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The preparation of this report “Improvement of recruitment and selection process in HKT Consultant Jsc.” would not have been possible without the enthusiastic support and contribution of all people involved in my internship process. Firstly, I would like to express my gratitude to Ms. Trần Thị Thu Giang, Dean of Faculty of Foreign Languages for giving me the opportunity to conduct this study to do the necessary research work and to use the departmental data. I am also deeply indebted to my supervisor Ms Nguyễn Phương Hoài whose help, stimulating suggestions and encouragement helped me in all the time of research for and writing of this report. I have furthermore to thank HKT Consultant Jsc. particularly Human Resources Department for allowing me to do internship in the company. I especially owe my thanks to my colleagues from the Department of Human Resources particularly the director of HKT Consultant Jsc., Mr Kiem Pham for all their valuable help and support. Once again, great deal appreciated goes to all people that have encourage, support and help me in completing my internship successfully.
Nguyễn Thị Trải – CQ503805 – Business English 50B ACKNOWLEDGEMENT The preparation of this report “Improvement of recruitment and selection process in HKT Consultant Jsc.” would not have been possible without the enthusiastic support and contribution of all people involved in my internship process Firstly, I would like to express my gratitude to Ms Trần Thị Thu Giang, Dean of Faculty of Foreign Languages for giving me the opportunity to conduct this study to the necessary research work and to use the departmental data I am also deeply indebted to my supervisor Ms Nguyễn Phương Hoài whose help, stimulating suggestions and encouragement helped me in all the time of research for and writing of this report I have furthermore to thank HKT Consultant Jsc particularly Human Resources Department for allowing me to internship in the company I especially owe my thanks to my colleagues from the Department of Human Resources particularly the director of HKT Consultant Jsc., Mr Kiem Pham for all their valuable help and support Once again, great deal appreciated goes to all people that have encourage, support and help me in completing my internship successfully i Nguyễn Thị Trải – CQ503805 – Business English 50B TABLE OF CONTENTS ACKNOWLEDGEMENT i TABLE OF CONTENTS ii TABLE OF ABBREVIATIONS .ii TABLE OF FIGURES .ii EXECUTIVE SUMMARY iii Therefore, improvements in the process of recruitment and selection is required to help HKT Consultant Jsc overcome its drawbacks and attain greater competitive strength among other consulting companies in Hanoi area Recruitment preparation needs to have a clear method of communicating requests for vacant or new positions - such as a requisition form or memo Employment agencies and campus employment are beneficial sources to use for employing high skilled workers Metropolitan daily newspapers are a good way of attracting suitable professional candidates for vacant positions Advertising internally to fill positions and having a structured interview helps ensure that the right applicant is matched with the right job Advertising internally also helps increase commitment amongst employees Finally, by developing an orientation program and implementing it with new employees, the organisation can decrease staff turnover and increase commitment iii INTRODUCTION .1 CHAPTER I .4 INTRODUCTION OF HKT CONSULTANT JSC AND HUMAN RESOURCE DEPARTMENT Company overview Human resources department and recruitment – selection process in HKT Consultant Jsc 2.1 Roles and functions of human resources department in HKT Jsc ii Nguyễn Thị Trải – CQ503805 – Business English 50B 2.2 Recruitment and selection process in HKT Jsc CHAPTER II 10 THEORETICAL FRAMEWORK .10 Human resource management .10 1.1 Definition 10 1.2 Functions of human resources management .11 Recruitment and selection .11 2.1 Recruitment process 11 2.2 Factors influencing recruitment 18 2.3 Selection process 18 2.4 Factors influencing selection .21 CHAPTER III 23 ANALYSIS AND FINDINGS 23 Recruitment process 23 1.1 Recruitment preparation .23 1.2 Sources of recruitment .24 1.2 General discussion of recruitment process in HKT Consultant Jsc 26 Selection process .29 2.1 Procedures of selection in HKT Consultant Jsc 29 2.2 General discussion of selection process in HKT Consultant Jsc.31 CHAPTER IV 33 RECOMMENDATIONS .33 Recommendations for recruitment process .33 1.1 Recruitment preparation .33 1.2 Sources of recruitment .34 Recommendations for selection process .35 2.1 Scanning and checking 35 2.2 Testing and interviewing 35 CONCLUSION 37 iii Nguyễn Thị Trải – CQ503805 – Business English 50B APPENDIX v REFERENCES iv iv Nguyễn Thị Trải – CQ503805 – Business English 50B TABLE OF ABBREVIATIONS HR : Human resources HRM : Human resources management IT : Information technology Jsc : Joint stock company TABLE OF FIGURES Chart 1: Number of job quit in HKT Jsc during 2009-2011 Chart 2: Revenue by year of HKT Jsc during 2009-2011 Figure 1: Organizational structure of HKT Consultant Jsc Figure 2: The Selection Process by Khan (2008, pp.104) 19 Table 1: Advantages and disadvantages of internal and external sources of recruitment 17 Table 2: Effectiveness of sources of recruitment in HKT Consultant 29 ii Nguyễn Thị Trải – CQ503805 – Business English 50B EXECUTIVE