Generation Z - the next workforce

Generation Z or Gen Z is generation born between 1995 and 2009, who goes by many nickname such as The Silent Generation, The Internet generation, The iGeneration, Generation Now, The Google Generation.

Here are a few of the habits of Generation Z: 

Daily life 
They want everything, everywhere and immediately. They surf on two screens simultaneously. They don't mind paying through the nose for the latest smart phone but turn up their nose at paying for a film or a song when you can get that for free online.
Aged 13 to 20, they get all the latest trends from social media and find the morals of their elders out-of-date.
Their fashions are those found worldwide over the web: they watch American blockbusters like "Hunger Games" or "Divergent", listen to Korean K-pop and, when they dance, they "twerk".
When they speak, their vocabulary is peppered with acronyms, incomprehensible to those not in the know. "Swag" is the new "cool".
And their new idols are Internet stars, like PewDiePie, who has the world's most subscribed YouTube channel.

What they know
Even as young as they are, they have already seen so many technologies become obsolete. For this reason, they have become the ultimate "self-educators", learning how to use new stuff via self-help videos on YouTube.
As for the web, violence, porn, they've already seen it all.

Friends
People from Generation Z find it easier to talk online than in person. Their friends on social media are as important to them as their friends in real life but sometimes they do actually meet up in person with these "virtual" pals.
More than eight out of 10 are hooked on social networks and more than half of them think that this is where their real social life takes place.
They are on dating websites from the age of 16 -- sometimes before.

Generation Z at work 
This is a generation that wants to create their own company -- between 50 percent and 72 percent want to run their own start-up.
The idea of "business" brings up negative responses: "complicated", "brutal", "a jungle".
They believe success comes from their "network" rather than from qualifications and they prefer a flat organization to a hierarchy at work.
They want to succeed and achieve, with 76 percent aiming to make their hobby their job.

What they watch 
According to US consultancy Sparks and Honey, the average Generation Z-er spends more than three hours a day in front of a screen.
They live in constant "FOMO", fear of missing out. They can't stand the idea of not being in the loop when something new and exciting comes out.
Facebook is their main poison, despite its flagging popularity among some Americans. Photos on Instagram, quick messages on Snapchat. Twitter and Tumblr are omnipresent.
But it's not all passive: Generation Z are also putting themselves out there on YouTube or "Vlogging" (video blogging), hoping to become the next "Fred" (Lucas Cruikshank), who made his name at the grand old age of 13.
Everyone surfs the web while watching the TV and they think that everything is possible with technology. But, they have a short attention span and tend to skim-read rather than read properly, which can lead to difficulty at school.

The future of Generation Z 
These are children of the crisis and it shows in their outlook. Most of them say they are "stressed out" by what they see as a bleak future, especially in terms of economy and environment.
Given the same pay, 25 percent of the Generation Z in France would choose the most "fun" company, 22 percent the most innovative and 21 percent the most ethical.
But like any idealistic generation, they want to change the world and love the idea of volunteer work, which a quarter of Americans in their late teens are already doing.

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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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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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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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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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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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QD - SBG Construction recruited masons, plasterers from Vietnam Manpower JSC

The recruitment campaign for QD- SBG Construction has been implemented successfully

Last January 13th 2014, we were honored to welcome representatives of QD - SBG Construction to come to Vietnam for the interviews and trade tests with the candidates supplied by Vietnam Manpower JSC.

QD - SBG Construction located in Old Salata, Doha, Qatar belongs to QD - SBG Group- a joint venture between Qatari Diar Real Estate Investment Company, an international leader in sustainable development, and the Saudi Binladin Group Company Limited (SBG), the renowned multinational construction conglomerate.

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 implementing the key projects in the territory of Qatar, such as: Dukhan Highway project, New Doha International Airport, etc. as well as a lot of other construction projects.

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 for their projects in Qatar and over the world.

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

QD - SBG Construction recruited masons, plasterers from Vietnam Manpower JSC

Source: http://vnmanpower.com

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Save Yourself or Kill Yourself?

In this world we will, of course, have to face difficulties and problems, we do pray to God during those times, but we have to continue working hard. People who blame their luck for their misfortune or spill it on God will forever remain where they are, since God too loves those who work unceasingly and do not sit idle. 

Let's see the story below, what lesson do you learn from the man?

Once there was a flood in a village.  People were atop their roofs for safety. One of the men was constantly praying to God. He was deeply religious and a god- fearing man. Water level was rising steadily. Along came one boat, others asked him to climb onto it to save himself. He refused. He said, “ No, I will be saved by my God.” The boat left. After a while came another boat and again people insisted. He replied in the same vein.

The water level went up to the roofs finally. Then came a helicopter, and a rope was thrown to him asking to get in the helicopter. Again, the same answer. In a short while the man was up to his neck in water, and eventually died.

He reached heaven and bursting with anger, asked God why He didn’t come to his rescue, when he was an ardent devotee. God replied, “Foolish fellow, the rescue teams in the boat and the helicopter were sent by me. But it was you who did not want to save yourself. How can I do anything about it? I gave you three options, but you declined them yourself.”

