Internship report analysis of le & associates company’s process of recruitment service.docx

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MINISTRY OF EDUCATION & TRAINING
HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY
GRADUATE INTERNSHIP REPORT
ANALYSIS OF LE & ASSOCIATES COMPANY’S PROCESS OF
RECRUITMENT SERVICE
Subject: Graduate Internship Report
Specialty: Business Administration
Instructor (Lecturer): MSc Pham Ngoc Tram Anh
Student’s name: Nguyen Thi Ngoc Duyen
Student’s ID: 1411143334 Class: 14DQTQ03
Ho Chi Minh City

ii
ACKNOWLEDGEMENT
The internship opportunity I had with Le & Associates was a great chance
for learning and professional development. Therefore, I consider myself as a very
lucky individual as I was provided with an opportunity to be a part of it. I am
also grateful for having a chance to meet so many wonderful people and
professionals who led me though this internship period.
Bearing in mind previous I am using this opportunity to express my
deepest gratitude and special thanks to the Manager and team members of Mass
Recruitment in Le & Associates who in spite of being extraordinarily busy with
their duties, took time out to hear, guide and keep me on the correct path and
allowing me to carry out my project at their esteemed organization and extending
during the training.
I express my deepest thanks to Ms. Tram Anh - instructors for taking part
in useful decision & giving necessary advices and guidance and arranged all
facilities to make life easier. I choose this moment to acknowledge his
contribution gratefully.
It is my radiant sentiment to place on record my best regards, deepest
sense of gratitude to Mr. Cuong – Manager, Ms. Thao - Teamleader, Mr. Hau,
Ms. Hai, Mr. Duc, Ms. Ngoc - Mass Recruitment Executive and Mr Son - Intern
for their careful and precious guidance which were extremely valuable for my
study both theoretically and practically.
I perceive as this opportunity as a big milestone in my career
development. I will strive to use gained skills and knowledge in the best possible
way, and I will continue to work on their improvement, in order to attain desired
career objectives. Hope to continue cooperation with all of you in the future.
Sincerely,

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Ngoc Duyen

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SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
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COMMENTS OF THE SUPERVISOR
Student’s full name: …………………………………………………………..
Student’s ID : …………………………………………………………..
Academic Year : ……………………………………………………
1. Duration
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2. Department
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3. Responsibility and Discipline awareness
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4. Results
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5. General comments
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……………………………………………………………………………...
Supervisor

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SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
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COMMENTS OF THE INSTRUCTOR
Student’s full name: …………………………………………………………..
Student’s ID : …………………………………………………………..
Academic Year : ……………………………………………………
1. Duration
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
2. Department
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
3. General comments
………………………………………………………………………………
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Instructor

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TABLE OF CONTENTS
INTRODUCTION ............................................................................................................ 1
CHAPTER 1: GENERAL INTRODUCTION OF LE & ASSOCIATES COMPANY.. 2
1.1. History of the company...................................................................................... 2
1.1.1. General background.................................................................................... 2
1.1.2. The business growth journey...................................................................... 3
1.2. Vision and mission............................................................................................. 4
1.2.1. Vision.......................................................................................................... 4
1.2.2. Mission........................................................................................................ 4
1.3. Organizational structure..................................................................................... 4
1.4. Business performance in last 3 years (from 2015 to 2017)................................ 5
1.5. Summary of Chapter 1 ....................................................................................... 6
CHAPTER 2: THE REAL SITUATION OF LE & ASSOCIATES COMPANY’S
PROCESS OF RECRUITMENT SERVICE.................................................................... 7
2.1. The real situation analysis.................................................................................. 7
2.2. The advantages and disadvantages of Le & Associates Company’s process of
recruitment service...................................................................................................... 18
2.2.1. Advantages................................................................................................ 18
2.2.2. Disadvantages ........................................................................................... 20
2.3. Summary of chapter 2 ...................................................................................... 21
CHAPTER 3: SUGGESTION........................................................................................ 22
3.1. Suggestions For The Disadvantages Of Le & Associates Company’s Process
Of Recruitment Service............................................... Error! Bookmark not defined.
3.1.1. Linkage Between Departments................. Error! Bookmark not defined.
3.1.2. Recruitment Information Channel ............ Error! Bookmark not defined.
3.1.3. Headcounts of MRT.................................. Error! Bookmark not defined.
3.1.4. Commitment Time.................................... Error! Bookmark not defined.
3.1.5. Warranty Policy........................................ Error! Bookmark not defined.
3.2. Other Suggestions ............................................ Error! Bookmark not defined.
CONCLUSION............................................................... Error! Bookmark not defined.
REFERENCES ............................................................... Error! Bookmark not defined.
APPENDIX.........................................................................................................................

