2016 will be a vibrant year for the Vietnamese recruitment market, when the balance of employment decisions is tilted towards talented candidates. Businesses are competing to get talented people, the approach to candidates using technology is constantly increasing and bringing great efficiency… With more than 13 years of experience in the field of human resource recruitment in Vietnam, SK Vietnam HR would like to present 6 outstanding recruitment trends in 2016.
1. Demand for recruiting seasonal staff and general workers is increasing sharply.
In early 2016, Vietnam completed the procedures to join the TPP – Trans-Pacific Partnership Agreement. This milestone opens up a bright future for Vietnam’s economy, approaching and integrating deeply with major economies. It is forecasted that in 2016, there will be a series of foreign enterprises expanding investment in Vietnam, a large number of representative offices, enterprises increasing foreign investment capital, and expanding the scale of the company. This leads to a high demand for human resources in all positions, not only limited to Vietnamese workers but also expanding to foreign personnel working directly in Vietnam.
Vietnam is considered a developing country with abundant labor resources. The demand for seasonal personnel and unskilled labor to serve industrial parks and factories in 2016 will continue to increase significantly.
Vietnam’s trade balance with TPP countries (2014)
2. Find new models and strengthen the recruitment department in the enterprise.
Domestic enterprises have been highly aware of the quality of human resources that determines the survival of enterprises. In 2015, there was a shortage of human resources in all fields. Although enterprises have used all forms of invitation and high incentives, the number of applications still does not meet the demand. Especially with the recruitment of senior personnel in enterprises, there are many difficulties. Some positions have been recruited for 3-6 months, but enterprises still do not have suitable personnel. The issue of time and backlog of work is always a headache, forcing enterprises to find new approaches and new models for the recruitment department to quickly solve the problem.
3. The trend of using outsourced human resource services increases efficiency
Legal issues, prescribed benefits and risks from managing a large number of employees have caused many businesses to change their mindset, from directly investing in building a recruitment team to using part or all of the recruitment budget for human resource outsourcing services to focus on business development and achieving sales targets.
Outsourcing human resource services contribute to increasing business efficiency
4. The explosion of the online recruitment market.
With the strong development of the internet in recent years, the recruitment environment has changed significantly, from focusing on posting jobs on newspapers, to now online newspapers and other media on the internet play a key role in reaching candidates. In just the past 5 years, the number of businesses providing online recruitment services has expanded with many ways to access job sources and quality candidates, each business itself also focuses more on creating a separate recruitment section on the website, regularly updated to attract talent. In 2016, when social media channels flourished, focusing heavily on developing brands through online websites… job seekers only need to complete an online profile to be able to access millions of jobs across the country.
5. The decision to work at the company is tilted towards talented candidates.
A notable feature in 2016 and also a new trend that is being formed, instead of the previous employer having the right to search and choose suitable candidates, now each candidate has the right to choose a business that suits his or her own experience. Enterprises and large corporations can do a simple calculation summarizing over the last 3 years of operation, the ratio between the number of employees changing jobs and the total number of employees each year has been increasing. The problem is how to retain quality employees? How to have a good working environment, suitable treatment?. Even businesses themselves today have to compete with each other to get the most talented candidates. Finding a professional third party partner providing human resource services to advise on operating procedures is a suggestion to solve the current problem.
Talented candidates have the right to decide where they work
6. Build culture and brand for the recruitment department.
Along with the strong development of PR & Marketing activities today, especially Online marketing. Building a unique brand for the recruitment department in particular and corporate culture in general contributes to creating a completely different style from other businesses. Job seekers not only read the job description but also learn and care about the working environment, policies and culture of the business. Building a good working environment image will attract talented candidates and they will be eager to join your organization.
A typical recruitment example is that of Vietcombank Securities Company – VCBS when creating a recruitment video clip with a youthful and modern style but still not lacking in professionalism, attracting more than 80,000 views, comments and shares.
