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1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process

1.2.1 Discuss the impact of legal, regulatory and ethical consideration in recruitment and selection process in Vietnam

In general, Vietnamese government encourage recruitments due to a fact that this will contribute to eliminate unemployment and criminal. However they set out some requirements that required businesses to follow such as minimum salary, working age and safety regulation. There also have policies to eliminate discriminations of all type to create equality among labor force. In order not to violate government policies, FPT shop should meet all requirements of authority.

It is required to completely follow government policies. Actually, for businesses and organizations, it is not always benefit to fully comply with government regulations. Thus they usually use underage workers, offers lower salary than stated in policies, males are more prioritized than female and vice versa in some context. In addition, there exist discrimination among Southern and Northern people, and some specific region as well.

To eliminate negative issues in recruitment, FPT need to fully follow company’s code of conduct and actively find out weaknesses to remove them immediately. This will contribute to build good reputation for being ethic through the eyes of company’s business partners.

Typically, Vietnamese tend to work with people that they already knew or feel comfortable with. This lead to negative issues in recruitment process. For example, staff who have power or impact over recruitment result will give priority to family members, friends or person that make payment for position without considering needed skill, qualification and knowledge. This became popular in Vietnam which cause inefficiencies in business operations and brain drain to competitors. To prevent this, it requires recruiters to be neutral person who put company benefit on priority. Moreover, it also require professional training, to be ethical and good leadership.

1.2.2 Describe how those factors affect your staffing process

Government’s policies and regulations are basically not benefit much for company. However, it is designed reasonably to equalize employer’s benefits and labor’s right and contribute to eliminate potential dispute arising. For FPT, following government’s policies does not take much effects on recruitment process because there are specific requirements for sale associate position which suit government regulation.

Unfair putting priority to someone has much impact on recruitment process. Being affected by higher management or others factors will limit recruiter’s decision to select suitable person for the position and violate personal code of ethic and company code of ethic.

1.3 Take part in the selection process

1.3.1 The selection process:

Selection methods is most important factor for success of recruitment. For finding suitable sale associates for FPT shop, I decided to put my faith on candidate CV in application and interview for further assessments.

CV: Through curriculum vitae, recruiter can summary what experience and qualities candidates had so that we have general information to compare among candidates’ CVs. In addition, CV also become the first recruitment criteria that candidates must meet before being interviewed.

Interview: is the most popular approach to examine candidate using face to face conversation. The questions was prepared based on nature of work. Using interview will provide recruiter more information that CV cannot.

Because FPT shop is recruiting for position of sale associate, I designed a list of questions to interview as following:

Interview questions:

1. Tell me something about yourself.

2. Have your ever work in sale before?

3. What are your advantages and disadvantages?

4. What do you do in your free time?

5. Do you have experience working with technology devices?

6. How do you know about FPT shop?

7. Why did you choose sale position at FPT shop?

8. Which schedule do you prefer: full time or part time?

9. Do you know anyone who also works for FPT? Do you have any relative working at FPT?

10. How do you think about your future self-development at FPT?

Candidates’ answers

Interviewee	Ability & Skill		Result
Interviewee	Advantages	Disadvantages	Result
Vo Ngoc Bang Ngan	- Can use English -Computer skill is fairly well	- No sale experiences - Low level of communication skill - Low response.	Fail
Reason	She is a little bit shy because she does not know how to break the ice during conversation. Ngan just response in simple sentences without detail. For that reason, I infer that she is not suitable for sale associate position.
Ly Quoc Do Minh	- High level of English - Influence speaking and fast response - Previous internet sales experienced - Understanding about technical devices such as smartphone, tablet and laptop	- A little bit introvert	Pass
Reason	Minh can write review about technical devices and use it as a speech to persuade customers. Additionally, he is currently trader in Steam store therefore his abilities quite are fitted sale associate requirement which require to know about product features and negotiation skills. Moreover, when asking situational questions, he can response smoothly and immediately, this mean that Minh are able to handle unexpected situations.
Nguyen Thi Hong Nhung	- Good English skill - Have knowledge about technical devices - Have experience of family business - Flexible in conversation - Have negotiation skills	- Follow perfectionism - No sale experience	Pass
Reason	She can review and report about devices features. Nhung has a good communication skills with a flexibility in response and high impression. In addition, she also has a good knowledge about technology. For this reason Nhung is suable for position of sale associate at FPT shop.
Duong Chi Hung	- Good communication skill - Have experience on his family business. - Have knowledge about technical devices and trend of products.	- Cannot point out his own strengths and weaknesses. - No sales experiences - Cannot work under pressure	Fail
Reason	He does not know how to self-evaluate himself to point out strengths and weaknesses to work in FPT shop. Although he has a flexibility in the way he response, there still has hesitance in his response seem like he did not prepare well for the interview.
Nguyen Ha Thao Vy	- Can use English - Good appearance	- Low level of communication skill - No sale experience - Don’t have knowledge about technical devices.	Fail
Reason	She does not prepare well for the interview. Her abilities does not meet requirements of nature of job. In addition, information that she write out on application form does not suit what she performed in the interview.

