Fabricators, helpers and foremen recruitment from ARAMEC

Vietnam Manpower Service & Trading Jsc. has successfully arranged the placement of duct fabricators, helpers and fabrication foremen for Aramec (Arabian Mechanical & Electrical Contracting Co.) last 26th May 2014.
Aramec has been located in Kingdom of Saudi Arabia, manufacturing all the range of HVAC duct work, plenum boxes, volume and fire dumpers, sound attenuators and cross joint accessories, further supported with Powder Coating Plant Facilities.
Being equipped with the latest and fully automated machinery, that ensure best quality, full compliance and maximum efficiency, Aramec can meet the constantly increasing demands of the local and regional market.
In addition, one important factor for the success and development of Aramec is the qualified and skilled workforce from over the world.
Acknowledging this issue, Aramec focus on developing a high and qualified team of workers
Last 26th May 2014, we were honored to welcome representative of Aramec to come to conduct the interviews with over 70 candidates from Vietnam for the vacancies: duct helper, duct fabricator and fabrication foreman.
Below are some pictures from last recruitment campaign with manpower services

The Aramec's introduction

The Aramec's introduction

The Aramec's interview

The Aramec's interview

Vietnam Manpower Services & Trading Jsc. highly appreciates the trust and cooperation of Aramec for the selection and the placement of Vietnamese workers.

Source: http://vnmanpower.com

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Condolences over death of Saudi Arabian King

On behalf of the Vietnamese State and Government leaders, Deputy Prime Minister and Foreign Minister Pham Binh Minh came to the Saudi Arabian embassy in Hanoi to express sympathy over the death of King Abdullah bin Abdulaziz Al Saud on January 26.

In his note on the mourning book, Deputy Prime Minister and Foreign Minister Pham Binh Minh extended condolences to the Royal family, the Government and people of Saudi Arabia over the passing of the King.

On behalf of the Government and people of Saudi Arabia, Ambassador Al Dakhil Johani thanked the Government and people of Vietnam for the warm sentiment to Royal Family, Government and people of Saudi Arabia throughout the time.

On 23/1, the King of Saudi Arabia, Abdullah Bin Abdulaziz died at the Royal Hospital, in Riyadh for pneumonia and advanced age, aged 90. King Abdullah hospitalized on 31/12/2014 due to pneumonia and he had to use breathing equipment. According to the official announcement published in national television channels, King Abdullah has been buried at the end of the day 23/1 after prayer at the afternoon. He is widely regarded as an international leader with many important reforms and contributed greatly to Saudi Arabia.

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5 steps to have an effective online job posting

It’s time to say goodbye to “post and pray”. Remember that job postings like a sales opportunity.
The job is the product. Your candidates are the customer. And you’re selling an opportunity.
So how do you get more customers, other hand, how do you have more potential manpower?
Below are 5 steps to help you to write an effective online job posting:

• See more: 3 rules to hire a right candidate at first

1. Clear job titles
Studies show that job seekers only spend 47 seconds to scan one page of search results.
That means the opportunity to reach the best candidates before your competitors happen within seconds.

What can I do to win?
The first:  be clear and concise (effective to administrative assistant or receptionist)
Use common terms your job seeker would use
Ineffective director of first impressions
The second: avoid keyword overload
Keep the length to around five words or less
The third: Don’t use shortcuts
Avoid only using acronyms or abbreviations

2. Concise job descriptions
It’s clear that candidates will never read an entire job description.
That means you need to get to the critical parts of the job role and you need to get there fast.
How can I do?
First – Summarize the role
Drill down to the most important job functions
Then – List job responsibilities
Choose the five most relevant daily tasks to highlight
Now – Make it easy to read
Use down-to-earth language and keep it concise.

3. Compelling company story
When a job seeker finds multiple postings for the same position, they rely on the company description to choose what’s right for them.
That means you should use your company story to sell the job seeker on why he or she should work for you instead of your competition.

