5 honest headhunting tips in Vietnam

If founders are just starting out or intend to scale the company, don't rush through the hiring process. Refer to the strategies backed by many experts below to be able to "recruit" top quality employees while headhunting in vietnam.

START RECRUITMENT WHEN THE COMPANY IS UNDER DEVELOPMENT

Many early-stage founders want to embrace everything. But to grow, they need to hire new people, specifically the product development team. As Deepika Yerragunta, head of product at PepsiCo, wrote, at some point “the company still needs a founder, but not just a founder, a co-founder and a few customers. It is necessary that all departments have enough personnel, such as sales, marketing, customer care, support staff on issues such as salary, finance ... ". Hiring talented employees will help founders focus on solving the necessary problems and take the company to the next level, similar to a headhunter company in vietnam.

Skip the TRADITIONAL INTERVIEW ROUND

That's why many companies are now skipping those stressful and boring interviews, finding new and more creative ways of recruiting to get to know candidates. For example, Dinesh Moorjani, the co-founder of dating app Tinder, invited candidates to a programming competition event with his staff. “Events like this will help employers assess a candidate's ability to mix with others and be pressed for time. This is also something that candidates will often have to face if they become full-time employees.” Often, a headhunter vietnam will find himself in this situation.

DON'T IGNORE THE "LESS PERFECT" candidates

Working at startups requires a certain amount of flexibility – something big companies don't appreciate. For that reason, a "perfect" hiring process, with candidates who meet all the requirements set forth at the position applying for, may not be the right fit for your business.

ALWAYS BE ON HIGH ALERT

Some businesses have made the mistake of focusing only on meeting candidates when they need to recruit. However, experts advise that employers should beware of potential candidates being "raised" by other employers.

RESULT EVALUATION

Surprisingly, most vietnam human resources companies don't track the outcome of the hiring process. Only a third of companies in the United States have monitoring reports on whether their recruitment methods are hiring good employees.

As Peter Cappelli, a professor of management and director of the Center for Human Resources at the Wharton School of the University of Pennsylvania, once wrote, “Imagine if the CEO questioned the progress of an advertising campaign as it did. We had a good idea, knew how long it would take to implement and how much it would cost, but didn't consider whether it would sell a lot. It's hard to accept.