Category Archives: Advice for employers

Top 5 trang web đăng tin tuyển dụng uy tín tại Việt Nam

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Trong bối cảnh tuyển dụng ngày càng cạnh tranh, việc lựa chọn một nền tảng đăng tuyển phù hợp có thể quyết định hiệu quả thu hút ứng viên chất lượng.

Dưới đây là Top 5 trang web đăng tuyển việc làm được doanh nghiệp tin dùng nhất hiện nay, trong đó có 1 trang web nổi bật với dịch vụ đăng tuyển hướng tới nhân sự cấp cao.

1. Headhunt Vietnam – Nền tảng đăng tuyển nhân sự cấp cao

Là đơn vị tiên phong trong lĩnh vực tuyển dụng và tư vấn nhân sự cấp cao, Headhunt Vietnam được hàng trăm doanh nghiệp trong và ngoài nước tin tưởng lựa chọn. Dịch vụ đăng tuyển trên website của Headhunt giúp doanh nghiệp tiếp cận đúng đối tượng ứng viên, đặc biệt là các vị trí quản lý, chuyên gia và lãnh đạo.

Điểm nổi bật của dịch vụ đăng tuyển HHVN:

  • Thương hiệu uy tín với hơn 10 năm kinh nghiệm trong ngành headhunting và HR consulting.
  • Nguồn ứng viên chất lượng cao, được xây dựng từ mạng lưới chuyên gia, nhà quản lý đã hợp tác với Headhunt Vietnam.
  • Lượt truy cập thật, ổn định, mang lại khả năng hiển thị cao cho tin đăng.
  • Phù hợp với doanh nghiệp FDI, công ty Việt quy mô lớn và startup cần nhân sự chủ chốt.

Cách đăng ký dịch vụ đăng tuyển tại Headhunt Vietnam:

Doanh nghiệp có thể đăng ký trực tiếp tại đây: Đăng tuyển job trên website Headhunt Vietnam
Sau khi gửi yêu cầu, đội ngũ tư vấn của Headhunt Vietnam sẽ liên hệ để hỗ trợ chi tiết về gói dịch vụ, quy trình đăng tin và tối ưu hiệu quả tuyển dụng.

2. VietnamWorks

Là một trong những trang web tuyển dụng lâu đời nhất tại Việt Nam, VietnamWorks sở hữu lượng người dùng khổng lồ đến từ nhiều ngành nghề khác nhau. Doanh nghiệp có thể dễ dàng đăng tin, quản lý ứng viên và đối chiếu hồ sơ ngay trên hệ thống.

3. TopCV

TopCV nổi bật với hệ sinh thái CV trực tuyến và công nghệ AI hỗ trợ gợi ý ứng viên phù hợp. Giao diện thân thiện, có nhiều gói dịch vụ linh hoạt cho cả doanh nghiệp và nhà tuyển dụng cá nhân.

4. CareerLink

CareerLink là một trang tuyển dụng tổng hợp, phù hợp với các doanh nghiệp muốn đăng tin nhanh, chi phí hợp lý và tiếp cận được ứng viên ở nhiều mức trình khác nhau.

5. Vieclam24h

ViecLam24h được biết đến như một nền tảng phổ biến cho các doanh nghiệp muốn tuyển nhân sự cấp thực, cấp trung hoặc công việc bán thời gian. Giao diện gần gũi, thao tác đơn giản, phù hợp cho cả nhà tuyển dụng mới bắt đầu.

Tổng kết

Mỗi trang web tuyển dụng đều có thế mạnh riêng, tuy nhiên để đạt được hiệu quả tuyển dụng cao ở phân khúc nhân sự cấp cao, Headhunt Vietnam vẫn là địa chỉ được ưu tiên hàng đầu. Nhờ đội ngũ tư vấn chuyên môn và hệ sinh thái ứng viên chất lượng, Heahdunt Vietnam giúp doanh nghiệp không chỉ tuyển được nhân sự, mà tuyển được người phù hợp nhất cho mục tiêu tăng trưởng của doanh nghiệp.

Environmental, Social & Governance( GSG)

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Companies face increasing pressure to optimize their ESG (Environmental, Social, and Governance) profile, both to attract responsible investors, as well as mitigate risks and align with societal and environmental needs. Our expert local team is well-versed in ESG framework formulation, risk management, on-the-ground audits, and sustainability strategy development – all fine-tuned for the unique dynamics of Asia’s diverse landscapes.

With our strong connections across China and wider Asia, coupled with a deep understanding of local regulatory norms and societal expectations, we assist our clients in their ESG journey, throughout every stage.

A PLEASANT QUIT & WHEN SHOULD I QUIT MY JOB? (P.2)

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“A Pleasant Quit” & When should I quit my job (PART 1)

PART 2

The next question, When should I quit?

When should someone quit their job? It is very easy to answer in some cases. Just be honest with yourself and have a clear goal of life, you always know when a job is no longer suitable for you. In other cases, It is a hard-answered question. Most people are often dishonest about themselves or have no clear goal.