How can I do?
Include a brief history of your company:
List when and why you were founded
Detail what your company does:
Who you serve and what products/ services you offer
Share the size of your company:
Through the numbers of employees, locations or clients
Incorporate your company’s ethos:
Choose a writing style and word that match your culture

4. Optimized ads
The most common starting point for job seekers is searching via a search engine like google or yahoo.
That means it’s critical to understand how to optimize posting so they have better placement in search results.

How can I get searched and found?
Pay attention to keywords:
Include common words or phrases job seekers use into the title & body
Location, location, location:
Always include the city and state of your open position
Use search optimized URLs:
Rely on postings that incorporate the actual job title into the URL
Incorporate video:
Videos are more likely than text pages to show up in search results

5. Post away
Follow these simple strategies next time you’re writing a new job posting or revisiting an old one.
Simple tweaks can help boost your candidate response and effectively entice the right candidates to apply to your open position.

• See more: 9 steps to manage manpower effectively

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http://vnmanpower.com

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3 rules to hire a right candidate at first

Rule 1: Hire for Today’s Need and Tomorrow’s Vision
Be a good employer, you always have to remember this first rule: “hire for today’s need and tomorrow’s vision”.
Don’t count on your conversational skills to choose between candidates. The employees will be trained so before recruiting. You have to be sure that the employees have qualifies for today works, especially they have skill for improving future business

Rule 2: Understanding the Job
Ask yourself what kinds of people do the best in this job? If you’re lucky enough to have a top performer already in the job, learn from them.
Observe their behavior, ask them questions and talk with their peers to get a clear understanding what characteristics make them effective in their job. This kind of job analysis drives your selection standards, do a good job at this first step and the rest of the hiring process will be faster, easier and yield a better match.

Rule 3: Writing an effective job posting
In fact, everyone is attracted by profit.
You should realize that how much obligation you want from your employees, how much interest you have to give them.
So your job posting is more specific, is better.

Finally, you have all material for a good recruitment campaign. Now just put you job offer at your website, your social network and some website relating to recruitment.
In other hand, if you are so busy, you can hire a recruitment agency for selecting resume that meet you requirement and all you work is just interviewing and pick up the most potential candidates.

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>>> Updating manpower news at Vietnam Manpower Blog
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>>> Find out Vietnam manpower services supply
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9 steps to manage manpower effectively

Managing manpower involves an innate understanding of different work and communication styles, as well as different personality types. A manager who cannot garner the respect of his workers runs the risk of receiving poor attitude and performance. Some time they are out of control and hire an agency supplying manpower services. So how to help managers to get control their workers?

Step 1: Smart Recruitment. 

• See more: how to have a effective recruitment

Select the most appropriate forms of manpower for the project in question. This means reviewing work credentials, asking for references and following up with previous employers. Conduct in-person interviews to get a better sense of the applicant’s knowledge in the field, his work ethic and his personality.

Step 2: Orient New Workers. 
To make sure that, new workers realize about the company, its products, services, policies, procedures; especially their role, their responsibilities and the expectations of the job, every new hire should have an orientation.

Step 3: Organized Action Plan.
Create an organized action plan in which each worker knows his or her specific responsibilities for every project. Besides, an organized action plan lets manpower know which abilities complement need at work.

Step 4: Full tools and resources.
Provide workers with all of the tools and resources they need to be successful and maintain safe working conditions at all times.

Step 5: Develop goals and measurements.
As part of your operating plan, a goal will let manpower know where they have to come. If a problem arises, evaluate it immediately and take corrective action to rectify the situation.

Step 6: Address conflict.
If there are problems among team members, conduct a conflict resolution session in which each person is able to air his or her grievances. Take the matter under consideration, reference corporate policy for addressing the issue at hand and follow up with the employees about how the issue will be rectified.
Remember that address conflict as soon as it arises.

Step 7: Salary.
Make sure employees are paid in full and on time for services rendered.

Step 8: Be Accessible to Workers.
To make sure that manpower can reach you if they have questions or concerns about their jobs or their coworkers.

