Two sides are looking at you: job seekers and companies that need people.
An HR company sells the trust of both sides. Sinh Vũ helps keep its image consistent, so candidates and companies alike see a firm that understands them.
Three things first: one core promise that speaks to both sides, a job post template people recognize as yours, and a website with an entrance for each side. Together they keep the company from being seen as just a job board.
Candidates and companies both hear the same company.
Even at a glance on social media, people spot your post among hundreds.
One section for candidates, one for companies, the same look.
Each kind serves companies in its own way, so what it has to prove is different too.
Their customersCompanies hiring for senior roles; candidates are usually employed and discreet.
Brand challengeConvey discretion and selectivity, worthy of sensitive assignments, without showing off.
Their customersCompanies that need many people steadily for operations, sales and production roles.
Brand challengeShow the screening and support behind the scenes, so you are not compared with a job board.
Their customersBoards that need to build an organization, salary scales, policies and performance reviews.
Brand challengeShow an understanding of people and organizations, through clear documents and a method with a name.
These are the places HR companies tend to lose both candidates and employers, and expertise cannot save them.
The same layout, the same dynamic-and-creative wording, and candidates scroll straight past.
A post template with a distinctive mark, honest job descriptions, and the firm and contact clearly named.
Start from this problemThe page for candidates is friendly, while the profile sent to companies is stiff, as if from two firms.
One core promise, two ways of saying it, the same identity and the same voice.
Start from this problemCompanies compare by number of profiles and do not see the screening and assessment behind them.
Turn the selection process into a document: the steps, the criteria, how candidates get feedback.
Start from this problemJob posts, event photos and résumé tips interleave, each post in a different visual style.
Three fixed content groups, with the same image template and the same voice.
Start from this problemAt the Facing the problem stage. Candidates and companies usually start with a job post or a search result. A post that does not say who posted it and why they are trustworthy gets skipped.
Touchpoints are the places where candidates and companies see the firm. You don't need to do everything at once. These five create most of the impression.
The first and most frequent touchpoint for both sides.
Candidates look to see who the company is before sending a résumé.
Companies read it to decide whether to entrust a vacancy to you.
Where both sides check that the company is real and has expertise.
Candidates remember how they were treated, even when they are not hired.
Listed in the order to do them. A new company can stop at step two or three; a company with several lines of business goes all the way.
Name, mark, color, type: one face for both sides.
A shared voice and a core promise for candidates and companies alike.
A job post template and social media graphics.
A website with two entrances, for candidates and for companies.
A company profile explaining how you screen and support.
Sinh Vũ has not yet published an HR or recruitment project. The three projects below are each closest on one side of the problem, and each says why.
IT LEARN teaches career changers their way into software testing, the craft of people willing to look closely…
A software testing academy that needed an identity with character yet still trustworthy: close because both work with people and careers.
At the port, most of the cold energy from LNG is returned to the sea. ConnectLog saw in that discarded stream an entire value chain…
A document set that tells a complex job clearly to investors: close in a profile that explains the method to companies.
Chigasoco, a sourcing company, needed a face as clean, clear and trustworthy as the invisible trade it runs; Sinh Vũ built its visual identity and corporate stationery.
A sourcing company that lives by connecting two sides: closest to an HR company connecting candidates and employers.
The principles behind it
It should suggest connection while avoiding handshakes and figures built from letters, which many firms already use. Test the logo at profile-picture size on job sites before settling.
Use your own template, put the position and the firm at the top, and describe the job in concrete words instead of generic adjectives.
Yes, but a discreet one: explain how you work, your specialist fields and how to get in touch, without listing candidates.
Keep one core promise and one shared look, and only change the wording and examples for each side.
Settle the core promise and the name, then the mark, the job post template and the website. The company profile and process documents come after the first clients.
No. An HR company needs a brand of its own; an employer brand is the job of each client company. This page is about the first.
A few lines about your company, your two sides of clients and what is holding you back is enough.