MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY FACULTY OF LOGISTICS INTERNATIONAL TRADE
HUMAN RESOURCE MANAGEMENT Topic:
Recruitment and Selection Activities of Shopee Subject:
Human Resource Management Class ID: HRM203DE01 - 1100 Lecturer: Mr. Le Tran Tuan Anh Group Members:
1. Lê Bảo Ngọc (Leader) 22103765
2. Lê Phương Yến Nga 22117169
3. Lý Mỹ Nghi 22103563
4. Nguyễn Đông Nghi 22114856
Hochiminh City, 24th May, 2023 Group Evaluation No. Full name Title
% Contribution (*) Remarks 1 Lê Bảo Ngọc II. Recruitment and selection 100% activities 2 Lê Phương Yến Nga I. Company background 100% 3 Lý Mỹ Nghi II. Recruitment and selection 100% activities 4 Nguyễn Đông Nghi III. Assessment/ solutions/ 100% recommendations (*): Maximum is 100% 2 TABLE OF CONTENTS
GROUP EVALUATION ....................................................................................................................... 2
ACKNOWLEDGMENT ........................................................................................................................ 4
I. COMPANY BACKGROUND: .......................................................................................................... 5
I.1 - COMPANY INTRODUCTION ............................................................................................................. 5
I.2 - COMPANY FOUNDATION AND DEVELOPMENT ................................................................................ 6
I.3 - MISSION, VISION AND CORE VALUES.............................................................................................. 6
I.4 - ORGANIZATIONAL STRUCTURE ...................................................................................................... 7
I.5 - BUSINESS SITUATION ..................................................................................................................... 9
II. ENTERPRISE’S HR ACTIVITY ANALYSIS - RECRUITMENT AND SELECTION
ACTIVITIES: ....................................................................................................................................... 11
II.1 RECRUITMENT POLICY.................................................................................................................. 11
II.2 RECRUITMENT AND SELECTION PROCESS: .................................................................................... 14
II.3 - RECRUITMENT SOURCES: ........................................................................................................... 16
II.4 - SELECTION METHODS ................................................................................................................. 16
III. ASSESSMENT/ SOLUTIONS/ RECOMMENDATIONS: ..................................................... 18
III.1 - ASSESSMENT: ....................................................................................................................... 18
III.2 - SOLUTIONS: .......................................................................................................................... 19
III.3 - RECOMMENDATIONS: ........................................................................................................ 19
REFERENCES ..................................................................................................................................... 21 3 ACKNOWLEDGMENT
First of all, our group would like to send our most sincere thanks to Mr. Le Tran
Tuan Anh lecturer of Human Resource Management class. We could not have
completed the report without his guidance and knowledge transfer. Great tips
and suggestions came from the sessions so that we could complete this report in the best way.
Next, we would like to express our gratitude to the articles, which are reliable
sources of information that can be used as references or as a source of
information for further learning. I also want to give a thanks to my team members
since without their contributions, this report would not have been able to be accomplished.
Although there is no end to knowledge, each person has their own limitations,
therefore this report is not error-free. Therefore, we are always ready to listen
and absorb knowledge from the instructor to become more and more perfect. 4 I. Company background:
I.1 - Company introduction
Website: https://shopee.vn/ Name : Shopee Address: In Viet Nam:
+At Hanoi : 29th floor of Lotte Hanoi Central Building, 54 Lieu Giai, Cong Vi Ward, Ba Dinh District, Hanoi
12th floor of the Capital Building, 41 Hai Ba Trung Street, Trang Tien
Ward, Hoan Kiem District, Hanoi
+At Ho Chi Minh city: 17th floor Saigon Center 2, 67 Le Loi Street, Ben Nghe Ward, District 1, City Ho Chi Minh. Phone:
+Customer support call center: 19001221
+Support other issues such as recruitment and cooperation: 02473081221. Logo: 5
I.2 - Company foundation and development
Shopee is known as the leading e-commerce platform in Southeast Asia, headquartered
in Singapore. The company, formerly Garena (owner of brands such as Garena, Foody,
Now, Airpay, etc.), was born in 2015. The founder of Shopee is billionaire Forrest Li,
who is known to confront Alibaba. Few people know that the holding company of
Shopee is owned by the SEA Group, or, in Vietnam, it is best known under the company
name GARENA. And now it has been launched in many countries, such as Singapore,
Malaysia, Taiwan, Thailand, Indonesia, Vietnam, the Philippines, Brazil, and Poland. Shopee development
I.3 - Mission, vision and core values Mission of shopee
“We believe in the transformative power of technology and want to
change the world for the better by providing a platform to connect
buyers and sellers within one community.” Vision of shopee
“We believe online shopping should be accessible, easy, and enjoyable.
