Quy trình tuyển dụng/ Recruitment progress

Recruitment progress is a set of actions carried out by the Expat Human Resources Department throughout various stages, from identifying the recruitment demands at each school, finding the suitable candidates meeting the standards, screening, selecting, and interviewing the candidates, implementing demo classes, and introducing new employees, to find individuals with qualified competency and desires to stay committed to Vinschool in the future.

RECRUITMENT STANDARDS Recruitment standards refer to the standards set by Vinschool that candidates are expected to meet, including certificates, working experience, and age. At Vinschool, recruitment standards for expats are customized for each group of positions.

Group of positions	Certificates	Working experience	Age
ESL Teacher in Standard section (Kindergarten – Grade 12)	Bachelor’s degree in Pedagogy / Education or higher. Other relevant certificates of teaching, such as TESOL, TEFL, and CELTA. Having a CELTA or TESOL certificate issued by Trinity College is a plus.	Having at least one year of experience working as an ESL teacher. Having experience of working at international school is a plus. Dedication to students and commitment to teaching and professional ethnics.	Under 55
Primary Cambridge Teacher (K-5)	Bachelor’s degree or higher in Primary Pedagogy/ Education in English-as-native-language, such as the United Kingdom, the United States, Australia, Canada, New Zealand, or, At least a teaching degree/ certificate in English-as-native-language countries, such as the United Kingdom, the United States, Australia, Canada, and New Zealand: Master degree in Education/ Pedagogy in case Bachelor’s degree is in other areas PGCE or similar certificates in primary education; Teaching license In case candidates have no degrees granted by the English-as-native-language countries, yet relevant experience in international schools, they can still be considered.	Having at least 2 years of experience working as a full-time primary teacher with professional level as follows: Teaching for children from kindergarten (4-5 years old) to Grade 5; Teaching programs are completely developed by the United Kingdom, the United States, Australia, Canada, and New Zealand, and/or; International teaching program.	Under 55
Cambridge Teachers for Secondary & High school & IGCSE (Grade 6 – 10)	For secondary it should be this: Minimum Education Requirements: Bachelor Degree from accredited university in UK, US, AUS, CAN, NZ,  with major related to subject to be taught: Bachelor in Secondary Education with specialty in subject: Math/Science/ICT/Social Sciences/ESL* Minimum Teaching Qualifications: Teaching qualifications from UK, US, Australia, Canada, New Zealand: Bachelor of Education or Master of Education (if undergrad not in education) PGCE or equivalent	Having at least 2 years of experience working as a full-time Secondary & High school teacher with professional level as follows: Teaching students Grade 6 -12; Teaching programs are completely developed by the United Kingdom, the United States, Australia, Canada, and New Zealand, and/or; International teaching program.	Under 55
A-level Teacher (Grade 11-12)	A-Level: Minimum Education Requirements: Bachelor Degree from accredited university in UK, US, AUS, CAN, NZ with major related to subject to be taught: Bachelor in Secondary Education with specialty in subject: Maths/ Social Sciences/Business-Economics /Biology/Physics/Psychology/Media Studies/Computer Science/ other subjects related to A Levels coursework Teaching Qualifications: Teaching qualifications from UK, US, Australia, Canada, New Zealand: Bachelor of Education or Master of Education (if undergrad not in education) PGCE or equivalent		Under 55

RECRUITMENT PLAN Recruitment plan refers to the acts of finding and recruiting the candidates meeting Vinschool’s recruitment standards and culture. Vinschool’s expat recruitment plan usually starts in October each year and lasts through the following June, including the following steps: Identifying the recruitment needs of each school; Identifying the recruitment standards for each position; Developing a job description for each job vacancy; Planning a budget for recruitment; Setting a recruitment plan and schedule; Using the supporting tools (see Part 8. Supporting software for more information) Carrying out interviews and demo classes; Verifying candidates’ information and starting the recruitment.

RECRUITMENT CHANNEL Recruitment channel refers to the platform from which the Human Resources Department collects candidates’ applications through job postings. This is considered as the most important step in a recruitment process. For more information, please refer to Part 8. Supporting software).

INTERVIEW Interview is a section of questions and answers carried out directly (face-to-face) or indirectly (via online) in order to select the most suitable candidates. Vinschool is using both ways of interview, to be more specific: Direct interview: applicable to expat candidates who are currently present at the location of the job vacancy when they receive the interview invitation; Indirect interview: applicable to expat candidates who are currently not present at the location of the job vacancy when they receive the interview invitation (other regions or abroad).

DEMO CLASS Demo class is a method to evaluate the pedagogy skills and professional knowledge of the candidates, in which candidates are requested to carry out a class directly (or indirectly via an online channel) in a topic or practice informed in advance. Demo class is conducted after the interview and usually applied for the recruitment of expat ESL teachers for Secondary and High school Section.