Tài liệu The low awareness of the consultancy and recruitment department in saigon hi–tech park

g UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business ------------------------------- Vo Thi Thanh Giang THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK MASTER OF BUSINESS ADMINISTRATION Ho Chi Minh City - 2017 1 UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business ------------------------------- Vo Thi Thanh Giang THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK MASTER OF BUSINESS ADMINISTRATION SUPERVISOR: Prof. Tran Ha Minh Quan Ho Chi Minh City - 2017 2 SUPERVISOR’S REPORT ON THE THESIS PROPOSAL SUBMITTED FOR DEGREE OF MASTER of BUSINESS ADMINISTRATION The thesis proposal title: THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK Student Name: Vo Thi Thanh Giang Supervisor: Prof. Tran Ha Minh Quan 1. General comments: 1. Remarks on the student’s attitude: …………………………………………………………………………… …………………………………………………………………………… 2. Remarks on the assignment’s academic quality: …………………………………………………………………………… …………………………………………………………………………… 2. Overall assessment:  Meet requirement for submitting  Not meet requirement for submitting 3. Other remarks:  Did the student follow the report schedule?  Yes  No  Other………………………….  The Turnitin plagiarism percentage: Supervisor’s signature 3 ACKNOWLEDGEMENTS I would first like to thank my thesis advisor Prof. Tran Ha Minh Quan of the International School of Business. He consistently allowed this paper to be my own work, but steered me in the right the direction whenever he thought I needed it. Without his guidance, support and good nature, I would never have been able to pursue the thesis. I would also like to acknowledge Dr. Phan Thi Minh Thu of the International School of Business as the second reader of this thesis. I am gratefully indebted to her for her very valuable comments on this thesis. Finally, I must express my very profound gratitude to my staffs in SHTP Training center for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis. This accomplishment would not have been possible without them. 4 Table of Contents LIST OF FIGURE .................................................................................................................... 6 LIST OF TABLES .................................................................................................................... 6 EXECUTIVE SUMMARY ...................................................................................................... 7 CHAPTER 1: BACKGROUND INFORMATION ............................................................... 8 1. Organization background ............................................................................................ 8 2. Situation analysis ........................................................................................................ 10 CHAPTER 2: PROBLEM IDENTIFICATION .................................................................. 15 1. Methodology ................................................................................................................ 15 2. Initial cause effect map .............................................................................................. 17 CHAPTER 3: CENTRAL PROBLEM VALIDATION ..................................................... 25 1. Central problem identification .................................................................................. 25 2. Central problem validation ....................................................................................... 26 CHAPTER 4: ROOT CAUSE VALIDATION .................................................................... 28 CHAPTER 5: ALTERNATIVE SOLUTIONS AND ACTION PLAN ............................. 32 CHAPTER 6: SUPPORTING INFORMATION ................................................................ 42 REFERENCES ................................................................................................................... 42 APPENDICES..................................................................................................................... 44 5 LIST OF FIGURE Figure 1: The Consultancy and Recruitment Department structure Figure 2: Communication channels in the recruitment LIST OF TABLES Table 1: Job description of Nidec R&D Recruitment Table 2: The result of recruitment through the end 2016 to early 2017 Table 3: Respondents information at the Consultancy and Recruitment Department in SHTP Training Centre Table 4: Location and timing interview Table 5: Planning of Nidec Recruitment in the early 2017 Table 6: Cost budget of Nidec R&D Recruitment Table 7: Action plan for the first solution Table 8: Action plan for the second solution Table 9: Level of factors affect ineffective communication 6 EXECUTIVE SUMMARY In the process of attracting foreign investors to invest in Saigon Hi-Tech Park, the Government has encouraged enterprises to focus on human resources and technology for long-term development. Specifically, the Board of Management of the Saigon HighTech Park support Nidec established Nidec R&D Center for research and business development, in addition to the development of SHTP. However, it is difficult in the recruit the talent engineers for dedication. In the scope of the thesis, it is aim to practically analyze the shortage applications provided for Nidec R&D center at the Consultancy and Recruitment Department in Saigon hi-tech Park Training center. The object of this report is to outline in broad