SUMMARY This report is intended to provide a brief but comprehensive analysis on the current recruitment and selection process of Human Resources Department of HKT Consultant Jsc in terms of problems existing in HKT’s recruitment and selection system The organisation selected is a management consultanting company It is based in Hanoi and has been established for several years The company employs more than seventy employees Observation, data analysis, interview questions and a questionnaire are used to research and gather information about the organisation’s recruitment and selection Data collected shows that although the revenue of HKT shows a light increase, this increase does not go along with huge resources used over the time This situation is the result of mistakes in the process of recruitment and selection in the organization Some problems in the process leads to job quit unfitted employees and job dissatisfaction in the organization Therefore, improvements in the process of recruitment and selection is required to help HKT Consultant Jsc overcome its drawbacks and attain greater competitive strength among other consulting companies in Hanoi area Recruitment preparation needs to have a clear method of communicating requests for vacant or new positions - such as a requisition form or memo Employment agencies and campus employment are beneficial sources to use for employing high skilled workers Metropolitan daily newspapers are a good way of attracting suitable professional candidates for vacant positions Advertising internally to fill positions and having a structured interview helps ensure that the right applicant is matched with the right job Advertising internally also helps increase commitment amongst employees Finally, by developing an orientation program and implementing it with new employees, the organisation can decrease staff turnover and increase commitment iii Nguyễn Thị Trải – CQ503805 – Business English 50B INTRODUCTION Introduction of research topic There is no doubt that the business world is rapidly changing As part of an organization then, Human Resources Management (HRM) should be well equipped to deal with the effects of the changing world of business HRM must understand the implications of globalization, technology changes, workforce diversity Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position in shortest possible time Starting with recognizing the vacancies and planning for them is a great task Moreover attracting the suitable candidates and selecting the best person in time is a challenge An effective approach to recruitment and selection can help an organization to maximize the competitive advantages by choosing the best pool of candidates quickly and cost efficiently But successful recruitment and selection can be costly and time-consuming Still, recruitment and selection is crucial for a business, because unsuccessful recruitment and selection can be responsible for the failure of the business HKT Consultant Jsc is a consulting company, so it is vital for the company to have good human resources However, during the past years, the revenue of the company has not goes along with resources used Moreover, there is an increase in the number of employees who quit their jobs Thus, HKT Consultant faces the neccesity of developing the best process of recruitment and selection to make human resources become the most valuable resource for the successful functioning of an organization Rationales The research attempts to explore the recruitment and selection process of HKT Consultant Jsc by providing a description of the current recruitment and selection process of HKT Then, a critical analysis of the existing recruitment and selection process is conducted to determine which recruitment and selection practices are most effective Finally, some future recommendations Nguyễn Thị Trải – CQ503805 – Business English 50B recommendations will be made based on the information gathered to enable HKT to attract highly qualified candidates and ensure person-job fit Research questions For the above purposes, this research will be undertaken to gain answers for the following questions: Which general practices does HKT Consultant often use to recruit and select employees? How recruitment and selection practices affect HKT’s outcomes? Which practices should HKT apply for better recruiment and selection? Scope of the research The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use The study will allow learning about the recruitment and selection issues, importance, modern techniques and models used to make it more efficient The study will help to learn the practical procedures followed by HKT Consultant Jsc Moreover the study will help HKT realize how the organization can improve its recruitment and selection process Methodology There are three main research methods used in the report including observational method, quantitative method and descriptive method Observation are used to observe, record and identify how the process of recruitment and selection is performed in HKT Consulant Jsc in order to point out some drawbacks emerging in the middle of its operation process Basing on quantitative method, statical analysis is conducted on revenue growth and number of job quit to draw a clear picture of recruitment and selection in HKT Moreover, carried out as a descriptive research, this report aims at identifying the underlying causes leading