadays. More specifically, Sapo is always expected to bring customers
powerful virtual assistants to develop business.

Skills:

 Communication skill: Employees are able to effectively communicate their understanding

of Sapo’s services directly or over the phone, attract customers' attention and persuade
them to use company service.
 Customer care skill: employees have the ability to understand and respond to the benefits
customers need. Employee service is the most important way to get more customers and
partners. They also have to be the ones who think quickly and skillfully with customers to
find out how to solve any problems.
 Teamwork skill: Many employees responsible for different jobs at the company
sometimes have to work together to get the job done earlier and more efficiently.

Attitudes:
Workplace attitude can affect the presence of innovation and creativity, which can lead to
increased company’s productivity. As a Sapo’s employees, they are expected to be an
enthusiastic, responsible, proactive person, always trying to learn and learn from experience. The
employee with good attitude will be more likely to make helpful suggestions or ideas that help
the business grow.

IV. RECRUITMENT PROCESS

 1. Recruitment Planning

2. Recruitment Announcement

3. Receive and Select CV

4. Interview

5. Probationary Period

6. Decide to choose candidates

Detailed steps in Recruitment Process:

1. Recruitment Planning:

The more specific and scientific the preparation, the more effective the next steps will be
implemented.
Employers need to prepare from the smallest things like: Specific time; Requirements for
candidates; Recruitment information content; Job position; Job requirements; Working
conditions; Candidate’s rights and obligations; Construction on the company's salary and
welfare.

2. Recruitment announcement:

After completing the preparation for the recruitment process, the recruiter informs the
candidates. There are many ways you can be informed to attract candidates such as:

 Official website of the company: Sapo.vn

 Website of sites specializing in recruitment: vietnamworks.com; careerbuilder.vn;
jobstreet.vn; topcv.vn
 Social networking sites.

3. Receive and Select CV:

After announcing the recruitment, many candidates’ CV will be sent back to the HR department.
The staff received and sifted the CVs to choose the suitable CV.
 4. Interview:

The recruiter will evaluate the candidate's qualifications for the job or not. They will ask
questions to exploit the candidate's abilities and skills.
In addition, candidates will be provided with information about working regimes, salaries, job
requirements ... for candidates to decide whether to work with the company or not.

5. Probationary Period :

After the interview, the employer will notify the successful candidate. Then call them to
announce the results and probationary. This stage helps candidates demonstrate competencies for
employers. Employers will track the probation process and make a final decision. Currently,
Sapo company gives employees a 2-month probation.

6. Decide to choose candidates

After the recruitment process, the employer will make the final decision as to whether or not to
select that candidate. When they are officially recruited, they will become official employees of
the company. The last job is that the two sides will sign the contract.