Step 9: Recognize & Reward
Recognize and reward superior levels of performance. This approach can motivate your manpower to perform at optimum levels and raise morale throughout the ranks.

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How to have a modern workplace?

A good manager not only knows manage his/ her workers but also they should to know how to change their traditional workplace. Below there are some impacts that managers should to change in mordern wworkplace

Working hours
By law, flexi time has to be offered by many employers if a worker can provide a good final result. With the increase in enabling technologies, the traditional office is becoming redundant as increasingly worker distribution and home working becomes ever more realisable. Some companies are even going so far as to allow workers the freedom to set the length of their own holidays.

Sustainable office
A watchword for every business these days as consumers and workers become increasingly aware of their environment, greener workplaces are becoming the norm, with ride to work and recycling schemes and carpools only the tip of the iceberg as companies realize the benefits of allowing staffs to work in a more sustainable, life enhancing way.

Cultural shift
With a relaxed attitude towards working hours comes a more relaxed management style, where staff are no longer micromanaged but are trusted to set their own agendas and to work in the way they find the most productive. Linear managerial structures and democratic workplaces are replacing the hierarchical management style of old, where each individual, whether young or old is valued rather than subject to superiority or inferiority. Instead, more experienced workers will mentor inexperienced co-workers, leading by showing rather than telling.

Wellness to work
With a shift to a healthy work life balance has come the idea that healthy employees are happy employees, and the success of workplace wellness schemes is borne out by the productivity increases as days lost to absenteeism and ill health fall. The trend looks set to continue as company gym membership, health insurance or even in-house massage and free fruit schemes become increasingly commonplace.

Social networks
As the location of staff becomes increasingly fragmented, some companies are setting up their own social networks to allow socialization between staff who may rarely meet face to face. The awareness that down time among work colleagues is important for developing relationships and encouraging collaboration is increasing among forward thinking businesses who believe staff happiness is the key to productivity.

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http://vnmanpower.com

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Top 10 trends for SME in 2015

Every year brings new opportunities for growth, but not without its fair share of peaks and troughs. While we can’t fully predict the future, we can definitely identify trends that will impact the business environment and endeavour to prepare ourselves to maximise their benefits. Here, there are a  listing of ten top trends that stand to leave a lasting impression in 2015…

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Common Things in The Success People (Part 2)

Continue the part 1, now we turn on the part 2 of " Common Things in The Success People".

• See more: Common things in the success people (Part 1)

6. Find Mentors
You cannot go it alone. It can be hard to learn from books. And the internet makes it difficult to separate truth from fiction.
You need someone who has been there to show you the ropes. A Yoda. A Mister Miyagi.
Yes, 10K hours of deliberate practice can make you an expert butwhat makes you dedicate 10K hours to something in the first place?
As Adam Grant of Wharton explains, the answer is great mentors:
Why would somebody invest deliberate practice in something? It turns out that actually most of these world-class performers had a first coach, or a first teacher, who made the activity fun.

7. Have Grit

That’s grit. Perseverance. And it’s one of the best predictors of success there is.
Via Dan Pink’s excellent book Drive: The Surprising Truth About What Motivates Us.
The best predictor of success, the researchers found, was the prospective cadets’ ratings on a noncognitive, nonphysical trait known as “grit”—defined as “perseverance and passion for long-term goals.”

Researchers have found that grit exists apart from IQ and is more predictive of success than IQ in a variety of challenging environments:

Defined as perseverance and passion for long-term goals, grit accounted for an average of 4% of the variance in success outcomes, including educational attainment among 2 samples of adults (N = 1,545 and N = 690), grade point average among Ivy League undergraduates (N = 138), retention in 2 classes of United States Military Academy, West Point, cadets (N = 1,218 and N = 1,308), and ranking in the National Spelling Bee (N = 175).

Howard Gardner studied some of the greatest geniuses of all time. One quality they all had in common sounds an awful lot like grit.