to mistakes in the whole process of HKT’s recruitment and selection from which useful recommendations can be produced Methods of data collection HKT Consultant does have a separate Human Resource (HR) department, which conducts all the recruitment and se-lection activities Interviewing the Nguyễn Thị Trải – CQ503805 – Business English 50B managers and executives of the HR department of HKT has provided the primary sources of information The interviews were conducted by using questionnaires that consist of views and opinions of those particular people Furthermore, company brochures, documents, and the company website were the secondary sources of data Nguyễn Thị Trải – CQ503805 – Business English 50B CHAPTER I INTRODUCTION OF HKT CONSULTANT JSC AND HUMAN RESOURCE DEPARTMENT Chapter provides an overview of HKT Consultant’s business and after that goes more deeply in the operation of Human Resource Department in HKT Consultant Jsc Especially, this chapter will review the performance of recruitment and selection process in order to find out its current situation Company overview HKT Consultant Joint Stock Company or HKT for abbreviation founded under the decision No 01105149688 of Minister for Ministry of Trade as a joint stock company on February 11th 2009 with starting capital of VND 6.9 billion HKT has its own office at D1, Floor 9, Topcare Building, 335 Cau Giay, Hanoi and is on the way to spread its business to other regions and provinces in Vietnam Until now, HKT has 79 employees with functional departments including Research and Development, Sales, Administration and Human Resources, IT, and Finance and Accounting Now, HKT mainly does business in two fields including implementation of IT and modern management models in business and resesearch Management models provided by HKT Jsc include strategic global management models; resource management models; human resource management models evenue, sale, purchasing, stock management models; financial management models; and business and marketing management models; etc while the service of research provide epistemology and research methodology, data collection and process by SPSS, Stata; management science (strategy, human resources, marketing, finance and accounting, theories of the firm, organizational learning, competence and knowledge transfer, acquisition & merger, joint-venture, etc.) and research projects, study, articles… With the prestige and trust built in three years of development, HKT Consultant has now become the strategic partnership of VN SOLU Jsc and the Nguyễn Thị Trải – CQ503805 – Business English 50B Job posting HKT also utilizes the benefits of internal recruitment by posting the job internally When a new job position is created, HR department of HKT informs the other departments through phone and sometimes by giving a formal letter or email Employee reference This is the biggest source for internal recruitment in HKT Jsc Employee references are collected through advertisement to all employees HKT uses employees reference because it got some advantages, the internal employees know how to the work so he can easily understand who can the work If an employee refers someone that means he knows about him better and that is helpful for the company because HKT believes employees can not the company harm 1.1.2 External sources of recruitment HKT mostly utilizes the external sources of recruitment such as internet, company website and advertisements in newspapers and websites When an organization desires to publish information about vacancy, advertisement is one of the most popular methods used The media of advertisement often depends on the type of the job HKT gives job advertisements in reputable daily and local newspapers In the case of internet advertisements, HKT uses many job websites to promote its recruitment Newspaper advertisement To draw the right candidates, HKT’s HR department publishes their advertisement for several positions in national daily news-papers, such as, the Labour, the New Hanoi, the People… and other local newpapers This method is proven to be a very successful method Website advertisement HKT, like many employers, has found its own website to be more effective and efficient for recruiting employees The job seekers are encouraged to e-mail their resume or complete online applications on the website of HKT that is, www.hktconsultant.com The Internet allows HKT to reach large numbers of candidates easily and efficiently Thousands of candidates can visit the company web site and submit an 25 Nguyễn Thị Trải – CQ503805 – Business English 50B application Similarly, web-based recruiting companies work with organizations to advertise jobs and screen candidates 1.2 General discussion of recruitment process in HKT Consultant Jsc In case of recruitment, HKT encouters problems with recruitment preparation There is still no formal form for vacancy requisitions, which leads to misunderstanding between HR department and other departments about recruitment needs Futhermore, job description, requirements and person specifications are not clear and sufficient in job advertisement This situation not only affects cost of recruitment but also leads to miscommunication between applicants and HKT Another problem is that no actions are done to prepare effective and suitable recruitment process All these mistakes causes low efficiency of recruitment preparation in HKT In terms of sources