TABLE OF SPECIAL TERMS AND SHORTCUT WORDS
L&A Le & Associates
MRT Mass Recruitment Team
HRBP Human Resource Business Partner
CV Curriculum Vitae
EBT Earning Before Tax
EO Employment Outsourcing
BD Business Development
C&OD Consulting & Organizational Development
F&A Financial and Accounting
R&D Research & Development
MKT Marketing
PO Project Outsourcing
IT Information Technology

TABLE OF CHARTS AND TABLES
Table 1.1 Business performance from 2015 to 2017
Table 2.1 Performance Statistics

TABLE OF FIGURES
Figure 1.1 Organizational Structure of Le & Associates Company
Figure 2.1 Scope of HR outsourcing
Figure 2.2 Close clients of outsourcing services
Figure 2.3 Process of recruitment using HR outsourcing
Figure 2.4 Process of recruitment not using HR
Figure 2.5 Quantity Needed Received By Job Family
Figure 2.6 Statistics Demanded To Customers
Figure 2.7 Statistical Results For Customers

INTRODUCTION
With the flow of economic integration of the country is the birth of
business enterprises with many different fields and industries. However to be
able to survive and develop sustainably in the opening and fierce competition
environment requires businesses to create a foothold in the market. The core
factor to operate well large enterprises is the human resources. Indeed, to be able
to survive and developing in the fiercely competitive market, companies must
identify goals and directions for using resources in the enterprise as well as find
solutions to optimize human resources, helps businesses save costs, optimize
business efficiency, freeing businesses out the non-core administrative work,
helping businesses improve compliance with legal regulations related to labor,
improve productivity and quality of work. Take advantage of modern and
professional technology and tools of human resources management in labor
management. Since then, companies for HR services have come into existence,
to serve the urgent needs of human resources for various partners.
Any process that has been, is and will be in operation will have its
advantages and disadvantages, so the analysis of the process of recruitment
service human resource enterprise is one of the ways to improve the quality of
service for the business. Through the analysis and evaluation of the recruitment
process of the company, the company will capture the status of its business
operations, confirm the cause and source of the recruitment has influenced the
recruitment activities, as well as the positive factors, the potential resources of
the enterprise, thus bringing into play the strengths to overcome the
disadvantages and difficulties. The business also encountered. Besides, it also
helped the company set out the tactics business suit size and capacity of the
company itself in order to improve recruitment efficiency.
Hence, the analysis and evaluation of the recruitment process is a
necessary step for the company to survive and develop. That is why I chose the
topic "Analyze the recruitment service process of Le & Associates" to do my
internship report.

CHAPTER 1: GENERAL INTRODUCTION OF LE & ASSOCIATES
COMPANY
1.1. History of the company
1.1.1. General background
Tax Code: 0302269938
Phone: (84-8) 39103311
Email: admin@l-a.edu.vn
Website: www.l-a.com.vn
Address: 2nd Floor, 140 Nguyen Van Thu Street, Da Kao Ward, District 1, Ho
Chi Minh City
Logo:
Le & Associates (L&A), a member company of L & A Holdings, provides
comprehensive human resource solutions for large enterprises and multinational
corporations over 15 years.
Founded in 2001, Le & Associates has built a wide reputation and has
been trusted by customers. It is because of this trust we have developed fast and
successful. These achievements are due to us has taken the practical solutions to
meet the specific needs of customers; we rely on a team of dedicated
professionals in the field leading. Finally, equally important is the advanced
information technology, with the sophisticated tools we attract, referrals and help
people get their jobs done right choice.

