I.

The current human resource recruitment process in FPT TELECOM

1. Determining human resource recruitment needs
- First, the head of FPT Corporation's department proposes the need for recruiting personnel
for their departments with the HR department.
- After that, the staff in charge of recruitment synthesizes the quantity, quality, and the
vacancy to be recruited and submits it to the HR director.
- The Director of HR directs and controls the personnel in charge of recruitment to make a
detailed recruitment plan and then submit it to the General Director for approval. If the
General Director approved it, the HRs shall announce the plan and personnel criteria to every
department.
- After the approval of the implementation plans, the HRs, the directors of each department
and the HR Director begin the recruitment process.
2. Announcing the recruitment plan
Through the elaborate plan for each specific period, the department manager sends the
recruitment request (including the job description) to the HR department for consideration.
The recruitment department gathers all the requests and sends the summary of the recruitment
requirements to the Head of the HR department for revison and approval. Afterwards, the HR
head of the department that in recruitment needs discusses with the higher-ranking Head of
the HR department about the human resource planning of his department and the acceptance
of the recruitment request. After the recruitment request is accepted, the HR department of
FPT will decide the appropriate recruitment announcement channel. Normally, FPT has four
following channels:
- Internal recruitment channel: Information boards, announcements via employee email
system, the firm website, employee exchange forums like

 FPT has an online internal newspaper: “Chúng ta”

 FIS (FPT Information System)

