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HO CHI MINH CITY UNIVERSITY OF EDUCATION

ENGLISH DEPARTMENT
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INTERNSHIP REPORT
Bachelor of Business English

COMPANY NAME:

Duc Thinh Concrete Joint Stock Company

Intern’s Name: Đặng Nhật Tân

Class: 45.01.ANH.NNE

Student ID: 4501751228

Internship dates: from January 3 to April 10, 2022

Supervisor: Ms. Đoàn Thanh Phương

Report date: April 15th, 2022

Working with other people, helping other people, and being with other people energizes me
a lot. That is why I decided to begin my very first internship in the Human Resource
Management field. This company specialized in the production and sale of industrial precast
concrete products. The HR Department includes two different teams: the recruiting team
and the training team, managed by the HR Director. As a Human Resources Intern, I was in
charge of recruiting employees, preparing procedures, and onboarding new employees.
Throughout the three months of the internship, I was given a variety of fresh, fascinating,
and challenging duties.

After a week of training and observation, the intern will grasp how the entire company and
recruitment team run and how to use the Customer Relationship Management (CRM)
System. Lou Adler (2021) has addressed recruiting and recruitment challenges not only by
making you more efficient, but also by restructuring your entire process to align with how
top talent truly searches for new employment, compares offers, and chooses opportunities
in the book "Hire with Your Head," which provided me with a different perspective on
recruitment and was beneficial during the trip. I proved I had a serious attitude towards my
internship by finding the most qualified employee for the company.

For the next two weeks, I was taught how to publish positions on a recruiting website, how
to review and create job descriptions, how to evaluate and screen Curriculum Vitae (CV),
and how to perform critical interviews. I had several great opportunities to engage with
other departments, particularly the Sales Department, to clarify the job description. David
Perry and Mark Haluska (2015) have mentioned key insider strategies and tactics in the
recruiting process, and the company aims to attract, hire, and retain qualified people. I
recognized that the techniques, tactics, and objectives were all very similar to what I had
learned and experienced via training and observation. To attract talented employees, each
organization must closely stick to the recruiting procedure so that the company has a strong
human resource to increase overall performance.

When the recruitment team receives the target plan from the HR Director, they analyze it
and build a thorough roadmap to reach the objective. The first stage was to create content
based on the information requirements of the position in the target plan. I have used the
knowledge and skills I acquired in the following courses to make the content more
trustworthy and professional: Business English Grammar, "Commercial Translation Theory,"
and Commercial Writing. During this task, I discovered that practically every company or
organization uses irrelevant terms in the job description, such as "other ad hoc tasks
assigned by your supervisors" or "other duties that will be discussed in the interview." This
is something the recruiter should avoid since having ambiguous information in the job
description will lead to a loss of confidence in the business. As a result, I believed that a job
description should be precise and straightforward, with no unclear information, as I
mentioned above.
When the first step was completed, the next stage was to design communication products,
also known as digital marketing, to produce an attractive job posting so that we could get
many CVs. We intended to use paid media as the primary channel for recruiting employees,
such as job search advertising and job search websites like Career Builder,
Tuyencongnhan.vn, Jobstreet.com, and others. Furthermore, social media platforms such as
Facebook are appealing to recruiters and employees. According to research, Ho Chi Minh
City is among the top six cities with the most users, with over 14 million active users.
According to internal business data, there is more than 65 percent of the candidates for
whom we conducted a survey

When the quantity of CVs reached the objective, our team was forced to shortlist and pick
more than three CVs for each position. Two criteria were used to choose suitable
candidates: experience and skills. Then we would set up the interview schedule and send
out information emails to applicants so they could arrange an interview. Other bonus points
include qualifications and attitudes for future employment, such as a cover letter with CV, a
formal email with an email signature, arriving 5 –10 minutes early for the interview, and
sending a thank you email after the interview. As a Human Resources Intern, I was
responsible for introducing key details about the interview, such as how long it would last,
what we would talk about, and some background information about the organization.

In conclusion, the three months of the internship were truly unforgettable for me. After the
internship, I will be able to leave the safe zone and pursue a career in Human Resources. To
be honest, what I valued at university did not always match the work. Adaptation, computer
science, and problem-solving are by far the most important skills that will help me succeed
in the internship. Being a Human Resources Intern at the Human Resource Department was
a once-in-a-lifetime opportunity for me. I would like to express my heartfelt gratitude to Ms.
Doan Thanh Phuong for her kind support, and guidelines, as well as to the English
Department of the Ho Chi Minh City University of Education for providing me with such a
precious opportunity to gain valuable experience and skills in preparing to confront a
realistic work environment. Last but not least, I would like to express my appreciation to
Duc Thinh Concrete JSC for giving me a chance to work in the Human Resources
department, as well as to Mr. Luong Huu Duc for his comprehensive mentoring and
influence throughout my wonderful internship.

References:

Adler, L. (2021). Hire with your head: Using performance-based hiring to build outstanding
diverse teams (4th ed.). John Wiley & Sons.

Perry, D. E., & Haluska, M. J. (2016). Hiring greatness: How to recruit your dream team
and crush the competition. John Wiley & Sons.