At first glance, this seems weird. But, just take your eyes around your workplace. I am sure that you will realize, the number of people who really love their work are few. Additional, fewer people have goals. Most of them like to depend on “Fate”

First, this is a consequence of education. It leads to many adults still not knowing what job they love or what their talents are.

Worse, Most people do not take time to ask questions about what they want to do in life. In other words, how they want to live a life. So, they transferred that responsibility to their parents, their relatives, their friends, their boss also.

“Parents wanna me have a stable job”
“My friends love to have a high-end salary”
“Girlfriend wants me to become a manager”
“My boss wants me to learn more”
All of these become the criteria to choose the jobs of many people.

Choosing Criteria

They try to follow those criteria, which will become a nightmare in the future. And then, THEY QUIT.

Many people quit their jobs at the age of over 30, because they realized that they did a job, they did not like. Then, meeting a career crisis when they found the right way to their favorite job. Let’s imagine, you are being an intern at the age of 30.

So, the question “When should I quit my job?” is really an easy question, if you know exactly what you need for yourself. On the other side, it may lead to an incorrect decision.

As someone who sells goods just because the job is easy to be recruited, then he quit because he is scolded by his boss. After that, he goes around the companies and realizes that most of the sales bosses scold the staffs. It is just different in level of scolding.

If you are a seller and can not stand it, do not start selling anything right from the beginning. Many people take years to determine the level of scolding that they can stand.

Of course, as I told you. You choose a job that you do not like. This is the reason why you can quit at any time. It is not closely related to your work environment, your boss, salary, benefits,…

When you do not like something, everything relates to it that will be become a trigger.

When you do not know what you like is, and the employers do not know what you like is.
Yeyyyy! Congratulation! It is a Boom

Boom

If you decide to endure a job that you don’t like or you don’t know if you love it. You must at least identify why you need to endure it. For example, how much money do you need? why do you need that much money? How much money will you make in years?. That’s when you know you should quit.

It is also the moment that employers know you should leave, if they really care about your motivation. But, Let me tell you good news, it is only 3% of employers have the ability to identify motivation through the interview.
I am also wondering, 3% is too much??
The rest of the employers just want (or be forced) to fill the recruitment KPI, so they won’t care about your motivation.

So at the end of this blog, What is the moment you should quit?

From the above sharing, you can easily realize that you should (or need) quit, when:

You don’t have any reasons to endure this job.

Honestly, people do not quit their jobs when they should (or need) to quit. They quit because they want. If you have ever learned to make decisions, you will know that is your mistake in the first step

You do not distinguish what you want and what you really need.

Cre: Cam nang di lam cua cho soi

“A PLEASANT QUIT” & WHEN SHOULD I QUIT MY JOB?

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After reading the previous blog “8 SIGNS YOU’VE BEEN IN YOUR JOB TOO LONG“, you realized that you are wondering about staying or needing a new job to grow. A lot of questions run around in your head, one of them is:
“WHEN SHOULD I QUIT MY JOB AND HOW TO MAKE A PLEASANT QUIT?”

PART 1

1. DOES ” A PLEASANT QUIT ” EXIST?

The thing that you call “A Pleasant Quit” does not exist in reality.
“A Pleasant Quit” means “When you quit your job, everyone will regret losing a colleague like you”.

Why does it not exist? Because when you quit your job, there is never happen “Everyone feels regretful!”
No matter how you good at work (even if you are the best person in your company). no matter how you good at your relationship with everyone in the company (even you are a person most favorite company).

When you quit, this is what will happen:
– Some people will regret it.
– Some people will feel normal.
– And some people will feel happy.

You understand, right?

It does not depend on who you are, how you are, or which position you are holding. Even if you are a company owner. When you are a very good person, there will be people who do not like that good (for example people are often taken out to compare with you!). Even when you are the most loved person, there will be second favorite people happy when you leave, because now they are ranked first!

So, “A Pleasant Quit” is something that never exists.

2. WHAT WILL HAPPEN WHEN YOU QUIT?

Let me tell you the truth: The fact that “not leaving a bad rumor about me” when quitting, does not really exist…

I remember the day when I left “a quite big position” in a multinational company. Because I felt that I did not want to and could not contribute more, while the salary and benefits were good. Many people were surprised, they do not even believe in “retiring from work because of not feeling contribution”.
For them, just needing adequate wages and benefits. The less work, the more happiness. So they think it is not the reason for my leaving.

From here starts a rumor “He quit because of some discontent with the leaders”. More worrisome, many people began to make a theory, that I quit because of my Boss. “His boss stomped on the spot, so he could not continue to promote, therefore he was dissatisfied”
Even if I am a person who does not care much about the so-called position, that rumor may still exist, even now

So, the definition of “A Pleasant Quit” means not leaving a bad rumor about you, which also does not exist.