When selecting this channel, the target audience is directed to all FPT officers and employees
wishing to be transferred to the job position. The vacancies are diverse, and therefore attract
the interest of employees from various levels.
- University enrollment channel: with this, FPT can utterly introduce positions through
schools, clubs, and youth unions. In particular, FPT has FPT University, so the corporation
gives priority to its students. Students who attain a remarkable academic achievements and
incredible youth activities are recruited directly. FPT will contact and propose working
opportunities to them specifically.
- Press channel, Internet: Mass announcement of the firm’s upcoming recruitment plan. This
channel is rarely used because of its efficiency and specificity of the target group's
recruitment department.
- FPT candidate data: Candidate data from the previous rounds is also used for vacancy
identification. Part of the data comes from qualified candidates but due to negative previous
results that they got eliminated. The use of internal candidate data shows that the
company gives a staggering attention and care for personnel.
3. Recruiting
a) FPT recruitment process for Fresher
Step 1: Screening applications
The company will propose a sample CV, which candidates can present based on that sample
or create their own profile on the basis of the necessary information requested by the HR
department (according to the given sample). CVs can be sent to the company by job seekers,
profiles from recruitment-related programs (eg: job fairs, career seminars,...).
Applications are transferred to the relevant HR departments. After that, the recruitment staffs
gather adequate obligatory documents, ensure the selection rate through the rounds, send a
notification to the firm to conduct the recruitment test, and contact the candidate to notify the test
schedule. The rejected applications are those that do not submit all the necessary information or
do not show that they are passionate about the recruiting positions at FPT.
At this step, only 5-10% of the applicants are disqualified due to ineligible documentation.
The resume selection round aims to consider the suitability of the candidate's profiles relative to
the requirements of the position to be recruited.. Normally, applications will be processed within
15 days, all selected candidates will be informed of the test schedule.
Step 2: Competency assessment test
Every department has specific requirements for their positions so the candidates will undergo
different tests. In particular, the company primarily operates in Information Technology (IT)
field, so candidates will often go through 4 tests consisting:
- IQ Test
- Graduate Management Admission Test (GMAT)
- English Test
- Technical Test (corresponding to the applied position)
The score will be determined by each department. The results of the exam will assess whether
the candidate needs further education, has basic knowledge for the job.
Step 3: Interviewing
This is the first official meeting between the candidate and the company. Through this
interview, the Company has closer insight to evaluate whether the candidate is genuinely suitable
for the hired position. The first interview will feature the head department who wants to recruit
and a HR officer. There are a variety of recruitment forms, usually a pre-prepared interview with
the provided questionnaire from the manager. Some of the issues that firm often take into
consideration are: communication skills, work skills (independently or in a team), organizing,
planning and controlling skills, problem-solving skills, Revising some information in the resume:
academic level, experience, skills. During this interview, candidates can also question the
company related issues. Depending on the candidate and the position, there may be more than
one interview.
The end result is the final decision of the department manager and HR staff, in which the
manager of the department acts as the majority. Nominated candidates will receive notification
within 10 days after the interview.
Step 4: Completing the remaining paperwork
After the candidates pass the recruiting rounds, they will submit the remaining application
requirements. Documents including: Medical certification, CV and relevant diploma. This is
simply a secondary stage in the candidate evaluation process:
- The medical certification is used to ensure that the candidate does not have any deformities or
obstacles in the process of performing the work. For normal work, a medical certificate can be
provided from any hospital; For some specific positions, candidates must go to the hospital for a
health check-up at the company's assigned hospital, or the company will invite a doctor to
conduct personal health procedure at the workforce.
- Other documents for the management process include: resume, notarized copies, diplomas,...
These records will be transferred to the HR and Organization Department for monitoring and
evaluating employees.
Step 5: Probationary contract
After the candidate completes the remaining papers, the candidate is suggested to sign a 2-
month trial work contract with the company (or 6-month apprenticeship if they do not have a
university or college degree,...). Basically, this is also the stage of employee training– during this
phase, candidates participate in different projects with the support of the supervisors in charge,
helping them to gradually integrate with the workforce and environment, get to know the tasks
and assess appropriate level of their work.
Step 6: Negotiating and signing the official contract
 Candidates after passing the probationary period, if they meet the recruitment requirements
and wish to contribute to the company, they will be scheduled another appointment to negotiate
on the labor contract and related issues: type of contract, job, salary, working time and signing
labor contract. All subsequent work is carried out in accordance with the labor contract and
instructions of the HR staff in charge.
Applications of candidates who are not passed from previous rounds will be transferred to the
Candidate Database, which is stored for a minimum period of 2 years. During this time, other
units under FPT have recruitment demands, can access this storage to get information.
b) FPT recruitment process for Junior and Senior
The FPT recruitment process for Junior and Senior positions also includes all the above steps.
However, unlike Fresher, Senior and Junior will not have to take the assessment test but will
come for an interview after passing the CV submission round. At the interview round, most
employers will check the applicants’ expertise and skills to understand their capacity, experience
and suitability for the position they apply for.
4. Recruitment evaluation
After the HR recruitment process, the recruitment department collects and measures data to
quantify the recruitment statistics and results according to the company's set personnel
recruitment goals, thereby taking appropriate actions to adjust or draw experience for the next
recruitment.
II. Advantages and disadvantages of FPT TELECOM recruitment process
1. Advantages
- FPT Telecom builds a flexible recruitment system: The recruitment structure at the company is
quite flexible with the division of the structure by hierarchy. System of recruitment departments
from central level, heads level of divisions, membership level (agency level). Middle manager of
the division will recruit employees at levels 1 and 2. For higher-level positions (levels 3 and 4),
the top manager of central level will take over, and for Senior officer, the Administrator of the
HR department will be in charge. This decentralization comes from the ability to specialize in the
operation of each unit or department. The Senior levels have a more complex structure with a
distinct division of work, including teams and departments in charge of Chief Officers in the
company. At the member units, particularly the agency level, the personnel structure is simple,
there are divisions with only 2-3 personnel, each individual is responsible for many tasks such
as: recruitment, training, remuneration, etc. Due to the specialization in operations, the
comprehensible division of the management group helps to avoid co-operation of candidates.
Recruiters at different levels have experience and recruitment procedures for each target group,
ensuring appropriate and highly effective assessment.
- Quality candidate evaluation system: The candidate quality assessment system in recruitment is
built mainly on the basis of a comprehensive evaluation mechanism, applied to all units at the
company. Candidates will be monitored and evaluated by HRs from the selection stage to the
trial stage. Tracking and observing candidates will help the recruitment department have a
complete and profound insight of the candidate, therefore find those who are qualified for the
job.
- Recruitment process is extremely diverse: FPT Telecom regularly applies different forms of
recruitment. Advertising sources and attracting distinguished candidates are highly appreciated.
The procedures of entrance tests through resume screening, multiple-choice tests, interviews and
case studies are dominant. Recently, some new recruitment methods have been applied such as:
problem analysis, group discussion, etc. The conduct of a flexible recruitment method system
helps FPT Telecom create an effective recruitment tool. Managers can actively assign and
evaluate candidates.
- A remarkable number of programs with FPT Telecom participation: Every year the company
participates in about 15 fairs and 30 workshops, seminars, etc. Regular participation in
recruitment programs demonstrates FPT Telecom's interest in the labor market. The number of
programs that the company participates in, also significantly reflects and advertise the image of
the firm in the recruitment program. Thereby enhancing the brand image of FPT Telecom.
2. Disadvantages
- Incomplete recruitment management structure: Maintaining the current structure requires the
central staff to be strong enough, capable of thoroughly monitoring the division’s activities for
regular evaluation, thereby supporting many units with their work. At FPT Telecom, however,
the relationship between the General HR team and the subordinate personnel teams is almost
negligible. The General Office mainly based on written reports, exchanging through meetings,
telephones, etc. from each unit to seize information, obviously they lack direct observations.
- The methods of recruitment are not yet high performance. Although applying various
procedures of recruitment and selection, the company has shown poor professionalism in this
work. Adopting many recruitment methods, yet investment for each method is very limited. That
is the reason why FPT has many recruitment advertisements on the market, but the results have
shown no sign of effectiveness. The excessive investment in providing as many procedures as
possible makes the recruitment tool used by FPT Telecom not really strong. Since then, FPT
Telecom has gradually lost its prestige and attractiveness due to the emergence of other
companies with appealing remuneration and talent attraction regimes.
- Organized programs lack specialization: Recruitment programs that FPT Telecom has
participated in are only at the level of small and medium programs. Obviously, the company
appreciates many events, but the lack of specialization leads to a vague vision of FPT Telecom in
people minds. The absence in big programs negatively affects the company's image in the
foreign labor market, especially overseas students or foreigners who want to work in Vietnam.
This is a resource that, if the firm knows how to exploit, will bring much success, especially in
implementing broad objectives in domestic and foreign markets.
- The company's remuneration regime is very limited, so many employees who work from 1 to 3
years eventually do not renew their contract and quit.