of recruitment, HKT gives more emphasis on internal recruitment External recruitment is expensive and time consuming Moreover, external recruitment can be demotivating for the existing employees and it can cause serious employee morale problems There is also the risk of hiring a candidate who does not fit with the job or the organization when compared to the apparent high potential displayed during the selection process Also HKT is getting the benefits of internal recruitment In case of internal recruitment qualified candidates can be reached at lower cost and minimal time This works as a motivator for performance and better assessment of candidate abilities is also possible HKT encourages the employee referral source for recruitment Some studies have found that new workers recruited through current employee referrals have longer tenure with organizations than those from other recruiting sources Beside a large pool of qualified applicants can be generated at a lower cost HKT does not use the job boards for recruitments Job boards are the websites which provide places for the employers to post jobs or search for candidates Now lots of large employers in Vietnam are using job boards, such as, vieclam.com, raovat.net, etc as these are very useful in terms of generating applicant response, and an organization can also check out the other employers’ requirements and offerings including compensation and benefits Compared to newspaper 26 Nguyễn Thị Trải – CQ503805 – Business English 50B advertisements this type of recruitment is much faster but it can be quite expensive more than other recruiting methods There are lots of other external recruitment sources rather than newspaper and internet advertisements, which HKT does not consider for attracting candidates Thus HKT is not fully utilizing the benefits of external recruitment Campus recruiting, job fairs, employment agencies are such external recruitment sources which can be very effective in terms of HKT Campus recruiting is a recruiting method in which an organization’s recruiters visit various universities to recruit fresh graduates Sometimes the universities can collaborate with the employers to employ the students as interns and part-time employees Though it can be time consuming and costly, the organizations can generate a large number of young and energetic candidates through campus recruiting Beside campus recruiting many of the recruiters now participate in job fairs Through job fairs the organizations can fill the vacancies quickly because many job seekers come to job fair to find suitable jobs Another formal method of recruiting is to use an employment agency that finds applicants, referring those who seem qualified to the organization for further assessment and final selection This type of recruitment is very effective when the organization does not want to put time and effort into recruitment activities The newspaper recruitment advertisement of HKT still lacks certain information, such as, the key job responsibilities, duties, or tasks, location of the job, starting pay and other benefits, etc According to Mathis and Jackson (2005), an effective advertisement should contain information regarding the job responsibilities, location of the job, starting pay range, etc In order to create an in-depth analysis in terms of recruitment sources, an interview was conducted with HKT’s employees, especially employees in HR department This interview is mainly aimed at evaluating the effectiveness of different sources of recruitment normally used in HKT The results are shown below: No Sources of recruitment Effectiveness 27 Nguyễn Thị Trải – CQ503805 – Business English 50B I Internal sources Promotion 2.1 Transfer 1.9 Employee references 2.59 Job posting 2.07 Newsletters 1.3 II External sources Press advertisement - Internet 2.57 - Local newspaper 2.04 - Trade publications and magazines 1.34 - TV and radio Job centers and consultants 1.18 Campus recruitment Walk-ins, Write-ins and Talk-ins Competitors 1.34 Note: 1= not effective; 2= moderately effective; = effective 28 Nguyễn Thị Trải – CQ503805 – Business English 50B Table 2: Effectiveness of sources of recruitment in HKT Consultant Based on all analysis above and these assessments of employees in HKT, it can be concluded that there are two main problems in Firstly, recruitment preparation in HKT is performed not really well in some aspect such as vacancy identification and review, job requisition and advertisement preparartion and recruitment strategy determination Secondly, HKT pays more attention on internal sources than external sources for recruitment; in addition, all sources of recruitment are also not fully utilized All these problems should be fixed to enhance the success of the recruitment process Selection process 2.1 Procedures of selection in HKT Consultant Jsc For both entry-level and senior positions, HKT Jsc applies most of steps However, for each positions, procedures are quite flexible with different kinds and structures of tests or interviews The typical selection process of HKT is outlined here Step1: Reception of CV and applications An organization is known by the people it employs In order to attract people with the required education, intelligence, skills and experience, HKT creates a good impression on the applicants’ right from the stage at reception People at the reception desk/counter are very helpful and friendly She treats