Le & Associates – Chairwoman Ms
Pham Thi My Le. She founded and has served as
its chairwoman Le & Associates, Jsc. (L & A), a
human resource total solution company that has
grown from 5 to 9,000 employees during the last
16 years. Early 2016 Le & Associates expanded
strategic services to Japanese clients operating in
Viet Nam and in Japan via a minority
investment by Dream Incubator, Inc. (DI) - a
Japanese consulting and investing company.
Le was a valedictorian graduate of Hue University Pedagogy School. She
also earned a B.A. in Business from HCMC Open University. She was selected
to represent Vietnam in the Program of Woman Leadership Mentoring, in 2007,
by the U.S. States Department in Washington, D.C.
1.1.2. The business growth journey
Ms. Pham Thi My Le
200
1
• Established
• Developed Excutive Search & Selection service
200
2
• Developed Staffing & Outsourcing service
200
4
• Developed Corporate Training & HR Consulting service
200
7
• Developed Corporate Strategy Consulting service
200
9
• Opened Rep. Office in Ha Noi
201
3
• Developed Assessment Center for Corporate & Talent Development
201
4
• Introduced SIBOT model -Turnkey HR solution
201
5
• Strategic partner with Icubator Japan

1.2. Vision and mission
1.2.1. Vision
With vision become the first choice for HR solutions, it means that L & A
to become a top of mind of business when they think of HR solutions compared
to other competitors in the same industry.
1.2.2. Mission
L&A pledges to make sure to optimize return on investment for clients,
customers spend $ 1, L&A must bring them the most value possible.
1.3. Organizational structure
Figure 1.1 Organizational Structure of Le & Associates Company
L&A used Line and Staff organizational structure to the commanders in
the field who are line officers are assisted by the staff that helps them in
formulating strategies and plans by supplying valuable information. Similarly in
organisation, line officers get the advice of the staff which is very helpful in
carrying on the task in an efficient manner. However, staff’s role is advisory in
nature. Line officers are usually assisted by staff officers in effectively solving
various business problems.
Chairwoman cum General
Director
F&A
Director
Chief
Accountant
Chief
Accountant
HR Director IT Director
IT
Supervisor
R&D
Director
MKT
Manager
BD (EO&
PO)
BD Director
BD
Manager
BD
Manager
BD
Manager
C&OD
BD
Manager
BD
Manager
BD
Manager
FM
Director
Operation
Manager
Employment
Outsourcing
Senior
HRBP
Manager
HRBP-1
HRBP-2
HRBP-3
HRSP
Mass
Recruitmen
t
Production
Outsourcing
PO Director
Production
Manager
Project
Owners
HRBPs
Legal Assistant

1.4. Business performance in last 3 years (from 2015 to 2017)
Table 1.1 Business performance from 2015 to 2017
Units: Billion VND, %
Performance 2015 2016 2017
2016/2015 2017/2016
Growth
Rate
%
Growth
Rate
%
Cost 180.23 205.82 320.85 25.59 14.20 115.03 55.98
Revenue 253.26 293.78 425.98 40.52 15.99 132.2 44.99
Profit 73.03 87.96 105.13 14.93 20.44 17.17 19.52
Source: Financial & Accounting Department
Comments: Based on Table 1.1
Revenue:
• 2015 – 2016: Revenue were up approximately 16%, reaching about 80%
of expected revenue
• 2016 – 1017: Has increased approximately by 45%, reaching 150% of
expected revenue
Cost:
• 2015 – 2016: Their cost was increased by 14.2% compared to previous
years
• 2016 – 2017: In this stage, the cost increases dramatically, to more than
55.98% over last year
Profit:
• 2015 – 2016: Good news for the company is at this stage of their profits
rather higher 20%
• 2016 – 2017: Only increase 19.52%
Causes of changes:
Because of the political situation in the world in general and Vietnam in
particular, the situation was uncertain, namely the year of the campaign for

President Clinton and Trump and US situation. The illegal dumping of Hoang Sa
- Truong Sa archipelago, caused much fluctuation in the country, so business
activities of L & A also affected many. However, 2017 is the year Vietnam's
economy has grown strongly, the highest economic growth in 10 years, inflation
was controlled at 3.53%, lower than the ceiling of 4%. Since joining the TPP,
Vietnam has received a lot of foreign capital, so foreign companies in Vietnam
need a large number of employees, so L & A's revenue has increased strongly.
1.5. Summary of Chapter 1
Overall, after 17 years of development, Le & Associates has achieved great
success, as well as gaining trust from customers, successfully developed HRBP
(Human Resources Business Partner) model. In line with our commitment to
enhance our core values, Le & Associates has step by step fulfilled its mission
toward the great vision it has set. Regarding business results in the last three
years, it can be said that the company is developing very well. However, due to
the high cost of sales, despite the increase in sales, the profit is still low, even
lower than the period 2015-2016. For this reason we will go to Chapter 2, learn
about the real situation of Le & Associates company process of recruitment
service.

