1. The current situation of human resource recruitment in Vietnam
1.1. Paradox Students can't find jobs, companies can't hire people
Currently, every graduation season, thousands of new graduates are in an uncertain situation because they have not found a suitable position. Therefore, this potential source of labor is always in the state of "looking for work". The number of candidates is so abundant, but many businesses still lament the lack of recruitment quotas. It sounds like a contradiction, but this is a common situation going on in human resource recruitment.
The cause of this situation stems from the fact that the students have graduated but have not had a clear career orientation. They are still struggling in choosing a suitable job for themselves. Therefore, it leads students to spread their CVs in many places but do not really pay attention and invest in a specific job position. The number of candidate profiles posted on job platforms is up to hundreds, thousands of applications.
However, many companies are still in a state of "thirst" for human resources. Why is that? The reason is because companies do not have a clue to connect with students who need to find a job. Many HR lamented when posting a job advertisement that there were a lot of interested and contacted people, but when it came to the CV submission and interview round, the number of candidates "dropped" gradually. Or when it comes to the interview, the candidates do not understand the job well, have no clear career goals or even just go to the interview with the spirit of "experience".
1.2. Human resources do not meet the needs of the company.
One of the difficult problems posed for HR today is finding qualified personnel to meet recruitment standards. In particular, for industries that are "hot spots" in the current labor market such as IT, engineering, customs, etc., it is even more difficult to recruit skilled and professional personnel to respond promptly, company needs. Even the candidates who are very well trained in the school chair to those who have certificates and full degrees, when they try to work, they still seem confused about their expertise.
This situation can be explained by the fact that the current school-based training programs are too heavy on theory and lack practical application, as well as there is no improvement to keep up with real needs economy of companies.
This leads to companies having to spend a large fee to retrain from the most basic knowledge. New employees must be "hands-on" within 3-6 months before they can be assured to entrust the main work. This phenomenon is "burning" a lot of time and budget of companies.
1.3. Candidate refuses to accept job
Another problem that is not too strange in human resource recruitment but still often makes HR "struggling" is the situation of candidates refusing to accept jobs at the last minute. In many cases, candidates who have passed the interview round and are offered a job will "disappear" on the day of the appointment. There are even people who have been working for 1-2 days but quit. So the cycle of finding candidates - receiving applications - interviewing started again from the beginning, causing many HR to be demoralized.
This reason may stem from the fact that candidates and companies have not really found a common voice. Issues such as company policy, working environment or promotion roadmap have not been clarified from the beginning by both sides. Leads to candidates feeling uncertain about the company and continuing to look for other options that are more suitable for them.
2. 8+ solutions to complete the recruitment process to help X2 the number of candidates
2.1. Planning recruitment needs
In order to improve the recruitment of human resources, enterprises must do well right from the first stage - accurately determine the recruitment goals. At each stage of development, businesses will have a different goal, orientation and strategy. The task of HR is to measure the human resource needs and prepare the necessary human resources to meet the operational needs of the company.
Resource planning (or staffing) is a very important step that needs to be done carefully. By staffing, HR will determine the number of employees needed for each position and how much value these new vacancies will bring to the company. Based on the staffing plan, HR will effectively plan and budget for recruitment.
2.2. Enhancing the recruitment brand
Employee Branding is currently a new trend to attract talent and perfect the recruitment process. Recruitment brand will help companies improve the image in the eyes of candidates and make a difference compared to competitors in the human resource market. Once you have built a strong brand and have a strong foothold in the recruitment market, the problem of finding candidates will become much easier.
The process of positioning the recruitment brand and building Employee Branding is a long journey that requires the investment and coordination of different factors such as people, organizational culture, communication strategies, etc.
2.3. Building Talent Pool
To perfect the recruitment of personnel, Talent Pool is the "treasure" that provides a source of quality candidates for companies. Talent Pool is a list of potential candidates saved by companies and classified according to recruitment purposes and needs.
Building Talent Pool will help companies save a lot of time in searching for candidates. Talent Pool provides companies with quality data, available to use whenever recruitment needs arise.
Candidates that can be considered for inclusion in the Enterprise's Talent Pool include:
- Candidates who are qualified for a certain position but currently there is no need for recruitment
- Candidates who were eliminated in the position they applied for but the company saw that there was potential for another job position
- Former employee who used to work at the company
- Potential contacts referred by partners or company insiders
The criteria used to classify candidates in the Talent Pool include:
- By location, area: suitable for businesses with many branches and facilities
- By position: For example, Pool candidates for Sales, Marketing, HR, etc.
- By capacity level: Fresher, Junior, Senior,...
- By seniority, experience: Under 1 year, 2-3 years, over 3 years,...
2.4. Build candidate care process with HRBP model
Taking care of candidates is a factor that is often overlooked by companies, but it is one of the most effective solutions for completing the recruitment process, helping to increase the employment rate. An enterprise with a professional candidate care process has a 50% higher rate of candidates getting jobs than those that skip this step in the recruitment process.
Taking care of candidates not only helps bring about a positive experience in the recruitment process, but also helps to create impression and sympathy for candidates. A candidate who is supported and cared for during the application process will definitely want to accompany the company.
Some of the measures that businesses can apply to enhance the candidate experience include:
- Building a professional JD with full information on job description, requirements criteria, remuneration policy and benefits
- Provide quick feedback and dedicated support to candidates wishing to learn more about the position
- Flexible scheduling of interview appointments according to candidates' wishes
- Create a comfortable, friendly atmosphere and show professionalism during the interview process
2.5. Organize recruitment programs
Currently, the professional recruitment program is the solution to complete the recruitment process, which is most applied by businesses because of the significant effects it brings. Not only large corporations such as Unilever, Intel, P&G but also small and medium enterprises are investing in building recruitment programs to improve professionalism and increase competitiveness in the recruitment market. Some popular talent attraction programs today are:
- Management trainee program
- Internship program
- Employee referral program
- Talent program (Talent program)
2.6. Don't ignore Recruitment Marketing
If Employee Branding helps to raise awareness of recruitment brands, Recruitment Marketing is a strategy used by companies to promote communication and increase the spread of recruitment campaigns.
Social media is one of the great recruiting tools. Recruiting on social networking platforms allows HR to easily connect with their potential candidates and create opportunities for two-way interaction between employers and candidates. Also, by sharing photos and videos from company events, workplace or daily office life will give candidates an overview of organizational culture.
2.7. Recruiting specialist training
In addition to focusing on solutions to improve the recruitment of personnel from outside, companies also need to pay attention to improving the capacity of the recruitment team - who directly bring in human resources for the enterprise. Recruiters need to be fully equipped with professional knowledge and skills in order to be able to carry out the recruitment of human resources in the most effective and optimal way.
The skills that businesses need to focus on training to improve the quality of the recruitment team include:
- Human resource management skills
- Organizational and scheduling skills
- Candidate screening and screening skills
- Communication and problem-solving skills
-Interviewing and candidate assessment skills
2.8. Apply recruitment management software
The heat of the talent hunting race is being pushed to a climax like never before. Currently, before the digital revolution and the advent of the HR 4.0 trend, many companies have begun to transform and improve to catch up with the new trend of the recruitment market. The solution to complete human resource recruitment with modern technology has become an effective tool to support companies in digital transformation in recruitment.
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