every applicants with courteous manner The employment inform is presented honestly and clearly by the HR employees of the company The applicants can submit their applications by mail, by physically appearing at the dead office, or by filling the application form online Step 2: CV screening This step is conducted to help HKT eliminate the applications who not fulfill the requirements of the job After this screening the applicants are invited for tests However, in some cases some CVs of good candidates are still omitted Step 3: Employment tests 29 Nguyễn Thị Trải – CQ503805 – Business English 50B Generally the employment tests are conducted to predict potentiality of success in a particular job There are a wide range of tests which can be used as selection tools Both intelligence tests and aptitude tests are combined in the form of written tests for selection at HKT Jsc An intelligence test is used by HKT as a tool to measure the applicants’ capacity in terms of reasoning, manipulation, vocabulary, verbal comprehension, etc This test is used to eliminate candidates who are insufficiently intelligent for successful job performance On the other hand, aptitude tests are used to consider the candidates’ ability to learn a job if they are given adequate training This test is conducted in HKT to assess whether applicants can gain effective job performance after the completion of the training period Based on job positions and sources of recruitment, this kind of test can be designed Now HKT often uses written test consists of two parts; multiple choice questions part and descriptive/comprehensive written part For the entry-level job positions, the multiple choice question part combines questions on general knowledge, analytical problems or critical reasoning, grammatical rules and translations, and mathematical problems In terms of descriptive/comprehensive written part there are some main kinds of questions: attitude of applicants about a given topic; mathematical problems, an application or letter on a given subject, reading comprehension, translation of sentences from Vietnamese to English and English to Vietnamese For the mid-level job positions, the test contains almost the same contents with addition of some questions regarding the IT sector, general IT functions, sometimes specialized IT functions based on the job description Step 3: Interviews Interviews are oral examinations of candidates for employment HKT arranges different types of interviews based on the job position Generally structured interviews are conducted for both the entry and mid-level job positions Structured interviews use a set of standardized questions asked of all job applicants In the case of entry-level job positions the applicants are asked some general questions, questions on academic background, current national and global issues, 30 Nguyễn Thị Trải – CQ503805 – Business English 50B problem- solving questions (categorized as behavioral and situational interviews), etc For the mid- level job positions, the applicants are asked some additional questions based on the job description In the case of the top-level job positions, the applicants are asked some more questions to identify their in-depth knowledge of industrial policy, strategic planning, etc A sample of the interview questions is provided (see Index 2, Appendix) All the interviews are conducted by the respective recruitment and selection committee Step 4: Background and reference check After interviews HKT verifies the background and references of the selected candidates If everything goes fine then the selected candidates are given placement in the company After placement the candidates are told to submit the medical/physical examination certificate to fulfill the formality of the selection process 2.2 General discussion of selection process in HKT Consultant Jsc In brief, HKT conducts almost steps in the process of selection However, there are still two outstanding problems in the selection process of HKT Firstly, due to a large number of applications for positions in HKT, HR department in HKT still has mistakes in screening and checking their CVs Some CVs are still omitted or some potential applicants are rejected This can lead to losses for the company and dissatisfaction for candidates Secondly, HKT conducts interviews for selecting the most suitable candidate for both the job and organization Interviewing is an effective tool for selection as it is done to both obtain additional information and to clarify information gathered throughout the selection process HKT generally conducts structured interviews which is the most effective one as several researches have identified that structured interviews have the highest reliability and validity There are different types of tests available for using as tools for employee selection, such as, ability test, personality test, honesty/integrity test, etc HKT applies the ability test only Through personality tests individual characteristics can be identified that are related to job success across organizations and occupations Honesty/integrity tests can help an organization to screen out potentially dishonest candidates and 31 Nguyễn Thị Trải – CQ503805 – Business English 50B decrease the incidence of employee theft So HKT is not getting the advantages of utilizing these tests in the case of employee selection The above analysis has revealed some problems in the current process