CHAPTER 2: THE REAL SITUATION OF LE & ASSOCIATES
COMPANY’S PROCESS OF RECRUITMENT SERVICE
2.1. The real situation analysis
Outsourcing services will help streamline your company’s structure, add
flexibility to your operation and generate more profits.
L&A offers a variety of solutions that will fulfill each of your very needs
for the most optimal results.
Figure 2.1 Scope of HR outsourcing
Clients
We are proud to work with well-known companies in a number of
industries covering Manufacturing, FMCG, Pharmaceuticals and many more in
the spirit of long term partnership.
Figure 2.2 Close clients of outsourcing services

Objective
Clearly define the sequence of steps, responsibilities and obligations of the
involved parties in recruitment. Ensure the recruitment is done in accordance
with the Company's regulations and use effectively and reasonably the proposed
budget. Ensure the recruitment of qualified personnel, qualities, in accordance
with the requirements, requirements and characteristics of the vacancy.
Scope Of Application: This rule applies in the case of recruitment
1. Customers using the service of leasing or subcontracting;
2. Customers use mass recruitment services
3. All employees of L & A are working on human resources, human
resources, project management.
4. All employees including full-time, part-time, and part-time employees
of the Human Resources Training Unit (EO)
Requirement
 General principles: This recruitment serves primarily:
- The personnel of the project company for the purpose:
 When customers arise new positions
 When the project is vacant, replace the absent person for 30 days or
more
 When customers need to recruit short time for business activities of
customers
- All businesses are in need of mass recruitment for their business.

 The process of reviewing and approving the recruitment request
Client HRBP MRT Method Duration
Recruitment
Requirements
Requirement
accepted
Add / update
information
Requirement
accepted
Evaluation of
recruitment
information
0.5 day
Enter the
request on the
system
Post recruiting
on the on / off
channel
- Posted on
the
recruitment
website
- Information
for
collaborators
0.5 day
Screening
resumes
L & A
Prequalification
- F2F, Skype,
Phone, Zalo
...
- Information
for L & A
candidates
0.2 day
Screening
resumes
Receive lists
Make a list of
candidates
- Select
suitable
candidates
0.5 day
Arrange the
interview
schedule
Get interview
schedule
Interview
Send a letter,
call for an
interview
0.5 day
Update the
interview
Receive
information
Notify results to
candidates
- Respond to
candidates
0.5 day
Get staff,
onboard
Receive
information
Updated date of
employment
Figure 2.3 Process of recruitment using HR outsourcing

Recruitment process using HR outsourcing will have presence by HRBP
as intermediary between MRT and clients. Clients will send the form
MRT_001_Recruitment Request (see Appendix 1) to the HRBP. HRBP will
receive requests, review, update information, add or negotiate with the client.
After the new unified sent that request for the MRT to recruit. MRT after
receiving the request will immediately enter the request on the system and
conduct the recruitment on the off-line as posted on the recruitment website
(timviecnhanh, vieclam24h, careerbuilder, vietnamworks, ...) or groups Facebook
following form MRT_002_Job Advertisement (see Appendix 2) employs most of
the tools to communicate information to candidates, as well as to inform their
collaborators. For some jobs that are hard to find, the MRT will run of money to
search for candidate information on the internet or on its massive database.
Once they have obtained the resumes of the candidates, the MRT will
conduct a screening of CVs that match their job profile, which will be based on
the candidate's CV, for example: experience, majors, skills, age, etc. For
unsuitable CVs, the MRT will send a refusal letter to the candidate using the
MRT-005-Refuse CV candidates (see Appendix 3). After selecting the suitable
CV, recruiter will interview preliminary in many ways such as face-to-face,
phone, Skype, Zalo, ... and at this stage, the MRT will also inform about job
more clear to ensure candidates will consider carefully to decide whether to
continue to apply or not? MRT will send the candidate a confirmation sheet for
recruitment information by MRT_008_Candidates Confirmation Proof form (see
Appendix 4). As well as announcing the next round of interviews. At the same
time, the recruiter will demonstrate the ability to observe and listen to the
personality and suitability of the job the candidate is applying for.
Having selected suitable candidates, the MRT will create a list of
candidates to send to HRBP clients. Resume CVs will be formatted for the
candidate's full information, clearly in accordance with MRT_003A_CV format
(see Appendix 5), for the placement of more than 10 MRT_003B_Candidates
Summarize Data (see Appendix 6) before being sent to the customer. The list