1.3.2 Cost per hire

In order to carry out recruitment process, it require to estimate the suitable budget for recruiting candidates to make sure that the budget is as low as possible. Expenses for recruitment can be stated in detail as follow:

Items	Activity	Cost
Facebook advertise	- Post recruitment information on FPT shop fanpage and boost post	1,200,000 vnd
Cost of travel	- Cost of fuel for travelling to buy stuffs for decorating recruiting room	50,000 VND
Room and equipment	- Cost of room cleaning, decoration and stuffs	150,000 VND
Miscellaneous	- Call charge for informing appointment to candidates	100,000 VND
Miscellaneous	- Cost of water, tea, flower, chair, etc.	200,000 VND
Total		1,700,000 VND

The total cost to recruit 3 employees is 1,700,000 vnd, this mean that cost per hire is 566666 vnd

1.4 Evaluate own contribution to the selection process

1.4.1 Describe your role and what you have done or contributed in the selection process.

As a recruiter, I was responsible for choosing the most suitable candidates for sale associate position. To be more specific, I set out recruitment standard for candidates based on own job requirements and instruction from higher management. Recruitment information with standardized format was prepared and posted on FPT shop Facebook fanpage and then I boosted the post by Facebook advertise which help the content reach thousands of audiences in a short period based on audiences’ profile (gender, age, occupational status and location). In addition, I also have responsible for designing questionnaires for interview according to nature of position and working environment and this would be appropriate method to screen potential candidates. Questions were then submitted to higher manager for approval. After accepted then I could use them in the interview and gather information on my own assessment and scores.

After the recruitment, I realized that there are some weaknesses in my method which made my recruitment inefficient. The first weakness was that the amount of audience viewing recruitment was included many people who did not intend to find job. It mean that the audience see advertisements passively and this increased cost for advertise due to large number audience views. The second was that huge number audience lead to large number of applications so we had to spend much time on screening and considering each case.

Although there existed some weaknesses, recruitment process was successful. Preparing questions and screening candidates had a great impact on choosing suitable candidates and I believed that they would be success on their chosen position.

1.4.2 Make relevant recommendations for later staffing effort.

There are some suggestions that I recommend to apply in advance to improve quality of recruitment process:

· Facebook advertise is now a trend of advertisement. However if user don’t know how to separate ads by age, gender, target audience and period of time, advertisement by Facebook could be useless. Therefore it required to know Facebook function clearly so that we can fully use it features.
· It requires more personnel in recruitment department to deal with checking large amount of application in short time.
· Recruitment criteria must fully follow government and company regulation. However it could be flexible to change according to nature of work. We also need to eliminate stereotyping that there are some specific position only suitable for male or female, therefore it does not need to state gender requirement in recruitment information. People who appear to be suitable for recruiting position already know their abilities when applying for job.
Interview question must relate to the job and be challenged enough to have effect of screening. In addition, it also requires to be objective to avoid bias judgment. For some position such as sale associate, high school diploma is enough and it does not require to have much experience however past experienced is referable.

1 2 3 4 5 6 7 8 9 10

	Height
Male	1.65 or more
Female	1.55 or more

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WORKING WITH AND LEADING PEOPLE ASSIGNMENT 1

Introduction

1.1 Prepare documentation to select and recruit a new member of staff

1.1.1 Job description:

1.1.2 Person specification

1.1.3 Recruitment procedures

1.1.4 Publication of advertising information