Young talent recruitment solutions

The right young talent, in the right numbers, on schedule — with contracted KPIs

VCO GROUP delivers the full package, from candidate attraction and employer branding through the ATS and aptitude testing to AI interviewing, designed specifically for high-volume hiring campaigns run by large companies and multinationals in Vietnam.

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100+ young-talent recruitment projects
91% of projects exceeded contracted KPIs
73,26% conversion rate at L’Oréal

Trusted by L'Oréal · Heineken · Suntory PepsiCo · Viettel · Masan · Coca-Cola · FE Credit · BAT · Pharmacity

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YOUNG TALENT RECRUITMENT

Custom Aptitude Testing System

V-Test is VCO GROUP's candidate assessment solution, letting employers evaluate candidates accurately through a professional testing platform and a customised question bank. With built-in anti-cheating security and your own branded interface, V-Test also improves the candidate experience. VCO is proud to work with Heineken Vietnam, L'Oréal and Suntory PepsiCo on optimising their hiring processes.

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AI Recruitment Interview System

V-Spark is a recruitment communications service line designed for companies that want to pick individual elements, use them flexibly and keep budgets tight, rather than committing to a full programme of large events.

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Automated CV Screening System

V-Spark is a recruitment communications service line for companies that want to pick individual elements, use them flexibly and keep budgets tight, rather than committing to a full programme of large events.

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Frequently asked questions

What does the VCO GROUP recruitment system include?

VCO GROUP runs four systems on a single platform: an applicant tracking system (ATS) personalised per campaign, the V-Scan automated CV screening system, the V-Test anti-cheating aptitude testing system, and an AI video interview system. Candidate data flows through all four steps and you track everything on one real-time dashboard.

How does VCO's aptitude test prevent cheating?

V-Test is built for high-volume remote testing. It uses a role-specific question bank, randomises questions and answer order for each candidate, enforces per-section time limits, and logs test-taking behaviour to flag anomalies. The interface carries your own employer branding.

How is VCO's ATS different from managing applications in Excel and email?

Applications from every channel (job boards, fanpages, campaign landing pages) land in one place, with formats standardised and duplicates removed automatically. Each candidate has a single record carrying their test scores and AI interview results. Hiring managers get permissioned access to view and comment directly, with no files passed back and forth.

How does AI interviewing work, and does it replace HR?

It does not replace HR. The system only handles the first screening round, where the workload is heaviest and the judgement value lowest. Candidates receive a link and record video answers to a role-specific question set; the system scores them against criteria you define and produces a Fit Score. HR reviews only the top group and makes the final decision.

How long does it take to launch a VCO campaign?

Typically 5 to 7 working days from sign-off on the role requirements, including building the campaign identity and configuring the ATS and aptitude test bank. For urgent timelines VCO can compress this, depending on configuration complexity.

How does VCO commit to KPIs?

Qualified application volume and round-to-round conversion rates are written into the contract. If they are not met, VCO tops up applications free of charge. To date 91% of projects delivered have exceeded the KPIs set, across more than 100 projects for multinationals in Vietnam.

How is the cost of a recruitment campaign calculated?

Cost depends on the number of roles, the locations and the scope of communications. VCO quotes per campaign after a free consultation, and can price on successful hires. Individual system modules can also be bought per use, so you can trial before scaling up.

Does VCO run high-volume blue-collar recruitment?

Yes. For blue-collar and operational roles the process is streamlined: candidates apply straight from their phone through a landing page or Zalo with no formatted CV required, then take a short test focused on learning ability and job fit rather than education. VCO's media network covers all 63 provinces, so hiring works well outside Hanoi and Ho Chi Minh City. The same contractual KPI model applies.