In the life, we just save ourselves, don't looking forward to other. Our life is in our hand, let's make it more colorful.

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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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Supply labor for International Tube and Conduit Company

The International Tube and Conduit Company - Saudi Arabia’s recruiting demand has been completed successfully on January 4th to 6th, 2014.

International Tube and Conduit Company (ITCC) located in Jeddah, Kingdom of Saudi Arabia is a major manufacturer of steel conduits, steel tubes, scaffolding and construction props as well as fence materials. At the moment, ITCC is also having a lot of projects for pre-engineered steel structures in the territory of Kingdom of Saudi Arabia.

With the latest technologies and the quality policy tightening, ITCC is becoming the leading company in the field of steel production in KSA in particular and worldwide in general. It assures to provide defect-free and high quality products and services meeting the needs of customers across different segments.

Last 4^th to 6^th January 2014, we were honored to welcome representative from ITCC to come to Vietnam for the direct interviews and trade tests with candidates supplied by Vietnam Manpower JSC for the following vacancies: QC Engineers, Safety Officers, Surveyors, Civil Engineers as well as a lot of steel erectors and 3G, 6G welders.

We would like to take this opportunity to say thank you and to appreciate the trust and cooperation of ITCC.

Below are some pictures of the recruitment campaign for the ITCC – Saudi Arabia

Supply labor for International Tube and Conduit Company

Source: http://vnmanpower.com

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How to Become a Good Manager

Becoming a manager is a great responsibility. You have to oversee other employees to ensure that job duties are carried out properly and that costs are effectively controlled. Some managers, such as restaurant managers, have to make sure that customers are happy. As a manager, you are accountable to both your team members and your supervisor.

#1. Learn all the job duties and help out when needed.

Every great manager knows how to do the jobs that his subordinates do on a daily basis. As a good manager, it is important that you step in and help out your team regardless of what is needed.

#2. Show that you have a good work ethic.

Be on time and follow the rules. This will show your team and your supervisors that you have the interests of the company in mind. It also sets a good example for your team members.

#3. Improve yourself.

Be open to constructive criticism from your team and your supervisors. You can also take advantage of any management training available.

#4. Motivate your employees.

A team that is motivated will perform better. A manager who can motivate her employees is a manager that will stand out to everyone. One way to do this is to tell your team members a positive quote or story every day.

#5. Stay available to your team.

Your employees may have work or personal problems that affect their job performance. Staying available for them to talk to you about these issues will help them to perform better and will prove that you care about your team as well as the company.

#6. Expect the best from your team.

A good manager has high expectations. When you expect the best, you will usually get the best. Train your team members as needed so that you can have the best.

#7. Accept responsibility and pass it down when necessary.

Part of being a good manager is accepting responsibility for the things that happen when your team is on duty. When a supervisor brings things to your attention, accept the responsibility for the situation. Once you do this, pass any necessary information to your team and help to improve the situation. You have to do this for both good feedback and bad feedback.

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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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Supply Birds Keepers and helpers to RENECO-UAE

Vietnam Manpower JSC has supplied Birds Keepers and helpers to RENECO-UAE successfully!

 RENECO with 20 years of experience in the management of houbara captive-breeding centers, a high level of technical expertise in the artificial reproduction of the houbara, with significant and indisputable results.

RENECO has developed and matured over years, through sound research programmes, specific reliable breeding and release techniques for houbara and has gathered considerable amount of skill, knowledge and experience .

RENECO is a guarantee of permanently updated best practices in the field of houbara breeding for both the African and Asian species as well as both type of production out door or in door

Last Nov 20, 2013, We are honored to welcome the Representative of RENECO-UAE  to arrive Vietnam to directly interview and do trade tests of Vietnamese Bird Keepers deployed by Vietnam Manpower JSC.

We would like to thank and sincerely appreciate the trust and cooperation of RENECO in the selection and use of the Vietnamese Bird Keepers for their projects in the UAE and Globally.

Below are some pictures of the second recruitment campaign for the RENECO:

Supply Birds Keepers and helpers to RENECO-UAE 

Source: http://vnmanpower.com

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What Does a Recruitment Manager Do?

A recruitment manager's main responsibility is to search for suitable employees. He or she works closely with the human resources (HR) department of his or her company to understand the firm's hiring needs. Directly seeking job candidates, screening resumes and following employment laws are regular work activities for a recruitment manager.

What does a recruitment manager do?

Concentrating each day on the hiring needs of the company is the principle focus of the recruitment manager's job. Typically, he or she uses a computer to place online ads directed at qualified candidates. Recruitment managers may travel as part of their job. They often create brochures about the company and travel to college campuses or job fairs to hand them out, along with their business card, to prospective candidates. After the interested candidates contact them, the recruitment manager then follows through by replying and directing these prospects through the interview process.

• See more: How to become a good manager?

