NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES DEPARTMENT OF BUSINESS ENGLISH GIANG THI SON AN ASSESSMENT OF FOREIGN TEACHER RECRUITMENT AT APAX ENGLISH CORPORATION Hanoi, November 2022 NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES DEPARTMENT OF BUSINESS ENGLISH GIANG THI SON AN ASSESSMENT OF FOREIGN TEACHER RECRUITMENT AT APAX ENGLISH CORPORATION Hanoi, November 2022 ACKNOWLEDGEMENT With the enthusiastic support of many individuals, this thesis has been completed successfully. First and foremost, I would like to express my sincere gratitude to all teachers of Faculty of Foreign Language at National Economics University for helping me acquire knowledge of English language and basic understanding about Human Resource Management through the lectures at school. Thanks to the invaluable guidance from my supervisors, Ms. Pham Thi Thanh Thuy, I can carry out this research and present the paper clearly.
Therefore, I am really grateful for her support, patience and motivation throughout the semester. My sincere thanks also go to Ms. Tran Mai Anh (Head of Foreign teacher Management Department), Ms. Phan Thu Phuong and Ms.
Nguyen Minh Anh (recruitment executives) for offering me the opportunity to take internship at Apax English Corporation and helping me all the time. My completion of this thesis could not have been accomplished without the support of several foreign teachers taking part in the survey, so I would like to express my appreciation to all of their contribution. EXECUTIVE SUMMARY This paper focuses on the recruitment of foreign teachers at Apax English corporation, which provides English teaching services for children with over 120 centers across Vietnam. It is aimed to provide an in-depth investigation into the current situation of foreign teacher hiring process, then to find out how effective it is, and which measures can be taken to improve the process efficiency.
The conclusions are drawn from the analysis of data collected from a survey of 50 foreign teachers at Apax English, existing data provided by the company and synthesized literature. The hiring process of foreign teachers at Apax English includes 8 steps: recruitment planning, attracting applicants, preliminary screening, interview & demo teaching, selection decisions, background & medical check, training and labor contract signing. From the analysis of recruitment results between 2019 — 2021, it can be included that the foreign teacher recruitment was tremendously affected by the Covid-19 pandemic. The assessment of foreign teacher recruitment process revealed some shortcomings such as limited recruiting sources, ineffective job advertisements, a lack of employer branding, reputation deterioration and long time to fill vacancies.
However, several good points were also demonstrated. For example, the recruitment procedure is well designed with necessary steps to attract and select the candidates. The teacher evaluation is carefully conducted with many tools used such as screening criteria, interview and demo teaching. Both recruitment process leave positive impressions on the candidates, although each still has specific weaknesses.
In accordance with the development orientation of Apax English, some recommendations were presented to improve the effectiveness of foreign teacher recruitment process. Training recruitment executives is believed particularly useful to the company. Besides, it is crucial to diversify recruiting sources and methods with new employment websites and headhunting services being two possible options. Maintaining a positive presence on social media and establishing an official recruitment website or online page were also suggested.
Finally, the criteria used to evaluate candidates should be reviewed to eliminate biased factors, subjective decision making and obtain better hiring decisions. LIST OF FIGURES Figure 1: Typical Selection Process Figure 2: Recruiting measurement metrics Figure 3: Revenue and after-tax profit of Apax English from 2019-2021 Figure 4: Organizational Structure of Apax English Figure 5: Foreign teacher recruitment process at Apax English Corporation Figure 6: Job Advertisement on LinkedIn of Apax English Figure 7: Teacher Evaluation Form at Apax English Corporation Figure 8: Interview Assessment at Apax English Corporation Figure 9: Hires by different channels at Apax English Corporation by 2021 Figure 10: Applications from recruiting sources at AEC from 2019 — 2021 Figure 11: Cost per hire at AEC from 2019 — 2021 Figure 12: Survey results about application satisfaction at Apax English Figure 13: Survey results about interview satisfaction at Apax English Figure 14: A suggested design for job posting on social media il LIST OF TABLES Table 1: Advantages and disadvantages of internal recruiting Table 2: Advantages and disadvantages of external recruiting Table 3: Business results of Apax English Corporation from 2019 to 2021 Table 4: Characteristics of Foreign Teachers at Apax English from 2019 — 2021 Table 5: The results of foreign teacher recruitment at AEC from 2019 — 2021 Table 6: Applicants from recruiting sources at Apax English from 2019 — 2021 Table 7: The percentage of qualified candidates from 2019 — 2021 Table 8: Time to hire a new foreign teacher at AEC from 2019 - 2021 Table 9: Survey results about application satisfaction at Apax English Table 10: Survey results about interview satisfaction at Apax English Table 11: Selection rate and Retraining rate over the period 2019 - 2021 ili LIST OF ABBREVIATIONS AEC Apax English Corporation D‡Wm©œNO Al Artificial Intelligence BOD Board of Directors BOM Board of Management CV Curriculum Vitae ESL English as a Second Language FMD Foreign teachers Management Division JSC Joint Stock Company HR Human Resource —¬ÐW9FĐSw HRM Human Resource Management IT Information Technology JD Job Description TRC Temporary Residence Card VTJ Vietnam Teaching Jobs WP Work Permit 1V Giang Thị Sơn — 11194547 — Business English 61B TABLE OF CONTENT EXECUTIVE SUMMA RYY.0 0000 00005689889660 i LIST OF FIGURES .0 0 000089089666 ii LIST OF TABLES. iii LIST OF ABBREVIATIONS .o- 5 GHI HH 0040890 iv INTRODUCTION. Purpose and Scope of the research.
Prelimimary OU(ÏÌTIC. 0006009600990 4 CHAPTER 1: LITERATURE REV LEỮYN. Definition, importance and objectives of recruitment. Importance and ODj|€CfÏVS.