Via Creating Minds: An Anatomy of Creativity Seen Through the Lives of Freud, Einstein, Picasso, Stravinsky, Eliot, Graham, and Ghandi:

…when they fail, they do not waste much time lamenting; blaming; or, at the extreme, quitting. Instead, regarding the failure as a learning experience, they try to build upon its lessons in their future endeavors. Framing is most succinctly captured in aphorism by French economist and visionary Jean Monnet: “I regard every defeat as an opportunity.”

8. Make Awesome Mistakes
Failure is essential.
Losers like to hear that because it makes them feel better about their past mistakes. Winners use it to go make more mistakes they can learn from.

Always be experimenting. In his excellent book Little Bets, Peter Simsexplains the system used by all the greats:
The mindset is what makes a big difference. The willingness to spend 5 to 10% of your time doing experiments will, over the long run, really open up that part of you that can be more creative and entrepreneurial, and yield, hopefully, some new opportunities that you hadn’t thought of before trying something.

You must wrestle with your ideas. Dissect, combine, add, subtract, turn them upside down and shake them. Get ideas colliding.

Via Zig Zag: The Surprising Path to Greater Creativity:
Successful creators engage in an ongoing dialogue with their work. They put what’s in their head on paper long before it’s fully formed, and they watch and listen to what they’ve recorded, zigging and zagging until the right idea emerges.

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>>> Updating manpower news at Vietnam Manpower Blog
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>>> Find out Vietnam manpower services supply
http://vnmanpower.com

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The recruitment campaign of Fino International-Qatar

Successfully implementing recruitment campaign of mason marble, painters and furniture carpenters for Fino International – Qatar
Last May, Vietnam Manpower JSC has successfully organized the traded test to recruit skilled mason marbles, painters and furniture carpenters for our partner's requirement Fino International
Fino International is an Interior Design and builds Service Provider Company specializing in residential, commercial interior design and fit-out decoration projects with several big ticket projects under its belt is all set to conquer the industry market of the Region
With the help of our experienced and creative personnel Fino International helps clients in building their dream home, offices or commercial project.  The Company today has earned the confidence of various blue-chip clients and had a lot of projects over the world. To meet the requirements of many projects, Fino International understands the important role of human force in the success and development of the company
To meet the requirement of the skilled and experienced workforce, last 20th May 2014, Fino International together with Vietnam Manpower JSC had organized trade tests with nearly 100 candidates of the following vacancies: mason marble, painters and furniture carpenters
We would like to say thank you so much for the cooperation and trust of Fino International in recruiting workers supplied by Vietnam Manpower JSC
Below are some pictures from the recruitment campaign:

Source: http://vnmanpower.com

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Common Things in The Successful People (Part 1)

1. Build Networks
Nobody at the top of the heap goes it alone. And those at the center of networks benefit the most.
Paul Erdos is the undeniable center of the mathematics world. Ever heard of “six degrees of Kevin Bacon”? Paul Erdos is the Kevin Bacon of math.
This is no exaggeration. In fact, it’s barely a metaphor — it’s just fact.
How did he become the center of the math world?
He was a giver.
I’ve posted a lot about networking and as great networkers like Adam Rifkin advise, Paul Erdos gave to others. He made those around him better.

Via The Man Who Loved Only Numbers - The Story of Paul Erdos and the Search for Mathematical Truth: He knew better than you yourself knew what you were capable of…He gave the confidence that many of us needed to embark on mathematical research.

2. Create Luck
Luck isn’t magical - there’s a science to it.
Richard Wiseman studied lucky people for his book Luck Factor, and broke down what they do right.
Certain personality types are luckier because they behave in a way that maximizes the chance for good opportunities.
By being more outgoing, open to new ideas, following hunches, and being optimistic, lucky people create possibilities.
Does applying these principles to your life actually work? Wiseman created a “luck school” to test the ideas - and it was a success.
Via Luck Factor: In total, 80 percent of people who attended Luck School said that their luck had increased. On average, these people estimated that their luck had increased by more than 40 percent.