Typically, recruitment managers first ask interested applicants to submit their resume. A recruitment manager usually reads through a stack of resumes at one sitting and sets aside the ones that show promise. Of these, he or she will check references and education information. After that step, recruitment managers will then often contact the narrowed down number of applicants for an interview. In keeping with the law, the manager may be required to make sure all of the job applications received are kept on file with the company for a certain period of time.

Either an HR representative or the recruitment manager will usually conduct the first interview with the short list of job candidates. This initial interview is likely to take place on the telephone. The applicant number would then once again be narrowed down. HR as well as the manager or supervisor of the department requesting an employee would then usually be notified of this short-listed job applicant group Successful applicants at this stage of the process are called in for another interview by the hiring department manager; group interviews at this stage are common.

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

The hiring managers may provide feedback to the recruitment manager about the applicants, especially the one chosen. Recruitment managers usually keep records, and information on their past recruits can help them in their future efforts. In addition to keeping records, recruitment managers must keep up to date on the latest employment and hiring laws to avoid issues such as discrimination. They must also perform criminal record checks if these seem warranted by missing or suspicious information on a resume.
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Welders supply for Arabian Metal Industries Limited

Arabian Metal Industries Limited- Saudi Arabia’s recruiting demand has been completed successfully on Nov 10 to 12, 2013.

Arabian Metal Industries Limited specializes in producing a large variety of high quality truck bodies and road transport vehicles such as Tippers, Water Tanks, Fuel Tanks, Platform Semi-Trailers, Low-Bed Semi-Trailers, Cargo Semi-Trailers, Curtain Sided Semi-Trailers, Car Carrier Semi-Trailers, Truck-Mounted Cranes, Drop-Side Cargo Bodies, Draw-Bar Trailers, Steel Tippers, Rock Body Tippers, Vacuum Tanks, Jetting Units, Beverage Bodies, Wreckers, Slide-Back Recovery Units, Fire Fighting Vehicles, Jet Refueler Units, Mobile Workshops, Transit Concrete Mixers, Hook Loaders, Skip Loaders,  Extendible Semi-Trailer, etc

Last Nov 10 to 12, 2013, We are honored to welcome the Representative of The Arabian Metal Industries Limited have arrived Vietnam to direct interviews and doing trade test of Vietnamese 2F & 3G Welders supplied by the Vietnam Manpower Supplier.

We would like to thank and sincerely appreciate the trust and cooperation of The Arabian Metal Industries Limited in the selection and use of the Vietnamese Welders supplied by Vietnam Manpower Supplier for their projects in the Saudi Arabia and Globally.

 Below are some pictures of the recruitment campaign for the The Arabian Metal Industries Limited- Saudi Arabia:

Welders supply for Arabian Metal Industries Limited

Source: http://vnmanpower.com

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Supply construction labors for Nesma & Partner (3rd recruitment campaign)

Vietnam Manpower JSC have supplied around 400 Vietnamese Workers for Nesma & Partners successfully with vacancies as follows: Carpenters, Masons & Plasterers, Tilers, Painters, Steel Fixers. (3rd Recruiting campaign on Oct 16,17 & 19,20. 2013)

Nesma and Partners is the engineering and construction division of Nesma Holding Co. Ltd. It has been a contributor to Saudi Arabia's industrial and infrastructure sectors since 1981 with reliable, multi-dimensional construction services.

Currently, Nesma and Partners is a recognized leader in the fields of oil and gas, petrochemicals, and power and water sectors. In addition to its role within a leading company responsible for major construction work in the Kingdom and the wider Gulf region, Nesma and Partners has established itself as the contractor of choice for an array of esteemed clients. With a reputation for efficient, impeccable service, the company continues to expand its construction expertise, incorporating the latest and most advanced industry technologies.

Nesma and Partners can meet all requirements of civil and building construction services, industrial mechanical (oil & gas) construction services, and electro-mechanical construction services. We can provide plant expansion and ground-up construction services for Lump Sum Turnkey (LSTK), Engineering, Procurement, and Construction (EPC), and Lump Sum Building (LSPB) projects.

By combining technical expertise with immense knowledge of local markets and rich human capital, Nesma and Partners ensures ample resources for the most demanding construction, operations, or maintenance projects.

Oct 16,17 & 19, 20  2013, we are honored to welcome the Representative of Nesma & Partners have arrived Vietnam to directly interviews and doing trade test of more than 400 of Vietnamese workers with positions as followed:Carpenters, Masons & Plasterers, Tilers, Wall Painters, Steel Fixers..

We would like to thank and sincerely appreciate the trust and cooperation of Nesma and Partners in the selection and use of the Vietnamese Carpenters, Masons & Plasterers, Tilers, Wall Painters, Steel Fixers supplied by Vietnam Manpower JSC for their projects in the Saudi Arabia and Globally.

Below are some pictures of the 3^rd recruitment campaign for the Nesma and Partners:

Manpower supply for Nesma & Partners (3rd recruitment campaign)

Source: http://vnmanpower.com

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