terms the information and engineering considerations required for and the principle involved in the recruiting engineer for Nidec R&D center. The study tries to identify the main different factors which contributed to the issue by the literatures informed reviews and the collected data from colleagues during deep interviews with managers position and staffs. The study uses these factors in developing practical techniques, which can solve the problem. The low awareness of brand is the central problem because it come from the poor skill of staffs and the ineffective communication channels as advertising. It led to the inefficiency in recruiting. The report is intended to provide the executive board with background information to assess the feasibility of a proposal they have been asked to assess some recommendations: 1. Develop the social advertising channels. 2. Training skill for staff. The findings impact on the result of the following recruitment with the numerous applicants in this project. The Nidec R&D center can recruit more talent engineers. 7 CHAPTER 1: BACKGROUND INFORMATION 1. Organization background Saigon Hi-tech Park (SHTP) is one of three nationals high - tech parks in Viet Nam which was established by the Decision 146/QD-TTg dated 24 October 2002 of the Prime Minister. It is located in District 9 of Ho Chi Minh City (HCMC). The Park is developed on an area of 913 hectares and includes two phases of development, of which the first Phase occupies 300 hectares and 613 hectares of the remaining area is of the second Phase (1). With a strategic location which is in proximity to the city's center, airport and sea ports of HCMC, and surrounded by 43 industrial parks and export processing zones of the Focal Economic Region of Southern Vietnam, the Park has full advantages to become a technological and scientific urban area that will be the foundation for development of knowledge economy of HCMC and the Southern Key Economic Region of Vietnam (2). Besides, together with other advantages such as receiving strong support of central and local governments, offering "one-stop-shop" application service and highest legitimate tax incentives to investors, etc. SHTP has been considered a bright point of foreign investment attraction in fields of high technology throughout Vietnam. The Park was proudly the investment destination of projects from global hi-tech corporations including Intel (the U.S) with its $US 1-billion project, Nidec (Japan), Sanofi (France), Datalogic (Italia), Microchip (the U.S), Sonion (Denmark), etc., as well as from leading domestic educational institutions and companies including FPT Corp., Hutech, Nanogen, etc. After 11 years of development, as one of the only three national hi-tech parks and one of Ho Chi Minh City's five focal projects serving as the driving force for the city's development until 2015, SHTP has become a trustworthy destination for hitech investment in Vietnam (1). Generally, SHTP has four functions: attracting investment in high-tech products, researching, developing and applying high technology, training high-tech human resources and organizing high-tech development support services. SHTP Training center (SHTP Training) is one of the units under the Board of Management of SHTP, was established by the Decision 2669/QD-UB dated 31 May 2005 of the People’s Committee of HCMC. SHTP Training Center has the mission of training and supplying 8 human resources in the field of economy associated with technology and technology in order to accelerate the process of integration and development of the city and the country (3). The SHTP Training Center is a connection between the practical requirements of the enterprises and the knowledge and skills of employees, through training consulting services, job introduction and especially the curriculum according to the enterprises’ requirements. In order to realize its vision and mission, the SHTP Training Center needs to understand more about the human resource needs of enterprises in the technology sector, thereby offering and delivering training programs. Create, more appropriate consulting services, can meet the needs of the business to the maximum. The consultancy and Recruitment Deparment plays the main role in this recruitment. It mainly conlsulting sevices, introducing jobs, supporting the supply of human resources for businesses operating in and out of SHTP in many different fields, especially in science, engineering and technology. SHTP SHTP Training Center Consultancy and Recruitment Department Vice manager Professional labour Consultancy Marketing staff Manual labour Consultancy Figure: The Consultancy and Recruitment Department structure (Source: SHTP Training Center Structure) 9 Over the years, SHTP Training has become more and more familiar with employees. With the demand of recruiting hundreds of jobs from general labor to specialized engineers, senior managers of enterprises inside and outside the Hi-Tech Park, especially those with Foreign Direct Investment (FDI). The Consultancy and Recruitment of SHTP Training continues to expand the scope of activities of the Information - Employment Station in particular and the scale of services in general for service activities to develop. The Consultant and Recruitment Office at SHTP Training Center has 4 staff members, 1 vice manager, 2 consultants are divided into 1 professional skilled labor consultant and 1 mannual labor consultant and 1 marketing employee. The recruitment is reported directly to the Director of the SHTP Training Center. The Director od SHTP tarining center is responsible for reporting to the SHTP Board of Directors quarterly and annually. 