Stand out from the "crowd" with recruitment culture

Long time business

Enterprises with a long history of development or foreign-invested companies, with strong personnel brands, and a system of evaluating candidates according to specific steps, it is easy for them to find suitable candidates and flexibility in each particular case.

Small and medium enterprises

Small and medium enterprises often have weak usability or no recruitment culture at all. At that time, emotional or qualitative factors (personal profile, referral source, chat, interview, ...) will be given priority. It is very difficult for them to find qualified people suitable for the job and stick with the company for a long time.

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Enterprises need to have a recruitment culture for sustainable development

Senior personnel

Experts say that not many high-level personnel are successfully recruited by Vietnamese enterprises. The reason is due to the wrong perception of both the employer and the candidate about the ability to meet and fit the company culture. People who directly hire for the most part do not have the ability to assess the candidate's cultural fit or not.

Recruitment culture

Hiring culture plays a part in a company's reputation. A famous company but a pathetic recruitment department, unable to attract talent, will also lose its position. Besides, candidates are also not comfortable with the recruitment process.

Improper recruitment culture

Many companies require to submit notarized copies of documents, degrees, proofs, household registration, resignation decisions, etc. That's why the company loses the opportunity to find good candidates.

Some companies call candidates to interview and wait without apologizing. Entering the interview room to bring the candidate's resume to read is not showing respect for the candidate. A job is an agreement between two parties, there is mutual respect for this relationship to last. They have absolutely no hiring culture.

In addition, curt questions, lack of title, contempt, and probing also show the company's view that the candidate is the one to give the job. Remember, the labor relationship is an equal partnership, mutually beneficial.

Lack of recruitment culture also shows that the recruiter's information to the candidate is 2 rounds of interviews but lasts 3-4 rounds. In addition, many employers do not thank and do not notify the interview results to candidates and remain silent.

Need more professional

Foreign companies always show professionalism in recruitment culture. They invite candidates who appreciate and desire an equal partnership.

The interview took place on time and if there was a delay, the candidate was asked to wait in a formal place with an apology. Candidates are often invited to time apart and avoid making the candidate feel like they are coming to the company to apply for a job.

Foreign companies often appreciate candidates

When interviewing, they always show respect to the candidate because the questions are always accompanied by a title and are not expressed in a curt query manner. The purpose of the interview is that the two sides learn to find cooperation opportunities. After the interview, the candidate will receive a letter of thanks and notification of the results.

If you want to build a company culture, you have to start from building a "recruitment culture". A good first impression is the premise for long-term cooperation and cohesion. If the company has a good recruitment culture, the talents will promote their ability and commitment to contribute highly to the company.