will be attached with the L & A's prequalification evaluation sheet following the
form MRT_007_Interview Assessment (see Appendix 7). HRBP after receiving a
list of candidates will send to the client for their refinement again, the failed CV
will be sent to the HRBP. The client will schedule the interview and inform the
MRT, they will call and send the interview request form MRT_004_Interview
Invitation (see Appendix 8).
Here, candidates will interview directly with their manager. At this point
the customer will evaluate the candidate to see if they have ability and fit the
position they are applying for or not. After that, the client will update the
interview results for HRBP, if there is no or the candidate is not enough, the
HRBP will inform the MRT to screening the candidate list first or to find more
candidates, they will send the results of the interview to the candidate, by the
Letter Offer to the successful candidate or form MRT_006_Refuse letter after
interview (see Appendix 9) for fail candidates, this loop continues until the client
finds enough people. In addition, if the MRT still does not recruit people, they
will find out why they cannot be recruited, so that HRBP negotiates with the
client for consideration of the requirements in that position, in order to MRT can
easier find candidates. Once the candidate has passed the interview, the MRT
will update the date of employment and then through the HRBP to receive new
employees, official onbroad.
For recruiting requirements for HR outsourcing, the HRBP must fully
document the key requirements for the position. In cases where the recruitment
requirements have too many criteria, it is necessary to determine the main
criterion for identifying suitable candidates. This determination is based on
discussion with HRBP recruiting staff or hiring experience to work directly with
clients. The recruiter has the right to refuse the HRBP to recruit for recruiting
clients with too many opposing criteria and not determine what is the most
important requirement? or the recruiting department has conducted recruitment
but The number of candidates is very low. Therefore, the HRBP and the
recruiting department should agree on the criteria to be recruited, then HRBP will

work with the client. HRBP should provide the salary and welfare information of
the most demanding position so that the recruiting department has the bases for
the quickest and most effective recruitment. In the case of completed recruitment,
recruitment department needed information to employees about the required
documents must be submitted to HRBP before the date of receipt of the
employee
Using the HRBP model in human resource recruitment service procedures,
theoretically, the HRBP model is complex and has a lot to do. Specifically:
Strategic Partner - Adjust personnel strategy, meet changing needs according to
business situation; firmly measure the capacity of personnel; identifying new
business strategies and the impact of the human resources; restructuring
personnel according to objectives; Understanding the importance of talent to
business. Operations Manager - Communicate culture, policies, regulations, work
processes to employees; supervise staff and give assessment of attitudes and
behaviors; Update the program changes, additions to the entire staff. Emergency
Response: Receive, process, respond to information, complaints of employees;
Estimate situations that may occur in order to respond quickly and promptly.
Employee Mediator - Responding to changes in the organizational structure of
the organization; Solve other inter-related issues related internally.
However, HRBP at L&A serves as an intermediary between recruiting and
customer service. The main job of HRBP at L&A is to transmit payroll
information, benefits to outsourced employees. This means that HRBP at L&A is
not a complete model, but rather a HR Administrator. The responsibility of the
HR Administrator is organizing and maintaining personnel records, updating
internal HR databases, preparing HR documents, but HRBP at L & A is more
responsible than selecting, evaluating, negotiating with clients on recruiting
orders, as well as wages and benefits for employees. Resolving conflicts between
customers and employees because employees work in customer companies, but
sign a labor contract is an employee of L & A, therefore, L & A must be
responsible for protecting rights of workers.