2. Situation analysis Towards 2020, SHTP is to be a technopolis playing an important role of strongly enhancing the technological and intellectual base of HCMC and the Focal Economic Region of Southern Vietnam, and serving as a Vietnam's model of technological innovation, intellectual capital development and innovation economy. Investors in SHTP with extensive and modern infrastructure with highly qualified staff, SHTP Training center has been rapidly evolving into a training and human resource provider (1). The consultancy and recruiting department in SHTP Training is facing a problem of the decrease of specialized labor source to supply for foreign businesses in SHTP. Particurlarly, NIDEC Group is one of the leading corporations in the field of precision engineering and machine building in Japan (4) which is operates in SHTP with five subsidiaries as NIDEC Sankyo, NIDEC Vietnam Corporation, NIDEC Servo, NIDEC Copal and NIDEC Seimitsu Corporation) as well as one of the pioneer investors of SHTP total of almost 15,000 employees and annual revenues of more than 500 million dollars. Manufacturing of precision engine parts, manufacturing of automotive components, precision motors for mobile and digital devices, etc.). Mr. Shigenobu Nagamori - Chairman of Nidec said: "Nidec currently has investments in 46 countries and territories around the world. In Vietnam, Nidec has been running for more than 20 10 years to projects with a total investment more than 1 billion dollars " (5). Investing in SHTP of Nidec in recent years focused in the field of precision engineering for microelectronics. The planned opening of the R&D center will motivate investors to develop new innovative products for the Group. The objective of the laboratory is to enhance and fortify basic research and expand the field of applied studies. Its concept is to function as "a world-leading motor research and development base suitable for the world's No.1 manufacturer of comprehensive drive technology". As the Nidec Group's global growth, it is follow three objectives (6): 1. Enhance Nidec’s fundamental R&D capability and competence in applied technology to create high-value-added products. 2. Serve as a hub to create technological synergies with our group companies around the world. 3. Train researchers and engineers to be world-class experts through research activities. At the meeting between Mr. Go Watanabe, First Senior Vice President of Nidec Corporation and HCM City Chairman Nguyen Thanh Phong on the 1st August, 2016 in HCMC. According to Mr. Watanabe, investment and production activities in recent years is quite convenient and high support from the city administration and the board management of SHTP. The Nidec Group decided to expand its investment there, which will set up a R&D center to improve the high-tech products it manufactures in HCMC. It is located in SHTP and come into operation in early 2018. Mr. Watanabe stressed: “Nidec is very interested in the development of local human resources and need the support of the city government on the issue of quality personnel to work”. At the meeting, Mr. Nguyen Thanh Phong supports the Nidec Group's investment expansion plan, which is notable for the R & D center project. According to Mr. Phong, HCMC has many universities that specialize in technical education that will be able to meet human resources at Nidec's R&D center and will create favorable conditions for corporations to expand their investment in HCMC. After this agreement, the board management of SHTP discussed directly with Nidec Group and assign 11 recruitment responsibilities for the Consultancy and Recruitment Department of SHTP Training Center. Nidec R&D center has the need to recruit around 200 talented engineers who specialize in Electrical, Electronics, Mechanical Engineering, Machine Engineering, Electrical Engineering and Computer Technology. The table below show the offer information of the recruitment: Hiring organization Company Nidec R&D Center Targeted age 22-30 Job category Research & Development - Shiga, Japan Candidates will be trained in Japan from 1 to 3 years. Job location After training in Japan, qualified candidates can continue to work in Japan OR return to Vietnam and work in the Nidec R&D center in SHTP Language skill - English speaking/writing (about TOEIC 500 and more) - Fresh graduate engineer: 7.5 - 10 million dong. - Experienced engineer: 8.5 - 20 million dong. Basic - Free dormitory company, shuttle bus to work. requirement Salary level - Excluding the salary, a monthly allowance of about 19,000,000 VND - After training in Japan, qualified candidates can continue to work in Japan and pay the equivalent of Japanese. "Positive to act to solve problems", "Collaborative for teamwork", "Good curiosity for exploration", Others "Having guts, toughness, and spirit", "High aspiration and having cheerful personality" - Be able to have communication smoothly in business scenes and other daily life especially in English. 