This is the vision Shopee aspires to deliver on the platform, every single day” Core values 6 “We Serve”
· The customer is always right.
· Exceeding customer expectations, providing superiority, and more. “We adapt”
· Anticipate changes and prepare a future plan.
· Accept unforeseen changes and finally achieve the set goal. “We run”
· Actively work, no need to push
· Always have a spirit of urgency to complete the work.
“We commit”
· Be trustworthy and do what we say we will.
· Raise standards; refuse to take shortcuts, even when no one is watching.
· Act like an owner, proactively seeking ways to make our organization better.
“We stay humble”
· Believe that we are always the underdog and seek to learn from the market and competitors.
· Accept that we are not perfect and never will be.
· Work hard first, celebrate, and enjoy later.
I.4 - Organizational structure
Shopee's business strategy model
Initially, the business model that Shopee pursues is C2C (consumer to consumer), as an
intermediary between individuals. Currently, Shopee has expanded the B2C model
(business-to-consumer), which involves buying and selling between businesses and
individuals, where Shopee still acts as an intermediary link.
With stricter control over the source of goods, or in other words, B2C model suppliers,
Shopee has gradually raised its brand and is no longer known as a centralized e-
commerce channel for cheap goods. Genuine brands appearing under the Shopee Mall
brand affirm that the quality of products and services is relatively high.
Until now, Shopee has been coordinating smoothly between these two business models
and achieving great efficiency. 7 8 I.5 - Business situation Product
Shopee is an e-commerce platform, a channel that connects buyers and
sellers. The source of goods on Shopee is either directly from famous,
genuine brands (available in Shopee Mall) or from the seller's channel;
the products offered on Shopee are all products clearly registered by
suppliers and censored by Shopee censors. Services
· The policy to protect shoppers as well as sellers on Shopee is very good.
+ For the buyers: In the past, Shopee has applied a consumer support policy.
Accordingly, the banks will pay the seller when the order is confirmed and
the buyer receives the goods in good condition and without any claims. In
addition, Shopee also has a refund policy. The buyer has the right to return
the product for a refund in the event of complaints about product quality.
+ For sellers: Shopee also regularly screens listings, making sure sellers
don't violate sales policies. thereby contributing to the protection of buyers on the e-commerce floor.
· Products are sold at very favorable prices, often with attractive promotions. Partner
Shopee announced a media partnership program, collaborating with
Dentsu Aegis Network, Omnicom Media Group, Publicis Groupe, Havas Group, and Mediabran. Customer 9
- Four groups of customers often shop on Shopee:
"Hunting for good prices": a determined group of users who love to hunt for the best deals
"Walk around, buy randomly": a group of users who like to browse products and buy randomly
"Convenience first": the user group favors the convenience of online shopping.
"Gift hunters": groups of users who find joy in online rewards and gifts. Competitors
Shopee's competitors include Lazada, Tiki, Sendo, Amazon, Alibaba, and eBay. Market
While most other e-commerce platforms only focus on the website and
consider it the main platform, Shopee took a different strategy from the
beginning by launching a mobile application to take advantage of the
large number of customers whose smartphone usage is high in Southeast Asia.
