Discussion: After analyzing the data, I came up with three points: Select the suitable recruitment site, Make an effective recruitment content and Personal branding.
1. Select the suitable recruitment site: Since candidates belong to the young generation, using social media so SMN is the most suitable method. On the headhunter side, they think recruiter must understanding what level they are hiring for and choose the correct recruitment tool. There is a similarity between candidates and headhunters for choosing channels apply for jobs that is selection of popular SMN in the present.
The websites (free or paid) will post all JD for many different businesses. Candidates will apply through the system or try to contact recruiter through the business information. It is not necessary to use multiple resources/sites at the same time because it will take a lot of money but the possibility of duplicate candidates is high. Therefore, I just focus on 1 or 2 channels to receive quality resources and increase the number of CVs.
Facebook is an option and is completely free. With professional positions there will be specialized groups like "Tuyển dụng SEO – Content Digital Marketing HCM", “HR Tuyển dụng”, “HR Job”, “Ybox”.... Job posting time is around 8am and 8 - 9pm, especially effective on Saturday and Sunday. But, the profile "junk" on Facebook is high and it takes time to receive calls and text messages.
LinkedIn also is an effective recruiting channel. The number of shared CVs on LinkedIn is quite a bit, but based on the comments I can see the large number of competitors.
In my situation, after analyzing candidate traits for PR Media, I have combined to use FB to post job and use LinkedIn to find talent. The candidate's quality on FB is not high. Recruitment sites of company are not paid, so I can only view the candidate's profile with information such as phone numbers and emails are deleted. This took me a lot of time to figure out how to contact them. When I am looking for candidate resumes, keywords are very important. Just search by industry and choose CVs updated from 30 days or less. The difficult positions should be searched according to the required skills, specifics, names of companies in the same industry, and synonyms in both English and Vietnamese.
2. Make an effective recruitment content: I found the content of the job posting very important to attract more candidates. They believe that the working environment, salary, job description, company name and location are the things to pay most attention to. This is easy to understand, because the candidates I interviewed are people who only have  under 1 year experience, they want to have an environment to develop, want to working at big company. Of course, salary is the most motivation for them. So how to write an effective recruitment content? First, you need to determine what information is required in the post or determine what the candidate is looking at JD? Target recruit, job requirements, and candidate's benefits are material for effective content. Candidates and employers show that a job posting with a picture make job seekers pay more attention. Also, the content should not be too long. It will makes candidates feel bored and do not want to read. And it is necessary to have a creative content. This not only shortens the gap between recruiters and candidates, but also promotes a positive personal brand. It could be a photo, video, GIF, story and so on.
3. Personal branding: the surprising is three candidates are looking through the employer's profile. Cuz, they believe that looking at the recruiter's personal page, avatar, and posts helps job seekers have confidence to ask. As for employees, building a profile on SMN like building a personal brand. Personal brand, easy to understand is the image and keywords that others remember about you. Social networks are created to connect people. It not only connects you with relatives, but also serves as a bridge between you and your client, between you and other headhunters. In other words, social media is the place to build your image for people who have never met.  It increases employer identification, makes more connections, and attracts more good candidates. The more special people your network has, the more you will be recommended to the people around them. Every picture and status on personal page also affect your future career. In the resume, we must always provide basic information, including social media if the employer wants to contact. Meanwhile, some jobs also require candidates to provide it in CV and they can enter "survey, preview" the face of the candidate. For that reason, candidates use this opportunity to "show off". Employers see this is a way to increase their popularity
Evaluation: During my internship, the knowledge and skills I was trained by the company have helped me a lot; especially in learning more about headhunting and personal development. The working environment of Career Vision is also a point that makes me feel very satisfied after my internship. Fast learning and good integration are my strong points. Good adaptability at work helps me to easily communicate and learn from co-workers. On the job training has made me learn well in other specialized knowledge. However, I need to keep learning my interviewing skills and knowledge of human resources. 
Conclusion: To sum off, the use of e-recruitment was a big advantage for the headhunter. You must know how to choose the suitable recruitment sites for the job, search for right keywords, have the skills to write attractive recruiting content and build an effective personal brands on social networks. I am in charge of outside recruitment and my chosen career target will continue work 1 to 3 years as headhunting. And I want to experience in other fields of HR like policy and benefits, payroll.