12 -Have good aspiration to aim high without hesitation against unpredictable phenomena and new technology. - Electric Trans Axle System/Motor/Gear Design - Motor Magnetic design - Motor Structure design Job description - Accessories design of e-Axle system - Gear design - System Structure design - Interface / topology design Requirement - System spec design specification Knowledge and skills: - Design skill for mechanical parts (press parts, resin Request parts, die-cast parts and Gear) - Skill of using 3D CAD, CATIA, Soliwork, Creo, AutoCad, CAE, ANSYS etc. Table 1: Job description of Nidec R&D Recruitment (Source: Nidec R&D Recruitment Project) Definition: an engineer in Nidec R&D Center recruitment that they need to apdopt is any worker who has special skill, training, knowledge, and usually acquired ability in their work. A candidate is generally a person in the age range of 22 to 30, they need to attended an university in basic or master major knowledge which are mechanical engineering, electrical - electronics and automation who has passion for Japanese technology research and highly adaptable to the job. The engineer will be trained from one to three years in Japan, after that they return to Vietnam and act as a mentor to the junior engineers on staff and create a work environment that is conducive to teamwork and strong professional development. Candidate should have soft-skill to positive to act to solve problems, collaborative for teamwork, good curiosity for exploration. Having an positive perception such as high aspiration and cheerful personality to aim high without hesitation against unpredictable phenomena and new technology. In practical skill, they must have basic skill of 2D or 3D CAD, CATIA, Soliwork, Creo, AutoCad, etc. The basic knowledge in university related major as design skill for mechanical parts (press parts, resin parts, die-cast parts and Gear). 13 About foreign language, English is compulsory because it has become the international language in Nidec Group. They need to have communication smoothly in business scenes and other daily life. Nidec's representative, Mr. Umeda shared more information: "Three out of the six senior executives are foreigners, and even do not speak Japanese, so ask all employees to communicate with each other in English, beside that Japanese is also accepted but English is obligation". In order to prepare the key personnel for this R&D center, in the end of 2016 and the middle of 2017, the Consultancy and Recruitmnet Department of SHTP Training Center is begin recruiting and report in the first quarter 2017 about Nidec R&D Recruitment, the result is illustrated in the table below: Nov 2016 March 2017 Applications Order 40 60 Applications provide 35 45 Rate 87.5% 75% Table 2: The result of recruitment through the end 2016 to early 2017 (Source: The report of Nidec R&D Recruitment) The table describe the result of recruitment for Nidec R&D center in November 2016 and March 2017. The number of applications order grew from 40 to 60, but the proportion of applications provide in Nov 2016 was 87.5% while the figures for March 2017 was lower, at 75%. Particular, the number applications provide in two recruitments was 35 and 45 respectively. Generally, the recruitment did not satisfy the requirement and it is the downward trend candidates applying. Ms. Tran Thi Tu Anh, vice manager: "The areas where the office received many recruitment requests outside the Nidec project include: electricity, electronics, mechanics, heavy industry, automobile production - motorcycles. In addition to highlevel personnel such as engineers, plant managers, positions such as technical sales also require a lot of recruitment. There are projects that we do not recruit enough personnel for the business". According to Ms. Tu Anh, the demand for recruitment of human resources in the field of technology is high. Vietnam is becoming the most attractive market for investors from the United States, Japan so high quality human resources are 14 increasingly. Additionally, Mr. Le Thanh Nhan, an ex-manager, said: "Vietnam is entering a phase of industrialization, so the demand for human resources in the technical field is increasing. Part of the demand comes from domestic enterprises, the rest is rapidly increasing from FDI enterprises, technology investment in Vietnam". CHAPTER 2: PROBLEM IDENTIFICATION 1. Methodology The research was conducted among the employees working in the consultancy and recruitment department of SHTP Training Center. The interview was recorded in Vietnamese. Every interview is taken one by one in average 25 minutes. It is easy and enough to go deeper in the situation to gathered data, elicited respondents to sharing when they were not willing to mention. A sample of the 4 colleagues was selected working in the department. They are working in different position in this project with the purpose to collect various opinions. They are Tran Thi Tu Anh whom is a vice manager, is play the main role in this recruitment. The second respondent is that Tran Thi Thanh Mai, a marketing staff. The third person is Mr. Le Thanh Nhan, he is an exmanager of the department and the main leader in the Nidec recruit project in November 2016 and the last one is Nguyen Thi Giang Thanh whom is a consultancy staff of the department, play main role in consolidate the applications and work with candidates. The profile of respondents among 4 respondents, around the position as two of them are the management position and the rest are staffs. Experie No Full Name Age Gender Education Major Position nced (years) 1 Tran Thi Tu Anh 39 Female Bachelor 2 Tran Thi Thanh Mai 34 Female Bachelor 3 Le Thanh Nhan 43 Male Master Business Vice - Administration Manager Human resource Marketing management