of recruitment and selection of HKT This ineffective process is one of the major reasons for its low revenue growth and high level of job quit in HKT Consultant Jsc On the basis of my research and analysis, the researcher will suggest some personal recommendations to improve the situation in Chapter of the report 32 Nguyễn Thị Trải – CQ503805 – Business English 50B CHAPTER IV RECOMMENDATIONS Based on analysis and findings which are some remains in the process of recruitment and selection of HKT in Chapter 3, Chapter will provide some recommendations to overcome those problems Recommendations for recruitment process 1.1 Recruitment preparation Preparation is the first step in the process of recruitment and selection; therefore, recruitment preparation should be conducted very carefully to ensure the success of recruitment and selection in HKT Jsc HKT should conduct the following steps to prepare for recruitment and selection: Step 1: Identification of a vacancy Before conducting recruitment, HR department of HKT should carefully identify vancancies in all departments of the company There are many reasons for need of labor in HKT The first reason is staffing changes In HKT and in any other organizations, there are many sources of staffing changes such as secondment, resignation, termination, retirement, leave, etc Another reason for that is work requirement changes – eg creation of a new position, temporary additional workload… Step 2: Review the need for the position/to fill the vacancy The HR department should review the short/long term requirement for the position and the need to fill the vacancy In so doing the HR department should consider the following factors such as staffing plan/profile for the work area; udget; current / future requirements, job skill requirements; occupancy required to meet need (eg ongoing, fixed term); dequacy and accuracy of position description; whether the position is approved and established etc Step 3: Prepare job requisition and job advertisement 33 Nguyễn Thị Trải – CQ503805 – Business English 50B Clear and sufficient job requisitions and job advertisements are very useful for recruitment process A good job requisitions will help HR department of HKT correctly analyze personnel need and produce effective job advertisements There should be a formal form of job requisitions used in overall the company In terms of job advertisement, it should be carefully designed with adequate information such as job description, requirement, specifications and other infornation Good advertisement will help HKT attract the most suitable candidates for vacancies Step 4: Determine the most effective recruitment strategy to acquire a pool of candidates The HR department will consider and assess the best way of attracting a pool of suitably qualified candidates, who will meet the needs of the business Besides the sources and methods already effectively used, HKT should utilize other methods to make sure that HKT has the most effective recruitment and selection process 1.2 Sources of recruitment Although HKT is giving more emphasis on internal sources of recruitment, it is getting freedom of choosing from a wide range of diverse candidates if HKT uses more external sources Political forces and personal biases can be eliminated by such recruitment policies As internal recruitment is less costly and time consuming compared to external recruitment, HKT should try to balance between internal and external recruitment based on the type of the job, availability of time and financial conditions To increase the productivity of recruitment and selection, HKT should diversify its sources of recruitment Using more external sources, such as, job boards, campus recruiting, job fairs, and employment agencies will provide HKT with a wider range of options for selection Many large organizations in Vietnam now use these methods to attain a good source of recruitment For example, P&G Vietnam often organizes competitions in famous university such as Foreign Trade University to find qualified and competent students to fill in the company’s vacancies Though internet recruiting may generate some qualified applicants and can be expensive, this method is becoming increasing popular as it can save a significant amount of time It is easily seen that most of vacancies of 34 Nguyễn Thị Trải – CQ503805 – Business English 50B large companies such as Pepsi Co., Samsung Inc., Vinamilk are spread out through the Internet Therefore, HKT should take more advantage of this source Moreover, as HKT largely emphasizes on advertisements for employee recruitment, the content of advertisements should be designed carefully so that they can attract the right candidates for the right job Beside HKT can use creative recruiting techniques for attracting highly qualified candidates like other employers Recommendations for selection process 2.1 Scanning and checking Scanning and checking are the first two steps to ensure the success of the selection process In the period of IT and as an IT company, HKT should use technology in resume screening and checking New technology allows thousands of resumes to be screened in a fraction of the time it takes to screen them manually HKT can now receive, store, and review resumes via the computer Large resume databases can be maintained, and qualified candidates can be identified for specified positions with minimal time and effort Also, HKT can make