The demand of recruiting senior staff increasing in Vietnam ( Part 2 )

3. Strategic Recruitment Advertising (Recruitment Advertising) is being applied everywhere

The idea of Recruitment Advertising had appeared in America since 1950. This idea was applied by such famous companies as Hodes and Shaker Advertising. It’s idea that helped businesses outlines the requirements for HR so that the best options in the mass media to advertise their recruitment are selected. Today, the company specializes in Recruitment Advertising helps customers to choose effective communication strategies for job posting ad, collaborate with businesses in raising the prestige and reputation of employers in order to attract qualified candidates.

In recent several years, Recruitment Advertising starts applied in Vietnam, especially in recruiting senior human resources (Human resource services). Not all employers have a clear view of the media market, therefore, sometimes they were throwing money out the window when posting job on ordinary newspaper / magazine. In order to attract customers, some headhunting companies (headhunter vietnam) have opened consulting services to help businesses choose the communication strategy, and this is one of ways used to keep the "mutual beneficial" relationship for customers in increasingly competitive conditions which occur fierce and bitter.

4. Recruitment Strategy for Enterprise

There is not any standard model for businesses to attract and retain senior staff in the context of the current market which lack of talents. This relates to many factors, including the size of the business and operation model, especially for those newly started business in Vietnam. ( headhunter in vietnam )

First, new enterprises must clearly define their expectations and strategic HR issues, especially senior management, who will run the business. ( headhunter vietnam )

Second, businesses need to understand the local factors. Define a recruitment strategy for each position is the key: Build from internal, borrow from external forces for short-term plans, or outsource for an important position. With special positions difficult to recruit, such as research and development (R & D), the candidate potentials should have been trained abroad before the company implemented a localization strategy.

Today, most companies have policies to nurture the available talent and maximum boost resources, leverage the strengths of employees, ensure cultural appropriateness, and minimize risks in recruiting, training and developing the wrong person.