Staff Business Administration Ex - manager 2 1.5 2.5 15 4 Nguyen Thi Giang 25 Thanh Female Accounting and Consultancy Finance staff Bachelor 1.5 Table 3: Respondents information at the Consultancy and Recruitment Department in SHTP Training Centre The detail of location and timing interview at SHTP Training center because it is convenient for us when using the leisure time after working time: No. 1 2 3 4 Respondents Tran Thi Thanh Mai Time interview Date Location 11:00 AM July 16, 2017 SHTP Training Centre 17:00 PM Tran Thi Tu Anh July 16, 2017 SHTP Training Centre Le Thanh Nhan Nguyen Thi Giang Thanh 17:00 PM July 17, 2017 SHTP office 11:00 AM July 18, 2017 SHTP Training Centre Table 4: Location and timing interview To identify causes of the decrease engineers source, we discussed and finalized with some sample questionnaire of interview as followings:  Recently, your department has done a project is to recruit engineers for Nidec R&D Center, can you briefly describe the requirements of this project?  Do you have any problems or difficulties while doing the project?  Do your department make a recruit strategy?  Does the room focus on any channels for recruit?  From your point of view, what other factors affect the number of applicants?  How the quality of candidates compare to last year ones?  According to your assessment, how complete the project is?  What is the internal factors affected on the succesfull of this project?  What is the enternal factors affected on the succesfull of this project?  What's the worst and the best of your department on this project??  If next year do this project, do you have any plans or improvement? All interviews were conducted by face to face using the designed questionnaire framework with combination of probing questions from interviewer. The more detailed 16 questionnaires at appendix. After translating the interview into English and finishing the transcripts. Researcher explored some main points of research and describe in the cause effect map. 2. Initial cause effect map 2.1. Unattractive offer 2.1.1. Unsatisfication salary Ms. Tu Anh, a vice manager of the department, play the role to supervise the department, make the plan, give direction, report to general director. She mentioned the main factor lead to the lack of skilled worker is that the demand of the recruiter and the ability of the candidates do not have in common. Annually, it is the high number of graduates but not enough to meet recruiters because they demand higher salaries than the company pay. In this recruitment, the employees will be trained in Japan from one to three years, after that time, they can continue to work in Japan and pay the equivalent of Japanese or return to Vietnam and work in the Nidec R&D center in SHTP. The salary for fresh graduate engineer is from 7.5 to 10 millions dong, the experienced engineer is from 8.5 to 20 millions dong. These are not high compare with other companies as Samsung, Intel although candidates who have been sent to Japan for training will be paid a salary, allowance and accommodation by the Nidec Group which is equivalent to living standard in Japan. For instance, in the short conversation with Mr. Nguyen Hoang Duy, an engineer of Samsung in SHTP said: “A starting point of salary is 10 million VND per month, excluding awards and other regimes, Nidec pay less than the current salary, so difficult for me to apply”. Ms. Tran Ngoc Phuong Thao, a systems engineer working at Intel Vietnam, said: "Intel paid pretty well for its health and well-being facilities with wellequipped gyms. In addition, the working hours of the development team is also very flexible. It is hard for me to apply other companies with lower these conditions". Specially, in the report 2016, the department of enterprise management in SHTP conducted a survey of 3,093 employees in Vietnam about the employers they desperately needed to work with. According to the results from the survey, salary is the reason prerequisite for employees at all levels from fresh graduates to senior management want to apply for job. Comparing the salary of Samsung, FPT for 17 employees is about 10% to 40% higher than the market. In addition, welfare from the company as the second factor to decide to join the company. Indeed, companies that provide good employee benefits include bonuses, health insurance, pension schemes, home and car loans, etc., which may attract more applicants. When posting recruitment, all businesses are hoping to attract candidates. Modern life requires that each individual must constantly update and perfect knowledge of their value. Therefore, employers must have a compelling ad that emphasizes the elements that can appeal to talented people who pay close attention to what jobs can give them the opportunity to learn and develop skills and career. Students in the technology industry have a lot of opportunities after graduation, but the quality and ability to meet the job requirements is still a concern of many recruiters. Candidates who qualify are not satisfied with the salary they pay, and if the candidate accepts the salary, they are not qualified. This is a big challenge for recruitment. 