Thursday, January 9, 2014

Recruitment Planning - New Beginnings

Recruitment, Search, Executive, Manager
HR Professionals Agree Recruitment Plans

With TET approaching it is a good time to reach into our Recruitment toolkit and pull out the planning techniques.

Recruiting professionals and managers takes a lot of time and money.  Good HR professionals meet this challenge by having an overall recruitment plan or workforce plan detailing the time and location of recruitment activity throughout the year.  Of course you cannot plan for the unexpected, however agreeing ahead of time with your boss on the recruitment that you know about will make it easier to argue for more resources when the unexpected happens during the year.

Thursday, September 16, 2010

Screening Timing


When we should contact the references, after we employ the candidate or before we interview? 


Screening in Viet Nam Tips

When recruiting employees, I have faced with the challenge about checking
candidate's reference. For foreigner boss, it's okay. But for Vietnamse
boss, may be due to culture, they are not often open to share their
assessment on candidate. In that case, what should I do ?

Based on your query, for cases whereby the HR person is not willing to give
information on the candidate, let them know that this is a background
screening process and that the candidate has given you consent to contact
them to provide reference. Let them know that you can show them a copy of
the candidate's signed Letter of Consent. This will give the employer more
confidence in giving you information. Furthermore, you can also let them
know that the candidate is waiting to be employed but they will not be able
to complete the employment process if the HR person is not willing to
provide references. This will affect the candidate's job application. This
may encourage the Employer to provide you the information you need.

(Sharon AIM pre employment screening session question)

What is your opinion?

Employee pre-Employment Screening

Last week I gave a presentation to AmCham Ho Chi Minh City and Am Cham HaNoi about pre-employment screening.  Over 100 people attended both sessions showing that there is an interest in this topic in Viet Nam.

At HR2B our screening service is designed to aggregate all legally available information about a person (with their consent) for the purpose of verifhying what the person has told us and the employer about their education and work experiences.
The way we do this is;

  • Contact directly to the educational institution to verify the university qualification;
  • Contact the previous employers HR to verify dates, job title and salary,
  • Contact directly to the previous employers line manager to verify achievements and personality factors
The report normally takes between 10 and 30 days to complete.  The slowest piece of information comes from the educational institutions.  Our staff have good relations with the larger universities in Ho Chi Minh City and HaNoi which speeds things up, however in other cities it may take some time.

The benefits to our customers of verification are;
  • one more channel of information about a person
  • minimize risk of making a poor recruitment
  • encourages all candidates to disclose truthful information.

Friday, March 26, 2010

Recruitment and Employer Brand - #5 Candidate Care

Find out why caring for all your candidates and applicants is vital in this new era of twitter, Facebook, LinkedIn and other social networking sites.

Match the Level
Your recruitment process will probably involve some form of meeting or interview. This is a great opportunity to build or damage your employer brand. One aspect of hiring in Viet Nam is to match the level. By this I mean that if you are hiring for a manager level position, the initial contact should be with a manager or higher level person. Having your secretary or junior HR person doing the first contact is disrespectful.

Show basic Courtesy
Other aspects of courtesy are equally important. For some reason people treat interviews differently from other meetings. Often candidates will be kept waiting a long time, or be subject to an interview with not agenda,

Feedback to everyone
Above all timely feedback is a simple and often missed opportunity to build your reputation in the market. Tell people where they are in your process. Remember you are matching them to your needs. Saying ‘no match’ is easier and more accurate than saying ‘you are no good’. Apply candidate care to all candidates. Remember non-matched candidates are potential customers too.

Lasting Memories
One of our customers is the CFO or a large multinational company. He relayed a story to me about selection of an audit firm for their company. Bidding for the multi-million dollar multi year contract went out to two global firms and one Vietnamese firm.

I asked him why bidding did not go to a third audit firm that was the market leader in Viet Nam at the time. He told me that the CEO of the company was rejected by that Audit firm for an entry level job 25 years ago. The pain of the way he was treated in that recruitment lasted until today!

Wednesday, March 24, 2010

Recruitment and Employer Brand - #4 Look in the right places

Where you go to find candidates for your freshly made job vacancy communicates a lot about what sort of organisation you are and the type of people you are looking for.

Is it so surprising that you will get job hopping candidates if you advertise your opportunity on a job vacancy website? Who goes to those websites anyway?

Smart companies think about the type of people they are trying to attract and a target their search activities to type of candidates they are looking for. These days in Viet Nam there are many option for finding candidates.
  • Self advertising,
  • database search,
  • search firms,
  • employee referrals to name a few.
The channel you use to get candidates will send them a message about who you are as an organisation. So think about it and match your job to the method.

Who should candidates contact with? Is it clear? Does your recruitment have a face? A name? or do you choose to hide behind “…only successful candidates will be contacted…” Obviously your choice of method depends on the job and number of candidates you expect to have.

General Director Wanted
A large international professional services company came to Viet Nam a few years ago. Before contacting HR2B they had placed ads in the newspaper and on for their General Director position. The response rate was very low and the few people that did apply were not qualified.

By the time we began the search, candidates we contacted knew our client had been searching for a long time. Their salary expectations went up as a result. The companies overseas competitors contacted us to begin similar searches, having been tipped off about their strategy by the advertising.

Tuesday, March 23, 2010

Recruitment and Employer Brand - #3 Have a plan

Consider each recruitment as a project.

In fact you can consider a recruitment the same as ‘purchasing and installing’ skills and experiences from the market place. Your recruitment process in the same as your procurement process where you spend a lot of effort selecting and buying a major piece of equipment for your organisation.
  1. Start with the end in mind. What would you have achieved at the end of your recruitment process?
  2. Next list out who should be involved. Start with a long list of everybody possible, then cut this list down to the people who are essential. You should aim to have sufficient opinions and vetting rather than complete.
  3. Give each person a clear role. Decide ahead of time who is responsible for what (more about that in the next session)
  4. Finally set some timings and dates. Having a clear beginning, middle and end will help your organisation make timely decisions in relation to each candidate. If your recruitment process if off track it may indicate you have other problems that need attention.
FMCG success easy to copy

We have a large fast moving consumer goods company as a client. They are very disciplined with their recruitment process.
  • Managers in the company know clearly what will happen next.
  • Candidates that attend interviews feel valued, even if they are unsuccessful.
  • Feedback to stakeholders such as recruitment agencies is done in a complete and timely way.
What is their secret? Checklists.
Each recruitment step has a simple checklist and a person responsible for completing that list. The HR manager oversees the process, but he hiring decisions are made by line managers. Checklists are easy to create and add a lot of value to the teamwork required in a strong recruitment process.