Recruitment for the project does not use HR outsourcing
Client MRT/Collaborator Method
Recruitment
Requirements
Requirement
accepted
Enter the
request on the
system
Check
Evaluation of recruitment
information
Post recruiting
on the on / off
channel
- Posted on the recruitment website
- Information for collaborators
Screening
resumes
Interview/
Selection
- F2F, Skype, Phone, Zalo ...
- Information for L & A
candidates
Screening
resumes
Make a list of
candidates
- Select suitable candidates
Arrange the
interview
schedule
Send a letter,
call for an
interview
Interview
Update the
result of
interview
Notify results to
candidates
- Respond to candidates
Get staff,
onboard
Updated date of
employment
Enter the
information on
the system
Warranty
Figure 2.4 Process of recruitment not using HR outsourcing
No

Conversely, in case the customer does not use the HR Outsourcing
service, there is no HRBP attendance. At that time, MRT will directly work with
customers, resolve the recruitment of customers. The recruiting team does not
have the professional capacity to deal with legal issues in order to be able to
resolve conflicts in a timely manner.
MRT will directly receive the request of the customer as form
MRT_001_Recruitment Request (see Appendix 1). MRT enters the system and
then assesses, examines the recruitment requirements, negotiates the
requirements to make the recruitment process quick and convenient. MRT will
conduct the recruitment on the off-line as posted on the recruitment website
(timviecnhanh, vieclam24h, careerbuilder, vietnamworks, ...) or groups Job
Advertisement (see Appendix 2) well as to inform their collaborators. For some
jobs that are hard to find, the MRT will run the money to search for information
on the internet or on its massive database.
Once they have obtained the resumes of the candidates, the MRT will
conduct a screening of CVs that match their job profile, which will be based on
the candidate's CV, for example: experience, majors, skills, age, etc. For
unsuitable CVs, the MRT will send a refusal letter to the candidate using the
MRT-005-Refuse CV candidates (see Appendix 3). After selecting the suitable
CV, recruiter will interview preliminary in many ways such as face-to-face,
phone, Skype, Zalo, ... and at this stage, the MRT will also inform about job
more clear to ensure candidates will consider carefully to decide whether to
continue to apply or not? MRT will send the candidate a confirmation sheet for
recruitment information by MRT_008_Candidates Confirmation Proof form (see
Appendix 4). As well as announcing the next round of interviews. At the same
time, the recruiter will demonstrate the ability to observe and listen to the
personality and suitability of the job the candidate is applying for.
Having selected suitable candidates, the MRT will create a list of
candidates to send to clients. Resume CVs will be formatted for the candidate's
full information, clearly in accordance with MRT_003A_CV format (see
Appendix 5), for the placement of more than 10 MRT_003B_Candidates

Summarize Data (see Appendix 6) before being sent to the customer. The list
will be attached with the L & A's prequalification evaluation sheet following the
form MRT_007_Interview Assessment (see Appendix 7). MRT will send the list
of candidates to the client for their refinement again, the failed CV will be sent to
the MRT. The client will schedule the interview and inform the MRT, they will
call and send the interview request form MRT_004_Interview Invitation (see
Appendix 8).
Here, candidates will interview directly with their manager. At this point
the customer will evaluate the candidate to see if they have ability and fit the
position they are applying for or not. After that, the client will update the
interview results for MRT, if there is no or the candidate is not enough, MRT to
screening the candidate list first or to find more candidates, they will send the
results of the interview to the candidate, by the Letter Offer to the successful
candidate or form MRT_006_Refuse letter after interview (see Appendix 9) for
fail candidates, this loop continues until the client finds enough people. In
addition, if the MRT still does not recruit people, they will find out why they
cannot be recruited in order to negotiates with the client for consideration of the
requirements in that position, in order to MRT can easier find candidates. Once
the candidate has passed the interview, the MRT will update the date of
employment and then client receives new employees, official onbroad. MRT will
enter the information system of the candidate has been accepted, followed by the
warranty. In case the employee leaves, the MRT will have to replace recruitment
for position to the customer.
For recruiters only use recruitment services: recruiting department must
clearly define the recruitment criteria with the client through recruitment request
form. Identify the hiring process and the challenges or risks that may be
encountered during the recruitment process. Notice the recruitment fee in line
with the recruitment method and criteria. Note the customer clearly about the
warranty period. Commitment to the time of sending candidates, time to
complete the vacancy. Sign the employment contract before recruiting or the

