THUONG MAI UNIVERSITY

MANAGEMENT & MARKETING ADMINISTRATION

Subject: Human Resource Management

Teacher: Vu Van Thinh

Ha Noi, March 31 st, 2023

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 GROUP MEMBER
1. Đào Ngọc Anh
2. Vũ Thị Hương
3. Bùi Quỳnh Anh
4. Bùi Thị Lan Anh ( Leader)
5. Đỗ Thị Lan Anh
6. Đào Châu Anh
7. Đinh Quỳnh Anh (Secretary)
8. Đinh Thị Vân Anh
9. Đoàn Ngọc Anh

TABLE OF CONTENTS

I. SALES MANAGER RECRUITMENT PROCESS:

1. Step 1: Identify recruitment needs

2. Step 2: Post recruitment notice
3. Step 3: Interview
4. Step 4: Recruitment
5. Step 5: Job offers and onboarding
6. Step 6: Evaluating the recruitment process.

II. ATTRACT THE CANDIDATES FOR THIS POSITION

1. Create a professional recruitment channel to attract candidates

2. Implement a professional recruitment process

3. Offer remuneration policies
4. Attract candidates with company culture
5. Coordinate with universities to find young, talented candidate

III. POSTER

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 I. SALES MANAGER RECRUITMENT PROCESS:
1. Step 1: Identify recruitment needs.
- Need to make a recruitment plan when there is a need and give it to the
director for approval for implementation.
- Demand: recruiting Sales Manager, this is a missing position that needs to be
supplemented by the business.
- Quantity: 2
- Recruitment period: 2 months from the date of posting the notice.
2. Step 2: Post recruitment notice
- Enterprises will compose a recruitment notice stating the position to be filled,
specific job description, job requirements and necessary information for
candidates to contact.
+ Position needed: Sales Manager
+ Job Description
+ Job requirements: Expertise - knowledge, skills, personal qualities, degrees –
certificates and experience.
- Nowadays, posting announcements is quite easy and fast with the strong
development of IT and social networks. Except for the official website of the
organization, we can post job vacancies on some reputable websites such as
TopCV, timviecnhanh.com or vietnamwork.com.Alongside Facebook, LinkedIn
or TikTok, this is a website with many users, easy to access.
3. Step3: Receive and filter records.
- Departments with recruitment needs will gather and select candidates with
information close to the requirements of the vacancy to invite to interview.
- It should be done in a fair and transparent way to avoid missing potential, capable
and experienced candidates for the job.
4. Step 4: Interview
- Recruitment department needs will gather and select candidates with
information close to the requirements of the vacancy to invite to interview.
- The interview generally happens directly but could be conducted by video
conference if the candidate is not local to the office.
-You should use the information from these interviews to select a final
candidate. Verifying information is important to be sure there has been no
miscommunication about the candidate's experience or educational history.
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5. Step 5: Candidate assessment
-You should use the information from these interviews to select a final
candidate. Verifying information is important to be sure there has been no
miscommunication about the candidate's experience or educational history.
6. Step 6: Job offers and onboarding.
- You should provide an offer letter that includes the start date, compensation,
working hours and performance expectations.
-If the candidate accepts the offer, you should offer comprehensive onboarding
to welcome your new employee. Onboarding helps your new hire learn about
the company's culture, how to prepare for work and what to expect on their first
day.
7. Step 7: Evaluating the recruitment process.
The final stage of the recruitment process is to analyze the effectiveness of your
recruiting methods. By closely examining the process, you can determine your
satisfaction with the candidates that you recruited and find out the ways that the
recruiting process could be improved in the future.

NOTE: The recruitment needs to be done in a fair and transparent way to avoid
causing misunderstandings and disagreements between candidates and conflicts
within the company, leaving out potential and capable candidates have work
experience.

II. ATTRACT THE CANDIDATES FOR THIS POSITION

1. Create a professional recruitment channel to attract candidates

The recruitment channel is considered a "connection" between candidates and
employers.Therefore, to attract candidates in general and good candidates in
particular, we need to build a professional recruitment channel.
First of all, it is advisable to choose a reputable job search site to post job ads,
because most of the good and experienced employees look up for jobs on these
websites.
Furthermore, the content of the job posting needs to be professional, clear,
clearly stating the position, number, job requirements, salary, benefits as well as

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contact information for candidates to easily grasp. Additionally, it requires good
corporate logos too.
Moreover, updating information, images, and the company website on job
recruitment pages to enhance credibility, build a professional image as well as
help candidates easily find information and better prepare for the interview is
prudent.
Finally, it is necessary to invest in creating a professional website by regularly
updating recruitment news, company events, because most of the candidates
after looking up the job information and feeling " interested” ” visit the official
website of the business to learn more.

2. Implement a professional recruitment process

After constructing a "sympathy" with the candidates in the online recruitment
round, the recruiter demands to continue building the company's image by
applying an impressive and objective recruitment process. Contact by calling to
invite candidates to attend the interview and send an email to confirm that we
have received the interview professionally, start the interview on time. The HR
specialist will dress up and keep the same politeness and openess to similar
exchanges with the candidate…. Although the jobs are simple, it will help the
image of the recruiter and the enterprise become more "beautiful" in the eyes of
quality employees, the high rate that they receive an invitation to contribute their
energy to our company.

3. Offer remuneration policies

Besides that building good impressions by a professional recruitment process,
recruiters also need to offer good remuneration and welfare policies to attract
good candidates to "make a contribution". Competitive salaries should be
offered in line with industry trends in the market as well as candidates’
aspirations and capabilities.
In addition to salary, welfare policy is crucial to candidates. As a result, showing
the advantages and strengths of your company's policies to attract good
employees is a good way. For example: Although the salary is not the highest
but our company has responsibility support, high bonus, a policy of periodic
salary increases, health care, insurance .... Explaining clearly so that the
candidate can see the advantages among the many "incentives" that they decide
to "join" our company.

4. Attract candidates with company culture

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Open friendly company culture is also what good candidates are always looking
for. Therefore, after discussing salary, bonus and remuneration policy, the
recruiter should also introduce to the candidate the company's work culture. If
possible, taking the candidate to "visit" some departments, introducing some
persons is necessary so that they can see the professionalism, friendliness and
increase the desire to stick.

5. Coordinate with universities to find young, talented candidates

In addition to sourcing the talented and experienced candidates from reputable
recruitment sites, businesses should also expand their search for young and
talented candidates at universities and colleges. Enterprises can organize to
provide agencies scholarships for excellent students, hold contests for trainees
and search for talented candidates administrators, at schools to promote young
talents and bring them to our company.

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III. POSTER

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