“To successfully recruit a candidate for a desired position, candidates and employers need a channel to approach and learn each other’s needs. A Recruitment Channel is a place where employers attract candidate profiles through job postings, company information, orientation, etc. This can be considered the first step in the recruitment process. Therefore, choosing an effective and efficient recruitment channel is important for investors to save costs and attract good candidates.
In this article, PLF is pleased to summarize some popular recruitment channels in Vietnam for investors.”
The development of information technology has led to recruitment websites being one of the most widely used channels for recruitment. Through this, recruiters can attract a large number of candidates from different locations and select appropriate candidates. To attract candidates by posting creatively online, investors may pay a fee for one or more additional services.
Some suggested websites: Vietnamworks, Careerbuilder, TopCV, Timviecnhanh, Glints, etc.
This is not a new recruitment channel and is growing rapidly. The main of advantage of using this channel is that headhunter agencies have wide connections in many fields and industries which are useful for recruiters. This method is especially used for recruiting for senior management positions or specific job positions for which it is difficult to recruit through websites. Headhunter agencies also follow up and take responsibility until the investor recruits the right candidate.
For the recruitment to be effective, investors need to develop clear and complete criteria on job responsibilities, requirements, proposed salary, and other specific criteria (if any) depending on the job position. However, one disadvantage of this channel is very high cost of service.
Some suggested agencies: Navigos search, FARO, Glints, First Alliances, Talentnet, HR2B, etc.
Investors can also post job advertisements on the company’s website. However, this channel is effective only for large companies with large website traffic as it can attract many candidates to apply for the company. Besides, the flexibility in posting and updating recruitment information is an added advantage on this channel.
Previously, this recruitment channel was not widely used due to its limitations. Moreover social media was not recognized as a place to recruit or find a job. However, lately popular social media networks such as Facebook, Zalo, LinkedIn, etc. are gradually becoming dominant with an increasing user base in Vietnam. The trends also show that here is more potential for growth in the future.
Through social networking channels, investor’s recruitment department can learn more about the candidate’s personality and life perspective by viewing their profile. Further, investors can post updates about the products and achievements of the company, strengthening the position and image of the company in the eyes of potential candidates.
A huge advantage of this method is that it is usually economical and easily accessible to a large pool of candidates. Posting job vacancies in occupational groups also makes it easier to reach specific candidates according to the company’s requirements.
For some professions with specific requirements, it could be difficult to find suitable candidates. Hence, investors can consider promoting existing employees or transferring personnel between different departments within the company. This way, companies can retain loyal employees instead of recruiting new employees.
In order to promote and transfer employees effectively, the company’s human resources department needs to regularly evaluate the working capacity and problem-solving skills of the personnel, and consult and consider proposals from the heads of relevant departments . Decisions on transfer of employees made on such basis would be reasonable and fair.
These events are often posted on university forums, newspapers, public forums, etc. to attract target groups in large numbers. Eg:
Through these events, employers can directly approach right candidates in large numbers from the early stages of application submission, and quickly conduct interviews to filter and select suitable candidates.
For positions that have specific requirements such as engineering, law, culinary arts, etc. and do not require much experience, investors can partner with educational and training partners to select potential qualified candidates.
Investors can develop dynamic standards of knowledge, skills, professionalism and othetr qualities to search for and select candidates. Concurrently, the training partners can adapt and improve their program to help investors fulfill the actual requirements of the enterprise.
The article is based on the current laws at the time of drafting as noted above and may no longer be appropriate at the time the reader accesses this article due to changes in applicable law and specific cases that the reader wants to apply. Thus, the article is for informational reference only.