Over the past decade in the recruitment industry, I have had the opportunity to meet and conduct thousands of interviews for almost every type of position that SMEs in Vietnam are looking for in the market. My job doesn't allow me to be selective; I meet candidates ranging from ordinary positions like security guards and cleaners to high-level positions such as Chief Financial Officers and Chief Executive Officers. I feel truly fortunate as my vision and learning opportunities have significantly expanded with each meeting, allowing me to assess and seek suitable personnel for the organizations I have worked for.

There are no good or bad candidates; there are only candidates who are suitable or not yet suitable for the organization.

This is something I constantly remind myself and my recruitment specialists during the search for talent. Being the intermediary between Job Seekers and Employers has made the responsibility of HR professionals more challenging than ever, balancing the interests of both parties.

Employers always aim to find the right person at the lowest budget, paying the most reasonable (if not the lowest) salary, but the person must be capable. Meanwhile, job seekers want the best-paying job and the most convenient work for them.

From user needs, a small team of members in the HR and IT fields have come together to provide users (Employers and Job Seekers) with a new recruitment platform. Our recruitment model connects Employers and Job Seekers through a form of financial benefit sharing among all parties. Employers can find the right people for their business at the lowest cost - lower than what they would spend on current recruitment platforms, yet with higher efficiency than they have ever experienced.

Today’s article will focus on the benefits for Employers when using HRDept.vn's services.

Traditionally, SMEs in Vietnam have several types of recruitment budgets. Firstly, let’s agree on what a recruitment budget is. In this article, we define the recruitment budget as:

The recruitment budget does not include default costs such as salaries for recruitment personnel or other operational costs. Here, the recruitment budget is understood as the expenditure for third parties to conduct recruitment activities to find suitable employees for the business.

Zero-cost Recruitment

This involves not spending any money on third parties such as job websites, headhunting services, advertising, printing recruitment ads, or using workforce supply services...

Employers often leverage relationships to find candidates, use free recruitment platforms, non-advertised social networks, recruitment groups, or use the company’s brand to receive direct applications through their recruitment website.

These methods are usually only effective for certain positions and at specific times. The effectiveness of this method also depends on the capability and experience of the person directly conducting the recruitment in the industry the business operates.

Recruitment with a Budget Above Zero

This involves the company spending money on third parties to expedite finding the right person for the business.

The usual expenditures include:

• Monthly or annual membership packages on online recruitment platforms
• Posting recruitment ads for each position on job introduction websites
• Viewing resumes on job introduction websites
• Using headhunting services at a cost of 2-3 months' salary of the candidate

A common characteristic of these recruitment methods is that Employers have to pay fees set by the websites, which are rarely negotiable. The services are almost never guaranteed, and they have to accept losing the entire cost if the budget isn’t fully utilized. This is the current situation for businesses using recruitment services in Vietnam.

On average, SMEs spend at least 30,000,000 VND annually on recruitment activities through job websites, with a recruitment efficiency of only about 50-60% of the desired outcome.

At HRDept.vn, we provide a much better (a lot better) solution for businesses. Specifically:

Pay for Interviews Instead of Buying Resumes

Instead of paying for 20 resumes to get phone numbers and email contacts, then calling and inviting 15 candidates for interviews, only to have 5-7 show up, and eventually selecting 1-2 who meet the job requirements, costing around 75,000 VND * 20 = 1,500,000 VND,

At HRDept, Employers can view as many resumes (including phone numbers and emails) as they like, then invite candidates for interviews according to their budget, paying only 75,000 VND for each candidate who shows up. This means the total budget for Employers ranges from 375,000 VND to 525,000 VND, which is 3-4 times cheaper than their previous expenditure.

Is that all the benefits?

The answer is NO! At HRDept, a significant portion of the 75,000 VND that Employers pay is given to the candidates who successfully come for interviews. This increases the candidates' commitment to attend the interview. Employers are less likely to face no-shows, and candidates feel appreciated as they receive compensation for attending interviews. This is unprecedented in recruitment activities.

That's why we honor every Employer using the HRDept.vn platform as Fair Employers - those who care about their candidates, ensuring fairness, transparency, and fulfilling their responsibilities.

Rewarding Candidates Who Pass Probation Instead of Paying for Job Ads

In reality, even if an Employer successfully recruits a candidate for probation, the candidate may not pass due to various reasons such as unsatisfactory job performance or receiving a better job offer elsewhere...

The cost for job ads ranges from 2,000,000 VND to 5,000,000 VND per ad, and headhunter services can cost up to 30,000,000 VND to 45,000,000 VND for positions with a 15,000,000 VND/month salary. This is a substantial budget that Employers have to spend with uncertain results.

At HRDept.vn, we recommend Employers offer rewards to candidates who pass probation by allowing free job postings on our HRDept.vn platform. Employers can freely choose and contact candidates for interviews. After a candidate passes probation and becomes a full-time employee, they receive a reward as announced by the Employer when posting the job on our platform.

The reward for passing probation is equivalent to the cost Employers pay for each job posting on traditional recruitment platforms. It can be 1,500,000 VND (instead of the usual job posting fee) or higher, up to 20,000,000 VND (instead of headhunter service fees). This reward is given to the candidate who passes probation and becomes a full-time employee. If the candidate does not pass probation, the Employer can reclaim the money or continue to recruit until they find the right person for their business.

1. This is the highest guaranteed recruitment method HRDept offers to businesses, optimizing their recruitment budget and increasing friendliness with potential candidates.
2. Candidates knowing they will be rewarded tend to be more focused and motivated during probation to become full-time employees, reducing recruitment risks for businesses.

Reality has shown that many businesses have successfully and quickly recruited using our services.

Below are some clients using our services with very positive feedback

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