I. Deciding to apply
The first step is to download the job description and read it carefully, particularly the person specification and the terms and conditions of the post.

II. Application forms
Please note that a candidate is required to submit his/her Job application document (mostly consists of Resume and Job application letter). The completed application document can then be emailed or posted to UNICOM’s HR Department.

While there is more specific information about the candidate himself and his working experience included in your resume, the more chance he will be short-listed for an interview.

Application document received after the closing date will not be considered.

III. Applying
Once candidates go through the job description and complete the application document, they will have to email it to hr@unicomsoftware.com. Candidates will then receive an automatic reply, acknowledging receipt of the application document.

When emailing the form, it is helpful to include the post title in the “subject” box of the email.

Whenever possible, we prefer to receive application document by email. But in case candidates do not have email access, the application form can be posted to:

UNICOM Software JSC.
Hoang Trieu Building, 2-3-4/F
3G Pho Quang St., Wd. 2, Tan Binh Dist.
Ho Chi Minh city
Vietnam

Tel.: +84 (8) 3844 7949
Fax: +84 (8) 3844 7945

If candidates have any queries regarding a vacancy, they can contact the HR Dept. representative at hr@unicomsoftware.com.

IV. Short-listing
Next, UNICOM Software recruiting officers undertake the short-listing against criteria, as outlined in the job description. They then discuss (through a phone conference or via email) all the candidates and make the decision on which candidates to bring forward to the next stage.

Due to the number of applications we receive, we regret that we are only able to contact short-listed candidates, but we acknowledge the effort put in by all applicants and would like to thank them for their interest and time.

V. Selection process (face-to-face interviews)
Selection processes at UNICOM Software normally involve two interviews per candidate, lasting approximately one hour. These are:

• Job competence interview - covering technical skills, experience, approach to applying skills and understanding of development work/context.
• Personal information interview - covering the personal situation (e.g. financial and emotional ties, state of health).

Selection processes are also an opportunity for candidates to find out more about how UNICOM Software works and to have their questions answered.

For some posts, candidates may be requested to do some work-related exercises. Candidates are always informed in advance if there are any exercises involved.

VI. Decision-making
The outcome of the interview is discussed at the selectors’ assessment meeting, which takes place after the interviews.

In the selectors’ meeting, the panel discusses all the candidates interviewed and reaches a decision that has to be agreed by all. They in turn need to agree with the recommendations before an offer can be made. This can take a while, but we endeavour to inform candidates as soon as possible.

VII. Informing candidates
The outcome of the selection process is communicated as soon as possible, either by telephone or by email. Unsuccessful candidates will receive feedback regarding the reasons behind the decision. If they wish further feedback they can contact UNICOM’s HR Dept. representatives.

VIII. Probation contract offers
As being successful from interview, candidates will be offered to move on with a probation period (probation contract is signed up between the successful candidate and UNICOM Software JSC.) which is a subject to receipt of satisfactory professional requirement and/or completion of the orientation training.

Successful probation report, which is the result of good performance assessments (PA) from probation officers and probationer’s colleagues, leads to labor contract signment between UNICOM Software with that probationer.

IX. Data protection
This information (e.g. application form) is only disclosed to those involved in recruitment and selection processes. For successful applicants this information will be archived in their personnel records. Data related to unsuccessful applicants is retained for six months and then destroyed.

X. Favourite candidates
If they wish, unsuccessful candidates can request the HR Dept. to input their contacts details onto the Favourite database. Whenever there is a vacancy in their relevant field of expertise/interest, the UNICOM Software HR Dept. emails them the relevant details. If they no longer wish to receive this email, they can contact the HR Dept. representatives through the recruitment email and will be deleted from the database.

We hope this document clarifies the main stages of UNICOM’s recruitment and selection processes. If there are any queries, we suggest writing to the UNICOM’s HR Dept. at hr@unicomsoftware.com and we will endeavour to reply in a timely manner.

Job opening at Unicom are updated and posted here frequently.