3. Busy

Via Daily Rituals - How Artists Work: “Sooner or later,” Pritchett writes, “the great men turn out to be all alike. They never stop working. They never lose a minute. It is very depressing.”

What did Stanford professor Jeffrey Pfeffer find when he looked at high achievers like LBJ and Robert Moses? 60-65 hour work weeks were not uncommon.

Via Managing With Power - Politics and Influence in Organizations: In a study of general managers in industry, John Kotter reported that many of them worked 60 to 65 hours per week–which translates into at least six 10-hour days. The ability and willingness to work grueling hours has characterized many powerful figures… Energy and strength provide many advantages to those seeking to build power.

When Mihaly Csikszentmihalyi studied geniuses for his book Creativity, he realized something fascinating about IQ.

No one who changed the world had an IQ under 130 - but the difference between 130 and 170 was negligible. As long as you were past the 130 IQ threshold, it was all about how hard you worked.

4. Know What You Are
In his classic essay Managing Oneself, Pete Drucker is very clear - ignore your weaknesses and keep improving your strengths: "In identifying opportunities for improvement, don’t waste time cultivating skill areas where you have little competence. Instead, concentrate on - and build on - your strengths."
This means knowing who you are, what you are and what you are good at.

Harvard professor Gautam Mukunda, author of Indispensable - When Leaders Really Matter, says this is key for leaders: "More than anything else, “Know thyself.” Know what your type is. …Think about your own personality… For instance, if you are a classic entrepreneur, you can’t work in an organization. Know that."

5. Just Say No
Warren Buffett once said: "The difference between successful people and very successful people is that very successful people say “no” to almost everything."
And that’s what gives them the time to accomplish so much.

In Creativity, Csikszentmihalyi makes note of the number of high achievers who declined his request to be in the book. Why did they say no? They were too busy with their own projects to help him with his. Achievement requires focus. And focus means saying “no” to a lot of distractions

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>>> Updating manpower news at Vietnam Manpower Blog
http://vietnam-manpower.blogspot.com
>>> Find out Vietnam manpower services supply
http://vnmanpower.com

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Vietnam Manpower JSC supplied 100 Plumbers and Electricians for Abdullah A. M. Al-Khodari Sons Company (4th recruitment campaign)

The fourth Recruitment Campaign of Vietnam Manpower JSC for Abdullah A. M. Al-Khodari Sons Company has been implemented successfully
Last 17th & 18th April 2014, it was our honor to welcome the Representative of Abdullah A. M. Al-Khodari Sons Company to come to Vietnam for directly interviewing and doing trade tests of Vietnamese Plumbers & Electricians
As a  multifaceted contracting company with speciality in civil engineering, roads and bridges, railways, buildings and infrastructure, water & waste water treatment, oil & gas and pipelines in support of petrochemical production, city cleaning, environmental control and operation & maintenance activities in Saudi Arabia, Abdullah A. M. Al-Khodari Sons Company is achieving continuous success and steady growth. This success relies much on highly skilled and dedicated team of professionals and workers of the company
Currently, there is also a large number of Vietnamese Plumbers, Electricians, and HVAC Technicians working there. To serve better for their project, in this project we have supported the company to recruit more nearly 100 Plumbers and Electricians.
We would like to thank and sincerely appreciate the trust and cooperation of Abdullah A. M. Al-Khodari Sons Company in the selection and use of the Vietnamese Plumbers, Electricians for their projects in the Saudi Arabia and Globally.
Below are some pictures of the 4th recruitment campaign for the Abdullah A. M. Al-Khodari Sons Company:

Source: http://vnmanpower.com

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5 huge risks that you should take before dying

What is the one thing we all have more than enough of? Regret.
Someday we'll all look back and think, "What if? What if I had only done that.. or said that.. or tried that?"
Like Mark Twain said, "Twenty years from now, you will be more disappointed by the things you didn't do than by the ones you did do."
You can always recover, learn and build from mistakes, but when you do nothing, that automatically means there is nothing to improve or salvage or discover.
And all you're left with is, "What if?"
Here are five smart risks you should take before you die. I promise you'll be glad (if not now then definitely someday) that you did.