Revenue & profits in the last 3 years
“Total gross merchandise value (GMV) of Shopee from 1st quarter 2020 to 2nd quarter 2022
(in billion U.S. dollars)” 10
II. Enterprise’s HR activity analysis - Recruitment and selection activities: II.1 Recruitment policy a) Training
The learning culture at Shopee is extremely strong. The working staff at Shopee will
receive training via a comprehensive apprenticeship and probationary stage. Shopee
offers a variety of training programs and courses aimed at helping you advance at every
step of your career by fostering the development of critical competencies (such as
stakeholder management, communication, or creative and innovative thinking).
Shopee believe in continuous upskilling for you to be better versions of yourselves.
Sessions on technology and subject-matter expertise to broaden and enhance in-depth
understanding. a variety of leadership development programs, networking and
interaction opportunities, coaching and mentoring sessions, as well as intense training
sessions for regional managers.
The Global Leaders Program is an annual program for management trainees at the
Shopee management level. The total duration of this program is two years, including
six months of work in Singapore, and candidates are rotated to work through four departments.
To increase the efficiency of current resources, Shopee organizes new skill training
programs and provides new hire training through a common human resource. As a
result, the "rookies" will have the opportunity to take part in one day of orientation
training. These personnel will then take training courses on developing soft skills and
expert skills during their probationary period. Additionally, students in fields relevant
to e-commerce are still able to apply for internship employment.
Specifically, the 3-month internship program at shopee, allows students to apply for an
internship at any time of the year. You have the opportunity to be evaluated after
accomplishing your internship for three months in order to become a part of the
company as an official employee after graduating from university.
b) Working Environment
You will be able to work in a professional, modern, and energetic environment when
you work at Shopee. In particular, as soon as you become a member of Shopee, junior
employees will be able to participate in Orientation to better understand the traditional
corporate culture. In particular, there will be a buddy friend who will support you to get
accustomed to the job during the 2-month probationary period.
The company always has a policy of encouraging and rewarding individuals and groups
with successful accomplishments to encourage and motivate them to strive. In addition
to the dynamic and fresh natural working environment, Shopee also takes care of the
welfare and treatment of junior employees such as lunch allowance, team building,... It
definitely helps that shopee has frequent Team bonding and engagement events where
we can all get to know your coworkers better.
c) Recruitment and benefits policy at Shopee: 11
The new employee or intern will receive the special new hire welcome kit from Shopee on the first day of work.
New hire welcome kit from Shopee
Shopee also provides junior employees physical health insurance packages and
outpatient, inpatient and dental budgets.
To create a comfortable and friendly working environment. Shopee invests heavily in
after-hours activities of employees such as holding yoga classes, dancing, clubs for
football, badminton, board games, running marathons, and competing in Ironman
competitions. Shopee believes that if employees have a work-life balance, they will
remain with the company for a longer period of time. Additionally, individuals that
arrive at work early will be given a very filling and varied breakfast. Every Shopee
employee will have the same access to all internal opportunities and will have an equal
opportunity to grow and develop. 12
The picture shows the Shopee perks and benefits
The company always builds an interesting working environment with competitive
benefits, bringing comfortable working feelings for employees.
d) Compensation policy
Depending on the position and experience, the salary will be different, such as:
Hub Supervisor / Soc Supervisor: From 20 to 30 million VND; Marketing staff:
Negotiable External staff: Negotiable Staff divides and selects goods: 7 – 10 million VND; Customer care staff: 7
– 10 million VND; Warehouse supervisor: Over 12 million VND; etc.
In addition to the above salary, employees working at Shopee can also increase their
income when achieving KPIs, bonuses on holidays, lunch support, annual travel, etc.