Relationship between recruitment and other HR practices. Sources and methods of recruitment. Attracting appÌÏCATIS.o SH HH HH 00000900 12 1. Evaluating and controlling.
s55 ss<ssssss ss + se 20 1. Criteria to evaluate recruitment effeCfÏV€IieSS. Source of hÏre. Quantity of applicants and qualified candidates.
Time to hÏr€. Cot per hiỉre.c G5 6S 69989 968999898966899886666666 22 Giang Thị Sơn — 11194547 — Business English 61B 1. Recruitment safiSfäCfÏOII. Selection rate & retraining Faf€.
Measures to increase recruitment effectiveness .-ssss- 24 CHAPTER 2: INTRODUCTION OF APAX ENGLISH CORPORATION 26 2. Characteristics of Foreign TeaCH€TFS.8 30 CHAPTER 3: ANALYSIS AND FINDINGS. The current situation of foreign teacher recruitment at Apax English 33 3. Foreign teacher recruitment Process.
Recruitment results at Apax English in the period 2019 — 2021. The assessment of foreign teacher recruitment at Apax English. Source Of Hires. Quantity of applicants and qualified candidates.
Cost per Wire. Selection rate and Retraining rate. A general assessment of foreign teacher hiring process at Apax English. s00009680660 56 CHAPTER 4: RECOMMENDA TIONS.
Improving recruiting sources and methods. Developing employment branding. Providing training for F€CTLIÏTFS. Reviewing assessment Criteria.
HC HH HH 00500000800 61 REEERENCES. so 55-55 << cọ HC HH. HH G00801001001801001004004088080080080480100080 1 Giang Thị Sơn — 11194547 — Business English 61B INTRODUCTION 1. Research introduction While our economy has been integrating internationally at an unprecedented rate, enterprises, especially small and medium ones, encounter fierce competition from both internal and external sides.
Therefore, each company needs to determine appropriate business strategies and harness resources to stay strong and resilient in such an environment. Resources are contributing factors to the success of every organization. For some companies, finance is the most essential element, so they focus on formulating a strong financial foundation to operate and nurture other functions. For almost all companies, however, human resources are the backbone to their survival and development.
Therefore, how to use this capital effectively is always a big question to the companies of all sectors and industries. Only when the human resource is exploited efficiently, a company can acquire its strengths and advantages to survive from the intense competition and achieve its goals. Because of this, human resources management has become more and more fundamental to the business administration. Armstrong (2006) points out that a HRM system involves several practices: acquiring HR, rewarding HR, developing HR, managing labor relation and promoting safety and health.
Among these practices, acquiring HR including recruitment plays a critical role to a company’s success because it formulates the “input” of the whole system. An effective recruitment process can help the company acquire the right people for the right positions, which not only enhances the productivity but improves the turnover rate as well. However, not many companies can develop and implement a complete hiring process, let alone assessing how effective it is. Therefore, evaluating the effectiveness of recruitment process is essential, helping the companies find out the problems and take measures to solve them.
Rationales In the era of the 4.0 industrial revolution, it seems that technology is the dominant factor in the development of every company. Since the introduction of autonomous robots and A.I technology, enterprises have benefited from reduced costs and accelerated work efficiency, so they have spared no expense on investing technological devices to replace manual workers. This tendency has apparently 1 Giang Thị Sơn — 11194547 — Business English 61B made many people unemployed but simultaneously created thousands of jobs and required employees specified knowledge and skills to manage those technologies. Therefore, it is understandable when Oswal, Khaleeli and Alarmoti (2020) state that technological innovations have brought difficulties in identifying, attracting, acquiring and retaining talented candidates at an organization.
Apax English is a pioneering corporation in providing educational services for children with over 120 centers across Vietnam. Established in May 2015, Apax has consistently modernized and renewed teaching methods by leveraging technological tools such as smart boards, speech recognition devices, etc. Besides the advantages in technologies, it has been making non-stop efforts to look for enthusiastic and proficient ESL (English as a Second Language) teachers globally to better its teaching services, aiming at becoming the market leader in English teaching sector. Therefore, it can be said that foreign teacher recruitment not only makes a substantial contribution to human resource management but also is a decisive factor to the company’s success.
Unfortunately, this activity has been drastically disrupted over the past three years due to Covid-19 pandemic and its effectiveness has not been assessed regularly. This not only can cause temporary problems but also costs the company a significant market share and loss of talented people in the long run. Given this situation along with real experience at Apax English, I choose the topic "An assessment of foreign teachers recruitment at Apax English Corporation". Purpose and Scope of the research e Purposes First, this study synthesizes theories related to human resource recruitment which provide a framework for investigating the current situation at AEC (Apax English Corporation).
Next, the paper analyzes the steps and methods implemented by the company to recruit and select ESL teachers from overseas, then evaluate the effectiveness of the whole process. Finally, some recommendations are presented to improve the foreign teacher recruitment at AEC. Giang Thị Sơn — 11194547 — Business English 61B e Scope of the research Most foreign teachers at Apax English have been teaching on ESL programs which were designed for teaching English as a second language. Therefore, ESL foreign teacher is the main subject of this paper.
To attain deeper insights, the paper is focused on the foreign teacher recruitment at the Head Office of Apax English Corporation. Secondary data are collected over 3 years starting from 2019 to 2021 and primary data are collected in September 2022. Methodology Sources and methods of collecting data Primary data Primary data for this study is deduced from the survey at the head office of Apax English Corporation. To obtain an in-depth investigation, a questionnaire is delivered to 50 foreign teachers at Apax English to collect their attitudes and opinions about the company’s recruitment process.