3. WHAT IS REALLY “A PLEASANT QUIT”?

“A Pleasant Quit”. For me, it is leaving your job without having any worries.
For employees to not worry about leaving, there are two things you must definitely accomplish:

Talk frankly with your direct boss about the reason for leaving:

Because their direct boss is the reason, for many people.
– If you see that your boss is not good at his expertise, tell them.
– Your boss is not good at management, tell them.
– Hating your boss for any reason, tell them
Of course, you tell them in a polite and straightforward way, before leaving.

You can hear the explanation, or not. You do not need to believe the explanation if you feel it is not honest enough. But at least, you say your reasons and your boss knows your reasons.

Many people do not do this, because they are afraid. They fear their boss will:
– Have bad speech about them when they accept new jobs.
– Block their way back to the old company once the new place does not go well.
You make decisions based on fear, you will never be able to walk comfortably and calmly.

Take a look at it, if it is just because of your boss’s speech, the company does not hire you, there are only two possibilities:
– Firstly, it is that company is hasty when they don’t hear your story, Is this a worth company?
– Secondly, your ability is too bad to convince an employer, so is it the fault of your boss?
You are still scared. No problem, you can not do it. It just does not think about anything nice. Nothing peace comes from fear.

And please note, there is an only one person you need to talk frankly about the real reason you left, that’s your direct boss. Colleagues with the department, the high-level boss, the HR department, etc that is the place you should choose to provide suitable information.
If you can’t tell the truth to Boss in front of them, don’t think about what else to do behind their backs. Just taking a quickly leaving.

The second thing to do, after having a straightforward discussion with your direct boss is:

Having a reasonable time to hand over the work to the team

“A Pleasant Quit” of course includes handing over what you have done to the company. Pay special attention to legal issues in the process of handover such as documents, equipment, money… The handover must be made in writing with the signatures of both parties, and you should keep a copy or take a picture of the handover minutes to avoid future problems.

More importantly, make sure you do the best as you can to help your substitutes (of course, if the company has recruited a substitute before you quit), and do not share with them about why you quit.

TO BE CONTINUED…

Cre: Cam nang di la cua Cho Soi

In-House Recruitment Is Dead. Long Live Outsourced In-House.

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I’m a recruiter at heart. So, I fully endorse any and all methods that result in clients attracting, hiring and retaining talent as and when they need.

But the days are numbered for internal recruiters. Companies’ needs are changing, and agency recruitment is having to evolve to match. Leaders are denouncing relics of the past and embracing a method of recruitment that scales with business objectives.

That method is outsourced in-house.And it’s leaving in-house recruitment in the dust.

The Death of Recruitment

The trouble with in-house

In-house recruiters are typically burned-out employees who, frankly, didn’t cut it in the agency world. Barely pitching for one role at a time, these recruiters struggle to compare against the companies that scale the whole market. Their inability to recognise the movers and shakers, or emerging technologies that affect roles, prevents them from being totally effective.

The process of attracting people for a single organisation, where the role is standard (most are) and the organisation is run-of-the-mill, is hardly revolutionary work. That’s why in-house methods are (in the main) mediocre. I mean, sending InMails to people they don’t know on LinkedIn professing to have the best possible new opportunity for them… c’mon.

This is common though! Over the last decade, a wave of companies attempted to build in-house teams. Despite thinking they could cut costs, the market tightened, drying up available talent for key hires and restoring the need for talent acquisition partners.

Why agencies are evolving

Since agencies redefined what recruitment meant, businesses wanted more. Most of the companies I work with now used to be recruitment agencies but have since transformed into talent solutions providers. In-house recruiters simply can’t match their impressive portfolio of products and services. 

The traditional agency model is evolving and diversifying – to cater to businesses with high-volume recruitment plans, for example, and address an ever-widening skills gap. Consequently, key hires know their cost. Exhausted internal recruiters are clueless when it comes to what lures these guys in, leaving businesses with subpar solutions. 

So in came outsourced in-house. This new kid on the block acts as a welcome middle ground, offering businesses an agency recruiter to work on-site (or remotely if preferred) for a few days a week.

Establishing the middle ground

With this method, recruiters tap into the resources, functionality, drivers and management of a recruitment business while being coached daily on how to attract more clients.

Forget holiday pay, or the nightmare of employees taking annual leave in the middle of a project. With hiring costs soaring (and rightly so) too, the need for enterprises to embrace agency innovation in the shape of new solutions and products just makes economic sense. Hiring a journeyman professing to be a superhero recruiter does not (why else would they give up the dream and take a salary, however inflated it might be?). Now it can cost anything from £10k to £20k for one person to be the resourcing agent and place 2-6 people every month!

But it isn’t just money. Businesses that rely on outsourced in-house are “buying the time” of a specialist – including the use of their latest tools, methods and reach. It delivers the desired outcome, whether through a nurtured relationship with a significant talent pool or wealth of services including Statement of Work projects or even employer branding.

This efficient and proven approach is what solidifies the benefits of aligning with a professional and accountable partner. The choice to outsource in-house has never been more compelling.

Cre: Gary Goldsmith