In addition to the dynamic and youthful working environment, competitive salary
regime, having the 13th salary is also what keeps employees. The company will always
promptly have a policy to acknowledge and support individuals and groups with
outstanding achievements to motivate them for further development.
e) Talent retention policy  Rotation
Facilitating employees to rotate between departments after a period of working in a
certain position to create conditions for you to have the opportunity to learn and expand
professional knowledge. After that, the enterprise will develop employee training
programs at all levels, staff levels will be trained in both soft skills and professional skills improvement. 13  Promotion
Instead of hiring people from outside to fill managerial positions, Shopee proactively
promotes current employees to higher positions.
=> Talent retention tactics at Shopee can be summed up in this short statement "Train
them so they can go anywhere. But respect them and treat them well so they don't want to go anywhere." .
II.2 Recruitment and selection process:
There are 3 main steps in this process:
Step 1: Employment planning and forecasting
In this first step the Shopee HR department has to decide what positions they will have
to fill and how they are going to fill them. It’s forecasting and determining the HR needs
of the organization, then building the workforce plan to ensure that the organization has
enough workforce to achieve the organization's goals and optimizing labor's cost. To
do the employment planning, they will go through the four steps below:
✓ Step 1: Environmental scanning
The HR department will find the answers for some questions about the current state of
the company or the business future directions such as “Should we expand
geographically?” if the answer is yes, they will go to the second step.
✓ Step 2: Predicting HR needs
The HR department has to predict the HR needs for some reasons related to the
development of the company such as forecasting the revenue the company wants to
achieve or is going to achieve in the next year. Then they estimate the number of
employees that they will need. Or they can predict based on the particular current state
of the company, for example: they will have to find a suitable employee who can take
over the current manager of the certain department for a while if she is entitled to maternity leave from work.
Additionally, they can predict the employee needs by considering these factors such as
products or services, economy, technology, financial sources, development, management philosophy, etc.
✓ Step 3: Predicting HR supply
In this step they forecast the supply of: 
Internal candidates: Through promotion and rotation
Promotion is “ to put workers into a position with advanced stipend, further prestige
and responsibility, better working conditions and development openings. E-commerce
develops speedily, the demand for staff in shopee's administration positions is veritably
large, when working at Shopee workers have clear promotion openings. workers who
do well are promoted to advanced positions, managing departments similar as customer
care, data analysis, marketing,. ” 14
Rotation is “ a horizontal transition of an employee, including a change in job, without
any revision in remuneration and revision of liabilities. It's a form of internal migration
in which workers are transferred from one job to another, generally in a different
position or department ”.
Ex: When working for Shopee, employees may be transferred to another department or
headquarters locally or globally (in Singapore, Malaysia, Indonesia, Thailand, Taiwan,
and the Philippines) or go on business trips.  External candidates
If Shopee does not have enough internal candidates to fill the vacant positions, they
will find external candidates, which leads to the recruiting step.
✓ Step 4: “Balancing HR supply and needs” Step 2: Recruiting
After they have accomplished the first step which is “Employment planning and
forecasting”, they will proceed to do the next step which is recruiting. Shopee often
upload the job hiring information on their main websites “Shopeecareer.com”, or on
the other job search social platforms like Facebook,Linkedin,Indeed… to recruit the employees.
Step 3: Selection Process
3.1: Candidates apply for a job
Before applying for a job at Shopee, the candidates should do research on the position
that they want to apply for. Most of the activities are being held online, so if you want
to apply at Shopee, all you need to do is prepare your CV carefully in either English or
Vietnamese. In addition, candidates can also send their CV directly to the mail to apply
for warehouse staff positions or jobs that do not require experience.
3.2: Interview call with a Shopee recruiter
After the HR department has received the candidate’s CV, they will proceed to screen
out the best candidates to go to the second round, which is the interview call with a
Shopee recruiter. In this call, they will ask the candidates more about their experiences,
skills, and desires for the position that they are applying for. Simultaneously, the
interviewer would arrange the time for the interviewee to do the online test or
assignment (this depends on the position that the candidates apply for).