client confirms the acceptance letter to the company providing the recruitment
service.
In general, the recruitment process of L & A is complex, nevertheless it's
clear, seamless, ensuring the information is conveyed fully and clearly for related
parties.
Figure 2.5 Quantity Needed Received By Job Family
Based on Figure 2.5 (see Appendix 10) the position of work that L & A
regularly use is casual labor, customer service, telesales, field sales, cheerleader,
office staff, PG_PB, sales at store, technician, team leader / supervisor, worker.
In the first 6 months of 2017, frequently positions ordered casual labor, office
staff, cheerleaders, PG-PB, field sales. The number of headcounts for each job
family also influences the frequency of recruiting. For example, casual labor,
there are many specific places in it, such as warehouse staff, counters, drivers,
porters, etc. Office Staff includes sales staff, receptionist, admin, assistant, etc.
So the special numbers in two job families are usually very high.
Casual labor
24%
CS-
TELESALE
S
5%
Field sales
11%
Cheerleader
12%
Office staff
18%
PG_PB
14%
Sales at store
8%
Technician
3%
TL/SUP
3%
Worker
2%
QUANTITY NEEDED RECEIVED BY JOB FAMILY
(The first 6 months of 2017)

Figure 2.6 Statistics Demanded To Customers
Figure 2.7 Statistical Results For Customers
58
4
16
3
1
4
81
13
65
152
2
49
6
80
1
17
16
2
1
2
1
5
30
11
7
1
3
88
21
117
1
11
3
4
120
5
8
1
48
2
4
8
49
10
0 20 40 60 80 100 120 140 160
Akzo Nobel
Bureau Veritas
Castrol BP
Colgate
FCV CRM
FCV Medical
Francia Beauty
GRUNDFOS
Hanwha Life
Honda
Itochu
Kimberly - Clark
La Vie
Marico
Philip Morris
Rheinland
Sunlife
Thiên Long
Thịnh Phát
Tp Link
UI Pharma
Vilube
STATISTICS DEMANDED TO CUSTOMERS
36
3
8
1
76
13
56
77
23
55
1
17
10
1
1
4
5
1
88
21
106
8
1
2
120
3
18
1
3
8
26
2
0 20 40 60 80 100 120 140
Akzo Nobel
Bureau Veritas
Colgate
FCV CRM
FCV MT
GRUNDFOS
Hanwha Life
Itochu
KING JIM VN
Masan
Prudential
Sunlife
Thiên Long
Tp Link
UI Pharma
Vilube
STATISTICAL RESULTS FOR CUSTOMERS

Based on the Figure 2.6 & 2.7 (See Appendix 11 & 12), we can see that
L & A's potential customers are FVC, ThienLong, Prudential, Masan, Colgate,
Golden ABC. These clients have very high project orders, who bring in major
revenue for L & A. The bigger the customer, the bigger the income of the
company. However, they also have a lot of demanding, and more demanding
customers. Recruiting to meet them is much more difficult, so negotiating with
them about the recruitment criteria when receiving recruitment requirements is
extremely important. If the difficulty of the job is not clearly stated and
accepted by the client, the company's prestige and quality of recruitment will
soon decline.
Table 2.1 Performance Statistics
1 2 3 4 5 6 7 Grand
Total
Closed 5 14 16 11 11 6 1 64 Client
Closed Win 20 181 128 70 83 102 56 640 Mass
Recruitment
Closed
Win_Collaborators
11 6 6 4 101 17 10 155 Collaborators
On Progress 2 27 29 Recruiting
P(Cancel) 16 70 38 11 31 46 31 243 Cancel
Grand Total 52 271 188 96 226 173 125 1131
888
Proportion meet recruitment needs 89.5%
Based on the statistics for the first 6 months of 2017, we can see that we
just can now meet less than 90% of recruiting needs of clients, and the
productivity of Mass Recruitment Team is highest occupancy accounts for about
72% of the other recruitment groups.
2.2. The advantages and disadvantages of Le & Associates Company’s
process of recruitment service
2.2.1. Advantages
Advantage 1: Human Resource
L & A has a highly qualified HRBP staff who understands labor law as
well as extends their knowledge, experience and professionalism to the