5 huge risks that you should take before dying

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QD-SBG Construction recruited manpower from Vietnam Manpower JSC (2nd campaign)

Vietnam Manpower JSC has arranged the placement of masons, plasterers and tilers for Qatar Diar-Saudi Binladin Group (QD-SBG) successfully on March 22nd 2014

Last 19th to 22nd March 2014, following the success of the first recruitment campaign in January, We were honored to warmly welcome representatives of QD-SBG Construction to come to Vietnam for the interviews and trade tests with the candidates supplied by Vietnam Manpower JSC.

Being a joint venture between one of the biggest groups in Kingdom of Saudi Arabia and the leading company in Qatar, so far QD-SBG Construction has been considered as a renowned multinational construction conglomerate.

With a lot of key projects having been implemented in the territory of Qatar, the requirements about manpower of construction workers become essential. In this second campaign, despite the rainy and chilling weather, representatives of QD-SBG Construction and officers of Vietnam Manpower JSC still worked very hard to select about 300 qualified masons, plasterers and tilers.

In this recruitment campaign, we would like to say thank you and to sincerely appreciate the cooperation of QD-SBG Construction in the recruiting and hiring Vietnamese masons, plasterers and tilers for their projects in Qatar and over the world.

Below are some pictures of the second recruitment campaign for the QD-SBG Construction, Qatar.

QD-SBG Construction recruited manpower from Vietnam Manpower JSC (2nd campaign)

Source: http://vnmanpower.com

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How to Negotiate Your Job Offer, Step by Step

It's great to receive a job offer but It's greater if you get more good terms and conditions. So how to negotiate your job offer?

No.1. Receive the offer letter and read it carefully.

No.2. Compare the written job offer to your Wish List. Does the job offer include everything you would have wanted? If so, then accept the job!

No.3. If the job offer misses on one or several points of your Wish List (perhaps the salary is a bit low and there is more travel in the job than you would have hoped for), consider talking with your hiring manager about improving (“sweetening”) the job offer.

No.4. If you decide to negotiate your offer, send an email message to your hiring manager. In the message, say something like this: “Dear Phil, I received the job offer this morning. Thank you! I’m excited to get started. I have some issues to go over with you when you have a moment. Will you have time to chat by phone tomorrow?”

No.5. On the telephone (not via email) thank your possible new boss for the offer, first. Then say “I’m excited to take the job, Phil, but I also have a few reservations. The salary is lower than what I’m targeting and I am also hoping to keep my travel to two trips per month. Could we get creative together and see whether we can bridge the gap, so that I can sign the letter and we can schedule my start date?”

No.6. Some managers will tell you “I have no room to negotiate. The offer is the offer.” That is worth some serious consideration, because if the message is “Take it or leave it” from the beginning of the relationship, it will not get better. An employer will never love you more than they do when they’re trying to hire you.

No.7. If your manager will negotiate with you, throw out some suggestions for bridging the gap between your requirements and the offer you’ve received. Perhaps you could take a sign-on bonus to cover the gap between the offer and your target salary.

No.8. If your manager agrees to any improvements in your offer letter, ask him or her to send you a corrected letter that you can sign. Do not accept a revised offer until you have seen it in writing. You can tell your manager on the phone “That all sounds great, and on that basis, I’m happy to accept the job.” Make sure you sign the revised offer letter, not the original offer letter with changes scribbled in. I’ll be very excited for you when you accept a job offer, but only if it’s a job offer that matches the responsibility and impact you’ll have in your new organization. I’ve got the celebratory champagne cooling now!

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>>> Updating manpower news at Vietnam Manpower Blog
http://vietnam-manpower.blogspot.com
>>> Find out Vietnam manpower services supply
http://vnmanpower.com

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