3.3: Completing an online test or assignment
In this part, candidates will receive different tests depending on the skill requirements
of the position that they apply for. Normally, these tests often involve a lot of expertise
for technical positions or handling situations with operations block positions, human
resources,... “Put your skills to the test!” 15
3.4: Interview with the hiring manager
When you have successfully passed all the above steps, you will continue to participate
in a direct interview with the recruitment director. They will ask more questions related
to your expertise, so be prepared with behavioral, hypothetical, or self-reported
questions and practice answering situations related to the vacancy.
3.5: Confirmation of Offer
After completing the interview with the hiring manager, you can relax and wait for the
good news. After a few days, the Shopee recruiters will reach out to you via phone call
or email to deliver the good news of your job offer!
II.3 - Recruitment sources:
As one of the leading companies in the field of e-commerce, Shopee recruitment
information is always attractive to potential candidates to work for them.
1. External sources of recruitment
The official ways of external hiring include: publishing information about open
positions in magazines and newspapers; using advertising; and hiring at job fairs.
(Fisher et al., 1993)… And nowadays, with the development of technology, we can also
use social networks or other job search sites
Taking advantage of external recruitment sources is the way Shopee - which is a young
business - has and always does by uploading and updating the job information on their
website to find suitable candidates. We can easily search for vacancies on Shopee’s career site.
2. Internal sources of recruitment
Different from external sources, internal recruitment sources “ are preferred by
organizations because they allow the organization to fill a vacancy from a known pool
of employees and because these resources are under the organization's control” (Hoye
and Lievens, 2005). Job postings, which can be characterized as any internal
announcement by a business, are one of the internal recruitment resources (Kotler and Keller, 2000).
By using Internal sources of recruitment, Shopee can rely on their employee
relationships to expand the scope of recruitment and recruiting applicants who are
knowledgeable about the organization, from the development process to the business field.
II.4 - Selection methods
For a large e-commerce company like Shopee, to be able to select talented employees
from thousands of applicants that are suitable for the vacancy, Shopee uses the
Applicant Tracking System (ATS) as support for search-resource management and
recruitment process management. 16
This tool can also help Shopee save data of their applicants and know the current
headcounts while recruiting, for example: saving applicants’ hiring status and
recruitment stages, then automatically update to the system as a base to screen candidates.
The two targets of Shopee's recruitment strategies will be passive candidates and active candidates.
1. Recruitment methods for recruiting passive candidates.
Using social media (Facebook, Twitter, LinkedIn,...), taking advantage of Shopee
career site and other job searching sites is one of the best choices for Shopee to attract
and contact the passive candidates.
After reviewing and selecting potential candidates, Candidates will be approached
personally by Shopee’s recruiters who will outline the full job description,
compensation package, and benefits of the open position mostly through emails and
show the focus on the company's growth, value and opportunity. Additionally,
recruiters also provide information about the business and employer brand.
When it comes to the interview stages, the recruiter should ask the right questions, show
their interest in candidates, make them feel valued but do not forget to create challenges
for them by pretending to push them away only to reel them in more.
2. Recruitment methods for recruiting active candidates.
Active candidates are the people who are looking for a better job opportunity or
unemployed. To attract this group, Shopee uses a variety of techniques to find active
applicants, such as: recruitment activities, direct marketing, internships, and apprenticeships. 2.1 Requirements 
Although each department will have its own specifications, the fundamental
requirements — such as qualifications, experience, skills, job description,... — will generally be the same. 2.2 Selection Process
To make it easier to imagine what the interview process at shopee is like, we will refer
to an online interview of Shopee.
Online Interviews with Shopee will include 3 steps: CV submission, online interview
in groups and final interview.  Round 1: CV Submission. 17
Candidates who want to be offered the job position will submit their CV through
Shopee career site or on the job searching site, their CV must be honest, carefully prepared and full of details. 
Round 2: Online Interview in Group.