2.1.2 Language barrier Nidec is an international group, so English is one of the obligation language for cadidate beside the Japanese. Ms. Thanh emphasized that although students must have at least 500 Toeic scores in order to gradudation but do not qualified, they are weak communication, not confident in communicating with foreigners which makes a lot of young people miss opportunities to work in the international environment. Cultural and language differences can hinder effective communication (7). Workers who are not fluent in the foreign language used in the workplace may have difficulty expressing their needs or responding to requests from colleagues (8). Mr. Nhan, the department manager, is in charge of recruiting Nidec R&D in 2016, said that Vietnam has not many colleges and universities have training in mechanical engineering. The number of students attending and graduating yearly is quite large, however the ability to meet the demand of work in enterprises is limited, organize must take the examination, evaluation and it takes a long time to choose the suitable employees and then the company must continue training additional 3-6 months to be able to assign the official. The majority of students have only theoretical training, very little practical training. And they are lacking and weak in soft skills such as independent thinking, communication skills, persuasive and especially foreign language skills. 18 Foreign language enterprises must continue to invest one to two years to be able to communicate with the English speaking partner, while partners from Japan have to invest more time. 2.2 Low awareness of employer brand 2.2.1 Ineffective communication Mr. Nhan realized that the problem is that the Nidec Group and the recruiting division have no recruiting strategies together. The number of candidates is not much because there is no specific plan based only on channels like Website, facebook. The low number of candidates leads to the inability to screen candidates in an effective manner. Ms. Mai, a back – customer as marketing staff, the main work is that posting job requirement on website, Facebook, forums or online channel. When receive the recruitment offer, she builds a recruiting message to let people know the required information and positions and post a notice on your company's sign. She found the conclusion is that skilled labor does not go to the consultancy department to find the job, they stay at home and look for a job, so Facebook or website are the main channel to invest. Overall, almost skilled workers who contact with the department from Facebook and residence near the SHTP. She also mentioned some channels create engineers source in the department as:  Facebook: As the main channel to attract the candidate. Update regularly the requirements, note and consult the employees with the best choice. The implementation is the way ads are most frequently applied.  Website: post job description but not frequently as Facebook. Guide them to register follow the instruction.  Band roll, banner: put all the recruit information in two offices and along the street in district 9 and Thu duc, near to some universities (as HCMC University Technology and Education, HCMC University of Technology, Hutech University, etc).  Universities: contact with the office of student affairs, send recruit information to undergraduate and graduate students. Because of the special Nidec R&D recruitment, just focus on some suitable universities as HCMC University Technology and Education, HCMC University of Technology, 19 Hutech University which has the rekated major in technology, mechanicial, automation, etc. With long-term staffing strategies, the office has sought to source human resources at universities and colleges to secure resources for the implementation of their recruitment plans.  Employees service centers/ Job fair: Job fairs are where the candidates come to find out the recruitment information and find a job that suits you. Understanding the common sense that the room has leveraged and exploited relatively well the candidates at job fairs.  App on mobile: SHTP Recruitment (SHTP PROJOB) is an application developed by SHTP - Microsoft in collaboration with the Employment Advisory Center - Training Center for Research and Development R&D. Application SHTP Employees have the option to search for smart jobs via their smartphone (along with other channels such as newspapers, websites, direct submissions, etc.). It is just create this channel in April, 2017 so did not invest much.  Neighbors’ SHTP: people who live near the SHTP, come across and see information. Someone want to find the job near house and stable and be introduced by friends, relatives and etc. Mr. Nhan and Ms. Tu Anh provide more information after working with some universities. They have the same opinion is that highly qualified graduates are highly sought after by the business. According to Dr. Tran Cao Vinh, Head of Training Department of Ho Chi Minh City (HCMC) University of Science, said that information technology and telecommunication are the two fields with the best output of the school. Many students after the third year internship is accepted by the business immediately upon graduation. Only two partners in this field of the school has more than 50 enterprises. In addition, Mr. Nguyen Vu Anh Tuan, Center for Student Support and Employment of HCMC University of Technology, also informed the recruitment demand of the school's enterprises in the field of information technology the most. Particularly technical fields, recruitment notice sent to school a lot, there are units recruited over 100 mechanical engineers. Assoc. Prof. Do Van Dung, Rector of HCMC University of Technology and Education, said that despite the economic downturn, 20