Limited social media recruiting tools at Vinamilk

Abstract

This thesis provides an analysis and evaluation of the limited social media recruiting tools at Vinamilk and recommends the solutions to improving the candidates’ quality and quantity. Methods to find out the central problem of Vinamilk include primary data from internal and agency reports, two-round in-depth interview and related literature frameworks. Results of the finding show that companies not using social media as a hiring tool may be at risk of missing a large number of candidates and top talents. Further investigations reveal that social media recruiting tools bring many benefits such as: the growth of brand value, the convenient references and recommendations, the lower cost of recruitment, faster recruitment and more and higher quality job applicants etc. Of course, Vinamilk will face many challenges if they want to successfully implement the social media recruiting tools. These include challenges from changing in corporate culture as well as changing the staff’s position in the workplace and the pressure to up-to-date recruitment sites frequently. In addition, the thesis will base on the main cause of changing the staff’s position in the workplace to propose two alternative appropriate solutions: The first is The current long-term human resources staffs will be mainly responsible for implementing the new method and the second is Recruiting new member who has many working experience in social media recruiting tools to implement. Based on relevant factors as well as considering benefits and costs, a detail action plan was conducted to implement the first alternative solution is The current long-term human resources staffs will be mainly responsible for implementing the new method for improving the recruiting efficiency. This will help to predict accurate measurement of figure performance to determine whether Vinamilk invest in this project.