After the candidate passed round 1, they will receive an email from Shopee that invites
them to join the group online interview, including: times, link to join the interview
(mostly through Zoom or Google Meet), join webinar,... and also Shopee will ask the
candidate to join early at least 5 minutes and remember to turn their camera on during the interview
For more basic information, the interview will consist of a group of people, for
example: twelve candidates, in one room first to guide the rules first. Then candidates
will be given a break room, each room has six people and they will start working with
each other to discuss an issue or a study case. 
Round 3: Final Interview with Business Manager.
The same as Round 2, candidates who passed the second round will be invited through
email to join the final interview with one to three managers. The email still includes
time, the link to join, reminders,...
This round is very important. The manager will ask the candidates a lot of questions
that relate to them and the job position, evaluate the ability to work as well as the sense
of responsibility through the candidate's answers. If candidates perform well, about 5-
7 days later they will receive an email applied for the job and a confirmation letter offered.
III. Assessment/ solutions/ recommendations: III.1 - ASSESSMENT: Advantage:
- Recruiting numerous openings for both qualified and unskilled individuals.
- Provide jobs both in our country and internationally.
- Implement the "Global Leaders Program" (GLP) recruitment drive to draw in
thousands of prospective students from both domestic and international markets.
- Job posting activities will be broken down into a variety of sections, with a clear
distinction between interns, recent graduates, experienced individuals, and management posts.
- Shopee's salary is comparable to or greater than the market average when compared
to requirements for positions in the same industry.
- Candidates can use job search websites and applications to easily look for openings at Shopee. 18 Disadvantages:
- Not only recruitment companies but also shops on Shopee often post jobs, causing
many job seekers to confuse whether the position they intend to apply for belongs to
the Shopee company or is it personal, own self-employed stores.
- The GLP program consists of 4 rounds of interviews, with experiences and challenges
that make many candidates feel afraid and pressured.
- The recruitment form on the company's website is quite long with a lot of required information.
- Requires high requirements in foreign languages as well as skills, proficient in
additional aptitude tests like Logical Reasoning - Logical Thinking, Numerical Math -
Quick Calculation, or GMAT Data. III.2 - SOLUTIONS:
Create a separate human resources recruitment department to concentrate all efforts on
recruitment and human resource management in general.
Create a flexible and scientific personnel plan that is tailored to each step and time
period, making recruitment an active process.
Enhance professional credentials and fully develop staff members' roles in human
resource management, specifically in recruitment.
Post job openings on several channels to reach a wider audience and draw in more applicants.
The hiring procedure must be carefully carried out, and the recruitment sources must
possess sufficient knowledge to choose qualified candidates.
Equal access to career advancement opportunities and an open hiring procedure will
help Shopee practitioners meet competency requirements and compete fairly inside the company.
Shopee can improve its training program by adding supervisory and training models,
which include cross-training, evaluation interviews, and team learning to achieve fluid job advancement.
III.3 - RECOMMENDATIONS:
As companies grow, such as Shopee, must hire a highly motivated team as they
expand if they are to continue to be successful. HR recruiters search and identify
potential workers who suit the company's culture in order to advance the business. They
do this through efficient recruiting and selection processes. The recruitment process
entails determining the needs of the organization, luring in prospective employees, and
choosing and hiring the best candidates. 19
As shown, the best strategy to establish authority in internal recruitment is to
establish formal procedures with employee participation to reduce the stereotyping of
earlier regulations and prevent internal conflicts (Jed & Hodaka 2013). The
implementation of Total Employee Involvement (TEI) in internal recruitment was
advised by Shopee, as stated in the literature reviews and evaluations, in order to ensure
fair progress and provide more promotion opportunities for staff with the established
disciplines that candidates must adhere to and compete fairly.
Therefore, in terms of employment relations, we strongly advise Shopee to
maintain their objectivity in internal hiring and create a sincere bond between everyone
within an organization by disseminating a fair dispute resolution process in the
collective bargaining agreement and a system of open communication between
employees and employers to prevent unforeseen problems at the outset. 20