Task: the workflow of a recruitment consultant starts is approaching customers, screening, and selecting the potential candidate to meet the client's job requirements until the candidate signs a working contract. I post job on social media, design posters and content to engage applicants and increase interaction with people. Because the name of client cannot show of, I have to choose the important details to write on like salary, location, and some other important requirements. The posting tools that the company gives to me are Findjob, Vietnamwork, and Career Builder. Once connected to the candidate, I need to email the full JD and ask them to resubmit their resume. I often check information such as years of experience, primary work, age, qualifications, and skills.

Reason: Because I work at headhunting agency, I found this job not easy for a newbie. You must have a wide relationship network and a diverse specialized knowledge. Headhunting requires a lot of skills such as reading CVs, selecting potential candidates and interviewing. Meanwhile, I realize that the company uses social media networks to search candidates. I have to admit using e-recruitment was very helpful.
I want to share with you the data about the digital situation in Vietnam in 2020. Including Vietnam has 96.9 million people, the number of internet users is 68.17 million (accounting for 70% of the population) and the number of social network users is 65 million people (accounting for 67% of the population). Furthermore, the report by LinkedIn Talent Solutions (2017) shows that the channels people use to search for new jobs are online job boards (60%), SMN (56%). Internet is considered the newest tool in recruitment, especially with the use of social media networks (SMN) such as Facebook, LinkedIn and recruitment site. This led to the emergence of the e-recruitment approach, meaning that all activities related to the recruitment process (including finding, attracting and evaluating potential candidates) are carried out with Internet help.  So I wrote on this topic to clearly analyze the difficulty of e-recruitment on finding candidates and the experiences I had to overcome this.

I will divide the Career Vision recruitment process into two parts: finding and interviewing candidates. To find candidates, I have to read & understand the job, choose the suitable recruitment sites, then post on SNM and collect CVs.

Method: I use 2 methodology in this report. I focused on recruiting PR Media for Ajinomoto Corporation. To start looking for candidates, I learned about PR Media's JD and client needs. PR Media positions focus on candidates with more than 6 month’s experience (internships also accepted) in Marketing. The main difficulty requirements such as: English, appearance, graduation from public schools and a good graduation score. Furthermore, the candidate must fit into Ajinomoto's corporate culture. This is the difficulty from the customer side. The number of applications for this job is huge, but the relevance is not enough. The biggest problem is English communication or the suitable for English proficiency and the future orientation.  I make a plan to post job vacancies on the media such as LinkedIn, Facebook, and search candidates on the recruitment sites (Vietnamwork, Findjob, and CareerBuilder). I pay attention to potential candidates who are fresh graduates. It was hard to start finding candidates because I did not understand clearly what PR Media did and what clients needed. Furthermore, I have little experience reading CVs. This creates difficulties in preliminary interviews and minus points for candidates meeting clients. After 2 months of calling and filtering candidates, I found 3 candidate for PR Medie: 2 people failed the first round of online interviews and last person is waiting offer from Ajinomoto
About interview method: The data was gathered from 9 people. I make an interview to get opinions from 2 sides: candidate and employer. There are 3 candidates and 5 headhunters participate in this interview. All the candidates have applied for the PR and employers in the same department with me. I make up the sample to identify: What channels do candidates and headhunters use and how do I find more candidates.