greater use of computer-assisted interviewing Computerized selection systems can be used to administer tests and manage data from interviews or other selection tools, thereby streamlining and standardizing the process for collecting information Monster.com – a famous head hunter also uses a kind of filterng sofwares to facilitate their CV screening All applications are sorted out by this sofware based on job requirements and specifications recorded; after that, the most suitable CVs will be selected for the following steps 2.2 Testing and interviewing In the future, besides other kinds of interview HKT should make much greater use of other methods HKT should increase their use of various testing and assessment tools in their selection systems Testing and assessment are structured approaches to assess different skills, abilities, knowledge, or traits and can be used to screen or select applicants for many positions Although interviews and background information 35 Nguyễn Thị Trải – CQ503805 – Business English 50B from reference checks and applications tell us much about job candidates, testing methods can add significant value to the selection process Using standardized measures of skills, abilities, or knowledge can significantly reduce the candidate pool and eliminate those without the minimum qualifications for the job Work sample tests and assessments are designed to provide candidates with activities that are representative of job tasks Candidates generally accept these tools as face valid and appropriate for selection Work sample tests and assessments also give candidates a realistic job preview and can help them determine if the job is right for them In short, in order to improve its current process of recruitment and selection, HKT should implement changes in both recruitment and selection All of my recommendations are drawn from putting the theoretical knowledge I have researched into the reality of HKT’s business and operation In the last session of my report, the conclusion, I will discuss the lesson I have drawn from the case of recruitment and selection in HKT Consultant Jsc., the development potential of my research as well as its limitation 36 Nguyễn Thị Trải – CQ503805 – Business English 50B CONCLUSION Recruitment and selection is an important issue for any organization Recruitment and selection allows an organization to assess the vacancy and choose the best personnel who will lead the organization in future So the organization should give more emphasis on selecting a person A person selected should be one who can carry the organization forwarded in terms of development, values and ethics From the above discussion we can easily understand that there are still mistakes lying in the process of recruitment and selection of HKT Consultant Jsc These mistakes mainly occur in recruitment preparation, sources of recruitment, CV scanning and interview in selection Due to these problems, the revenue growth of HKT has not met the expectations during the past three years Moreover, the proportion of employees leaving job is also high Therefore, this study suggested solutions to HR Department of HKT to solve problems The recommendation was that HKT shoud carefully prepare recruitment process, balance sources of recruitment, take full advantages of sources of recruitment, apply IT to CV scanning and use more suitable kinds of testing and interviewing If these problems are fixed, HKT Consultant Jsc can gain a good manpower serving for development of the company 37 Nguyễn Thị Trải – CQ503805 – Business English 50B APPENDIX Index Sample of interview questions of HKT Consultant Jsc Interview questions for entry-level positions • General questions: - What are your strengths and weaknesses? Interview questions for mid-level and top-level positions In addition questions; to the general • Questions to identify the depth of - Explain the reason for coming to knowledge about “Industrial Policy”, “Government Policy” the IT sector - Why have you chosen HKT? - Why did you leave your last job? (if applicant had any) • Questions background on • To compete with the market, what type of approach will you take? • How you measure success? academic • Questions about current national and global issues • Problem solving questions v Nguyễn Thị Trải – CQ503805 – Business English 50B Index Questionaires Name: Position: Department: Please mark the effectiveness of sources of recruitment based on the following scale: not effective; moderately effective and effective No I Sources of recruitment Effectiveness Internal source Promotion Transfer Employee references Job posting Newsletters II External sources Press advertisement - Internet - Local newspaper - Trade publications and magazines - TV and radio Job centers and consultants Campus recruitment Walk-ins, Write-ins and Talk-ins Competitors vi ... Sources of recruitment .24 1.2 General discussion of recruitment process in HKT Consultant Jsc 26 Selection process .29 2.1 Procedures of selection in HKT Consultant Jsc. .. comprehensive analysis on the current recruitment and selection process of Human Resources Department of HKT Consultant Jsc in terms of problems existing in HKT? ??s recruitment and selection system The organisation... including procedures of recruitment and selection and factors affecting these processes This theoretical framework will be the basis on which the process of recruitment and selection in HKT Jsc