controversial issues of clients and employees. . This advantage guarantees the
legal status of projects, protect the interests of employees and customers.
Alongside this is a team of young recruitment specialist members who are
enthusiastic about their work, have extensive relationships, have professional
knowledge, ability to work in parallel with many projects, Information on the
internet is highly selective. To ensure the progress of recruitment projects are
favorable and quality
Advantage 2: Physical Facilities
L & A has a huge database of candidates, high quality, diverse industry
has been verified information accurate and updated continuously. A clear,
detailed form for each stage of the process. To get these things, MRT has
accumulated many years of experience and from hundreds of large and small
projects to build and develop the company's database is growing.
Advantage 3: Experience
After more than 17 years of operation, L & A has more than 8000 staff
present in all provinces and cities in Vietnam and more than 100 projects
successfully implemented each year. The 8,000 employees include both internal
employee and outsource employee. The internal staff, who are representatives of
the company, for the MRT are always present at the project when the candidate
to interview and accept the job. Along with the development of the L & A has
more than 100 successful projects, of course there will also be project failure, but
from the failure that the process of recruitment at L & A will be more perfect,
perfect. . For example, we will increasingly grasp the recruiting trend of clients,
as well as the benefits that employees are aiming for apart from salaries and
insurance benefits.

2.2.2. Disadvantages
Whatever the problem, there are also have two aspects, the process of L &
A also has some drawbacks, such as:
Disadvantage 1: Linkage Between Departments
MRT almost impossible to grasp steps forward the candidates list between
HRBP and clients. The MRT is completely unaware of the process that is having
a problem if the HRBP is working independently, without timely notification to
the MRT, In particular, make a candidate list step so that you can arrange
interviews, if this step is delayed then it is very likely that you will have to go
back to the job post recruiting, as candidates will often apply many companies
and positions differently. This means that the list is delayed, the shortage the
number of headcounts will be greater that process will be obstructed.
Disadvantage 2: Recruitment Information Channel
The process of post recruiting also encountered many inadequacies,
difficult to confirm the right time to complete. At present, the company has not
supported many recruitment channels. MRT staff must rely on relationships,
personal accounts to find candidates. They mostly use social networking tools,
such as the Facebook group, or free sites to post hiring. Although the number of
CVs on these tools are often numerous, countless, however, it is difficult to
deliver the right information. Not to mention the fraudulent accounts, scams
increasingly make candidates fear, distrust of recruiting online. This makes the
number of CVs that the MRT is increasingly low, not enough to meet client
orders.
Disadvantage 3: Headcounts of MRT
At present, each member of the MRT has to work a lot, recruiting many
positions in parallel, the workload is too much the KPI of the MRT turnover is
almost no gain. The hours worked at L & A are 8 hours a day and MRT members
almost always have to bring home work. Although this is the nature of the work
of the recruiting department and also the skills required of recruiting
professionals, but this over time will make it difficult to meet the deadline for

customers. Many job positions are difficult to recruit, or large numbers are
almost the same team to put off other jobs that focus on a job. This will
sometimes affect the performance of other tasks.
Disadvantage 4: Commitment Time
In the process of the company, the steps are only 0.5 days, this is
unreasonable. Each step will have its own personality, and it will also depend on
the time the candidate starts working. For example, the recruitment process,
search candidates, depending on the position of work hard to find suitable
candidates take at least 3 - 7 working days even be longer. Commitment time is
very important in recruiting, which greatly influences the reputation and
reputation of the company.
Disadvantage 5: Warranty Policy
Warranty is a form of after-sales service when customer service, in case
customers only use recruiting services, L & A has a step to guarantee the
customer in case the candidate does not accept or quit their job. We will have to
recruit replace to ensure that the work at the client company is not affected.
However, many positions are difficult to recruit, but the working environment is
difficult to integrate, high pressure, low salary, poor welfare regime, employees
pinched. Sometimes, just one of these things has caused the MRT to recruit
continuously, all year round for a position.
2.3. Summary of chapter 2
In general, the current status of L & A's recruiting process is growing
well, receiving a lot of positive feedback from customers, meeting nearly 90% of
customer requirements. The process is very clear, easy to grasp, have a thorough
assignment of roles, duties, responsibilities of each department. However, there
are still limitations in terms of implementing the process and the duration of each
step. As noted above, any problem or process has advantages and disadvantages,
therefore, analysis of the hiring process is absolutely necessary. Following are
some suggestions that were mistakenly helped improve the bad side and improve
the good side of the recruitment service process at L & A.

CHAPTER 3: SUGGESTION

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